Lean, Just-in-Time Recruiting!



Social Media Strengths And Weaknesses

August 27th, 2014

Understanding the pros and cons to the social media tools you have access to today.

In the Blog  I wrote on August 6, I provided an outline for the areas to think about when designing your social media recruiting solution.  For this piece in the series, we will begin to discuss the actual social media channels, what impact they have and how to use them.

Step one is to understand the Social Media tools and their strengths and weakness.  To be simple and succinct, Linkedin.com is easy and fast at finding candidates by skill set and geography, Facebook.com, Twitter.com, Google+ (sort of), Instagram.com, etc. are not. So what do you do with these other tools?

1. Stop spending hours trying to harvest names out of them. For most positions, Linkedin.com is the only network where time spent looking for candidates is time well spent. It’s my 80/20 rule. Where are you going to spend 20% of your time to yield 80% of your passive candidate pool? Linkedin.com is most efficient for adhering to the 80/20 rule.

2. Start pushing your message out through them. Two ways to do this:

  • Have a professional, easy-to-use Facebook Career page, Linkedin.com company page, Twitter.com account, and Google+ page (a MUST to keep your SEO rankings high). Instagram.com is not necessary now but keep an eye on it. Depending on the audience you are recruiting, it may become a viable source quickly. It’s the fastest growing social media site for the young audience.
    • Make sure that all job postings link directly back the exact job posting in your ATS, or however you want them to apply. It is maddening for a candidate to click on a link for a job they think could be fantastic, only to be dumped on a webpage where they have to search for the job again. The passive candidate won’t keep looking. They will abandon the process.
  • Use the POWER of your employees! Employee referrals consistently rank either #1 or #2 in source of hire surveys. Most of your employees are on social media. Many of them have people in those networks that do what they do for a living.
    • Set up a process for allowing your employees to push your job postings to their social channels.
    • Make this a part of your Employee Referral Program (ERP). There are several tools that automate the process for you and your employees. LHC has evaluated most of them. Two of our favorite independents (not part of an ATS product) are RolePoint and Careerify. Many ATS products offer an employee social share module. Check with your vendor.

3. In addition to pushing your job postings through these channels, also push general “branding” communications, like testimonial videos about working there and general news release information. Work with your marketing department for this content. It already exists, so just ask them for help.

For most recruiters, spending hours trying to find a few passive candidate names in social media channels is just not realistic.  You just don’t have that kind of time available. We now have enough years of data from several sources which show that proactive candidate search in most social media channels do not yield a reasonable return on time investment. Use them as an efficient and inexpensive marketing tool and move on.

Hope you are having a great day!

How To Find Candidates That Raise The Performance Bar!

August 20th, 2014

Tools and strategies to help you find the best of the best.

Recently at the annual NAHCR (National Association of Health Care Recruiters) Image Conference, I had the pleasure of interacting with many talented recruiters and recruitment leaders who were sharing all sorts of best practices on hot recruiting topics.

During our Coffee Chat session facilitated by David Szary, a hot topic of conversation amongst the attendees was how recruitment impacts retention and the quality of hire.

With the demand increasing for skilled RNs, especially in critical care units all across the country, it’s not surprising this was a hot topic. Not only is it imperative that your organization have a proactive sourcing strategy in place to find top quality, passive candidates, it has become more critical than ever to incorporate online tools that help the recruiter and hiring manager assess each candidate.  These tools are not only for reviewing skills and experience, but also to find those candidates that will bring innovation and elite performance to their role and help raise the playing field in your organization.

Here are four keys to an efficient recruiting strategy that will help find top performing candidates for your organization:

  • Dedicated sourcing recruiters using proactive sourcing strategies that build candidate networks and create pools of top candidates for current and future openings.
  • The use of online, targeted screening questions addressing both minimum and preferred qualifications imbedded in the job posting that knock out unqualified applicants and force rank the best candidates for you.
  • The incorporation of an online, validated assessment tool that assists hiring managers and recruiters in evaluating candidates.
  • Consistent use of standardized, behavioral interview guides that allow hiring managers to dig deeper into the assessment results of their candidates.

Additionally, a practice introduced by Jannina Menendez at Florida Hospital Fish Memorial that really struck me as innovative in raising the quality of hire and ensuring long-term success was the practice of “New Hire Rounding.”

At 30 days after hire, recruiters visit with the new employee to check in on their transition into the organization.  Recruiter rounding allows the employee to provide direct feedback on their experience with regard to training, environment and culture, and any questions that they may have regarding their new role.

At 60 days after hire, recruiters spend time with the hiring manager talking about the new hire’s transition into their new role.  How are they fitting into the culture?  Are they transitioning into the department team dynamics well?  Are there any changes to qualifications and skills that should be reviewed when searching for future candidates?

Lastly, at 90 days, recruiters check back in again with the manager to assess their view of the new employee’s performance.  The recruiters also send a personal “Congratulations” card to their home address for completing their 90-day Introductory period, wishing them a long and successful career with their organization.

Talk about a “white glove, concierge treatment” for both the new hire and hiring manager!

Click Here  for more information on joining our RECRUITx community, where we have many innovative participation sessions amongst members.

Deb

Significance Of Becoming A Recruiter Academy Certified Recruiter

August 13th, 2014

What our students are telling us!

OK – I will apologize in advance for this commercial plug.  But within the last week, I have been asked this question a few times . . . What is the significance of becoming a Recruiter Academy Certified Recruiter (RACR).

While admittedly I am a bit biased on this topic of conversation, I can share some of the non-biased feedback countless RACR Alumni have shared with me over the years.

Significant Reasons for becoming a RACR:

  • You are taught Best Practices developed from years of benchmarking and researching experts in the areas of lean/six sigma, communication, personal achievement, negotiation, time management, data management, rapport building, and assessment in addition to experts in recruitment.
  • You learn how to implement the Best Practice tools and techniques within all facets of recruiting. This isn’t just tips and tricks for sourcing, Boolean search, etc. Throughout all 11 modules, you are provided countless things you can immediately apply and use day to day.
  • Demonstrates a commitment to lifelonglearning and continuousimprovement. You don’t just ‘attend’ and get certified. You have to participate in exercises, contests, retention quizzes, deployment planning, final certification exam, etc.!
  • At the end of the Program, you can quantify what you have implemented and how it has improved your performance as a recruiter. Developing a Scorecard and Deployment Plan allows me to see how much you have developed as a recruiter.
  • You are re-energized! You rekindle the passion that gravitated you to this profession in the first place.
  • You become part of an exclusive community that has the discipline to participate in and finish the industry’s most comprehensive and rigorous Certification Program.

Probably the most flattering feedback we get from RACRs is when they tell us they equate our program to a Bachelor’s Degree in Recruiting!

For those curious about becoming a RACR,  I encourage you to check out Student Testimonials  and learn more about our program.

Our next ‘back to school’ sessions start right after Labor Day on September 9th. REGISTER NOW

David Szary

Social Media – Recruitment Best Practices

August 6th, 2014

Taking the first step in your Social Media Recruitment Strategy

One of the hottest topics in recruiting today is how to use Social Media to gain access to top talent! As the instructor for our Recruiter Academy Certified Recruiter Program  modules that embrace this subject, I am constantly asked my opinion on a variety of topics, including:

  • Can you use social media tools to actually FIND candidates?
  • What are the best social media channels for connecting with top talent?
  • How do you ensure that candidates are finding your opportunities via the various social media outlets?
  • What type of budget is required to develop and implement an effective social media strategy?

Early in my career, I was fortunate to work for a fast growing, high tech organization.  Some of the best advice I received from my mentor when I was feeling overwhelmed with a particular project and/or challenge was to take a deep breath and remember that “the only way to eat an elephant is . . . one bite at a time.”

I would recommend you approach your social media recruitment solution this same way.

Since this is a particular topic I have a lot of passion for, I have spent the last year researching best practices using social media to recruit top talent.

In this blog series, I will dive deeper into each of the topics outlined below.  We will take a pragmatic approach to tackling this topic . . . “one bite at a time” reviewing the following topics in future blogs:

  • Understand the pros and cons of the Social Media tools you have access to today.
  • Understand the importance of keywords in your job posting.
  • Video is the future, now!
  • Measure, Measure, Measure! You can’t manage what you don’t measure.
  • Don’t spend money/resource marketing Business as Usual requisitions!

 

I hope you are having a Perfect Day!

Karen Antrim

Recruitment Leaders Grab a Knife and Fork!

July 30th, 2014

Ensure Talent Acquisition has a seat at the Workforce Planning table.

I recently hosted a highly engaged, live QA session with key thought leaders from our LHC Healthcare Recruitment Community.  Many topics were submitted for discussion, but by far the leading topic everyone had an excited interest in discussing was “Effective Workforce Planning.”

There are so many variables that impact staffing projections today, plus adding in the complexity of healthcare reform, I’ve identified core tactics you should include in your workforce planning strategy below:

  1. Understand your future need for key positions due to healthcare reform.
    1. The ratio of Advanced Practitioners to MDs will be increasing dramatically. One of the Talent Acquisition Directors in our QA session conducted an analysis resulting in a need for 70 additional Advanced Practitioners over the next 5 years.
    2. New Federal regulatory mandates and the new set of ICD-10 codes will require the need for coding professionals trained in the new regulations. There is a high risk potential for lost revenue and Federal fines for not complying with these new regulations/codes.
  2. Identify the aging population and retirement projections for key positions that impact Cost of Vacancy and Turnover.  For a copy of our Cost of Vacancy whitepaper that will demonstrate the daily cost of vacant critical positions, please CLICK HERE.
  3. Regularly scheduled workforce planning meetings with key leaders will help identify department growth and business expansion.
  4. Assign a resource(s) trained in strategic workforce planning and provide a tool that provides the appropriate metrics for you. Vizier is an example of one such organization.
  5. Partnership with Finance is critical from a budgetary standpoint and our Cost of Vacancy Whitepaper can help you gain their buy in on the ROI.

Lastly, I can’t stress enough the critical role Talent Acquisition plays in workforce planning efforts. It is imperative that TA has a seat at the table alongside senior leadership during the planning stage. TA being involved from the beginning allows for the building of effective sourcing strategies to attract and hire all of the increased demand in positions mentioned above.

Deb

How does your Career Webpage Look?

July 23rd, 2014

Are your candidates staying put or leaving the page too fast?

Many organizations have forgotten about the importance of their Corporate Website Career page. With more and more organizations using Recruitment Marketing firms that create landing pages that actually pull candidates away from your site, the original career page has gotten a little lonely.  That’s too bad because if your organization is well branded, as much as 23% of your applicant flow might be going directly to your career website page. So it’s time to take a look at it and make sure it is meeting the following best practices:

  1. Is there obvious links to Careers from every page in the site? The easiest and most obvious place for a link to the career page would be at the top navigation bar and on the side navigation bar if your site has one. Many organizations make the mistake of putting the Career link at the very bottom of each page. A true passive candidate will not dig.
  2. Once a prospective candidate lands on your career page, is it inviting, easy to follow and does it have a value proposition?
    1. Appealing to the eye with graphics instead of all text.
    2. Bullets with short, declarative statements.
    3. Value propositions explain reasons why this is a great place to work. Consider employee testimonials.
    4. The power of video. Consider making a value proposition video. According to the Wharton School of Business, a well-produced video increases information retention by 50%. Make a great impression with employees discussing why this is a great place to work.
    5. Make the search process easy and obvious. Don’t hide the link to the ATS search in the middle of the webpage text. Make it standout on the sidebar.
    6. Put hot openings right on the career page. Don’t make candidates search for your most difficult to fill positions. The passive candidate casually looking is more likely to click if the job opening is presented to them.
    7. Make it Mobile! If your entire website isn’t mobile yet, it should be in the plans very soon. 77% of candidates perform their job search on a mobile device (phone or tablet).

Stop driving traffic away from your site. With some simple updates you can engage candidates, increase your passive candidate throughput to job postings, and possibly drive your sites Search Engine Optimization (SEO) up.

Make a great day!

Karen Antrim

Pre-Assessments are Crucial in Raising the Quality of Hire

July 16th, 2014

How to make your Hiring Managers Raving Fans by creating an efficient process for producing quality hires

We have analyzed thousands of data points through our HMARTsm  (Hiring Manager Assessment of the Recruitment Team). Based on this research, two of the most intriguing dimensions for hiring managers have been:

  • Efficiency (of process)
  • Quality of hire

They only want to spend time reviewing and speaking with candidates who are the most qualified for the job.  After all, they are busy leaders running busy departments and expect the recruiting process to take as little of their time as possible.

With that said, once you’ve sourced a top notch applicant pool, you need to ensure that you are only forwarding the most qualified candidates for consideration who fit the culture of your organization for long term success.

I’ve worked with several clients over the last two years to help them define a process to narrow down their applicant pool to the most qualified candidates. Through this work, I have found there are four key elements for hiring this Top Talent for your organization:

  • Imbed screening questions in the application process for each job opening:
    • A combination of knock out questions that eliminate an applicant who does not meet minimum qualifications, coupled with questions that rank candidates according to preferred qualifications is ideal.
  • Use a pre-assessment tool that assesses applicants for cultural and behavioral fit.
  • Educate hiring managers on the consistent use of standardized behavioral interview guides tailored by job family.
  • Participate in interviews with your hiring managers as much as possible:
    • Focus on critical jobs that have a high impact on cost of vacancy, revenue and turnover.

I hope you have a Perfect Day!

Deb Vargovick

Connecting with Top Talent

July 9th, 2014

When they are available to respond!

During our Recruiter Academy Certified Recruiter Program – Module 9 covering Candidate Development, we talk about the significance of timing your outbound inquiry to a candidate (regardless of whether they are active or passive) to coincide with when they are available to respond.

Now in the good old days, we talked about timing the inquiry when they would pick up the phone!

But now a days, no one picks up the phone!

We wait to see who is calling. If we don’t recognize the number, we let the call go to voice mail.  If we have TIME, we quickly replay the VM to see who it is, what they want, etc.

So while the game has changed a bit, the concept is still the same.

When making outbound inquiries to prospects, candidates, etc., be mindful of when they are available to respond to your inquiry – both for voice mail and email!

While some might argue that folks respond 24/7 via mobile, there are still ‘better’ times than others to reach out. For example, corporate professionals who have meetings from 9-12 and 1-4 are less apt to listen to your VM and/or respond to an email about a new job during those times!

With that said, traditionally right before work, during lunch, and right after work are good times to connect with most professionals, BUT . . . you need to understand what might be the best times for the specific types of candidates you recruit.

  • Nurses work 12 hour shifts (7 to 7).
  • Manufacturing supervisors usually work 7-3, 3-11 or 11-7.
  • Construction managers will take calls throughout the working day but often not at lunch (their time).
  • Candidates working in large cities might have long commute times on trains (think NYC, Chicago, etc.).

The key is to plan your sourcing/outreach time when they are able to respond to your message (both voice mail and email).

If you haven’t tried reaching out during the times you believe top talent is available to respond, I would encourage you to test it out during the next few weeks.

I would bet you will increase your overall response rate and how much faster the average person responds!

I hope you are having a Perfect Week!

David Szary

One Key For Turning A Hiring Manager Into A Raving Fan

June 25th, 2014

Communication!

During the development of our validated HMARTsm (Hiring Manager Assessment of Recruitment Team) Voice of the Customer Assessment, Dr. Jeffrey Sanchez-Burks  analyzed thousands of data points.

And of the five dimensions identified to be critical to hiring manager satisfaction, the single point recruiters have consistently performed worse on, compared to the other four, is Communication.

Common feedback includes:

  • I don’t have regular communication with my recruiter.
  • I don’t know the status of the position I have posted.
  • I haven’t been kept abreast of what they are doing to fill my position.

Now, to be fair, they also probably don’t know that you have 30, 40, 100 positions that you are working on! And to effectively communicate with all managers all the time is a full time job!

With that said, communication is critical to hiring manager satisfaction and turning them into Raving Fans of our services.

Outlined below is a pragmatic Communication Rhythm many of our students have implemented from Module 4 – Tactical Consulting of our Recruiter Academy Certified Recruiter Program to ensure effective communication with hiring managers:

  1. Set communication Service Level Agreement – during your intake session with your hiring manager, identify how often they would like updates. Agree upon something that is realistic given your work-load. While best practice is weekly, we have found many recruiters can score high with respect to Communication even when providing bi-monthly status updates.
  2. Identify how they want the update - Schedule in-person meeting. Conference call, email (best practice).
  3. When you have no update, provide update – In a recent blog, we discussed this point (link).  But if you don’t have any new candidates or other information action, you need to update them on the things you are doing to fill the position.
  4. 4.      Consistently do 1, 2 and 3 above!!

By adopting this Communication Rhythm, we have seen recruiters improve their Voice of the Customer Communication scores by as much as 27% in six months!

I hope you are having a Perfect Week!

Szary

Why Everyone Can’t Kill Their Job Postings The Way Zappos Did!

June 18th, 2014

You can’t be found if you’re not a household name… and sometimes even when you are.

When I read about Zappos  new approach to ‘No Job Postings’, I was intrigued. In case you are not familiar with the recent change, Zappos has done away with job postings. They now have a program called Zappos Insider. An interested job seeker goes to their website, finds the ‘insider’ links and answers some questions and can upload their resume.

I found their jobs website and went through the process to ‘become an insider’, as they call it. I found the team that I wanted to be a part of, filled out the questions and sent it off. I was even provided with the name and contact info for a recruiter. Fantastic and very personal. I emailed my recruiter to ask about working remotely. Unfortunately, I was told that remote work is not a part of their model. Darn it, no shoe discounts for me!

With that said, two significant things concern me about the new Zappos model for the majority of organizations out there. Don’t get me wrong. I love Zappos. I am a regular and dedicated customer. Their customer service is second to none. But their new no job posting model isn’t for everyone. And I’ll be curious to hear how it works for them over the next six to twelve months.

While there are many Pros and Cons  to this new method of finding talent for Zappos, the first issue that came to my mind about this model is that they will no longer have keywords that are searchable for the Internet. Zappos is very well branded and many job seekers will go directly to their site and enroll to become an insider. But 77% of job seekers begin their job search at the search engine. How will their jobs be found if there are none TO be found? The typical passive candidate might not think to look at the Zappos website for a job.

The second reason I have concerns about the new ‘become and insider’ model is that there is no self-screening process. Having said that, Zappos may have a fantastic CRM or ATS that can effectively sort and screen based on the answers to the questions asked during the application process. I have yet to see one that can handle that level of accuracy.

I’m excited about any new techniques in Online Recruitment Marketing and I look forward to hearing about Zappos results. However, I feel that that the good old job posting is here to stay, for a while longer anyway. The goals for now should be to improve on the job posting template and the process for marketing them.

Make it a great day!

Karen Antrim