Advanced Recruiting Trends
Advanced Recruiting Trends (ART) designs and delivers professional recruiting training programs for progressive organizations interested in optimizing their recruitment capabilities.
Advanced Recruiting Trends (ART) is an industry leading recruiting training company that designs and delivers professional recruiting training programs for progressive organizations interested in optimizing their recruitment capabilities. We pursue this goal through our flagship training offering “High Impact Recruiting”© which provides professional recruiters with a competitive advantage in successfully identifying, engaging, and winning the best available talent for existing openings.
Mission: Advanced Recruiting Trends seeks to develop comprehensive, and innovative recruitment strategies with the goal of helping our clients learn to recruit the most qualified candidates possible.
Advanced Recruiting Trends
For an awfully long time now, I’ve been a proponent of the idea that obtaining clarity regarding a job prospect’s core motivators is one of the most important aspects of an effective recruiting process. As recruiters, we must have the ability to quickly acquire and triage exactly what is motivating a candidate to consider making a job change in the first place. Then, of course, we must determine whether the individual’s goals and objectives can be realized by affiliating with our company (or client company).
Most of the time, the process of identifying an individual’s motivators is very straightforward. Issues of consequence are readily identifiable and make sense – maybe the individual is maxed out in his or her current role – there’s little or no growth available – or maybe there’s organizational dysfunction driving them to want to leave their current firm – or maybe a quality of life issue is the key driver – too much travel or too much commuting or too much overtime. Or, maybe it’s an issue that’s grounded in the candidate’s perception that they are under compensated.
While acquiring a candidate’s motivators is typically a straightforward proposition, there are times when we inevitably encounter specific objections to one or more aspects of our opportunity. In essence, we find ourselves dealing with Pulls and Pushes – aspects of our opportunity and environment that might draw or pull a candidate into wanting to affiliate with our organization, versus other qualities and attributes that are pushing an individual away from our opportunity and environment. In short, recruiting can be fraught with ambiguity which can undermine our efforts to steward a candidate forward in our process.
To illustrate what I’m talking about, you will need to watch the above video so that you can complete a short visual exercise (You will see a series of images that appear on the screen – you will be able to view each image for just a few seconds. After viewing each image, you will want to write down what you see before you).
If you completed the exercise, you recognize that you were viewing a series of illusions – some people immediately see one specific image, while other people see something entirely different.
So, what’s my point? Well, it’s relatively simple: As recruiters our day is comprised of a series of fast-paced candidate interactions and other activities. What’s most important is that we see people with clarity – that we see them in totality. This means that we need to always be focused on asking the right questions – this means that we need to make certain that we not only strive to understand a candidate’s motivators, but also that we understand potential issues/concerns, or hesitations that could conceivably surface. This means that we must have an effective qualifying process that goes into a reasonable degree of depth so that we don’t encounter surprises deep into the recruitment lifecycle.
I’ll close with this thought: Effective recruiting relies on our ability to utilize a thoughtful and thorough qualifying process, one that assures that we are seeing individuals accurately and completely. By taking the time to appropriately assess a candidate’s motivators and hesitations, we are far more likely to steward a candidate across the finish line, while eliminating potential illusions along the way!
Wishing you ongoing success –
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Brand: A five-letter word that prompts many people to picture images of cereal boxes, soup cans, and automobiles. While marketers have long been preoccupied with branding products and services, in a tightening labor market, talent acquisition professionals are increasingly recognizing the importance of being able to articulate a talent or employment brand that is designed to resonate with prospective candidates. Because talented job seekers have more employment options than ever, having an effective talent or employment brand has taken on more significance than ever.
Every organization should be regularly asking themselves, “What is our employment brand?” “What are we conveying to applicants and prospective candidates about the merits of affiliating with our organization?” “What messaging are we using and do they connect with the intended audience?” What are some messaging areas worth paying attention to? I would argue that recruiters of every persuasion (in-house, or 3rd party) should be trying to build selling messages around the following 9 themes:
Opportunity for Diverse Experiences
Equitable Compensation and Benefits
If you look at this list in its entirety, you will see that it forms the acronym “Good Work Life,” which at its very essence is the employment brand that you would like to convey – affiliate with our company and you can have a tremendous career experience. And, what the heck, I’ll throw in a 10th theme, which is: Market Reputation. It’s been well documented that people assign great value to what others think about their employer. Companies with great reputations tend to have a much easier time hiring the best talent. Companies with questionable reputations have a much more challenging time.
In my experience, just about every candidate will assign a reasonable degree of importance to the characteristics that I referenced earlier, regardless of whether they have consciously considered these attributes or not. I would argue that if you put my list in front of a candidate and asked them which two or three attributes they could live without, I expect it would be a very difficult decision-making process. What are they going to say? “No, I don’t need to actually like the people that I work with,” or, “You know, work/life balance is something that I regard to be way overrated,” or, “I would prefer not to be developed – growing my skills just isn’t that important.” I think not.
Now, in advocating that firms should craft selling messages around the themes that I referenced earlier I’m not suggesting that you want to stretch or sugar-coat the truth about your organization’s brand – naturally, you don’t want to embellish.
My list is intended to serve as a rough guide on potential selling messages that might be worth considering and that might serve to burnish your firm or client firm’s employment brand. If you can build great messaging that speaks to each of the themes that I’ve referenced, and then get comfortable articulating these to candidates, you will find that it really makes a difference relative to how your firm is perceived.
Again, in a talent constrained marketplace where people have more employment options that ever, it’s only natural that candidates are going to formulate a decision-making hierarchy that helps them to identify the very best employer and job opportunity. This fact is ultimately why your firm’s talent or employment brand have never been more important. Interested in learning more about how to optimize your firm’s employment brand? Check out “Creating The “Wow!” Factor.
This is Paul Siker wishing you ongoing success.
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Coaching/Mentoring Talk to any high performing professional, and you are likely to discover that they regularly communicate with trusted advisors who help them to realize their full potential. Advanced Recruiting Trends offers tailored professional coaching & mentoring programs to Recruiting and Hum...
"As recruiters, we must have the ability to quickly acquire and triage exactly what is motivating a candidate to consider making a job change in the first place.":
Avoiding Candidate Illusions For an awfully long time now, I’ve been a proponent of the idea that obtaining clarity regarding a job prospect’s core motivators is one of the most important aspects of an effective recruiting process. As recruiters, we must have the ability to quickly acquire
"Because talented job seekers have more employment options than ever, having an effective talent or employment brand has taken on more significance than ever."
9 Essential Employment Brand Messages Candidates Want To Hear Brand: A five-letter word that prompts many people to picture images of cereal boxes, soup cans, and automobiles. While marketers have long been preoccupied with branding products and services, in a tightening labor market, talent acquisi...
RecruitEDU® Online Recruiter Training Program equips today’s professional recruiter with an outstanding on-demand recruitment training platform that’s grounded in recruiting best practices:
RecruitEDU® Online/On-Demand Recruiter Training Program Contemporary, Comprehensive, Convenient Advanced Recruiting Trends’ RecruitEDU® Online Recruiter Training Program equips today’s professional recruiter with an outstanding on-demand recruitment training platform that’s grounded in recru...
In a talent constrained market climate (i.e.: like the one in which we are presently living), correlating an organization’s employment/talent brand with essential candidate motivators is more important than ever. In my latest blog, “9 Essential Branding Messages that Today’s Candidate Wants to Hear,” I address a series of straightforward and readily deployed branding themes that genuinely resonate with candidates, and that can help create a recruiting advantage. Check it out-
Brand: A five-letter word that prompts many people to picture images of cereal boxes, soup cans, and automobiles. While marketers have long been preoccupied with branding products and services, in a tightening labor market, talent acquisition professionals are increasingly recognizing the importance...
4.3% Unemployment – How Low Can It Go? 4 Near-Term Impacts Of A Tightening Labor Market: With Unemployment officially at 4.3% there’s debate about whether it can go lower (it was 9.9% in 2010). I say that it can go lower and highlight 4 near-term impacts to employers and recruiters.
On Friday, June 2nd, the US Bureau of Labor Statistics announced that American companies had created approximately 138,000 new jobs and that the Unemployment Rate had dropped to 4.3%, a level not seen since May 2001. Unbeknownst to many is that the U.S. was in the early stages of a recession back in...
New legislation may impact companies who have traditionally utilized H-1B Visas to employ high-skilled foreign workers. This controversial topic will have lasting implications for U.S. employers, U.S. workers, and immigrants. Read more here:
Legislators are evaluating requiring a minimum salary of $100,000.00 for an H-1B Visa worker. The proposed H-1B program could protect American workers.
Advanced Recruiting Trends
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For as long as I can remember, I’ve been a baseball fan. Whether watching a game on TV or crowding into a ballpark, there’s a subtlety and nuance about the sport that has always fascinated me. This year I’ve taken a particularly keen interest in Major League Baseball. You see, I’m a long-suffer...
Recently, I was thinking about the spectrum of relationships that recruiters must forge each day, week, month, year with candidates and candidate prospects. This thought process prompted me to recall a commercial campaign that AT&T launched in the late 1970’s to promote long-distance calling, as w...
Recruiting, Social Media and Dunbar’s Number
Recently, for no particular reason, I found myself ruminating at 4 AM, pondering the potential relationship between social media and Dunbar’s Number (the supposed maximum number of relationships that a human can effectively maintain/sustain). Robin Dunbar, a professor of evolutionary anthropology at
Protecting Your Employment Brand From Social Media Backlash
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