Everything around us is evolving and so is recruitment. In fact, Recruitment seems to be a really hard nut to crack. Nothing transformational yet. That’s for another day to brainstorm though.
There was a time when companies had a full control over the hiring process but the situation has changed. According to statistics, the majority of job seekers start looking for a job on Google. Everyone can find any necessary information about any company in just a few clicks: what positions are available, what the workplace looks like, or even what is the salary.
As a result, employer brand is paramount. Recruiters need to think more like marketers to create an engaging, helpful candidate experience.
It’s sad to look around and see multitude recruiters and hiring managers still struck in the archaic age. They are just struck and this makes the entire recruitment process suck, and thus starts the ripple effects of candidates hating recruiters and vice versa.
Let’s understand the base fundamentals of Outbound and Inbound Recruitment
Outbound recruiting is a traditional approach. It involves posting jobs on your website or job boards. Recruiters who stick with outbound recruiting fight for new talent. They search for promising candidates and use any means possible (emails, cold-calling, ads, events) to present them to the company. If recruiters didn’t reach out to the candidates, the latter wouldn’t otherwise think about working in the company or know about it at all. Outbound recruiting implies the company to initiate the contact. Majority of the recruiters fall into this category.
Although this is a traditional approach yet it works wonders. Its effective, dependable and not all hope is lost for employers. Yet, it has it’s own shortcomings. As you already know (unless you are living under rocks) that it’s no more an Employer Driven Market, you may miss out on crucial talents in this approach.
Inbound recruiting creates a remarkable candidate experience through employer brand content and marketing strategies that help companies build relationships with top talent. The ultimate goal is to increase employer brand recognition while providing useful and persuasive content to either: a) teach about the candidates’ field or b) reflect a positive perception of your company as an employer.
To be specific, inbound recruiting is the long term solution to advance your talent acquisition strategy. Thus employer Brand is crucial to help you constantly expand the high quality applicants pool. In fact, various organizations have already chosen inbound recruiting as the optimized strategy. Although it takes business leader quite a lot of time and efforts to see the results, the quality of hire is proved to be improved significantly.
The majority of innovative companies today use both inbound recruitment and outbound recruitment methods. However, the latter method is gradually becoming as a plan B method for recruitment. That is to say, outbound recruiting only applies when you do not successfully attain enough high quality candidates from current inbound recruiting strategy.
Most companies do not have time or resources to pursue effective recruitment strategies.
That’s where top recruitment firms like Staffio Search come into play. We have been in the market doing things which we love for long enough to understand the market scenarios, read candidate’s pulse and see the hiring trends evolve first hand.
We will write more on both the recruitment types and which suite you best in the coming days. We will also share awesome resources and guides which will take your hiring a notch higher
Now, How does it feel to have a strategic recruitment partner by your side advising you on your hiring strategies and ensuring you win the war of talents? Feel awesome isn’t it?
Talk to us today and let’s help you reach your target talents
Crafting a compelling job description is essential to helping you attract the most qualified candidates for your job. With millions of jobs being posted regularly, it’s crucial that your JD attracts the right kind of talents day 1.
The key to writing effective job descriptions is to find the perfect balance between providing enough detail so candidates understand the role and your company while keeping your description concise. Indeed.com says job descriptions between 700 and 2,000 characters get up to 30% more applications. Hmmm, did you know that?
Your job description is your chance to connect with potential candidates. And first impressions matter.
So what is a Job Description?
A job description summarizes the essential responsibilities, activities, qualifications and skills for a role. Also know as a JD, this document describes the type of work performed.
Here are a few pointers for you to check before posting one:
Title. Obviously the most important element in a job description. Make your job titles specific. Targeted job titles are more effective than generic ones, so be precise by including key phrases that accurately describe the role.
Non-traditional job titles (like “Sales Guru” or “Rockstar Designer”) are unrealistic and also stupid. Trade disingenuous job titles for clearer ones. Stick to standard experience levels like “Senior” rather than “VI” or other terms people are less likely to look for.
Job Summary. Think of it as your elevator pitch. This is the content that either drives a talent away of grabs eye balls. This is most definitely your sales pitch. Being in the recruitment sector, you would be surprised to know how many funny JD’s we come across each day.
God bless such employers.
Help candidates visualize a typical day at work. Break responsibilities into short, clear job duties. Open with a strong, attention-grabbing summary. Your summary should provide an overview of your company and expectations for the position. This piece of content will turn around the hiring game for you.
✔️Outline the core responsibilities of the position
✔️Highlight the day-to-day activities of the position
✔️Specify how the position fits into the organization
✔️Include a list of hard and soft skills
✔️Include Must Haves and Preferred Skills
✔️Keep the content concise
That said, a few things to avoid when writing job descriptions
If you want to create a diverse workplace, an equal opportunity disclaimer is a good place to start, but even unconscious bias in your job description language will cost you candidates.
Tools like Textio help you create gender-neutral job descriptions by identifying masculine (e.g. “ambitious” and “challenging”) and feminine words (e.g. “collaborative” and “support.”) This is especially relevant for tech recruiting.
List job requirements in a clear yet positive tone, even if you want to eliminate unqualified candidates. Instead of – Candidate with less than 5 years experience won;t be considered which is an is an unfriendly way to introduce your job, try writing – “Please note that this a mid-level role, so proven experience in X field with a Minimum 5 years experience is important.
A well-crafted job description opens the door for a successful hiring process. Once you’ve piqued candidates’ interest with your job ad, showcase your company culture with an attractive careers page and screen candidates with a quick and effective application form.
Looking for an end-end strategic recruitment partner? Talk to us and we will be right there to help you attract top talents. Staffio Search‘s team boasts of incredible search specialists who help top employers in end-end recruitment process. It’s no surprise that we are a very powerful recruitment agency attracting niche talents
It is ridiculously easy for a job-seeker, no matter how qualified, talented & competent, to get beaten down and to start to think there’s something wrong with him or her. Its easy to bog down the finest of talents & shatter their dreams.
Hundreds & thousands of amazingly well polished Talents are running haywire because of useless recruitment methods. These processes are insane and sucks out our energies. The recruiting process is broken. Qualified people can’t get job interviews and if they do manage to get them it will drive them away.
Many Talents feel frustrated and sucked out that they discount themselves. They think they do not have what it takes to grab that Offer. In reality, YOU are not alone. You are not defective! You are talented, smart and creative but the recruiting process is designed to beat your confidence out of you and grind you down to mush.
The recruiting process is broken from start to finish. The way companies write job ads is ridiculous, ineffective and insulting. The way they screen resumes through mechanical means by searching for keywords is downright idiotic. The way we interview people in a stiff, scripted way that sucks all the juice out of a conversation is embarrassing.
There is nothing whatsoever lacking in you. If you read job ads you might start to think that everyone else in the world has more qualifications than you do, but that is not true and nearly every job-seeker feels that way.
The biggest problem with the traditional, slow, bureaucratic, and soul-crushing recruiting apparatus is not that you could spend months lobbing applications into it and never get a job. That’s bad of course, but it isn’t the worst part of the broken recruiting system.
Recruiting practices in most organizations do a better job of driving talents away than inviting talented people in. If employers care about talents, they’ll treat job applicants like gold once they’ve got them into their pipeline. They’ll make recruiting for open positions their highest priority.
“Every organization gets talents they deserve”
Recruiting is a distinctive career for results-driven professionals. Matching talented candidates with great jobs and companies is rewarding for everyone involved. The world of recruiting is full of endless opportunities, doors flying open and fulfilling success that you could have never imagined.
As anyone who’s been in this business of ours long enough already knows, recruiting success doesn’t happen overnight. In fact, if you’re going for quick wins and instant gratification, amigo, you’ve chosen the wrong line of work entirely.
The fact is that actually making it in recruiting can take years, and while anyone might have some initial success when they enter the industry, staying on top and replicating that success search after search, year after year, is not just because of innate skills, extrinsic factors or even dumb luck. Sure, these factors might work in your favor once in a while, but really successful recruiters established those stellar track records by, put simply, working their asses off.
Enter Staffio HR. We are passionate about helping our Talent Community gear up for their next big assignment. We work real hard to offer candidate delight to every member of our Talent Community.
In this post, let’s talk about Executive Search.
So, who are they & what do they do?
Executive recruiters focus on filling executive, high-level positions at companies. They are often brought in for the toughest candidate searches. Every day, I receive calls/talk to dozens of individuals who want to know how to become an executive recruiter. After speaking with them, i can honestly tell 90% of them to choose other careers.
This part of the search business is pure sales, and high on the list of required skills is the ability to communicate. No employer wants to pay you a fee to find candidates. They believe they can find a pearl among the many smelly oysters on their own, and often they can.
Executive recruiters or Recruitment Firms like Staffio HR are engaged only after companies have exhausted all other avenues. At that point, you’re expected to present them with only those oysters that contain pearls.
In other words, recruiters are brought in for only the toughest searches. Recruiters are sought only when a company exhausts all their internal resources in finding Top talents and have less time to fill on their plates.
What skills do recruiters/executive recruiters need?
A successful career in executive search is easier if you have certain skills.
Communication: You must super effectively communicate verbally and in writing. You will frequently correspond with clients and candidates. A Flawless communication with take you notch higher
Sales: Recruiters are essentially salespeople. You have to sell your services to clients, and you have to convince candidates to take jobs
A glint in the eye: Recruiters are the ultimate “spin doctors.” As such they are always “on” and must exude enthusiasm.Without being abrasive, they must be a cheerful conduit between two parties trying to advance their own, often disparate, agendas. The ranks of successful executive recruiters are filled with those who view the glass as half full.
Patience: Few searches are no-brainers, but most take unimaginable twists and turns.
Negotiation skills: You are the mediator between the client and the candidate. It’s your job to make both sides happy.
Empathy: You need to understand what your client and candidate are going through. You must help both sides feel like they are benefiting from the arrangement.
Creativity: Does the company need a clone of the previous incumbent or an “out-of-the-box” hire? Must candidates come from direct competitors or would executives from a peripheral industry better serve the client? More companies are looking outside of their traditional talent pools, and recruiters must know when to introduce candidates with new perspectives
Observation skills: You must see things as they really are rather than as clients or candidates want you to see them. Companies often don’t know the realities of the marketplace, while candidates who haven’t changed jobs for years may not understand their true worth. Only alert and sensitive executive recruiters can recognize these mis-perceptions and correct them before they derail a likely deal.
Resilience: Successful recruiters juggle eight to 12 assignments at a time. It’s a high-wire act with no net. Deals you worked on for weeks may fall apart, but you can’t stop to mourn the loss because you must keep smiling and dialing for an assignment to replace it.
True grit: A high tolerance for rejection is a must. If you like sparring with corporate gatekeepers and enjoy hearing “no” 95% of the time, you’ll love the recruiting business.
Apart from a zillion “NO’s” other reasons like – Searching for top talents, scheduling and rescheduling interviews a dozen times, candidates declining offers, no shows, drops, companies rejecting candidates for frivolous reasons so on & so forth…
That’s why the great majority of rookie recruiters never make it past their first year. If you have these attributes and want a crack at the high-stakes executive-recruiting business, where do you begin? You could start your own business, but without prior experience in the field, failure is almost inevitable. You can’t earn a college degree in the discipline. It’s a learned skill and the best place to acquire it is from a mentor at an existing recruiting firm.
Find a mentor. Get coached from an industry professional. Work with a Top Notch Recruitment Firms to gain real life experience. Ask around for references.
There are many top Search/Recruitment Firms like Staffio HR who are always looking for awesome people, and if they sense you have the right attributes, they’ll probably offer you a chance.
If you think you are cut out for this challenging role, Congrats! you just took the first step where most fail
Every day, I review hundreds of resumes and speak with dozens of awesome talents. Day in and day out this has been productive and a fulfilling experience. One of the most frequent mandates which we get is related to Sales and Business Development.
Fintechs, eComms, Edtechs, Fortune 500 etc., all need awesome sales folks to keep their organizations afloat.
My Take: Sales is one of the most critical verticals in a company. Sales folks are the ones who bring in revenues – direct revenues. In this post I outline a few pointers that’s utmost importance for you to grab that exciting sales offer.
If you’re sharp, dynamic, and love talking to people, sales or business development could be a great fit for you. You’ll get to work in a job where every day involves helping different customers or working with different products, and where the results of your efforts are very tangible, in both quotas and commissions.
But to successfully break into sales or business development, you have to be able to sell yourself as the best person for the job. So, this is the single most important factor – To be able to sell yourself
Think of yourself as a lucrative product, a Brand. A brand with a pull. Everything else is a byproduct of you. The person sitting across the table should be convinced that you are the best bet. Remember, this is a Sales Role. What better way than to start with You.
Your prospective employer is your client when you interview with them. In a consulting interview, you may do a case, but in sales, your entire interview is a case. How you contact your interviewers, follow up, and present yourself is a preview of what they can expect. Your interviewers are asking themselves: Would they buy from you?
The hiring process for a Sales Role is unique as well, because the first rule of sales is that people buy from people they like. Interviewers know this, so it’s important to be likable and make a connection with your interviewers and recruiters. One key thing to remember is that every sales organization is different. You’ll want to remain teachable, flexible, and open-minded. What works in one industry or company may not work at all in the next role, so always look for ways to learn and grow as a salesperson and professional.
Unlike other fields, jobs in sales have performance metrics that are clearly defined and easily measured. Either you met your number or you did not meet your number. Either you carried a quota or you did not.
As outlined earlier, I’ve seen countless resumes and conducted numerous interviews, and many people new to the role think it’s about being persuasive and smelling good. Yes, the business is about results, and an ambitious or aggressive nature is a prerequisite. But it’s also about trust, knowledge, and service. Find a way to demonstrate these items and you’ll be trusted with the lifeblood of any company—its customers.
Let’s highlight a few pointers that will help you get started:
Use the job interview to convincingly sell your most important product – yourself – to an employer who is well-versed in sales strategies. Be prepared to talk about the specific sales skills that you bring to the table, making sure to highlight those skills that were listed as “preferred qualifications” on the company’s job announcement.
It is important to take the time to carefully research the company and its products and/or services so that you’ll be able to make an informed presentation, based upon your needs-based analysis of their organization, about how you intend to grow their market share.
Candidates for sales positions need to be absolutely sure they are comfortable selling the product or service the company is marketing because if you wouldn’t buy it, you’re going to have difficulty selling it.
Check our Post on Interview FAQ’s. This will help you improvise your answering strategyLastly, you need to know who is hiring when you need a job. You cannot (and shouldn’t) run helter skelter shooting your resumes in the dark. Sign Up for our talent community to get timely notifications about Sales/BD RolesThink about developing a relationship with a recruiter you trust instead of only contacting one when you’re desperate and looking.
Don’t let shyness or fear of rejection stop you from entering the field. It’s an amazing way not only to begin your career but to establish your ground as well. Not everyone is cut out for Sales. It’s few, very few who can make it big in Sales. Is you intend to make it big in Sales, then trust me – You are going to have a super adventurous journey