recruiting

Measure What Matters…Recruiting Metrics That Need Your Attention.

By Matthew Burzon on Aug 3, 2015

A quick look at the Bureau of Labor Statistics May 2015 New England and State Unemployment Report reveals some insightful information for those that view human capital as their organization’s greatest asset. May’s national unemployment rate remains unchanged from April at 5.5%, while the New England region has declined to 4.9%.  Vermont, New Hampshire, and Massachusetts have significantly lower unemployment rates than the rest of the nation at 3.6%, 3.8% and 4.6% respectively. To put this all in perspective, the lowest rate for a single month is shared by May and June of 1953 with an unemployment rate of 2.5%.

These numbers partially explain why you are seeing a drop in qualified applicants for your current job postings. The war for talent is on and there’s no better time than now to incorporate or build upon your approach to passive candidate recruitment.  Perhaps you are not seeing a drop in applicants? If that’s the case, this blog was written just for you. I want to help you see the drop with some basic recruitment metrics, and if you already have the metrics and can prove me wrong, I want to know about it. Email me your story at matthew.burzon@titustalent.com and maybe I’ll buy you a $2 taco.

Right out of engineering school I had a well-respected manager that loved the quote, “What gets measured gets managed, and what gets managed gets improved.”  There is truth in this statement and in recruitment, we have a number of metrics we can use to drive performance throughout our internal teams and to support objective reporting to our senior leadership.  Of the nearly two dozen metrics I’m aware of, these are the five metrics that I believe are absolutely imperative for hiring leaders to be aware of for successful talent acquisition and retention in today’s highly competitive talent marketplace.

Read the full blog HERE.

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The Passive Candidate Spectrum — Getting Inside their Psyche for More Successful Recruiting

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We’ve all met superstar recruiters at some point in our careers. The ones who work with essentially the same tools and resources as everyone else but still manage to consistently outperform their peers. Those elite few who regularly source “unreachable” candidates and close top-tier talent at impressive rates.

One of the hallmarks of the superstar recruiters is that they possess a more sophisticated understanding of passive candidates. The average recruiter thinks of candidates as either active or passive. The active candidates are those who are cruising job boards, lining up around the building trying to get jobs, and filling recruiters’ inboxes with resumes. They are generally dismissed and perceived as undesirable. Passive candidates are successful professionals who are succeeding at their jobs and not looking for new opportunities. They are highly sought-after and are considered the best quality candidates.

But, the more sophisticated recruiters understand that the market is far more nuanced than that. They recognize that pigeonholing candidates into these two distinct categories is not only simplistic and inaccurate but unproductive.

The Passive Candidate Map

Based on years of candidate research and analysis of candidate behavior, the Passive Candidate Map (above) identifies the eight distinct segments within the spectrum of candidate motivation and aligns them based on their receptivity to new opportunities.

Understanding these segments and being able to identify where a candidate falls is key to tailoring a recruiting message and identifying hot buttons that will resonate with desirable individuals and result in consistent success.

Locked

Although there are many factors that affect why candidates become Locked, many fall into this category due to family obligations and restrictions or perhaps because of the allure of hefty retention bonuses. Regardless of their reasons, Locked candidates are highly unlikely to be open to discussions.

Arrived

Recruiters also will want to avoid most Arrived candidates, as they are likely to feel they have achieved a level of career fulfillment that cannot be found anywhere else. While they may occasionally demonstrate curiosity about job opportunities, the Arrived are almost untouchable.

Ambitious

These candidates are performing well in their current roles but they may be looking for a bigger and better job with more responsibilities or more staff to manage. Although they are often appreciated within their company, they may want to be promoted more quickly than their company can promise.

Accomplished

Accomplished candidates are solid performers who are comfortable in their role and have no real incentive to move on, but they may be tempted to pick up their heads and look around from time to time. The trick for recruiters is to determine which Accomplished candidates have somehow found themselves in a backlog at their company and which are just average, ho-hum performers.

Frustrated

Whether it is due to a conflict with their boss or changing priorities from new owners, these candidates are incredibly frustrated with their current situation, but are often still loyal and working hard in their role. Although they may be unhappy where they are, they are still not actively looking for new opportunities. 

Fated

These candidates can see the writing on the wall — they are anticipating a layoff, loss of an account, or the sale of the company. Yet, they appear fully employed and many are still passive candidates. The Fated with dated skills and low performance ratings are to be avoided.

Unemployed

Superstar recruiters recognize that even the Unemployed are not a homogenous group. There may be any number of reasons why candidates drop out of the workforce — for instance, to care for an ailing parent, or because of an outsourcing of their division’s functions. Although the most motivated to be hired, they also may be low performers with skills in low demand.

Unstable

At the opposite end of the spectrum from locked candidates are the Unstable — the individuals who have jumped from job to job once a year (or even more often). With this many red flags, most of the Unstable should be avoided, though there may always be a needle in the haystack.

Achieving Results by Refining the Passive Candidate Definition

Working professionals comprise a spectrum of active and passive dispositions. Each candidate has specific reasons why they are not currently applying for a new position.

Recognizing where candidates fall on the spectrum of talent — and why — can give recruiters greater insight into the candidate’s behavior as well as their likelihood of being interested in new opportunities. Recruiters who have a deeper understanding of who these passive candidates are and what may prompt them to investigate a position further can fine-tune their approach and improve their overall hiring success rate.

Read the original posting on ERE HERE

The Biggest Trends, Challenges and Opportunities in Staffing

The Biggest Trends, Challenges and Opportunities in Staffing

CareerBuilder’s recently released 2013 Opportunities in Staffing survey takes a comprehensive look at the latest staffing industry trends and perceptions of staffing firms among clients and candidates.

The infographic below provides a visual representation of key findings from the study – including the biggest misconceptions around staffing firms, the most influential factors in deciding to work with a staffing firm, and opportunities in mobile recruitment.

Which findings surprise you most? What do you want to know more about? Let us know in the comments below.

Click Image for original article via The Hiring Site by CareerBuilder

Elwood Professional Recruiter

Elwood Professional Recruiter

Recruiter

Grand Rapids, MI
Columbus, IN 

Can you confidently communicate with clients, ask for referrals, and handle the pressure of working in a fast-paced environment? Do you enjoy speaking with and working with professionals from varied backgrounds? Do you continuously stay up to date with latest technology and trends in social media? Do you thrive in a competitive environment? Perfect! We would love to speak with you!

Elwood Professional is the Engineering, IT and Business Management placement division of Elwood Staffing, through superior customer service, dedication and the utilization of a proven recruiting process, Elwood Professional has gained the trust of our clients and candidates alike. Our expertise has enabled us to successfully help our clients and candidates achieve their goals. As an Elwood Professional Recruiter, you will be a key player and contributor to a company that directly rewards those who produce results. We will provide you with the training, processes and tools necessary to become a successful recruiter. This position has unlimited earning and growth potential within a growing industry and company.
Recruiters will report to and work closely with senior management to develop and implement recruiting strategies. The recruiters will utilize the Elwood Professional recruiting process to manage and direct their daily activity. It is necessary to be adept with a wide variety of recruiting sources. Successful recruiters will have the stamina to perform intensive phone work to build lasting relationships with clients and candidates alike.
Our recruiters are expected to contribute and perform in an environment of high morale, motivation, and teamwork. They will uphold our company Key Beliefs of Quality, Relationships, Responsiveness, Flexibility, and Progress. If these are qualities you possess, Elwood Professional is the place for you.

Key Competencies:

Industry comprehension – Knowledgeable about the professional staffing industry and how to make an impact
Drive and ambition – Driven to succeed and willing to put in the effort to make it happen
Technologically intuitive – Ability to understand technology and keep up to date with trends and changes
Personable – Ability to build rapport with new people while focusing on continuously building, developing, and maintaining relationships
Professional – Maintain a high standard of professional ethics, behavior and work activities
Process driven – Commitment to utilize a proven process in order to achieve the greatest results
Inquisitive – Curious about people and technology
Superior communicator – Excellent written and verbal communication skills
Teamwork – Is a team player and recognizes that greater successes will come from working together
Work ethic – Posses a strong willingness to work hard and sometimes long hours to get the job done and demonstrates enthusiasm when completing the tasks at hand

Desired Skills & Experience:

  • Bachelor degree from an accredited university
  • Previous success in business development or account management role with measurable KPI’s
  • General familiarity with any of the following: engineering, supply chain, manufacturing, accounting, finance or IT
  • Ability to quickly learn and master the use of multiple technical resources including but not limited to: office productivity tools, social media outlets, and applicant tracking systems
  • Ability to work independently and as a part of a team in a competitive, fast-paced environment
  • Honesty, integrity and a strong work ethic
  • Excellent problem solving, communication (oral and written), and organizational skills
  • Willing and able to work above and beyond a traditional work schedule to achieve results
  • Ability to travel as needed

To apply, submit cover letter and resume to angela.malagon@elwoodstaffing.com
A cover letter detailing your abilities and why you should be considered a top candidate is required to apply for this position.

Learn more about Elwood Professional on our website http://www.elwoodprofessional.com. We are an equal opportunity employer.

Elwood Staffing – Internal Openings July 16, 2013

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At Elwood Staffing, we believe that people are our most valuable resource. That’s why we are constantly working hard to recruit the best candidates for our corporate positions.  To view and apply for our internal openings, visit www.ElwoodCareers.com. Elwood Staffing is an equal opportunity employer. 

Business Development
Area Sales Consultant 
Gadsden, AL
Montgomery, AL
Norcross, GA
Lansing, MI
Arlington, TX
Roanoke, VA
Lafayette, IN
Lansing, MI

Management
Branch Manager
Lafayette, IN
South Bend, IN
Reno, NV

Customer Service Manager
Goshen, IN

Recruiter
Elwood Professional
Columbus, IN
Grand Rapids, MI

Bilingual Recruiter
Indianapolis, IN 

Three Ways to Ensure You Don’t Lose the Perfect Candidate

Often, the hunt for the perfect candidate can be long and arduous. So when the right candidate walks in, you know – and you want to snag them quickly.

Chances are, if the candidate is talented and personable, with all the right skills for your industry, they’re very much in demand. How can you ensure you’re the one they choose?

Securing the Perfect Candidate

  1. Move quickly: In today’s job market, there’s a wealth of qualified candidates eagerly applying for open positions. This is great because it means the likelihood of finding a top candidate is higher, but it also can make it harder for recruiters to narrow down field – resulting in multiple interviews. The problem with a multi-step interview process (some companies are moving to three, four, even five rounds of interviews before hiring) is that top candidates may find another position in the meantime. When you move to the interview stage, be prepared to move quickly. Ensure decision makers can meet with your candidate before setting up interview times, and give a realistic and accurate time frame.
  2. Arm yourself with information: Top candidates may be entertaining offers from a variety of companies, and will likely have questions about benefits, salary, opportunities to move up, and other information for you. Make sure you already have those answers from the supervisors or hiring managers so you can answer them quickly. If you have to dig for information, you might make the candidate feel uncertain or lose interest.
  3. Be prepared to negotiate: If you know unequivocally that this is the candidate you want for the job, be ready to fight for the. If they’re holding out for more vacation time or other perks, know what you can offer them within company policy – have this prepared and approved ahead of time so you can move quickly, as mentioned in the first tip.

You may have noticed a unifying theme here: speed. It’s of the essence when trying to land a top candidate. Though the overall job market is crowded, the top candidates stand out – and they won’t be available for long.

By  in Talent Acquisition

The Role of Social Media in Recruiting

social_linkedin_box_blueSocial Media is emerging as a tool that more recruiters rely on in the hiring process. Networks such as LinkedIn, Facebook, Twitter, Viadeo, and Google+ can provide recruiters with an array of information about potential candidates, as well as new avenues for reaching passive candidates and advertising the company’s current openings.

Many companies with a large web presence build out their brand not only on their own corporate website, but also on these Social Media sites. This provides an extended reach whereby companies can further share information about who they are and the available job opportunities with interested job seekers. Many of these networks include special job posting pages, making it easier for visitors to locate those jobs that interest them.

In addition to your company presence on Social Media sites, the world of networking opens up the ability for your current employees and recruiting team members to share these job opportunities with people in their network.

Social Media can have an increased impact on how your company finds potential candidates by providing greater visibility of potential opportunities for growth to passive candidates (those who are not actively searching for a job). Instead of relying heavily on external recruitment firms or job boards, many companies are focusing on locating specialized talent through Social Media sites such as LinkedIn.

With both passive and active candidates, recruiters also have access to a wealth of information about candidates on Social Media sites. Depending on the site, quite a bit of information about candidates is public and can include work history, personal interests or network size. It can be useful – particularly with candidates who directly interact with customers,  like sales – in determining the size of their network and what potential market growth can this person bring to the organization through their personal connections.  It also shows how these individuals portray themselves outside of your company’s standard hiring processes.

As Social Media sites continue to evolve, the role of these sites in recruitment may develop in ways that we cannot yet imagine. Whether or not you want to use this information in your recruiting process may be determined by the industry of your organization or your company’s legal department.

It is often difficult to come up with a Social Media strategy because the market shifts so rapidly and often defies targeted efforts. However, it is a mistake to not jump on the Social Media bandwagon and start utilizing these free tools! Finding a way to include Social Media in your recruiting process is a win-win for both your company and potential candidates.

AUTHORS Andy Najjar and Judy Fort of HRsmart