As part of our recent AsiaPac Virtual Conference, Jennifer Van Dale, partner of Eversheds Sutherland delivered a presentation on Leveraging Compliance to Drive Business. Jennifer heads Eversheds’ Hong Kong and Asia Pacific employment practice, representing employers and senior executives. Her practice touches on all aspects of employment work, from background checks to HR compliance issues to post-termination restraints. Read the rest of this entry »
Yvonne Kelly, our guest contributor, is the Director of Driftwood Group based in Sydney, Australia. Driftwood Group is a generalist recruitment business that works on senior-level appointments globally in the pharmaceutical & biotech, financial services, cyber security and technology industries. She is a director for Australia and New Zealand with NPAworldwide.
As a recruiter, I love asking questions and hearing stories of people’s careers. In the past 18 months I have been amazed at how many people have reinvented themselves. Many through necessity, with their jobs no longer existing, and others having time to reflect and change direction. I met an airline pilot who was working in construction fitting stud walls in new homes, a chef who has decided to become a roofer and a barista who is now doing Covid testing. Read the rest of this entry »
Use the Job Description field to get the most important information visible immediately. Here’s an example:
Repeating the title can improve the SEO for a job posting. This example also clarifies location very well, including the geographic parameters for remote candidates. Finally, instead of a laundry list of qualifications and requirements, provide the most critical requirements early. This helps trading partners focus their recruiting efforts appropriately. And, for any postings that are posted publicly or on job boards, this is super-helpful for candidates as well.
In addition, focus on what the candidate really wants — and Covid has caused top talent to seriously re-consider their priorities. Candidates want more than just a decent salary, they want flexibility for their family matters, paid vacations, and good benefits. Play up all the good features of the job, the company, and the area where the job is located – this helps “sell” the job.
Similarly, if you are part of a split placement network, you still have to write compelling job descriptions that gets partners excited to work your jobs. Because there are lots of needs right now and not a lot of candidates, exporters of candidates can be picky and choose what they want to work on most. Let them know that your client is committed to filling the job, and that you will provide prompt feedback if they take the time to work your job.
Make sure to include industry buzzwords and keywords so your job will be included in any type of search alert that recruiters and/or candidates have set up.
Candidates and counteroffers – it’s a recruitment conundrum as old as time. Right now, though, with plentiful jobs and candidates in woefully-short supply, counteroffers are at perhaps an all-time high. Recruiters need to assume that employers WILL counteroffer your candidates as part of their retention efforts, because they know replacements are simply too hard to find. And that means you simply must openly and honestly discuss this issue early and often to avoid any deal-killing surprises. Read the rest of this entry »
Today’s guest blogger is Kristina Finseth. She is the head of growth marketing at Interseller, a prospecting and outreach platform built for recruiters and sellers. Interseller has an amazing partnership with NPAworldwide, and helps multiple recruiting teams optimize workflows to engage more clients and candidates. In this blog post, Kristina shares best practices for incorporating LinkedIn voice messages into your candidate and client outreach process.
Let’s be real: No two prospects or candidates are alike.
This means people will respond differently to outreach via email, cold calling, or social channels like LinkedIn. Read the rest of this entry »
Today’s guest blog is from People 2.0, a leading provider of back-office solutions for staffing and recruiting organizations, nationally and globally. We offer a variety of support services, including payrolling, payroll funding, risk management, etc., and serve as a strategic resource in helping you efficiently and profitably place talent. Enjoy these tips for recruiters!
As a recruiter, you likely spend a lot of time on LinkedIn, scouring profiles for active and passive candidates, and sending countless InMail messages. The number of InMail messages sent to potential candidates is probably in the thousands, with the number of responses being far less. Read the rest of this entry »
We’re in uncharted territory. With nearly 10 million unfilled jobs in the US, a record number of employers are reporting a talent shortage. Because of the incredible demand for talent and fierce competition, employers are beginning to take different routes to not only attract new candidates, but retain their current talent who are likely being wooed by other companies and recruiters.
Here are a few tactics recruiters have reported their clients are using in this “war for talent”: Read the rest of this entry »
I am from a generation where the phone has long been my favorite contact initiation tool. Over time, I have learned to use email to accomplish what a phone message might have once done. There is no replacement for a live call, but those connections are becoming fewer and more difficult to achieve. If this last period of pandemic has taught me anything, it has taught me to be flexible and to consider options. Texting is an option that must be considered and used when appropriate. Some candidates will prefer texting to phone calls/messages or even to email. Read the rest of this entry »
I read a fascinating ebook, The Demographic Drought, that outlines the causes of the US labor shortage. It’s timely and relevant for recruiters, and it’s free, so please download your copy. I’ll share some of the most salient points (for me) here. It’s been very easy, and tempting, to blame COVID and various social programs for the current candidate shortage, but that is far too simplistic. As the authors point out, COVID was merely an accelerant to a problem that has literally been ~50 years in the making. Read the rest of this entry »
The pandemic has changed our world. If the word pivot is not a part of your new lexicon, it should be. 2020’s challenges have impacted recruitment for years into the future. Your clients and candidates expect new and different services from you post-pandemic. Your client companies are adapting to virtual recruiting, more accepting of remote candidates, and require diversity, equity and inclusion. You must adjust and embrace these recruitment trends to grow your opportunities, develop your skills, and provide the value the market expects in a post-pandemic world. Read the rest of this entry »