Recruiting Resources

For today’s post, I would like to share three recruiting blog posts that are especially relevant:

Let’s Be More Human – Maureen Sharib, owner of TechTrak (and a past paid speaker for NPAworldwide) blogged on ERE.net about the importance of human interaction and communication and [gulp] using the PHONE. Everyone is overwhelmed with email. Candidates are ‘signing out’ of LinkedIn to avoid the constant barrage of InMail from random, unknown recruiters. She suggests that a change in attitude, from an inwardly-focused one to an outwardly-focused one of “What can I do for someone else” would go a long way to helping overcome the telephone reluctance that has become so pervasive. Recruiting is still about making connections, and electronic ‘communication’ just doesn’t build rapport in quite the same way as voice or in-person activities.

11 Fascinating LinkedIn Usage Stats for Recruiters [INFOGRAPHIC] – The good people at Social Talent (Johnny Campbell has also been a paid speaker for NPAworldwide) have released their 2014 Global Sourcing Survey, and have created this infographic about how recruiters are using LinkedIn to accompany the survey results. You’ve probably heard that 96% of all recruiters have a LinkedIn account, but did you know that almost half of them are using a free, basic account? Only 6% of recruiters are reporting using the phone to reach out to candidates, but phone-users are getting higher response rates than those who are using LinkedIn (InMail or Connection requests). Maybe it’s time to dust off that old relic?

Why Mobile is a Must for Your Recruitment Arsenal – By 2016, we are expected to have more mobile devices in the world than people. More than 90% of adults report having a smartphone within reach at all times. There is simply no getting around the fact that mobile behavior has changed candidates’ expectations for how the hiring process works. Unfortunately, a shockingly small number of businesses offer mobile-friendly websites and application processes. Read this blog for five common mobile mistakes that recruiters make, and how to avoid them.

What’s YOUR favorite recruiting blog? Share in the comments below!

Image courtesy of Stuart Miles at FreeDigitalPhotos.net

At the NAPS conference in Houston, TX, one of my favorite speakers was Jon Bartos of The Global Performance Group, who spoke on the multi-million dollar producer’s guide to time management. As independent recruiters, each day, we go into work with a clear mind, a set plan of things to accomplish, of calls to make, and business development plans. Two hours later after reading and handling three unpredicted emails and reading on the latest sports scandal, we realize our plans are not quite panning out. Here are some tips from Jon Bartos as to how to manage that time more closely.

Planning is the foundation of your success or failure, and by structuring your day, you can avoid the latter. Reserve the morning for marketing and get the important tough stuff done first. Set daily goals based off of yearly goals, break down that $5,000,000 revenue into smaller targets to stay on point. 80% of sales people waste time selling to the wrong targets, so make sure you know who is taking up your time and market to those that will help you reach your goals.

Understand the four quadrants of efficiency to keep your day on task. Schedule your email and handle the important ones first. Here is a chart showing the four quadrants and how to prioritize:

By handling emails and daily tasks according to these quadrants, you are taking care of what needs to be immediately handled and not letting the random email ADHD take over your day and time management.

Track your results with a performance management system to see what activities are powering your business and which activities are unproductive or taking away from building revenue. Do not allow yourself to close a day without sticking to your activities, even the typical, “I’ll do it tomorrow” should be crossed from your vocabulary.

Finally, always remember that selling time should be valued and scheduled the most, because this is your $1000 dollar activity versus your $10 dollar activity, make it a priority and hit those goals, 2014 is not over yet!

If you’ve had a website for your recruitment firm for any length of time, you probably have at least some rudimentary knowledge of SEO (search engine optimization). As aggregators become more and more dominant as the main way jobs are distributed online, it’s easy to lose sight of how important SEO still is for your website. I have a sneaking suspicion that “everyone” thinks job seekers head straight to sites like Indeed when they are searching for a new job. I’d like to suggest that a lot of job seekers, maybe even a majority of them, may *actually* start their job searches via Google, Bing, or another “regular” search engine. Did you know, for example, that Google reports more than 124 MILLION job-related searches each MONTH? And that Google Search is the #3 mobile app for smartphones? Or that Google also boasts 87.1% of the US mobile search market? (Thanks to our friends at Monster for gathering some of this data!) That adds up to a LOT of people doing a lot of job searching in places that are NOT aggregator sites. So, here are a few SEO tips for recruitment firms to help you reach some of these job seekers:

1. Make your jobs easy to find. Don’t bury them multiple pages deep into your site. Having a feed of your newest jobs on your home page is smart because, (a) your home page is *probably* your most-visited page and (b) continuously-refreshing content will keep the Google bots coming back to your site to index the new content.

2. Use “plain speak” URLs for your jobs – for example, www.abcrecruiting.com/engineering-jobs/senior-software-engineer as opposed to something like www.abcrecruiting.com/careers/223850928945?. Using keywords in real language makes it MUCH easier for search engines to find your content and return it in the search engine results pages.

3. Ideally, make sure each job is contained on its OWN page. Sites with deep content are consistently rated as more authoritative than sites with less content. Combining a well-optimized job description page with a word-based URL is still a great way to improve organic search results for your recruitment firm.

4. Pay attention to the meta description field. The meta description is the short snippet you see under the page title and URL in search engine results. It should be written in plain language, “match” the subject matter in the page title and URL, and be compelling enough that the searcher will click on the link.

5. Don’t forget mobile! If your website offers a poor mobile experience, Google is probably demoting your site in search results (or worse, removing it altogether).

Do you have any SEO tips for recruitment firms you can share?

I recently was able to attend the NAPS (National Association of Personnel Services) conference that was held in Houston, Texas. Each day held many sessions with many topics that were pertinent to independent and agency recruiters. One session in particular was extremely interesting and titled, “Recruit Stock,” as a pun on the old Woodstock festival. Next Level Exchange filled the hour with amazing tips to stand out as a top of the line recruiter, and I want to share some of this information.

First and foremost, here is a good list that highlights how to handle client demands. Read the rest of this entry »

Today’s guest blogger is Gary Harvey, the founder and president of Achievement Dynamics, LLC, a high performance sales training, coaching and development company for sales professionals, managers and business owners. His firm is consistently rated by the Sandler Training as one of the top 10 training centers in the world. He can be reached at 303-741-5200, or gary.harvey@sandler.com. Gary is also one of the featured speakers for the 2015 NPAworldwide Global Conference.

Are you an optimist or a pessimist?

A few weeks ago, I was in Southern California on business, and I walked by a shop that had the following sign outside:

“An optimist is someone who figures taking a step back after a step forward is not a disaster –it’s more like the cha-cha!!” Read the rest of this entry »

After researching endless solutions to common independent recruitment problems, recruiters may find themselves more frustrated, and unable to see why their system is just not working anymore. Too much to process with a lack of resources can slowly, yet surely, cause damage to your recruitment brand. Here are three suggestions to improve your brand and recruitment process: Read the rest of this entry »

Mel Kettle is a communications and social media consultant, speaker, blogger, educator, coach, bookworm, obsessive foodie and eatie, and a budding photographer. She blogs on marketing and social media at www.melkettle.com.au. Mel is passionate about working with organisations to show them how to communicate effectively so they can develop communities, share their stories and raise awareness. She particularly enjoys working with people who want to make a difference to other people’s lives. In her spare time Mel writes a food blog, The cook’s notebook.

I used to go to a lot of networking events – easily one or two a week. And then life got a little busy (that networking was paying off!), and I stopped.

While I do a huge amount of networking via Twitter, and have a lot of referrals come to me that way, I miss the face-to-face interactions that going to a networking event provides. Read the rest of this entry »

Today’s guest blogger is Wilson Cole. He is the founder and CEO of Adams, Evens & Ross, the nation’s largest credit and collection agency designed exclusively for the staffing and recruiting industry. In 2008 he was inducted into INC Magazine’s, “INC 500” for being the CEO of Adams, Evens & Ross, the 307th fastest-growing privately held company in America.

Clients are starting to tell us that the economy is picking up, and for the first time in years they are starting to feel optimistic. This is a good thing. I am seeing cash flows improve from debtors as well, so we will all keep our fingers crossed and hope that this positive sign continues.

One of the issues that I have seen a very large increase in is back-door hires and conversion. I would be willing to bet that if I had 100 clients go back and check their candidates, 25% of our clients would find that at least one of their candidates was hired over the last 12 months. Yes this is a problem, but it is also a big opportunity. If you are willing to take the time and spend an afternoon checking LinkedIn, I would bet that you could find $15,000 to $45,000 in placements.

The reason I bring this point up is because the economy is improving, and debtors now have more money in their bank accounts. The chances of them paying you once you bring the hiring of your candidate to their attention has greatly increased from a few years ago. Then, debtors used to prefer to hold on to their money and prefer that you sue them because it bought them more time. Now, with sales increasing and cash flow improving, the debtor will more likely just cut a check vs. having to spend the money on an attorney.

So what should you do if you learn that one of your temps or candidates was hired by your client? The following suggestions may be helpful:

• Pull an inventory of your paperwork. Do you have a signed agreement? Do you have an email trail? Can you show clearly that the client knew it was your candidate and if they hired that individual, then a fee would be owed?
• Reach out to the hiring company and inform the company of its unfortunate “oversight.”
• Send the company an invoice. If you have to guess what is owed because you do not know what they are paying your candidate, then take an educated guess. Use the higher side of your best guess without being out of line of course (if the candidate’s potential hire meant the company had to pay the fee, then contact the former candidate to find out what he or she is being paid).
• Send an invoice with a specific date. For example, don’t have the invoice say net 10 days or due upon receipt. Have your invoice read 5 – 10 days from the day you cut the invoice. If today is March 2 then you would put Due March 12 — 20XX.
• Send the invoice, and wait until the first day after the invoice was to be paid.
• Then call and send a letter giving the client 5 days more. Give an exact date.