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How to Attract Top Tech Talent (Infographic)

Finding IT professionals who meet the minimum requirements to fit your team and technology projects is challenging enough. Being able to attract the best talent so they want to work at your company is a complete other level. Sure, there are the standard perks that make anybody want to work at your company, but techies are different. The best ones are in high demand and you’re competing against organizations who are willing to pay big bucks for that talent.

We shared a post this past summer that provided tips for recruiting IT professionals and it received great feedback. So, when we came across this infographic from TalentPuzzle, even though it’s a few years old, we had to share it with our readers. Enjoy!

How to Attract Top Tech Talent (Infographic)

 

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How to Leverage the Cloud When Recruiting

img-cloud-recruitingIf you’re not using cloud computing to its full potential yet, you need to start. It not only brings countless benefits to business in general, but can optimize your recruiting processes in a serious way.  If you’re still not sold on the idea, you’re not sure how to start, or if the term cloud is still a bit fuzzy to you, here’s an overview that should help answer your questions.

What is this cloud you speak of?

Contrary to what some people may think, the Cloud is not a magical place in the sky where files are stored.  When you save files to the Cloud, you’re saving them on a computer at another location that you can then access from anywhere, as long as you have an internet connection.  You’re probably already using cloud computing in some sort of way today.  For example, webmail services such as Gmail or Hotmail are examples of storing information in the cloud.  Your emails aren’t saved anywhere on your local computer, but you can always access them securely with the proper login credentials.

General Benefits of the Cloud

There are countless reasons you should start using more cloud tools today, both in your professional and business life. For example:

  • It’s secure and an easy way to back-up your files. Reputable cloud servers have extremely high security settings and, if you take the proper precautions as well, it’s more likely somebody will hack into your computer than into your cloud files.  Furthermore, when your files are on the cloud, they’re not going anywhere. When you back-up your files with a cloud service, even if somebody drops a piano on your computer, your files will be safe and sound.
  • You can access it anywhere. Like Gmail, you can access your files from anywhere and any device, as long as there’s internet. No matter where you are in the world, you will always be able to grab those important files.  Some people even keep a file of emergency information such as scanned passports and phone numbers so it’s accessible when they travel.
  • Collaboration is soooooo easy! You can keep your files as private or as public as you wish. You can even select which specific people can access them. If you’re working on a document with a group, rather than sending around attachments in hundreds of emails, simply share the file with each other and work out of the same document.

Let’s Apply This to Recruiting

How can this fit into your recruiting processes? Here are just a few ideas you can implement today:

  • Collaborate with your team. Your HR department can write the first draft of a job description, and the direct manager can go into the file and make updates.
  • Share files with candidates too. Send them a private link that leads to your company information, pre-interview questions, or onboarding documents.
  • Let candidates share their files on the cloud. Rather than insist on a resume, what if they just send you a link to their resume? You’ll still have it for your records, they can update it as time goes on, and it’s a mobile-friendly solution.
  • Review resumes from anywhere. Screening resumes is a daunting task that can take forever. If you keep files on the cloud, when you find yourself on a long car ride or in a waiting room, easily access them from your phone or tablet. Now when you get back to the office, your work is partially done.

Get Going!

Often when we read about cloud computing recruitment solutions, they’re tens of thousands of dollars to implement and not feasible for a small business. There’s no reason you need to start that big, though.  Services like Dropbox and Google Drive are extremely affordable (often free), very secure and already popular among job seekers. They also integrate with a number of other technologies, which increases your opportunities exponentially.

How else can you leverage the Cloud in your recruiting efforts? We only scratched the surface with the benefits and would love to learn more about what you’re doing.  Share your thoughts in the comments below!

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Mobile-Friendly Recruiting – Best Practices

Mobile-Friendly Recruiting Best PracticesMobile-friendly recruiting is no longer an option or a great idea for companies who are trying to attract talent, it’s an essential piece of the puzzle. The ability to search and apply for jobs is expected from almost all millennials, and it’s a demand from professionals across generations, including the Boomers.

To add to the urgency, Google recently implemented a policy that penalizes websites that aren’t mobile-friendly and many companies have reacted well, making adjustments to meet the requirements. Some companies updated the main pages of the website, but opted out of optimizing their job board.  It may be because they decided the careers section wasn’t a priority or it’s hosted through a third party, but the reality is, if your job board is not mobile-friendly, candidates will have a harder time finding your opportunities.  If they do manage to stumble upon it, your drop-off rates are likely to be much higher.

If you’re still behind and ready to make some changes, here are a few items to consider:

Design

Design is the main factor in Google’s decision to penalize you or not.  The design of your website, including your job board, needs to be easy to read and use on any device, from any size screen.  It’s very rare that you’ll find a one-size-fits-all design, so most websites have multiple designs, each one being optimized for a different device.  This is achieved through either a separate mobile website, or responsive design.

In terms of mobile design, it must be simple and eye-catching for somebody looking at it from a small screen.  For example, it should include:

  • Short, concise chunks of text with large fonts.
  • Graphic and eye catching content in place of text (ex. Infographics).
  • Easy-to-use links such as buttons that can be touched, rather than text that can be clicked.

Experience

A post last year discussed the overall candidate experience and we mentioned the mobile component. While design is what will get people to your site and gain interest, the overall experience is what’s going to get people to apply to your jobs.  Attention spans are getting much shorter and the second someone has trouble with your site, they’ll just move on. Be creative when optimizing the experience and keep these suggestions in mind:

  • Keep the entire process short, avoiding long application forms.
  • Make the apply button obvious and easy to use.
  • Consider connecting with cloud technology so applicants can access their Dropbox or Google Drive.

Other Mobile Tools

Recruiting is more than a job board where opportunities are posted and resumes are accepted. It’s about building relationships with current and future candidates. Take advantage of other mobile tools through your entire recruiting process.  For example:

  • More people are using social media through their mobile devices, so be more active on networks like Facebook and Pinterest.
  • Get in the habit of texting people instead of quick emails or phone calls, just make sure you get their permission first.
  • Look into a mobile-app that gives company news and updates.

Mobile is no longer a trend, but a reality.  Keeping up is essential, those that don’t will fall behind and, ultimately, lose out on great candidates.  Are your recruiting processes mobile-friendly?

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9 Tips to Improve Your Twitter Recruitment Strategy

Love it or hate it, Twitter is one of the top social media platforms and isn’t going to go anywhere any time soon.  While it may seem like it’s just a hangout for people to tell the world what they had for breakfast, social media experts say millions of companies around the world have embraced it, especially when it comes to recruiting. September’s Virtual Recruiter Quick Poll, however, proved that there are also many who still haven’t jumped on the bandwagon.

Most companies who aren’t recruiting on Twitter have either strategically decided it’s not for them, or, more likely they don’t understand it. Other companies’ recruiting departments have dabbled in Twitter but still haven’t figured out the right formula.  Here are a few tips to help you get started on Twitter or to improve your current presence and recruiting efforts.

  1. Brand Your Page: Sticking with the generic Twitter template gives serious Twitter users the impression that your company isn’t serious or is incompetent. In less than 15 minutes on Twitter, you can easily upload your corporate logo as a profile picture, change the colors and cover picture to reflect your brand, and create a nice description.  You’ll continue to update and customize it over time, but a simple branded profile means you can start promoting yourself immediately.Twitter Bluebird
  2. Start Following People: Look for anybody who may be interested in what you have to say.  Of course you’d like job seekers, but Twitter profiles typically don’t openly say “I’m looking for jobs at XYZ Company!”  Instead, search for professionals in your industry and region, as well as any thought leaders who Tweet content relating to your corporate culture.
  3. Retweet and Favourite: No need to start Tweeting your own stuff yet. Since you’re following like-minded users, browse and retweet or favourite the best posts.  This will not only populate your feed, but it will help build a relationship with these users and increase the likelihood that they’ll retweet your content.
  4. Start Tweeting:  Now that you’ve got your feet wet, start putting out your own tweets but do not just tweet jobs.  Include company news, internal events, and articles that relate to your organization’s core values, products and services.  Provide value to your followers!
  5. Don’t Be Boring:  This is a social network.  Feel free to break the mold a bit and be a little more casual in your posts.
  6. Hashtag (#):  Not everybody understands Twitter and fewer people understand the hashtag, but when used properly, it’s a powerful tool! Think of a hashtag as a “Category” for your Tweet. Users will search a specific category to get all topics relating to it. To get you started, here are a few common hashtags when posting jobs: #jobs, #yourCity, #yourBrand, #yourIndustry, #resume
  7. Mention Other Users: When you write your Tweet, you can mention other users by writing @userName which notifies them and, very often, they will retweet.  Mention users who may have followers you’re targeting, like local job boards. For example, in Ottawa, there’s a Twitter user named @jobsOttawa.
  8. Set Up a Personal Account:  Once you have your organization’s Twitter profile set-up, apply these rules to your own account.  That account will attract a different network, but as long as you remain professional, you can also use it to promote your jobs.  Encourage staff in your organization to do the same and watch your reach grow exponentially.
  9. Source and Screen Candidates: Finally, don’t just use Twitter to promote yourself and hope others look at you.  Use the search functionality to target and research potential candidates.  Check out an applicant’s recent tweets to gain insight into their personality and work ethic.

Twitter is among the top websites visited around the world and is guaranteed to help raise the presence of your jobs.  As a side benefit, your corporate website will see search engine optimization benefits and the company could gain more publicity.  Is your organization on Twitter?  If so, does it have a separate account specifically for recruiting?  How are you leveraging this network?  Let us know!

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Tradition is Dead: The Evolution of the Resume

Our latest Virtual Recruiter Quick Poll asked hiring managers and recruiters across Canada a simple question that the industry’s been asking for a while: Is the resume dead?  To date, the overwhelming majority have answered “No” or “Not yet, but it will be”.

The poll was inspired by a recent article in the Globe and Mail which raised some great points about social media and the recruiting process. With social networking sites like LinkedIn and Facebook dominating the Internet, Recruiters are quickly jumping on board and leveraging them to promote jobs and find top candidates.  As a result, both candidates and companies can find each other, learn about each other, and communicate more frequently. This is obviously no secret and it’s certainly not a new trend, but it begs the question of whether or not the resume is relevant anymore and, if it is, for how much longer?

To answer the question, let’s get really technical. According to Merriam-webster.com, a resume is A short document describing your education, work history, etc., that you give an employer when you are applying for a job; a list of achievements; and a short description of things that have happened. Other than a few rare circumstances, an employer will always want to know about a candidate’s professional experiences and achievements.  Based on the above definition then, logically, it’s safe to say that the resume will not go anywhere; however, you can expect that it will take on different formats than the traditional resume we’re used to seeing.  As a recruiter or hiring manager, it’s important you understand all of these formats so you know what to expect. It would be a shame to pass over a great candidate simply because they don’t have a “traditional” resume.

The Paper Resume

It’s safe to say that this resume is dead, at least in industries like IT or Finance and Accounting where everybody involved with the hiring process should be well-versed with computers and technology.  The paper resume is the one that’s dropped off or mailed in by the job seeker and typically follows that age-old “1-2 page only” rule.  Because of that golden rule, it’s the easiest resume to read, but it’s also the most difficult to screen using automated tools, pass around to colleagues, and store in your Applicant Track System (ATS) for later.  If you’re still accepting these resumes, please stop.I'm unable to read the tattoo

The Electronic Resume

Perhaps the most common one we see today and still very strong in popularity — it’s not going anywhere for at least a few years.  The electronic resume is usually a Word or PDF document and, while some people are still following the golden rule that applies to the paper resume, many more are creating lengthier, more detailed versions of their resume in an electronic format.  The electronic resume has benefits for job seekers and recruiters alike.  Job seekers can easily manage and edit it, submit it to multiple job boards, and email it directly to a recruiter from the comfort of their home office. On the other side, recruiters save the resumes in their ATS, screen them, and forward them on in minutes.  If you’re involved in hiring, the majority of your applicants are most likely submitting electronic resumes, but don’t get hooked up on this traditional format.  There’s a new generation shaking things up.

The Social Resume

As noted above, a resume is simply a way for a job applicant to describe education, work history, and achievements.  This can be done in so many more ways than the traditional format.  Here are a few things we’re seeing:

  • LinkedIn/Social Media: Probably the first thing that comes to mind when you think social.  Some professionals keep their LinkedIn profile more up-to-date and detailed than the electronic resume they sent you.  In fact, they may not even send you a traditional resume, but just a link to their profile.  The advantage of these resumes for a recruiter is that you can seek them out on your own, rather than hoping the all-star candidate finds you.  Detailed profiles are usually filled with keywords so if you have a specific need, you can easily search LinkedIn, or even Google, and the profile should pop-up. LinkedIn profiles may also have references on them already, again, saving you a step.  You can even look up the people who give the references to judge their credibility.
  • Public Resumes: They look like a traditional resume, and may even be in .doc or .pdf format, but you’re not going to receive them directly. Instead, you’ll receive a link.  A link to a Dropbox or Google Drive folder where the file is saved and accessible to everybody.  You can download it for your records, but be sure to keep the link.  When the candidate updates the resume, they’ll only update it in that public folder and may not let you know unless they really want to work for you.  Instead, if you want an updated resume from the candidate, it’s up to you to find it.
  • Websites: It seems like a daunting task, but there are services out there that make building a website easy, quick and free.  Innovative job seekers are taking advantage of these services to create an entire online presence for themselves that give a recruiter insight into their professional experience, skills and interests.  If you receive a web address from a candidate, follow it.  It may be shamefully dull, but it may also tell you more of a story about your applicant than their electronic resume could even start to tell you.

That just scratches the surface of the social resume.  Overall, since job seekers today have access to so many tools and innovations, we need to be ready to accept resumes in any form.  Have you seen any other unique resumes?  What do you think of them?  Would you consider a candidate who submits a social resume?  Let us know; we’d love to hear from you!

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Resume Screeners Are Here to Stay – How Can You Benefit?

Eagle's Virtual Recruiter serviceTechnology is advancing rapidly with enhancements that help companies increase productivity and efficiency.  Automated Resume Screening tools are one of the largest recruiting technology breakthroughs over the last decade. While November’s Virtual Recruiter Quick Poll results make it clear that not all companies are screening resumes with artificial intelligence, it’s absolutely a trend that’s not going away; therefore, it’s important to understand its implications – for both recruiters and job seekers.

Recruiters

Open positions can get hundreds of applications.  Reading every resume could take hours.  Applicant Tracking Systems that automate the screening process save time, and make it possible to contact the top applicants faster – increasing the likelihood of a hire.

This technology should definitely be leveraged if you have a high volume of resumes coming in, but one important thing needs to be considered: computers aren’t perfect!  Your automated screener is programmed to scan resumes a certain way.  You may have a champion applicant who gets passed over because the resume formatting or file type doesn’t fit the Applicant Tracking System’s standards.  If you depend solely on the automated results, your future all-star could slip through the cracks and be lost forever.

Job Seekers

If you’re submitting your resume, always assume it will be screened by a computer.  That is not going to change, so your best strategy is to adapt.  Here are a few tips:

a computer with a face, arms and legs–       Customize your resume for each job.  That doesn’t mean just planting keywords from the job description into your resume, but providing details about how your experience relates directly to the job.   Resume screeners are intelligent enough to recognize not only keywords, but also the detail surrounding them.  For example, instead of searching for a specific technology or skill multiple times, your resume may be screened based on which technologies you used together or how many years of experience you have with a specific skill.

–       Think beyond the current application.  Most companies won’t dispose of your resume if you’re not a fit for the current position. Instead, your resume may go into a database which is searched for opportunities that may never be advertised.  You are more likely to show up at the top of a search by including more details and keywords.  In fact, you could use the principals of Search Engine Optimization (SEO) when writing your resume.  This post from July has a few tips that can help you get started.

–       Worry less about length.  The old rule-of-thumb was to keep resumes short.  In today’s electronic world, page length is immaterial.  If you’re certain your application is being filtered through an automated screening process, add in more details and worry less about length.

–       Keep it simple! Even a long resume must be simple to make it easy for computers to read.  Avoid tables or funny formatting and try to keep your resume in a simple file format, like MS Word.  Computers often have trouble reading PDF files.

–       Depend on more than your resume.  Don’t let your dream job pass you by because your application was lost in technology.  Take the time to follow-up with recruiters – they may take the time to personally review your resume out of curiosity.  Even better, be proactive and start building your network today!  Attend networking events and build relationships with recruiters at your favourite staffing agencies.

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Video Interviews Can Be Valuable

Has your company embraced online face-to-face job interviews or are you still conducting these interviews in-person?  Check out this infographic produced by PGI – if you’re not using video to interview candidates, you may be part of the minority.  According to the infographic, 60% of HR managers are using video to interview candidates and 66% of candidates actually prefer it that way.

Eagle's Virtual Recruiter serviceComments from last month’s Virtual Recruiter Quick Poll, sent to managers across Canada, suggested that companies are starting to see the convenience and cost-savings in video interviews. The poll did reveal, however, that nobody actually believes video interviews will ever replace in-person interviews (33% of respondents did say maybe).

While video interviews definitely haven’t replaced in-person interviews at Eagle, we have been leveraging them for a few years now to screen candidates.  Here are some of the benefits:

  • It eliminates unnecessary travel.  Our job board brings in applicants from across the country.  Rather than asking out-of-town candidates to travel to a specific office, they can easily have a face-to-face conversation with recruiters from their own home-office or from an Eagle office more local to them.
  • It’s still personal. The alternative to a video interview when a candidate is out-of-town is a phone interview.  These are great for a quick screen that creates a shortlist of candidates, but nothing lets a recruiter get to know a candidate like a face-to-face conversation.
  • It’s flexible.  Even for local candidates, an in-person interview during regular business hours isn’t always possible. What if a candidate is working a full-time job and can’t get away for the interview?  What if the recruiter has a busy schedule with no time for an in-depth, quality conversation? Video interviews allow the recruiter and candidate to find a time and location that suits them.
  • It allows for more innovative interviews and evaluations.  Some companies record video interviews so they can go back and compare candidate responses to specific questions. Other companies implement flexible one-way interviews, where the recruiter sends each candidate the same list of questions, and the candidate returns a video response of the answers, on their own time.

Recruiter looking at PC screen while interviewing candidate remotelyIf video interviews are still new to you, here are some tips (for both interviewers and candidates) to get you started:

  • Test it first.  If you’re using a new camera or technology that’s new to you, play around with it first.  Try a call with some colleagues and make sure the sound and camera quality is optimized.
  • Treat it like a regular face-to-face interview.  Come prepared, take notes, and dress professionally.
  • Be conscious of your surroundings. Set-up in a quiet, professional-looking space. For example, if you’re at home, turn off the television and separate yourself from kids or pets.
  • Look at the camera.  This takes practice.  Eye contact is important in any interview and the only way to make eye contact with the person you’re talking to is to look into the camera.  Very often we want to look at the person on the screen, but, as you may know, this can look awkward.  Here’s a trick: put a picture of somebody beside the camera and try to look that person in the eyes.
  • Get started!  Video interviews are cheap and easy to set-up so stop using those excuses for not doing it.  All you need is a web cam and a Skype account.

So, are you using video interviews?  If not, what’s stopping you? Do you think video interviews will replace the in-person interview?  We’d love to get your opinion, leave a comment!

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The Customer Experience in Recruiting

You may have heard discussion in the past year or so about companies shifting their focus from Customer Relationship Management (CRM) to Customer Experience Management (CXM).  Simply put, CRM focuses on improving processes to better support customers, increase satisfaction and reduce costs.  CXM incorporates the principals of CRM, but takes a more proactive approach.  Companies focusing on CXM don’t just work to improve relationships; they work at A group of people who are obviously happybuilding relationships over time by enhancing the entire customer experience and making every touch point a positive interaction.

While CXM is still new and may not be the answer for all organizations, it is definitely applicable to recruiting.  It’s nearly impossible for recruiters to build strong relationships with the thousands of high quality candidates available; however, it’s very possible for companies to ensure that all interactions – human and non-human – between the candidate and the company are pleasant. The best place to start is your online job board.

When searching for a new opportunity, the first place most candidates start looking is some type of job board. Whether it’s an agency, a corporate job board, social media, or a public job board, candidates have hundreds of options. If you want applicants to read your job postings and, more importantly, want them to come back, you have to differentiate yourself with an exceptional user-friendly experience. If not, your hard-to-use job board and application process could cost you your next star employee.  Here are a few tips to improve the candidate experience on your job board:

  • Search Functionality: If a candidate can’t find a job, they won’t apply to it, so keep your search functionality simple and intuitive.  Also, check out these tips to include SEO in your job descriptions.
  • Application Process: When the right job, if your application process is long and difficult, you may lose people.  Make it easy to apply and ask yourself, “Do I really need to collect all of that information right now?” A name, email address and resume are probably enough.
  • Mobile Friendly: More and more people are using their smartphones and tablets for day-to-day tasks, including job searches.  If your site isn’t smart phone or tablet-friendly, don’t expect these applicants to apply to your jobs.
  • Innovation: CXM is about being proactive and understanding customer preferences, often before the customer knows they need it, so think outside the box.

Eagle's Virtual Recruiter serviceAt Eagle, we know how essential the job board experience is to our business and while our job board is pretty good, our soon to be released upgraded job board will include all of the elements above… and then some! This will result in a better customer experience for job applicants.  Our low-cost job posting service Virtual Recruiter is one way we improve customer experience for our clients.  Our clients get a more targeted set of resumes to review than they would get from regular job boards, together with a pre-screen that identifies the potential top matches.

Where can you improve your customers’ experience?