When I first started working in Human Resources, recruitment was the part of my job I liked the least. It was hard work for the candidate and hard work for the recruiter. It took a lot of time, so was expensive, and I had a scatter gun approach; cast the net wide and hope to scoop up some suitable people along the way. To give you an idea of how long ago this was, it was before I had a computer on my desk (laptops only a dream), and so the fax was the friend I’d rely upon to send candidate details to hiring managers (quicker than post!).
This gruelling experience left me with a keen interest in better recruitment processes for both the hiring manager and the candidate. What I look for is a process that costs less time and money, but still delivers an exceptional candidate who has a stellar hiring experience and accepts the offer of employment with pleasure.
I’m often asked to provide assistance with recruiting. Initially when I recieved these requests I’d redirect clients to recruitment agencies who I like to deal with and am willing to endorse. I still do this for some roles, but now have a number of other options I recommend or use myself, on behalf of clients.
Over the last 3 to 4 months these are the products I’ve come across which I believe are worth keeping an eye on. I haven’t used all of them, but am keen to try them when a suitable client requirement arises.
Talent Vine is exciting and great for HR people like me, who want to leave recruitment up to the people who do it day in and day out, and therefore do it best. Talent Vine has created a market place for Recruiters and companies to contract how they will work together. Companies can post the details of a role they want to recruit and invite recruitment consultants to bid on the job. The recruiters for Talent Vine have been pre-screened to ensure companies and candidates using Talent Vine can expect great service. Talent Vine is serious about only working with Recruiters with integrity. In their own words ‘ We have no interest in representing cowboys who won’t provide our clients with the TLC they deserve’.
The kind of information you will receive when the recruiters bid for work is the placement fee, similar roles they may have recruited in the past, and what happens if the placement doesn’t work out. As an HR consultant, I can select a recruiter to pre-screen and shortlist for me, and then do a first round of interviews on behalf of my client and then send the final two to meet with the hiring manager. If they would like to interview the short list themselves, then the process can flex this way. The flexibility is more cost effective for my client and gives them a better service.
Jobbatical is providing global reach to hard-to-find talent. For the candidate, it seems to be like a working holiday but not fruit picking or pulling beers, rather working in professional hard to fill tech roles. For companies, this is a place you can go to get global talent when there is a shortage in your county. I know in Aus, to be able to bring someone into the country to work you need to be able to prove that the job can not be done by a permanent resident or Aus citizen. Check out any international mobility constraints before hiring this way, but definitely worth keeping up your sleeve and working into your recruitment strategy if applicable.
AngelList is the job board for start ups. It cuts out the middleman “and gets you speaking directly with founders”. Having said that, Facebook and Medium are both using this job board and I don’t think they could be classified as Start-ups. Anyhoo. The set up for candidates browsing jobs is to show them information on the founders, who is funding the start-up, how much funding the start up has received, and whether equity is offered with the position. Still in it’s infancy in Australia (there are only three jobs in Aus currently advertised), I think this one should get legs.
Endorser is an Australian start up that provides a really smart way to find good people. Gone are the days of posting an ad to receive applications that leave you spoilt for choice. Companies need to fiercely compete for top candidates through their exemplar employee value propositions, great flexibility and interesting work. Anyone can tap into their network to put someone forward for a job advertised on Endorser. The incentive is that you, as the endorser, get a kick back, or a ‘reward’ for doing this. What a great way to tap into the passive market and extend your reach beyond friends of friends and those actively looking for work.
VideomyJob is another innovative way to sell your job to hard to find Talent. It’s as simple as download the software to your mobile phone, upload your script and then smile at your phones camera and read the teleprompter. Anyone can look like a pro TV presenter talking about what a great workplace they are hiring into, what a great manager they are, and describe the great things about the job. Again, VideomyJob is targeting the hard to find talent and attracting them to your organisation. Video’s can be posted on job ad sites, your own website and social media. Social Media is an underutilised source of passive candidates and video is growing as the preferred way to engage with online audiences.
Expert360 is an excellent way to access high calibre freelancers. Typically, those individual’s registered with Expert360 are from consulting firm backgrounds who have chosen to go out on their own for more flexibility. Some companies are advertising permanent roles but I prefer to use it for contract work. You can advertise your requirements and/or browse Expert360 members and invite them to apply to deliver your project or do your role. I like that you can contract the payment of the work either as a total cost for delivery or a daily rate. It’s all very transparent and a great way to quickly find the calibre of people you need to get a short term assignment done.
Predictive Hiring Technology is something I don’t have current experience with but am keen to find a preferred provider. I love data and think we need more of it in Human Resources. In fact, ‘People Operations’ is the term coined for the new data driven HR department.
By way of example, a company in the US analysed the performance of call centre employees to understand turnover and learned that ex-convicts are often more effective call centre workers than high-end university graduates.
A large financial services company saw dramatic variations in sales performance and retention among its hundreds of sales representatives. Traditionally this company sourced its sales team from top universities and recruited candidates with excellent grades. The Analytics team built a model to try to predict sales reps performance and retention. They looked at demographic, job experience, recruiting and environmental data on the entire sales organisation and compared the high and average performers. The team found that the company’s assumptions were wrong. University degree, grades and quality of references did not matter. What did matter was lack of typos or misspellings in resumes, successful experience selling related products and successful completion of a university degree — it didn’t matter from which one.
Finding the really great talent can be more challenging than it used to be, but if you have the right tools up your sleeve it can actually be one of your more enjoyable and rewarding tasks. The roles where there is a surplus of suitable talent in the market are becoming few and far between. Get ahead of your competitors and build a recruitment strategy that gives you competitive edge.
If you’d like assistance building and managing your recruitment strategy reach out to KOB Consulting . I’m always happy to hear about the challenges you are facing and offer some advice on what may help. Kristin.
I’m not affiliated with any of the companies I’ve mentioned in any way other than as a user of their product or service.