January 26, 2015

How to Find Top Talent without Being Inundated with Resumes

How to Find Top Talent

without Being Inundated with Resumes


Most corporate jobs receive 250 resumes per opening.

Everyone wants to cast their net wide and access all the best talent out there, but no one wants a tsunami of resumes flooding their desk and email inbox.

How can you access a wide array of talent but refrain from being accessed yourself non-stop by respondents?


There’s a lot of folks out there, actively and passively looking for their next job.

There are 25 million resumes on Indeed.
There are 332 million LinkedIn users, 107 million of them in the US.
The average number of daily LinkedIn mobile job applications is 44,000. (ExpandedRamblings.com)

There are 140 Million unique visitors on Indeed.com monthly. (Indeed.com)


There are a lot of folks sending resumes.

Google gets over a million job applications each year and the company only hires about 0.5% of applicants. (About.com)

Procter & Gamble Inc. got nearly a million applications last year for 2,000 open positions. (WSJ.com)

Most corporate jobs receive 250 resumes per opening. (Recruiterbox.com)


Post and pray – Is the answer a job board?

Sometimes the best way to get applications is using a job board. But you try Indeed.com or other large boards, you need to be prepared for the potential inpouring of resumes and have a way to handle them.

Sometimes a trickle of resumes is your best option. If you are seeking highly specialized candidates, pick a niche board that is appealing to the type of candidates you want. You still need to be prepared to sort through the responses.

The heavyweight generalist job boards Monster and CareerBuilder have lost traffic over the last years. And many niche boards have sprung up; these focus on specific types of jobs and industries. (CareerxRoads.com)

A lot of people using job boards take the shotgun approach to job submittals on line. Many don’t read directions or follow instructions. Many aren’t qualified for the position that is posted. This can waste a lot of time not only for the applicant but for the hiring company.


Is the answer an Applicant Tracking System?

The price tag for an ATS starts at $5,000 and depending on the size of the company these systems can cost into the millions of dollars. They are efficient for sure, but they are imperfect.

An ATS will search resumes for the right skills and experience using keywords. This screens out about ½ of applicants from the get go, which may be exactly what a company needs; depending on the position it may not be enough screening but the user can customize each search.

Unfortunately, an ATS may miss the most-qualified applicant if that person’s resume doesn’t include the same keywords as are used in the job description or by the user. All the information may be there, the perfect candidate may be there, but if user error or rote use of the technology inhibits finding him or her, it is wasted effort. It is estimated that 75% of resumes are never read by a human. (WSJ.com)


What of social recruiting?

There is no magic bullet, so signing up for the latest social job gimmick probably won’t save you any time. In fact it may take up more of your time; if you aren’t social enough it may come back to bite you.

But really social recruiting is about using today’s tools to network. Networking has always been a social activity. LinkedIn continues to grow as a social/professional networking site, as well as a job board, and perhaps soon a full-fledged ATS. More than half of companies surveyed said that LinkedIn was a critical component for their recruiters and sourcing groups (CareerxRoads.com). 96% of recruiter use LinkedIn to search for candidates, 92% to vet them (ERE.net).

Old fashioned networking, whether it is picking up the rolodex or searching contacts online comes down to the same thing: picking up the phone and connecting. This is a time consuming but worthwhile effort for all professionals, whether searching for a job or searching for a hire.


What about referrals and internal sourcing?

According to a Silkroad study, internal sources produce the most hires. Employee referrals result in the highest source of hire. (Silkroad.com) This certainly cuts down on many aspects of the recruiting process such as job ads, social widgets, piles of resumes, and typically the vetting of candidates is more assured as the employee referring the candidate is essentially vouching for him/her.

The 2014 Source of Hire Report reports that companies find their best candidates in their own backyards, filling more than 41% of their openings from current employees. This suggests that organizations are doing a better job of developing talent internally. (CareerxRoads.com)


Is the answer a recruiting specialist?

Recruiting is a specialized function. Recruiting new talent includes administrative and legal aspects, screening, logistics and coordination, qualifying and vetting – there are many steps requiring varying levels of skill.

All of these aspects take time. Even if only 25% of resumes get read by humans, those humans must efficiently review and understand the potential of each applicant.

Once a company is large enough, the human resources functions start to grow, addressing work policies, and corporate perks, and company culture, and on and on. So depending on your company’s size and what internal talent is there, some combination of internal and external recruiting specialization will streamline the process and produce a reasonable number of great quality candidates for the hiring manager and team to interview.


External versus Internal Recruiting?

External recruiters don’t have the corner on the market, but they are specialized in what they do. Internal recruiters typically have multiple HR hats they are wearing and their focus is not solely on the latest talent recruitment trends and pipeline building. In very large companies, this may not be the case as internal recruiters may be given very specialized duties.

In most cases startups do not have any recruiting function. Medium sized companies are focused on their own business, and the HR staff that are tasked with recruiting are juggling a wide array of responsibilities. These are ideal situations to partner with an external recruiter who can take the lead on recruiting the talent needed and facilitating the hiring process to whatever extent the internal resources require. Many companies have a mix of ATS, HR with internal recruiters, and external recruiting partners.

When internal hires and referrals don’t produce the needed talent, and time for networking or sorting through a ton of resumes is not available, try a specialist. Recruiters have the network and the sourcing skills to tap into talent wherever it is. Just as job seekers should be proactive in job searching, talent acquisition specialists should pull out all the stops to actively identify and pursue the right people.


So don’t get buried in resumes!

Take a look at what mix of recruiting tools will best serve you.



November 3, 2014

Soft Skills: Easy to Feel Out, Harder to Test

While hard skills are fairly easy to evaluate, soft skills are harder.


The soft skills are rather intangible: communication, leadership, critical thinking, creativity, team collaboration, attitude, common sense, and relationships, amongst others.

Coding and problem-solving tests are fairly straightforward ways to gauge hard skill level, but how do you measure a candidate’s soft skills?

Evaluating Soft Skills


Social Media

Almost everyone in the United States has at least one social networking profile at this point, so researching a candidate’s online presence is fairly easy. Social media and websites provide an interesting window into a person’s soft skills. Of interest is everything from how thoroughly and professionally people present themselves, to the content and comments that they choose to post on online media.

Video Interviewing

Some companies solicit video responses as a filtering mechanism that quickly gives a sense of a person’s soft skills. A company may ask candidates to answer a few questions in a video format to be submitted along with a resume or as the next step in the pre-interview process. There are obviously a lot of efficiencies gained by getting a peek at talent, although some people are fairly shy of performing in front of a somewhat anonymous audience. (more…)


October 27, 2014

The Top Five On-Boarding To-Dos Before the Start Date – By Tory Thomas, Recruiter

The Top Five On-Boarding To-Dos Before the Start Date

Tory Thomas, Executive Recruiter, Tech Sales & Marketing Division

By Tory Thomas, Executive Recruiter, IT Sales & Marketing


You may be asking “Why on-board before the start date?”


Well… really you should be on-boarding from the first contact with a candidate. When you receive a resume from a candidate, you should be sending a warm acknowledgment, even if you aren’t hiring for that exact profile right now. This is how you build your talent pipeline.

When you schedule a first interview or have an informal dialogue, you are making an impression. At this point you are acting as your company’s brand ambassador and forming an impression with the candidate. (more…)


September 15, 2014

Social Recruiting – What You Need To Know

Social Recruiting – What You Need To KnowSocial Recruiting – What You Need To Know

Buzz buzz buzz – Social Recruiting is all the buzz.

But is it more than a fashion trend to catch your attention? Will it really help you to hire? What do you really need to know about social recruiting?


So what is social recruiting?


It’s called having a conversation -


Social recruiting has been around since before there was a term called social recruiting. It’s basic human nature to talk about opportunities to your friends and people you like. And there’s an obvious head start in terms of cultural fit if you are reaching like-minded people through your network, so yes, social recruiting is an important way to acquire new talent. (more…)


August 11, 2014

Saying ‘I Do’ to the Recruiting Process

Saying ‘I Do’ to the Recruiting Process

It’s a CommitmentSaying I Do to the Recruiting Process - It’s a Commitment


The hardest part of recruiting is not finding the specific purple squirrel. It is not sourcing and screening candidates. It is not communicating the corporate culture or the company mission. It is not coordinating telephone and onsite interviews. It’s not even negotiating the employment package. It’s getting the commitment of the hiring powers.


Funny how this should be the easy part. Once a decision to hire has been made, once the method by which that hiring process will be conducted has been decided, the company should be ready to roll. But it is not always the case.


“Companies and hiring managers need to understand and give themselves to the hiring process knowing it will take time away from everyday operations,” states Mike Curry, Tech Recruiter (more…)

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