Top 3 Places to Post Jobs For High Volume Recruiting

When it comes to which job boards to try for your company, I recommend trying all of them, just make sure you do a free trial or month to month to see if it works for you, before signing a contract. Not all will work for you, but since job board effectiveness will vary by region, job and industry, you need to test to see what gives you the best results.

Top 3 Places to Post Jobs For High Volume Recruiting

  1. Indeed – Indeed remains our best source of candidates (not counting referrals), both organic (free) posts that are scraped from our website and sponsored ads, give us a regular flow of candidates. In larger cities, we don’t need to sponsor ads, free ads bring in plenty of candidates, in smaller cities and towns, setting our ads at $5-10/day + free posts, gets us the volume we need.
    • Candidate experience: Indeed hides contact info on candidate resumes, so recruiters have to select view contact info and use one of their monthly views to do so. This is annoying for recruiters, but saves candidates from a lot of spam! Since candidates receive less spam when sharing their resume on Indeed than other job boards, Indeed has a more up to date, higher quality resume database.
    • Watch out for: after creating a job post, there will be a big bold blue button to press to sponsor the job, in very small font, you can continue without sponsoring. Several recruiters I’ve worked with initially thought they could not post for free, since they missed the small font. You can post for free, unless you’re a staffing firm.
  2. Facebook Jobs – Facebook Jobs is quickly becoming an essential source of candidates and in some regions, Facebook Jobs is competitive with Indeed for the number of entry-level candidates we receive. With Facebook, you can target keywords, for example, CNA, caregiver, direct support professional, nursing, etc. and control the radius, to make sure your ad is highly targeted. Also, use Facebook for creating a hiring events for at your office or offsite, then boost the event through Facebook ads.
    • Candidate experience: very easy to apply or message the company page and start chatting with a recruiter so both can see if the job is a fit.
    • Watch out for: when candidates apply, often it is without an incomplete resume, under current job, you’ll often see “none of your business”. This is not the candidate being lazy, but rather, Facebook is pulling this from their Facebook profile, without the candidate realizing it. Don’t dismiss applicants through Facebook who don’t have a completed profile/resume.
  3. ZipRecruiter – ZipRecruiter, I’m continually impressed by ZipRecruiter and their year over year growth, with their omnipresent marketing, they are quickly gaining market share. ZipRecruiter’s heavy investment into marketing is helping bring in more candidates and grow their resume database (which is included in a monthly subscription). Very user-friendly and intuitive dashboard.
    • Candidate experience: very easy to apply to many jobs very quickly and candidates receive email alerts about jobs that match previous searches.
    • Watch out for: with how easy ZipRecruiter has made it for candidates to apply to jobs – dozens in a few short minutes, this can be frustrating for recruiters, since many applicants don’t bother to read the description, but this issue isn’t limited to ZipRecruiter.

Job Board to Avoid:

CareerBuilder – Very few applicants, high price, poor quality resume database and they won’t let you out of their contract for non-performance. When I posted with CareerBuilder in 2018, at first I received no candidates in some smaller towns and low single digits in mid-sized cities. I emailed CareerBuilder and CC’d the CEO (since she had previously told me on a call that CareerBuilder would outperform other job boards that we’re using) and then they connected my jobs to Facebook jobs. Now I’m getting more candidates, due to the Facebook jobs traffic, but it is still fewer candidates and at a higher cost than Indeed, Facebook and ZipRecruiter. It’s better just to go directly to Facebook jobs. 

  • Candidate experience: Awful. Since candidate info is visible, candidates regularly report that they receive spam emails, robo-calls and fake job offers soon after putting their resume on CareerBuilder. If you check out the comments at CareerBuilder’s website and consumer comments at the better business bureau, you will see how common this experience is. As a result of the poor candidate experience, people are becoming wary of posting their resume on CareerBuilder, causing the value of their database to drop.
  • Watch out for: Over-promising and under-delivering account managers and long contracts.

I didn’t include Monster in the above, since I don’t have any personal experience with Monster. Please share in the comments your top place to post jobs for high volume recruiting!

Simple Idea to Save Money With Staffing Firms

After 5 years in the staffing industry and 2 years as an owner of a staffing firm, my friends in staffing may have mixed feelings about this post. But hey, maybe they’ll be able to send out more contract recruiters!

Next time you need to reach out to a staffing firm to help fill your critical open positions, consider bringing on a temporary recruiter instead of paying direct-hire fees.

Staffing firms, especially in the current candidate market, rarely just have the perfect candidate for your opening(s) just sitting around. Rather, they will take down all the necessary job opening details, post the position, search their ATS, cold call and text candidates they find in resume databases and email blast lists of candidates – many of the same things that a temporary recruiter could do for you.

Assuming your openings are all direct-hire roles, staffing firms will charge between 20-30% of base salary for every direct hire you make from the candidates they refer, that cost quickly adds up.

Assuming your average salary is $50,000 and the staffing firm charges 20%, to be conservative and keep the math easy, that’s $10,000 per direct hire.

A temporary recruiter, depending on your market and the recruiters experience, may come with a billing rate anywhere from $28-60/hour (possibly more in big cities, but the direct hire fees will also be higher). If they just hire 1-2 people a month, they are already more than paying for themselves.

A temporary recruiter, provided with the right tools, will just cost whatever the hourly bill rate is from the firm who provided them. Compared to the cost of direct hires, once the temporary recruiter starts making hires, they will quickly pay for themselves. A good staffing firm will also stand behind the temporary recruiter’s performance

Stay tuned for my next article: how to negotiate with staffing firms – sorry Randstad, Robert Half and Vital Tech friends!

Top 10 Recruiting Books to Read in 2019

1.      Recruiting in the Age of Googlization by Ira Wolfe

If you are a recruiter and you’re not paying attention to how google is changing recruiting, you are being irresponsible. If you only read one recruiting book this year, read this one.

 “Scary and astute” – Charles Coy, Global Head of Analyst and Community Relations

“Everything you thought you knew about recruiting has changed” – Jeff Hoffman, Serial Entrepreneur

2.      The Talent Delusion by Tomas Chamorro-Premuzic

Using a combination of psychology and data driven solutions to measure, predict and manage talent.

“This is the book I want to hand every manager I’ve ever worked with who mistakenly assumes “give me 5 minutes with a candidate and I’ll tell ya if they are a good hire.” Every chapter is filled with quotes, findings, and ideas that I want to post on Twitter and share with the world”―Dr. Todd Carlisle, VP of HR, Twitter

3.      Recruit Rockstars by Jeff Hyman

“I read this book in one weekend, and I loved it. Everybody claims they want to hire A-Players, but Jeff and his book help you understand why B-Players are more damaging to your company than you expect. You can’t build a world-changing company without world-class talent. Ignore Jeff’s wisdom at your own peril.” – Dick Costolo, Former CEO of Twitter, and CEO of Chorus

4.      Revolutionary Recruiting by Mary Ann Faremouth

The Faremouth method focuses on matching the whole individual to the job by highlighting why candidates are looking, taking a deeper look at what both the candidate and employer truly want and focusing on relationships. Filled with personal experiences, yet a succinct and practical guide to recruiting.

5.      The Talent Fix by Tim Sackett

Using a step by step approach, The Talent Approach, shows how to simple fixes, organizational designs, and technology can help your organization create a scalable ability to recruit. A recruiting book with a sense of humor and little fluff.

6.      The Talent Magnet by Mark Miller

Mark takes a storytelling approach to this engaging and accessible guide to attracting the best talent. This book provides timeless insights on what motivates people who can work anywhere and how to get them to work for you.

7.      Creative Hiring by Ozan Dagdeviren

Creativity, curiosity, collaboration and genuineness. These are the central concepts the pinnacle model is built upon. The author takes a refreshing and revolutionary look at the hiring process and dismisses old ideas about recruiting. Personalities and belief systems are emphasized.

8.      Culture Driven Recruiting by Lee-Anne Edwards

This well written, relatable, humorous and entertaining book starts with urging the reader to start with your company culture. Don’t expect just a passive read! You will be prompted with charts and exercises to complete.

9.      What Every Body Is Saying by Joe Navarro

One of two non-recruiting books, but one I definitely recommend for recruiters. This book will teach you nonverbal intelligence, how to read body language and look for deceptive behaviors. Beware, after reading this book, you won’t be able to un-see a lot of the deception going on among those around you!

10.  Caro’s Book of Poker Tells

During college, poker helped me pay my bills, shortly after reading Caro’s Book of Poker Tells, I entered my first large poker tournament and took first place. Although I rarely play anymore, I still put the skills learned from this book to use every time I interview someone. This is a great primer on reading people. Many times while interviewing, I notice a “bluff”, triggering me to ask follow up questions.

The recruiting goldmine you’ve been searching for, free!

You have a new job request, or twenty, the hiring managers are blowing up your phone and email, your job postings aren’t bringing in the right candidates. Your interviews are no showing on you.

What if there was an easy to use source, filled with candidates who want to work for your company, just a few clicks away? A source that would make you look like a recruiting Rockstar?

The best source of candidates that recruiters regularly overlook is their own applicant tracking system. The ATS is a goldmine of candidates. Don’t leave, hear me out!

Ok, I know you hate your ATS, I’ve yet to meet a recruiter who raves about their ATS. It’s not intuitive, the search function is clunky, it doesn’t provide accurate data, etc. I get it, but because you are not in love with your ATS, that’s partly why you are not using it as your first source. Also, you figure, if I didn’t hire them the first time, why should you take a 2nd look?

A few reasons to take a 2nd look at candidates in your ATS:

  • These candidates want to work for your company!
  • Many, if not most of the candidates in your ATS, you never looked at carefully, if at all. Maybe you already had an offer out, so you didn’t bother reviewing additional resumes. Or you stopped calling candidates once you had enough interviews set up.
  • Candidates may have gained additional experience since you interviewed them.
  • Your 2nd and 3rd choice candidates may have been hired, if not for that Rockstar you hired.
  • We aren’t perfect, us recruiters don’t always make the right call, perhaps the above mentioned 2nd or 3rd choice candidate really was the best candidate.

Things to try – your ATS as a recruiting tool

  • When you receive a new job request, search your ATS first.
  • Send out a mass email to all past applicants who are not current employees, with a list of current openings, using a service such as Constant Contact.
  • Consider sending a recruiting text to applicants using ZipWhip
  • Have candidates opt in to emails and texts as part of your application process

6 Easy Steps to Multiply Employee Referrals

Why push to increase your employee referrals? Better candidate quality and culture fit, improved speed to hire, lower cost per hire, improved retention, quicker onboarding, improved employee engagement – current employees receive a bonus and have a say in who gets hired!

If the above hasn’t sold you on employee referrals, check out this stat:

“One in 16 referred candidates is hired, compared with one in 22 agency candidates, one in 72 sourced candidates, and one in 152 applicants.” (Dewar, 2018)

6 Easy Steps to Multiply Employee Referrals:

  1. Offer an employee referral bonus

Large amounts do not necessarily increase referrals, a small bonus of $100 to $200 is sufficient. It’s easier to start low and go higher than going the other way!

Spread the word! Email, social media, text, flyers, posters, make sure everyone knows about the program.

  1. Begin during onboarding

Make all new employees aware of the referral bonus program and give them the opportunity to refer people immediately, this could be as simple as writing down names and numbers

  1. Acknowledge top referrers

At company meetings, in your monthly newsletter, in emails

Put up a leaderboard – gamify your employee referral program!

  1. Try non-cash alternatives for referrals

Weekend getaway

Tickets to a local event

A meal delivery subscription

  1. Make it easy

Only ask for names, numbers and possibly an email address

Don’t give your employees long forms to fill out

  1. Give precedence to employee referrals

Put them in the fast lane for processing

Call within 1 – 2 business days

Have additional employee referral program ideas? Leave them in the comments!

 

Sources:

Dewar, J. (2018). How to Get Employee Referrals: 13 Tips. https://www.lever.co/blog/tips-to-get-more-employee-referrals

28 Recruiting Ideas

1.       Multiply employee referrals

2.       Search your ATS

3.       Post to job boards

4.       Facebook Ads

5.       Resume mining

6.       Boomerang hiring campaign

7.       Google ads

8.       Host a hiring event

9.       Attend a career fair

10.   Post pull tab flyers around town

11.   Mail targeted post cards

12.   LinkedIn recruiting

13.   Newspaper ads

14.   Community/ religious bulletin ads

15.   Post to local colleges

16.   Call professors at local colleges, ask them to refer top students

17.   Hire a temp recruiter

18.   Engage a staffing firm

19.   Hire a freelancer to source resumes and profiles

20.   Post to Facebook groups

21.   Create video employee testimonials and use in social media recruiting ads

22.   Give everyone you meet your business card and ask if they know anyone who is looking for a new job

23.   Radio ads

24.   Join an industry association

25.   Get people to relocate – advertise in high supply low demand areas

26.   Headhunt from the competition

27.   Now Hiring yard signs and banners

28.   Bookmark this blog for more future tips!

What other recruiting ideas do you have? Comment below!

5 Sales Techniques for Recruiting

Sales people make excellent recruiters. Sales people have an ability to connect with people, are excellent problem solvers, think outside the box and are not afraid of picking up the phone and cold calling candidates. Below are a few principals that I picked up while working in sales that I now apply to recruiting and coach recruiters to use:

  1. Feel, Felt, Found Method
    • Principals: This method uses both empathy and social proof.
    • The feel, felt, found method gives a sales person or a recruiter a memorable framework to overcome objections. It begins by showing empathy at the feel stage, proceeds to relate the potential customer or recruit to other people who have come from a similar background and had to make a similar decision. Next, showing how the group changed their mind after making the desired choice and then ending with the recruit, now attached with the group, hopefully changing their mind in the same way as the group.
    • Example: “I understand how you feel, several of our recruiters who came from sales felt the same way. What they found is, helping people find new jobs is much more rewarding than sales and their sales backgrounds helped them to become top performing recruiters.
  2. Either Or
    • Principal: Offering two and only two options creates a false dichotomy.
    • As a recruiter, you should know the best one or two requisitions for the person you just interviewed, offer the top two job matches, rather than overwhelm them with options.
    • This works wonderfully with my toddler, I struggled for months to get her to brush her teeth. Finally, I bought her a second toothbrush, now when it’s time to brush teeth, I ask her, do you want to use the yellow or green toothbrush? She almost always chooses green. She’s not considering 3rd and 4th options (i.e. not brushing her teeth, asking for ice cream).
    • Recruiting Example: “I’m very impressed with your background and think you’d be a great fit here, would you like the 1st or 2nd shift?”
  3. Sell Benefits Not Features
    • Principal: People don’t always recognize how features will benefit them, so sell the benefits instead of the features.
    • Example: instead of “we offer part-time, full-time and casual positions” try, we can create a schedule around your classes/childcare/other job, etc.
  4. Scarcity
    • Principal: The more scarce something is, the higher the perceived value of the object is.
    • Example: This is my last full-time 1st shift position.
  5. Take Away Gambit
    • Principal: Loss Aversion. This sales technique takes advantage of the universal human reluctance to having something taken away. People are more upset about losing $10 than they are happy about finding $10. Studies show that losses generally hurt about twice as much as gains make people feel good (Khaneman, 2011).
    • This is a tough technique that recruiters and sales people are not always comfortable using, when you are trying to close a deal, it requires a complete change from the direction you are trying to take the prospective customer or recruit. For the right situation, such as a candidate who is taking too long to make a decision, it is a great tool to have.
    • Example: “If you are still unsure, then we need to consider other candidates for this role”

What other sales techniques have you used? Do you have an example of using any of the above? Please leave a comment with your experiences!

Sources:

Kahneman, D. (2011). Thinking, fast and slow. New York: Farrar, Straus and Giroux.

Text Recruiting – Get More Interviews

Texting is a game changer for recruiting, especially for high volume, entry level recruiting.

In a world where candidates quick apply at job boards to 20, 30+ job posts in a matter of minutes and unemployment is at 3.9% (BLS, 2018), being able to contact candidates quickly, is critical, texting allows you to get a speed advantage over the competition.

At one company where I helped implement text recruiting, prior to texting, for every 100 applicants, we would complete between 10-20 phone screens, after we implemented text recruiting, this jumped to 60-65 phone screens for every 100 applicants. The key is speed and open rate. Prior to text we would leave a voicemail and send a follow up email. Often, it would take days, sometimes weeks for candidates to check their voicemail and then call us back (I’ve received replies sometimes months later, asking if a position is still open). Emails are worse, emails only have about an 18% open rate (Constant Contact, 2018), when they are finally read. Texts have a nearly 100% open rate and are often opened instantly.

There are many services that offer texting that can connect with your landline, after trying out several, analyzing features and factoring in cost, I went with ZipWhip and you can get a free 1 month trial by clicking here, ZipWhip has a number of very cool features to save time and effort, such as:

  • Group Texting with dynamic fields, so I can customize texts – include each person’s first name when mass texting
  • Create Templates – saves me from having to rewrite the same messages over and over again
  • Schedule texts – set reminder to be sent out at future times, i.e. morning or evening before an interview
  • Search texts by keywords
  • Import contacts with name & phone via a .csv file

www.zipwhip.com

Sources:

Databases, Tables & Calculators by Subject” Bureau of Labor Statistics, Sept. 24, 2018, https://data.bls.gov/timeseries/LNS14000000

Average Industry Rates for Email as of April 2018Constant Contact, June 21 2018, https://knowledgebase.constantcontact.com/articles/KnowledgeBase/5409-average-industry-rates?lang=en_US