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!



Dewar, J. (2018). How to Get Employee Referrals: 13 Tips.

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!

Project Management Tool for Remote Teams – Trello

At a recent meeting with recruitment leaders from various business units of the same corporation, we identified various projects that we could work on across business units to improve recruiting and retention for all business units. It was an idea filled meeting, with each recruiting leader contributing.

The chief executive who had called for the meeting posed us with a challenge, how are we going to track the various projects discussed and follow through on our ideas?

Thankfully and coincidentally, I had been looking for an online Scrum or Kanban board and a fellow recruiter, recommended Trello. Which I had been experimenting with, I spoke up and gave a brief intro to Trello to the recruiting leaders.

Trello is an easy, flexible, and visual way to manage and organize projects. The best part is, there is a free version that does everything I need it to do.

Create a board

First, create a Scrum board, name it and add 3-4 lists, which will appear as side by side columns. Following a Scrum methodology, I like to use “To Do”, “Doing”, “In Review” and “Done” for our recruitment Scrum board

Trello List

Add Cards

Next, adds cards under the first “To Do” list for all the projects you need completed.

Trello Card List

Track Project Progress by Moving Cards

When a team member wants to start a project, they click and drag that card into the “Doing” column. Once they have a tentative solution, they will then click and drag the card to “In Review”, finally, when the project is signed off on by all stakeholders, the card is moved into the “Done” list.

It’s that easy!

Trello Cards

Collaborating with others

Each team member can add themselves to any project, by clicking on the relevant card and clicking, “add member”.

In addition to organizing projects, Trello provides a very nice snapshot of the progress of each and who is working on what. Check out Trello for free by clicking here.

Customized Backgrounds

Trello has partnered with Unsplash, a website that provides 550,000+ high resolution photographs, to allow you to search photos, without leaving Trello’s website:

Trello changing background

Trello Free Version

Activity to End Your Next Training Meeting

Start, Stop, Continue, Shout Out, is the perfect wrap up a day of training with your team. It pushes each team member to commit to at least one thing to start doing, stop doing, continue doing and finishes the meeting on a positive note by allowing team members to appreciate each others’ efforts.

How it works:

On a whiteboard, write 4 columns: Start, Stop, Continue and Shout Out. Next, distribute sticky notes and have each team member write down, one thing they’ll start doing, one thing they’ll stop doing, one thing they’ll continue doing and at least one shout out to another person in the room.

start stop continue shout out

Start: this encourages the team member to reflect on one thing, a tactic or technique that they learned from the meeting and that they will commit to implement.

Stop: this helps the team member reflect on what’s slowing them or the team down, one unimportant or harmful activity, thought or habit that has become an obstacle.

Continue: reinforces good things they are already doing.

Shout Out: shows appreciation to someone else on the team and ends the meeting on a high note. As the person who often runs training meeting, I try to write at least one shout out for everyone present. This doesn’t have to be for something that happened at the meeting.

How AI is Changing the Way We Find Talent

We are living in one of the most exciting times in history. Who would have thought that artificial intelligence would one day lead the way for one of the most people-centered professions? As you read this, AI is making recruiting and talent management more effective than ever before.

Imagine all your routine and mundane tasks easily being automated.

AI has solved this through innovative tools like chatbots and algorithms that identify keywords. It has also made things even more personalized, allowing tools for training existing employees or fulfilling any needs they might have.

We know that AI allows us to do the same work (or more) in half the time. That’s why it’s so important to know the ways AI is changing recruiting and talent management today.

AI Is Saving Us Time

Artificial intelligence software allows us to curate information from resumes. It can identify keywords that relate to the exact role and skills required for the job. Through boundaries set by you, AI can find quality and relevant candidates.

Time is crucial for recruiters and talent management. We are focused on finding and taking care of people. Anything that takes us away from that makes the job more difficult. AI is paving the way for a more effective strategy.

You Can Dedicate More Time with High-profile Candidates

By saving hundreds of hours a year, you are able to dedicate that time with the people who have the best qualifications for your job opening. This gives you the opportunity to interview them with more energy and resources. You’ll get to know the candidate even better, something so crucial when trying to find the right fit for your company.

With more time, you have the chance to develop new tools and strategies relevant to your company and search. Imagine not having your desk full of a list of things to do, but being in a more strategic position that allows you to make effective choices for the best results. Having an AI doing the grunt work for you gives you the chance to focus your resources on more productive areas.

AI Produces Better Data

With advanced software, big data, and the right tools, AI has made it even more possible to have relevant information when finding the right candidates. Algorithms now allow you to make decisions based on what it finds in resumes like experience, education, awards, and more. You are able to predict someone’s career path with AI and make the right decisions.

Current tools also allow you to meet goals with your data. For example, if you want a more diversified staff, you can curate skills and other attributes with data sets. Having a database with a vast amount of information helps you identify the needs and goals of your company.

AI Creates a Pipeline for Your Business

One of the greatest needs for a company today is finding the right people at the right time. It’s hard to find someone who is experienced, ready and available to join the team. In fact, that’s why so many companies need recruiters. It’s essential to find the right people when it’s needed. That’s why AI has become so important.

Software like Smashfly allows recruiters to build a database of candidates, creating a pipeline for whenever they need them. It’s unique in the way it uses modern and advanced AI tools to filter out exactly what you want. It documents the journey of your candidates from the landing page, all the way to the moment they apply for your company. LinkedIn is also doing this with their new Talent Hub, using the largest professional network online. Having something with accurate and relevant data as a pipeline is a huge advantage.

AI Makes HR Essentials Even Better

It’s one thing to find the right people, it’s another to take care of them. It takes a lot of time, patience, and future-thinking. AI gives talent management an advantage by providing them with the right tools.

The key is personalization. Now with AI, employees can use software or bots to discuss vacation requests, find information for benefits or programs and more. AI also helps considerably with training and other resources needed.

A unique advantage is also found through companies and AI like Veriato. It’s a software that analyzes emails, keystrokes, browsing and more, to identify normal patterns and behaviors. If those patterns change in a negative way, the AI is able to pinpoint any low-performing or “on the way out” employees.

AI is becoming more efficient every day. It’s saving an incredible amount of time for recruiters and talent management. It’s worth adopting and using these tools in order to become more effective and getting better at taking care of the people in your company.

At Scrum Recruiter, we believe in applying agile principles and Scrum methodology to recruiting. AI is one step to maximizing your skills and effort in finding the best people for your company and taking care of them for the long-term.

LinkedIn Reinvents the ATS

LinkedIn’s new applicant tracking system (ATS), Talent Hub, is set to launch in the middle of 2019 and is positioned to be a game changer. Talent Hub will be built around search, whereas most existing ATS’s are not. For those who migrate over to Talent Hub, the largest professional network of candidates will come with your sleek new ATS, over 500 million users (Darrow, 2017).

Imagine uploading your newest job requisition and immediately having a pipeline of qualified candidates? It gets better.

When starting a new recruiting project, you will first enter the job title, location, and skill level. After entering these fields, your pipeline will immediately start to populate, you will see how many people match those initial parameters. Next, as you add additional details, job description, qualifications and education, you can see your results narrow in on the best fit candidates. Additionally, you can add team members and recruiters to the project. Once the information is entered, you will have the option of posting the job to LinkedIn for free or using a job slot for extra visibility.

The days of posting and waiting for candidates to apply is over, you will begin with a full pipeline of qualified candidates. Talent Hub will rank candidates who previously applied to your company, who are currently in process and those who have selected “open to new opportunities” higher in your results.

Talent Hub won’t be restricted to LinkedIn, you will also be able to upload candidates from outside of LinkedIn. Like other applicant tracking systems, you’ll be able to assign candidates certain statuses, to track as they move through your hiring funnel, schedule interviews, email candidates, run reports, link to your calendar, send a job offer, send other on-boarding paperwork (Talent Connect Conference 2018), and even integrate with Skype, so you can work remotely from an island in the Maldives. You may want to do a voice only call while working on the beach.

To see Sarah-Beth Anders announce the that LinkedIn is building an Applicant Tracking System at this year’s Talent Connect Conference, follow this link and skip to 1:38:30


Talent Connect Conference Day 2 (2018) Anaheim, CA, viewable online at:

Darrow, B. (2017). LinkedIn Claims Half a Billion Users.

LinkedIn Talent Solutions:

Need To Find A Job? Do These 9 Things Now.

Need to find a job? Do these 9 things now.

  1. Post your resume online

A few of my go to resume databases are below, a future blog post will review the top resume databases: – quickly gaining popularity – especially for government jobs

  1. Set up job alerts, with all the major job boards

This will allow you to receive email alerts when jobs matching certain keywords and area(s) you select, first become available. This will enable you to be one of the first applicants, a huge advantage!

First Indeed, Indeed covers 60% of the job posting market. Set up a job alert here: Indeed Job Alerts

Once you receive a job alert for a position you’re interested in, don’t just apply, call the company, see #6

Other good places to set up job alerts: ZipRecruiter, CareerBuilder & LinkedIn

  1. Start applying to jobs

If you’re serious about finding a new job, you have to treat this like a numbers game, the more applications you make, the more opportunities you may be offered, the more opportunities you have, the better pay and benefits you can negotiate. Treat job hunting as your full time job.

  1. Reach out to your professional network

Call and email contacts you have, former colleagues, clients, competitors, professors, teaches, etc.

  1. Make a list of 10-20 companies you want to work forPut these companies in an Excel sheet, call them weekly, adding more information as you receive it, person spoke with, decision maker/hiring manager name and contact info, next steps, etc. Basically, everything a sales person would do to land a new client.
  2. Find out who the hiring manager is – not a recruiter or HR

Never simply call and say you’re looking for a job, don’t let the front desk send you to a recruiter or HR. Ask for the the hiring manager by name, if you don’t know their name, Google or search LinkedIn (i.e. “Director of Finance at Westbe). If that doesn’t work, check to see if that info is on the company website. If your search doesn’t work call and ask “who is your director of finance?” you’ll be surprised that often they will just tell you, then ask to be transferred to that person. If they ask you why and you tell them you are calling about a job and they transfer you to a recruiter, wait and try calling again, this time asking for the person by name. Finally, sell them on how you would be an asset for their team.

  1. Announce to social media sites that you are looking for work

Facebook, LinkedIn, Twitter, whatever platforms you’re already on. If you don’t have a LinkedIn profile, create one.

  1. Mail out (snail mail) your resume to target companies
  2. Always send a thank you letter

Its so easy and will give you a huge advantage over the competition. Nowadays most candidates don’t, so be the one who does. Don’t wait until after the interview, send one after your first contact with the hiring manager.

What would you add to this list? Comment Below!

4 Steps to Implement Scrum in Recruiting

4 Steps to Implement Scrum in Recruiting by Casey Drengler

Within 6 months of implementing Scrum principals into a mid-size healthcare company, my team and I reduced job openings by 41%.

This was despite unemployment continuing to decline and after several consecutive months of increasing job openings and a daily barrage of complaints and pleads for help from supervisors, department managers, directors and executives. I had only been on the job for 6 months prior to the Scrum implementation and was already fearing for my job, then I read Scrum – The Art of Doing Twice the Work in Half the Time by Jeff and J.J. Sutherland. The best price I could find for this book is here: Scrum by Jeff Sutherland.

Below is the basic framework of how we implemented Scrum for recruitment. It’s been just over half a year and we are continuously improving our process, bookmark this blog and check back for updates as we learn and take deeper dives into how Agile and Scrum methodologies can be used in recruiting.

  1. Scrum Chart

Monday – decide on main objectives for the week.

For the Scrum Chart, we use a dry erase board, with “To Do”, “In Process”, “In Review” and “Done” written in 4 columns across the top. On Monday morning or Friday, before leaving for the weekend, each recruiter writes their tasks for the week on sticky notes and places these in the “To Do” column. Throughout the week, the recruiter will move sticky notes from left to right, hopefully getting all the tasks in the done column by Friday.

To Do In Process In Review Done

Scrum Chart

  1. Daily Stand Up – 15 minutes

If this takes more than 15 minutes, you’re doing it wrong, meet daily, same time, preferably first thing in the morning and ask these questions:

  1. What did you do yesterday to move the sprint forward?
  2. What will you do today to move the sprint forward?
  3. What obstacles are getting in your way?

Each recruiter answers all three, to keep the call concise, we limited recruiters to only give their main objective for that day, rather than just reading a list of tasks

  1. Weekly Retrospective – Friday

On Friday we use the daily stand up time for a weekly retrospective, we ask two questions:

  1. What went well this week?
  2. What didn’t go so well this week and what can we learn from it?

Friday’s call can be a bit more casual and we don’t follow the 15 minute rule. We will often discuss weekend plans, the Brewers or the Packers (We’re based in Wisconsin), let the recruiters vent any frustrations they may be having, help each other find solutions and encourage each other, this helps build rapport and camaraderie.

  1. Sprints

We’ve found that 3 weeks is a good duration for our Sprints, 1 month doesn’t seem to inspire the sense of urgency that a 3-week sprint does and 2 weeks or less really isn’t enough time to accomplish our desired objectives.

Each 3-week sprint has a goal or goals that are set by the recruiters, this can include, but not limited to: number of new hires, number of interviews, below a certain percent of no shows to interviews, number of positive social media reviews by new hires, etc.

Often, we will turn the sprint into a competition with either individual or group prizes if we hit our goal(s).

Have you applied Agile or Scrum principals to recruiting? How did you do so and what have been your results? Please leave a comment below!

Get your copy of ‘Scrum – The Art of Doing Twice the Work in Half the Time’ enough, get your copy by clicking here.


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!


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