All posts in Talent Professionals

5 Ways for Recruiters to Attract Passive Candidates and New Clients

5 Ways for Recruiters to Attract Passive Candidates and New Clients

Editor’s Note: This is a guest post by digital strategist and blogger, Tanya Williams. Her opinions are her own.  

People haven’t changed but the way we communicate with them has. In our fast paced, ‘want it now’ society technology new digital tools and platforms are making it easier than ever to access information.

The same applies to the world of recruitment. The rules have changed and how we find clients and talent today relies on much more than just knowing a few people in our network. Your potential clients and candidates are starting the ‘people finding’ process online and if they cannot find you, then you are missing out on business.

Clients and candidates are mobile, social and want personal relevant information given to them on their communication channel of choice delivered on their favourite device. With this in mind, you need to take the time to listen to and understand your audience about how digital technology is impacting their everyday life. Read More…

6 Ways to Ensure Your Recruitment Process Doesn’t Slow Down Over Summer

6 Ways to Ensure Your Recruitment Process Doesn’t Slow Down Over Summer

Mark Twain once wrote that the coldest Winter he ever spent was a Summer in San Francisco!

He was certainly on to something. Actually I’m writing this post wearing a hoodie with a bowl of hot soup next to me on my desk and with the heater on.

But given that I did experience 110 degrees in Las Vegas last week, I’m pretty convinced that it really is Summer everywhere else in the USA – and probably across most of the Northern Hemisphere for that matter. (Anyone reading this in the UK … I understand that you may well have your heating on today too!). Read More…

What recruiters want 12 ways to have them gagging for your business

12 Ways to Get Recruiters Gagging For Your Business

Picture it: Your business has reached the stage where you need to employ someone new into the team. But you’re far too busy to recruit the position yourself so you’ve decided to engage the services of a recruitment consultant.

Regardless of whether you’ve decided to go with a generalist or a specialist recruiter, the recruiter you choose could well be just as busy as you.

How can you become their top priority? Read More…

7 Characteristics of Résumes Bound for Instant Rejection

7 Characteristics of Résumes Bound for Instant Rejection

Editor’s Note: This is a guess post by Colin Cuthbert from Ayers Management. His opinions are his own.

From the moment you advertise a vacancy in your company, the applications will come flooding in like The Letters from No-One in Harry Potter and the Philosopher’s Stone. OK, well maybe not to the extent that the office will become as uninhabitable as the Dursleys’ residence, but you get the idea.

You then face the unenviable task of being able to hire only one of these candidates, so you’ll need to be ruthless in doling out the disappointment to all the others. In some cases, this can be a horrible process. In others, the applicants make it obscenely easy for you to toss their résume in the nearest dustbin.

Here are seven application and résume atrocities that should prompt you to instantly file a candidate under ‘Rejected’. Read More…

How to Source and Attract Multi-Generational Talent in a Tight Labor Market

How to Source and Attract Multi-Generational Talent in a Tight Labor Market

Today’s recruiters are expected to be equal parts hunter and gatherer – to find ‘unfindable’ talent, and bring them ‘home’ to an organisation that fits.

However for the first time in history we are dealing with prospective talent from five different generations, which can prove incredibly valuable but can also present massive challenges for any growing organisation.

The five generations each have their own individual nuances, attitudes, values, and communication styles adding another layer of complexity to an organisation’s sourcing and talent attraction strategies. Read More…

6 Ways to Tweak Your Job Descriptions to Attract Better Talent

6 Ways to Tweak Your Job Descriptions to Attract Better Talent

Editors Note: This is a guest post by Monique Craig from Oneflare. Her opinions are her own.

If you’re struggling to find the right talent and your business goes through endless hiring cycles, this post is for you. Unfortunately, many organizations tend to sabotage their hiring strategy by publishing job descriptions which only prevent them from reaching critical recruitment goals. Ensure that you’re attracting the right type of talent by writing clear and relevant job descriptions.

Here are 6 tips to help you do that and boost the retention rate at your organization. Read More…

Recruiting Secrets LinkedIn Probably Doesn’t Want You to Know

Recruiting Secrets LinkedIn Probably Doesn’t Want You to Know

Editor’s Note: This is a guest post by Ninh Tran from Hiretual. His opinions are his own.

Recruiting and job seeking have become significantly more challenging as offers are given out only to candidates who meet all requirements without fail. Sahat Yalkabov, a software engineer at Yahoo, was rejected multiple times and describes this trend in his post “F*** You, I Quit — Hiring Is Broken.

I empathize with Sahat and others out there who are struggling to get offers. The environment of hiring and talent acquisition had changed from two years ago when Sahat got the gig on Yahoo. Back then almost every company needed to fill tens, sometimes hundreds of positions.

Today, only pockets of the tech industry still enjoy significant growth and hiring volumes, for example, autonomous vehicles, augmented and virtual reality, artificial intelligence, and deep learning. To satisfy hiring teams, talent acquisition professionals must find better and more creative ways to reach premier talent and generate their interest for the right opportunity.

Can LinkedIn be an excellent recruiting channel to connect the right people with the right roles? Read More…

How to Build Outplacement and Career Transitioning into Your Portfolio

How to Build Outplacement and Career Transitioning into Your Portfolio


Ooh … I can see you squirming already.

Back in the day I know (perhaps to my own detriment) that I was one of those very rare recruiters who genuinely cared more about my candidates’ future than I did about the fee up on the board or the commission cheque at the end of the month. In fact I can honestly say that I have helped more candidates through their own career transition than I have necessarily placed candidates into new positions.

Why are so many recruiters afraid to represent candidates who have either been let go or who are working through an outplacement program? Why are they almost afraid to offer outplacement or career transitioning advice?

Ah … of course … because in the contingent world the fee only comes when the candidate gets placed. How could I forget! Read More…

The Essential Recruiting Metrics - From Startup to Enterprise

The Essential Recruiting Metrics – From Startup to Enterprise

If you measured every metric that every article on the web suggested you should measure to confirm whether you are recruiting effectively or not, you would end up spending most of your time measuring your recruiting activities as opposed to actually recruiting!

Recruiting metrics are absolutely essential, as long as you are tracking the most relevant activities for you and your team … and your priorities can certainly shift depending on the circumstances.

From my two decades in the recruitment game, I know that unfortunately for many hiring managers (and recruiters too for that matter) the notion of recruiting metrics is often ignored or even deemed irrelevant.

What are the most essential recruiting metrics for you or your organisation? What behaviours are you hoping to create through the use of effective recruiting metrics?

For example, it’s a no brainer that the cost of every hire should be measured, but have you considered all the costs involved in a hire? Recruiter fees, whether internal or external, are straightforward. But what about the time it took the hiring manager to interview? Read More…

6 Essential Sales Tips For All Recruiters

6 Essential Sales Tips For Recruiters

I have trained thousands of recruiters in my time. So I would like to think that I know what works and what doesn’t.

Recruitment is sales.

There. I said it.

Sure it’s about helping candidates get jobs; or finding the best talent for employers. But when all is said and done (and whether we like it or not) as recruiters we are all in the game of sales. And that in itself often comes with a bit of baggage, a stigma, a reputation … I’m sure you get where I’m coming from.

Over the last few weeks I’ve been doing some “back to basics” training with our own sales team. I’ve also been spending quite a lot of time myself doing hands on sales – something I love doing but at the same time it’s been a process that for me has really reinforced the synergies between the role of a recruiter and that of a sales person. Read More…