Comments on: 9 Ways to Restore the Human Recruiting Experience

By: David Gillies

David Gillies — Sat, 12 Jan 2013 21:21:20 +0000

To Michael Wiley’s point, a well crafted, short mass email can be highly productive. It is most effective when the people you are emailing are all in the niche in which you recruit. They likely will not put you in the spam folder because they think that an email from you one day might in fact be something they are interested in.

By: Michael Wiley

Michael Wiley — Mon, 12 Nov 2012 15:00:08 +0000

I understand the jist of this article and agree in many instances. As a matter of fact, we should apply the advice of the “human touch” to our private lives as we continue to ignore our very own neighbors.

I work from home and have done so over the past 3 plus years. It’s obviously for me. One of my best weapons for filling jobs and doing it w/ the best and in a timely basis is by using mass emails. I know, sounds like something a jr recruiter would do (I have 17 yrs exp now). Don’t get me wrong, I don’t try to personalize it and try to make it sound like I”m sending them a personal note. I also don’t give a job description..that’s right. I offer what I refer to as a “teaser” w/ brief yet relevant information. If they are interested, I ask for a reply stating their interest.

So in closing, yes, personalize your recruiting tactics…both via email and via phone. Use what you have to the best of your ability.

By: Paul Slezak

Paul Slezak — Sat, 10 Nov 2012 06:53:01 +0000

What a great article. Another ‘pearler’ which frustrates me is when you hear recruiters calling clients and candidates only to ask, “Did you get my email?”! If you are comfortable enough to call and check, then please just pick up the phone in the first instance.

Here’s a tip: At the end of every day, count the number of emails in your “sent items”. Then count the number of calls in your “outbound calls” log. If the number of emails exceeds the number of phone calls, then you haven’t been providing your candidates with a personalised service.

By: LinkedIn is het kwijt | wervingsvisies

LinkedIn is het kwijt | wervingsvisies — Tue, 09 Oct 2012 07:11:04 +0000

[...] oftewel nóg meer digitale hokjes waar mensen in gestopt kunnen worden. Waarom? Heeft niemand het artikel op ere.net gelezen dat concludeert: “It’s not at all unusual for new technology to produce crude [...]

By: How To Make the Recruiting Experience More Personal | Green Key Resources

How To Make the Recruiting Experience More Personal | Green Key Resources — Thu, 04 Oct 2012 17:25:31 +0000

[...] “Let me tell you how to make an impression,” says telephone sourcing expert Maureen Sharib. “Return a candidate’s calls. You’ll likely be the first (and only) one to do so! Call a potential candidate and surprise them.” Eschew email, texting, Facebook liking, LinkedIn linking, and Twitter tweeting, she advises both recruiters and job candidates. If you must, they’re OK but only once a “real” relationship is established. “Social media, blogging, mobile, and Internet technology (in general) are hobbling opportunities that once were most fulfilled face-to-face or ear-to-ear,” she writes, offering a nine-point formula for putting the human back into the recruiting experience. ERE [...]

By: Howard Adamsky

Howard Adamsky — Thu, 04 Oct 2012 03:25:51 +0000

Maureen writes the truth and she writes it from her heart.

So much of what I see as recruiting today is embarrassing and it makes me cringe.

I thank you Maureen for the time you take to remind of of what good recruiting really is.

Wendy Jones, you are correct in your comment. Who could possibly disagree?

By: Morgan Hoogvelt

Morgan Hoogvelt — Thu, 04 Oct 2012 02:52:40 +0000

Good stuff. I have been saying that the piece of human engagement is a lost art, those who can do it well will succeed on all levels as it is the most important form of communication and will always be.

By: Maureen Sharib

Maureen Sharib — Wed, 03 Oct 2012 23:22:33 +0000

Thanks everyone for your comments!
Maureen

By: Sylvia Dahlby

Sylvia Dahlby — Wed, 03 Oct 2012 23:07:34 +0000

Agree the “human” needs to be put back into human resources. Too many corporate recruiters use their ATS like a wall rather than a tool for sourcing & engagement. I especially agree with the comments about “transparency” and over-sharing; this is all hype & crap IMO.

By: Wendy Jones

Wendy Jones — Wed, 03 Oct 2012 20:39:12 +0000

Maureen, as usual, I love reading your articles! Old-school recruiting has made me successful. I do actually pick up the phone, return calls and network at all times. Linkedin was great for awhile but half the recruiters have made their profiles anonymous, last names are now an initial and people have stopped responding to basic networking requests. I will continue with my old school recruiting, it actually works.

By: Josh Tolan

Josh Tolan — Wed, 03 Oct 2012 20:00:30 +0000

These are really great points about the issues of relying entirely on technology instead of human contact. While technology is too important to ignore, you also shouldn’t do away with traditional face-to-face meetings. In fact, maybe you could find a way to combine technology with a more personal touch. New recruiting technology like video interviews are bridging the gap between traditional in person meetings and the ease of technology.

By: Keith Halperin

Keith Halperin — Wed, 03 Oct 2012 19:45:01 +0000

@ Ty: Interesting comment.
As the saying goes:
“Except for candidates, hiring managers, and other recruiters: recruiting would be perfect!”

Cheers,

Keith

By: Michael Wiley

Michael Wiley — Wed, 03 Oct 2012 17:32:45 +0000

Very true. Not just in recruiting but socializing period. Look at neighborhoods and if there are any built-in garages, you’ll see them open in the am and pm when people get home and that’s it. Personalization has gone to the Internet.

While I continue technology for what it is (a means of sourcing and getting the word out), I keep it personal, direct, HONEST (too many try to fool people into thinking it’s a personal note) and THEN if it comes to it, take it to the phone and make up for lost time.

By: Carol Schultz

Carol Schultz — Wed, 03 Oct 2012 16:44:58 +0000

Maureen: I can always count on you for a good piece of writing.

By: Elad Hanns

Elad Hanns — Wed, 03 Oct 2012 15:12:06 +0000

Good stuff Maureen. I’ve worked in healthcare recruiting for almost 20 years and automation has made it practically impossible to build relationships with hiring managers. Does anyone remember relationships?? You know, from before the 1990′?? VMC’s like Bounty Jobs has made it even worse, adding a middleman to the mix, muddying the water even more. I have experienced that most HR departments are understaffed and not trained in full service recruiting, but yet HR and recruiting are usually one in the same. Human Resources?? Maybe it’s time for a name change. Maybe it should now be The Managing People through Electronic Resources Department.

By: Maureen Sharib

Maureen Sharib — Wed, 03 Oct 2012 14:30:42 +0000

Ty, that’s funny!

By: Ty Chartwell

Ty Chartwell — Wed, 03 Oct 2012 14:26:18 +0000

Excellent Maureen.
Only other item i would add to restore the human recruiting experience is to fire 99% of those currently working in recruiting for a company.