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Ryan Phillips

Ryan Phillips is a technical writer & sourcing researcher at AIRS. She lives in Helena, Montana. Joining AIRS in 2010, she transitioned to the role from the internal recruiting team at The RightThing. Phillips began her recruiting career working for a technical recruitment staffing firm in the Silicon Valley, where she recruited for IT, Engineering, Marketing, and Accounting. She later moved into the RPO field, where she did mainly niche engineering recruitment for Microsoft. She works on curriculum development for all AIRS courses, including the industry-leading AIRS Certification classes. She also continues to consult with RPO clients on their social media branding strategies, as well as support the internal RightThing sourcing team to develop client specific sourcing strategies.

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Mobile Advertising for Recruiters

by Apr 25, 2013, 5:41 am ET

fitnessAll the major mobile phone platforms today with apps also have advertising capability within the app itself. This doesn’t necessarily mean that recruiters need to become programmers, but it does mean that they have the ability to use mobile advertising within an application just as any other business does.

It may seem like a far-fetched idea to advertise within games and social media posting tools, but many businesses today are doing just this. keep reading…

Know What You’re Recruiting For

by Apr 18, 2013, 6:17 am ET

Screen Shot 2013-04-03 at 11.15.16 AMA problem common to most recruiters and human resources professionals today is a lack of understanding the actual job they are trying to fill. It’s really a fine line a recruiter toes, because understanding the role itself is not only imperative for sourcing talent but is also a huge advantage for closing that top passive candidate. The overall understanding of the role itself starts with the job title. If the job title is not a good fit for what you seek, you are likely in big trouble. keep reading…

Multimedia’s Place in Recruiting

by Mar 21, 2013, 1:11 am ET

gmailMany search engine marketing experts today agree that videos and images drive more traffic in search engines than simple text-related results. In fact, a study done by Socialbakers, a leader in social media marketing and statistics, showed that as of December 2012, image-related posts led Facebook interaction by a whopping 89 percent. In 2012, according to Reuters, YouTube had an average number of four billion views per day.

With a multitude of free mobile image and video posting apps that are available for smartphones today, the ability to reach the public through multimedia has grown significantly, and today many companies take advantage of these major marketing channels. So what does this information mean for recruiters? keep reading…

Streamlining the Interview Process

by Feb 19, 2013, 1:56 am ET

Many recruiters have experienced the knock-down drag-out fighting of going through many rounds of in-person interviews. The main problem with having rounds upon rounds of these interviews is that new information about the candidate is rarely uncovered. Plus, the individuals involved in the interview process are taken away from their jobs to conduct these time-consuming interviews.

To get a better picture of the time taken away from a resource use perspective, think about having four people on the interview team. Each in-person interview lasts two hours and there are five candidates.

4 Interviewers X 2 Hours X 5 Candidates = 40 Hours for Each Round keep reading…

What to Use When Sourcing This Year

by Jan 30, 2013, 6:55 am ET

Screen Shot 2013-01-24 at 11.54.26 AMAs online communities continue to grow, there are constantly new tools available that streamline the ability to locate talent. A recruiter who understands which tools to use has an advantage over the competition when it comes to finding truly passive candidates. The secret to sourcing success for passive candidate generation is having a diverse toolbox versus searching only the most obvious venues.

Firstly, make sure to take advantage of an abundance of online communities. Being a skilled social recruiter does not stop at LinkedIn. It is obviously a great resource today with a high Alexa traffic rating and an abundance of professional profiles; however, a large population of talent acquisition is sourcing through the same people, making many profiles more “active” versus “passive.” To reach truly passive talent, a recruiter needs to dig deeper into the less-traveled websites if they are going for the gold. These types of resources include industry specific blogs, professional forums, or even online multimedia sites. Believe it or not, YouTube and Flickr can be great candidate resources and they both allow user “messaging” with a free account.

Next, Boolean is a must today for name generation in particular. Any recruiter who knows how to use our (I work for AIRS) advanced Boolean techniques has the ability to locate passive talent a competitor may never find. This is highly beneficial when higher trafficked resources, such as job boards or LinkedIn, are exhausted. These types of sourcing techniques can uncover lists of industry professionals’ names, members of specific professional organizations, or even online resume type documents that would never show up in a simple Google search.

Finally, build and use advanced sourcing tools. RSS feeds, custom search engines, data miners, posting tools. and apps are all good things to add to a sourcing strategy for 2013. The following list can be used as a guide to follow for implementing these: keep reading…

The Holiday Candidate Snatch-up

by Dec 13, 2012, 5:44 am ET

Anyone who has been recruiting for the last five-plus years has likely experienced the holiday candidate snatch-up. Most veteran recruiters understand that recruiting, unlike other professions, doesn’t take a break over the holidays as candidates and hiring managers are both unique and unpredictable.

Some hiring managers have an abundance of down time during this period, making it the perfect opportunity to interview and maybe even hire while a competitor is on vacation.

Though everyone needs some time off and has family obligations throughout the holiday, if prepared ahead of time, every recruiter has the opportunity to block an opponent snatcher, if not to be a snatcher themselves. Losing a candidate to another recruiter over the holidays can be avoided if certain precautions are set in place. keep reading…

Are You Recruiting in 2012?

by Mar 12, 2012, 11:44 am ET

It’s obvious that recruiting in 2012 has changed significantly from what it was just a year ago and it’s light years away from what it was 10 years ago. Every day brings more tools, more competition, and more challenges. keep reading…

Invest in Your Candidates

by Jan 5, 2012, 5:33 am ET

art - Ryan YoungRecruiters often think that their sole clients are their hiring managers. Oftentimes, those same recruiters end up having their “star” candidates decline an offer.

As hiring professionals, we need to be investing in both of our clients — hiring managers and candidates. We are technically in a sales role; we need to sell opportunities to candidates and candidates to hiring managers. Investing in any sales role is not necessarily about money, but more about time.

Challenge yourself to take a quick litmus test: keep reading…

Interviewing Hiring Managers Right the First Time

by Dec 6, 2011, 5:01 am ET

As recruiting and staffing professionals, we all need to be detailed and diligent when interviewing our hiring managers to ensure we are prepared for both effective advertising and sourcing strategies. But what things do we really need to ask a hiring manager?

It all depends on what we currently know and don’t know about the position we are recruiting. List the things we do know about the position to make filling in the gaps much easier when discussing them with the hiring manager.

Let’s take a look at some topics that we may to discuss depending upon the current relationship we have with the hiring manager. keep reading…

5 Components of Pipelining

by Sep 7, 2011, 5:04 am ET

If you are consistently recruiting from the same competitors or for similar positions, pipelining provides you the opportunity to have a candidate list ready to discuss with a hiring manager after your first intake call.

Building a pipeline of candidates by recruiting for openings you are likely to have in the future allows you to manage your daily tasks efficiently and limits your daily sourcing needs going forward. With no urgent need to contact the pipelined candidates, you can focus on gathering data and dedicating 1-2 hours per day of pipeline-building activity.

With that, let me get you started by offering five key components to pipelining: keep reading…