Trying to hire? Chances are that your candidates will type a job title into a search engine. Keep your job postings highly visible and optimized. If candidates can’t find your postings, you won’t get responses — but when your jobs are optimized, it can become one of the best methods of drawing traffic to the career section of your website. There is little cost involved to change your current posting methods, but the results could be well worth your time. keep reading…
From working with recruiters for more than 20 years, I‘ve observed many styles and variations in their recruiting work habits. Some are hunters, some are farmers, and yes, some are clueless. But they all have the same goal: to make hires. I’ve seen some good practices that have been made apparent to me over the years.
Great recruiters don’t just automate the hiring process. They delve into it to find perfect candidates. And they are creative.
Suppose they are recruiting for an “application security analyst.” They search for the industry-related organizations or job certification-related organizations for the position, such as OWASP and CISM, and then search resume databases, LinkedIn, and ATS’s for places it is cited.
Amazing recruiters leave no stone unturned. When they search for a candidate and receive 100 resumes, they review every single resume, even after the position has been filled. That’s because an amazing recruiter knows that these resumes can be used for other positions.
Rock star recruiters learn to partner with their hiring managers and understand their business. keep reading…