Monthly Archives: January 2018

How to Source Tech Talent in 5 Easy Steps

860x394Technology positions can sometimes be hard to fill – a third of IT employers having open positions which they are unable to fill.

Here are 5 steps to make the process easier:

1) Finding the candidates

Candidates can be easy to find, but you have to be willing to take part in the communities where they can be found. Places such as Github and Stack Overflow are good places to start, and can be extremely useful to SEE what candidates can do, instead of just reading about their potential. If you know where to look, and how to find people, you can find them – but make sure you build up a name for yourself first.

2) Make the job postings easier to find online – and realistic

If technology talent is looking for a new position, they want to be able to find their perfect job easily and without much hassle – they want to be able to search a few hashtags on Twitter, and find a link straight to the job description. Additionally, make sure the job description is realistic – don’t ask for 10 years experience in three different skills: these candidates do not exist. Ask for what is the bare minimum, and make it appealing to the prospective talent.

3) Make your company look appealing, but don’t fake it!

Technology talent will be using social media websites already – use these to make your company one that they will want to work for. By using YouTube and Twitter well and with a respectable budget to document a side to your company that technology talent will want to see, however don’t fake it! Add in the prospective of working with “sexy” technology (as it is known), such as Ruby, HTML5 and other tools, with training, and you are sure to receive a lot more interest. Perks can also help make your company look more appealing – flexible hours, free food and a competitive salary are just a few that may reel in the technology talent.

4) Communicate – ask them what they want – and make sure recruiters are tech savvy

It is important to ensure that your recruitment team is tech savvy, otherwise the candidate will have a very low opinion on the company, and look elsewhere. Technology talent can easily tell if a recruiter does not know what they are talking about. They don’t need to be able to do the job themselves, however they need to understand the language and the roles in the organization to be able to reach and keep hold of the right people.

It is also crucial to keep in contact with candidates – keep them updated on the process overall, and always make sure that emails are answered as soon as possible. Finally, it’s crucial that recruiters understand what the technology talent want – they want challenges, interesting work environments and projects which will push their boundaries and use software that will entertain and excite them.

5) Use your employees as a recruitment source

Treating your employees well, with respect and giving them trust and responsibility will ensure they work hard and become a source in recruitment in themselves. Reports have shown that employee referrals are one of the highest resources of candidates for hire, so a technology worker who loves their job will promote the brand – and further entice more talent. If you do not treat your employees well, this can cause bad word to spread, and can highly damage the image of your company.

In addition, encourage your employees to keep their past employer relationships, so you can then recruit from the competition – if they continue to interact with the competition and other brands, you have a higher chance of gaining the better talent and growing your brand in the right way.

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3 Ways to Turn Passive Candidates Into Active Ones

PassiveCandidateFullFor a go-getting recruiter, passive candidates can be a source of frustration. See, while 85% of candidates are open to finding a new job , only 25% of them are actively searching. You have an open job, and plenty of candidates are interested. But a certain degree of inertia prevents them from actually applying. So how do you break down these walls and reach candidates?

Make Recruiting Social

Social recruiting is gaining momentum as a premiere way to find candidates who may not be actively searching for jobs. Social media is an incredibly popular destination for people, so their eyes are always on it. This makes it a prime location for employers to post their jobs, as users are likely to come across them in their feeds eventually. As it turns out, 73% of millennials found their last job through social media .

Users may not actively be thinking, “I should browse Twitter and look for jobs.” But if they’re an industry professional, they’re going to follow other people in their field–and if they see one of those people post a job, they’re more likely to be interested. Even better, some people in the field actively share jobs they find with others, so it’s important that you post your jobs on social media so people can easily help other people see them. Additionally, both Twitter and Facebook integrate ads directly into their feed systems (like with promoted tweets ), meaning you can also pay to post content that even non-followers will see.

Many job posting services and aggregators offer the ability to distribute jobs via social for free, but you have to have an account. Rather than making your social channels glorified RSS feeds for jobs, supplement this information by posting cultural content and informational updates to give future employees some insight into what your corporate atmosphere is really like.

Think Like an Advertiser

Yes, the connection between recruiters and advertisers gets tossed around a lot. You can indeed approach candidates in many of the same ways you would customers, but the comparison is pretty cliché at this point. However, there’s one particular method recruiters can lift from sales teams: repetition.

Repetition is why McDonald’s still advertises, even though almost everyone knows exactly how to get a Big Mac the next time the craving hits. Sometimes, people need to the additional reinforcement. This is why follow-up emails exist, why very few sales people send an email once, then never bother to try again. Emails get lost, even after we read them. We forget the things we’re supposed to do on a daily basis. That’s why reminders exist, and why companies need to be persistent in recruiting passive candidates.

Passive candidates aren’t going to apply for your job after your first email. They may not even get around to it after the second. But if they’re interested and you’re persistent enough, chances are you’ll get a response eventually. Surveys show that regular reminders can increase candidate response rates by as much as 80%. That’s huge. So don’t take rejection or silence as a sign you should quit–take it as a challenge to keep at it. Other ways to use advertising tricks in your recruitment marketing include retargeting, SEO, compelling Call to Actions and marketing automation.

Make the Negative Sell (With Caution)

Passive candidates are passive for a reason. They’d like another job, but they’re just comfortable enough at their current one not to leave. Or, they’re under enough financial stress that they can’t afford a job hunt. This is where you come in. General job ads can’t make this case, but when using more direct means of conversation (such as email or phone calls), the negative sell–that is, selling a candidate on why don’t want their current job–can be even more effective than the positive one.

When making your sell, consider asking a few questions that will get them to think about what they don’t like about their job. Lou Adler ( @LouA ), CEO of the Adler Group, a hiring consultancy, has some great suggestions about what questions to ask passive candidates :

  • What’s the one single thing that could make your current position significantly better?
  • Forget about compensation for a moment. What do you like most about your current role, and what do you like least? Now, what about the compensation?
  • Is there anything from a location or situational standpoint that leaves you unsure about the future or uncomfortable about the present?

These questions aren’t about casting false doubt on the candidate’s current job. Don’t insult their employer. Don’t make them feel dumb for having their job. Instead, highlight opportunities for candidates to improve their circumstances, with you as the facilitator of change. They still may not see it your way, but if there are things they’re dissatisfied with in their current job, drawing them out could be your way in.

Passive candidates often make for frustrating hires. They need to be coaxed out of the comfort zone and made aware of how great the job you’re offering them is. In order to get them to act, you need to post openings where they’ll see them even when they’re not actively looking, remind them repeatedly that your offer to talk is on table, and let them know how much better they could have it if they switched. Do that, and you should turn passive candidates into active ones.

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How to Use Content Marketing to Attract Passive Talent

FB4-Go-RecruitingThe success or failure of your content marketing efforts rests on your ability to build a team of dedicated, talented people to power your strategy, and that’s no quick or easy responsibility.

Yet, there aren’t hacks for hiring people like there are for, say, creating content. You’re probably not going to find an article that promises to tell you “how to hire 10 people in 10 minutes” the same way you may find one that says you will learn “how to come up with 30 content ideas in 30 minutes” — and there’s a reason for that.

Finding and hiring good content marketers takes significant time, resources, and skill. The secret weapon? You guessed it: content.

People want to work for the best in the industry

Too often, teams think of content marketing solely as a tool for sales growth and forget another critical group of people reading content in your industry — potential employees.

Just like your prospective customers want to hire the best of the best, prospective employees want to work with industry leaders, too. Those future employees want to know that the team they’re about to sign on with is credible, innovative, and ultimately worth committing their talents to — and when it’s done right, your content can show them that.

Start with strategy

As with every content marketing initiative, a documented strategy is absolutely essential; using content as a recruitment tool is no different. To be successful in using content for hiring, you need to include it as an element of your content marketing strategy. Here are some tips to get started:

Develop a persona for your ideal candidate. The first step in any strategy is knowing your audience. Who is your ideal employee? What kind of background or skills and interests does he or she have? What niche publications does your ideal audience read? What kind of content does the audience engage with?

Understanding who your audience is (and creating content specifically for that audience) is central to your strategy — whether that audience includes future customers or, as in this case, potential candidates.

Involve human resources in your content planning and creation processes. By including someone from your HR team in your planning session, you’re making sure both departments understand expectations.

During one of our most recent rounds of hiring, our director of recruitment joined forces with our marketing team to develop an article for our blog about what it’s like to work here. As our director of recruitment, she had a ton of unique insights to offer potential candidates, and with the help of our content team, she was able to write and publish those insights to educate our audience of potential candidates.

Indicate recruitment as a goal of your content, and outline the metrics you’ll use to measure it. Aligning your goals and metrics during this process will help your team know if you’re actually reaching the most qualified candidates — and it’ll help you readjust your efforts, if need be.

For example, the blog post written by our director of recruitment included a call to action that directed readers to check out our “Careers” page and apply. This article generated the highest click-through rate that month, and we received a lot of great applicants who told us they’d read her article before applying.

Use content to shine a light on your culture

Once you have a strategy, it’s time to execute. Beginning with the description of our persona, we work backward to create content that the candidate might enjoy.

For us, our ideal employees are intellectually curious, entrepreneurial-minded, and well-versed in industry trends to stay ahead of the curve — which means they’re reading online publications to learn about content marketing and how they can improve. Knowing this, we can prioritize content for publications like MarketingProfs with the understanding that our next great hire could be reading what we publish there.

Depending on your ideal candidate, you may want to do the same. While traditional career sites and job boards are great for casting a wide net, they may not yield as highly targeted results as an article in a publication read religiously by your ideal hire.

Beyond industry-specific articles on niche sites, we also write for broader publications about the benefits of a company retreat and what makes a good company culture. Articles like these show potential candidates what we’re all about in a way they can relate to — through written content in online publications they’re regularly reading.

Social media article sharing

We’ve found that it works to share information about your company and culture this way instead of simply incorporating it in the job description, because it more clearly shows potential candidates the value of working with you (and it’s easily shareable). What do you see more on social: people sharing job descriptions or people sharing articles? If you want the highest number of content marketers to hear about your company, publishing to online publications is a great way to broaden your network of targeted candidates.


Now that you’ve attracted the best talent through your content and vetted them, it’s time to welcome them to the team and prepare them for their first day. For many people, starting a new job can be intimidating. Using content can help quiet those fears and make them feel more confident walking into their first day.

We send new employees a “before-day-one” document that tells them everything from when to arrive and what to wear (spoiler: it’s whatever they feel comfortable in), to what to expect in their first days. It also includes about a dozen links to articles we’ve written that we suggest they read to be sure they’re as prepared as possible to jump into the business of content marketing.

Although the process isn’t as quick and easy as coming up with 30 ideas for your next blog post in 30 minutes, it focuses your recruiting and attracts qualified candidates who are familiar with and excited by your company — and that makes recruiting much easier. By using content at different points in your recruiting and hiring process, you can attract truly great content marketers and build a better company.

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6 Insanely Creative Ways To Recruit Job Candidates

arts7All managers want to hire the best employees. But that’s often easier said than done. These days, there are more jobs than there are candidates. And odds are you’ve tried your hand at more traditional avenues of recruiting like advertising on your website, using social media, and posting on job boards. If those haven’t worked as well as you hoped, it’s time to get a little weird and think outside the box to get a hold of those rock-star candidates.

Here are six creative examples of how companies have attracted candidates in recent years that you may want to add into your recruitment strategies:

1. Silly commercials

What better way to attract candidates than to show them how fun it is to work at your company?

One CEO went as far as taking out 15-second commercial spots at a local movie theater to advertise her company. The catch? She asked her employees to take short videos of themselves doing their most silly and random talents, which were then spliced into the commercial.

The end of the commercial asked the audience, “What Is Your Elite Talent?” and encouraged them to apply for a job.

2. Open-ended job postings

It’s not every day that you stumble across a job posting that doesn’t list the title or the responsibilities.

But that’s the exact tactic Upworthy used to attract candidates a few years ago. Instead of spending time thoroughly detailing the job, the digital media start-up created a job posting that essentially asked, “Do you want to work here or not?”

It makes sense when you think about it: job descriptions at start-ups change daily.

3. Go viral

Want to get your name out there without spending a lot of money? Start brainstorming ways you can go viral. That’s exactly what one Canadian company did — and it paid off.

A few years back, Formashape installed a billboard on their property that read, “Trespassers Will Be Hired!” A reporter saw the sign and wrote a story about it. The rest, as they say, is history.

4. Target dream candidates

More likely than not, the dream employees of tomorrow are passive job applicants today. They’re already employed, and while they might like to switch gigs, they’re not under any serious pressure to do so.

To increase the odds the company landed dream candidates, Red 5 Studios posted a job listing and selected the top 100 applicants. The company then spent time rifling through those folks’ social profiles and sent personalized iPods to each candidate.

90% of those people responded, and three of them were hired. In addition to filling positions, the company raised awareness of its existence.

5. Be secretive and clever

When IKEA was rapidly expanding into Australia, the furniture company needed to hire a lot of good workers — and quickly. So they printed out instructions telling folks how to “assemble their careers,” so to speak, and stashed them into their product boxes.

Customers unpacking their furniture stumbled across these “hidden” job postings, and IKEA was flooded with applicants.

6. Appeal to targeted candidates

Google (er, Alphabet) didn’t get to where it is now by pure chance. Building one of the world’s biggest companies required a lot of hard work from a lot of smart people.

In the 2000s, Google installed cryptic billboards in Silicon Valley and Cambridge, Massachusetts. All you had to do was figure out the first 10-digit prime number found in consecutive digits of (answer: 7427466391)head to the corresponding URL, and voilà, you passed the first part of the test to become an engineer at Google.

The smart folks over at Google probably knew that the average person wouldn’t be able to solve the problem. So they weeded out the unqualified candidates before they even applied.

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7 Sourcing Secrets for Finding Niche Talent

Courier-Service-Secrets-Rus-750x404When hiring niche or rare talent you’re faced with several challenges. There’s the fiercely competitive market, an absence of talent when you need it, and the frustration of matching the perfect candidate to a role only to discover that person is no longer available.

Finding niche talent can feel challenging, however it doesn’t have to be that way. Sourcing specialist talent may mean you are dipping into a small talent pool, but that shouldn’t stop you from thinking big.

Here are 7 sourcing secrets that will make finding that elusive perfect candidate much easier.

1. Requalify your positions

Finding the best talent is often about thinking beyond the confines of the usual profile. If an individual has a skill set that is relevant to a position but is currently working within another industry they shouldn’t be ruled out.

Talent without direct experience can not only fill a talent requirement, but often adds value by bringing in new skills and best practices. A shining example of this technique in action is London’s Great Ormond Street Hospital, who consulted none other than Ferrari’s Formula One Pit Stop team to help them improve their intensive care patient handover process.

When struggling to fill a niche vacancy, shift your attention away from the “typical profile” and instead realize (as Google, Facebook and other successful startups have done) that the best hires are not always a “perfect fit” on paper.

2. Go global

As the talent market becomes increasingly global, the best talent is not necessarily nearby.  Look beyond your immediate region or country and don’t be afraid to go global with your talent sourcing efforts.

Sourcing internationally dramatically widens your talent pool, gives you access to the best skills and experience in the industry and increases your firm’s competitive advantage. Furthermore international candidates provide cross-cultural perspectives, and a diverse workforce helps to “encourage creativity and foster innovation” as quoted by Acas.

If you are looking to relocate candidates, ensure your relocation packages are competitive. Relocation guides can also help candidates make that all important decision about whether to relocate or not.

3. Use contractors

Why not consider contractors, when looking to fill highly specialist, time sensitive or project based assignments? Professionals who work on a contract basis are often the highest skilled, most sought-after candidates in the industry. Therefore if you are looking for a micro-niche skillset, it may be worth consulting the contract market.

Furthermore, due to their high level of flexibility, contractors can be available with very little notice or for short periods of time. If looking for a highly skilled professional to work on a short-term project or looking to fill a position as quickly as possible, a contractor could be the perfect solution for you.  Alternatively, a contractor could be employed as an interim employee, whilst you look to find a more permanent member of staff.

4. Use targeted content to attract passive talent

According to LinkedIn’s Global Recruiting Trends Survey 2015, 46% of respondents expect to see the boundaries between recruitment and marketing blur over the next five to ten years. Niche talent acquisition will be driven by better candidate experiences, greater social media presence and stronger employer brands going forwards.

A consistent, engaging digital presence is a great way to nurture connections with candidates who may not be actively looking for a new role. Go one step further with this strategy by using specialist social mapping techniques to profile the online behavior of niche candidates, and engage them with relevant, bespoke content. Learn where, when and what your candidate pool engages with online in order to do this successfully.

5. Host networking events

Alternatively, engage with your target candidates by hosting relevant events and networking opportunities. As well as adding value, there is no better recruitment tactic than meeting potential candidates face-to-face and developing a personal connection. In fact, according to a report from ABC News, 80% of jobs are landed through networking.

Why not host a panel discussion debating a key industry topic, organize a webinar outlining a key industry trends, or a co-ordinate a networking event for likeminded professionals to meet one another and share views?

6. Offer flexible working

If you are looking to secure the best niche talent, you need to offer a great package in return – and that includes an option for flexible working. A recent EY survey found job flexibility to be a top feature wanted by full-time employees of the world’s eighth largest economies (ranked just behind pay and benefits). They also cited lack of flexibility as a top reason they would leave a role.

Consider offering greater flexibility to not only attract candidates, but also improve retention. Additionally studies have found flexible working to offer a host of other benefits, including improving employee health, reducing stress, increasing productivity and saving costs.

7. Re-sell the opportunity

When recruiting niche talent it’s vital to make every opportunity sound as appealing as possible to the right candidates. One of the most common reasons that employers fail to secure the best talent is because they haven’t articulated the opportunity in a way that appeals to the right people. Understand what motivates the talent pool you are hiring, and consistently communicate this throughout the hiring process to ensure you secure the best talent for your role.

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4 Ways To Engage With Passive Candidates

471665-636167167597190456-16x9What Are Passive Candidates?

A passive candidate is someone that is employed and who is not actively searching for a new job opportunity. Furthermore, what makes passive candidates interesting is that they’re more than likely not being interviewed by anyone else. Passive candidates are rich with experience and the skills they possess often making them the ideal candidate for any recruiter.

When it comes to engaging with a passive candidate, recruiters must steer away from old-fashioned techniques. Remember, your objective as a recruiter is to be noticed by your target audience. New technology continues to determine the recruitment process, so make the right choice when considering what way you’re going to approach them.

For some companies, it’s important that they hire passive candidates to fill their vacancies. Christa Foley, Senior HR Manager at  Zappos says that there aren’t enough skilled workers in the tech industry for them to choose from.“Everyone is really struggling for technology people”. When we’re competing from a tech candidate standpoint with the Bay Area and Seattle and Austin … we definitely have to seek passive candidates for those roles.”

According to The Undercover Recruiter passive talent are 120% more likely to make an impact on your business, whilst 33% are more likely to be seeking challenging work.

So what can you do to bulk up your talent pool? Here, we take a look at 4 ways you can take to attract and engage with potential passive candidates.

1. Social Matters

To stand out and appeal to candidates, it’s imperative that you’re making best use of your social platforms. Social media offers numerous opportunities to network, whilst also allowing you to distribute the content you create on a wider scale. Digital word of mouth is important when trying to seek out passive candidates, so think carefully about the content you decided to publish.

Searching for passive candidates is one of the keys to social recruiting, especially in trying to find niche candidates,” said Jeffery Giesener, CEO and Founder of SourceMob, a social recruitment company based in the US. “Using social geolocation tools is great for these efforts. From my perspective, additionally, I see social recruiting as being so much broader. Today, with social being on mobile and with over 4 billion global profiles the appeal is so much broader and reaches all demographics.”

It’s important that you keep content flowing, and that it’s relevant to your target audience. Don’t just post something for the sake of it.

So where are these passive candidates on social media? 75% of LinkedIn users are employed, which makes it an ideal hunting ground when searching for candidates. However, more and more companies are investing in Facebook recruiting as it has the largest base of passive candidates globally. Twitter is a fantastic way to recruit and engage with your passive talent pool. Using specific hashtags you can organize and search for specific communities.

2. Publish Eye-Catching Content

A valuable tool that you should be utilizing is your recruitment blog. Branding yourself moulds all aspects of your organization and developing a brand message acts as a magnet when attracting passive candidates. It’s important that you’ve defined your content marketing strategy before posting on your social channels. Vary the content and ensure that you post the content that engages with your specific audience.

Talent Acquisition Manager at PepsiCo, Rebecca Clothier, highlights the importance of creating an emotion in somebody to apply for a job. She said “Ninety-five per cent of the work you put into social recruiting is done before you post the job.” It was all about content, said Clothier, referring to a series of videos produced while she was in her previous role at cruise liner company Carnival, “which showcased a lot of the office functions”. Based on her experiences at Carnival, she said that content that “related to a human story or to a lovely picture of a ship” resulted in “good levels of engagement”

3. The Human Aspect of Communication

Communicating effectively with candidates is key when it comes to retaining and nurturing top talent. Once more, Lindsay Genawalt, Head of People Operations at Cockroach Labs specifies that recruitment is a process, and the human aspect of recruiting can often be left behind at the door.

“At any stage of the process, you can lose a candidate because you reject them or they reject you,”. Lindsay Genawalt goes on to say “It is important that once you engage with a candidate, you listen to what motivates them. If it’s not your company, that’s okay. If it is your company, make sure you take notes at each stage of the process to understand how your candidate’s motivations may be changing.” Source: Techcrunch

In today’s age, a lot of people have forgotten the importance of face-to-face communication. There’s nothing quite like meeting someone in person. Why? Not only do you establish an immediate connection by meeting with a passive candidate, but you also build a trust and rapport. For many, it’s the easiest way to communicate.

Look at attending events and conferences to further your network, and prepare accordingly by seeing who will be attending the events. Prior research about a person will make conversation flow easier.

4. SEO & Job Postings

There are over 226 million job searches on Google alone each month. That’s a lot! The more potential candidates that view your job, the greater the chance of high caliber candidates applying. SEO is a key factor that will help your job advertisements move higher up the search rankings.

An important part of SEO is using keywords. These consist of using positive and negative keywords. Try not to use typical clichés, and buzzwords. Use an important resource like Keyword Tool to assist in showing you the search rankings related to your keywords. If SEO is something that you’ve never tried before, then take a look this beginners guide.

SEO is one aspect of getting your job posting noticed. Another important factor to take into account is writing effective copy that appeals to the passive candidate.

Take your time and come up with a well-crafted job advertisement that compels the reader. Focus on the opportunities and outcomes linked to the position advertised. Make sure that any objectives linked to the position are clearly defined.

A job advertisement should engage the candidate from the get go. Remember, it could be the first and maybe last impression job seekers will have of your job vacancy. Sue Parker, Hiring Strategist at DARE Group advised to “Write engaging purpose-filled ads with a marketing slant, show somebody why they would want to work for your business,”

 For help with engaging your candidates, go to Zero Fee Recruiter!

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• Guaranteed Results – It’s that simple…
• We provide only Qualified and Interested candidates
• No Additional Fees Ever! – Pay Per Job Slot…

Top Ideas for Recruiting Great Candidates

FB13-Unicorn-RecruitingLooking for talent? The smartest employers, who hire the best people, recruit a pre-qualified candidate pool of potential employees before they need to fill a job. You can develop relationships with potential candidates long before you need them. These ideas will also help you in recruiting a large pool of candidates when you have a current position available.

Read on to discover the best ways to develop your talent pool and recruit employees.

The earlier you adopt these practices, the better your organization will do in the upcoming war for talent. (And, trust me, you will experience wars for talent as the baby boomer generation retires.) Read on to discover the best ways to develop your talent pool.

Recruiting Your Ideal Candidate

A job description that tells potential employees the exact requirements of the position is useful. Even more useful is the process you use to develop the job description internally and the behavioral characteristics of your ideal candidate.

Assemble a team of people who represent the best qualities of the people who currently hold the same or a similar position. Include the hiring manager.

Develop a job description that delineates the key responsibilities and outputs of the position. Then, define the behavioral characteristics of the person you feel is your ideal candidate.

Finally, list your five – ten key responsibilities and characteristics you will use to screen resumes, perform phone screens and eventually, establish the questions for the candidates you interview.

Sound like a lot of effort? It is. But, you’ll have a much better idea about the characteristics of the ideal candidate you want to attract to your company when you do this planning via email or a recruiting planning meeting.

Tap Your Employee Networks in Recruiting Candidates

Spread word-of-mouth information about the position availability, or eventual availability, to each employee so they can constantly look for superior candidates in their networks of friends and associates.

In this era of online social and professional networking, the chances are, you and your employees are instantly connected to hundreds, and even thousands, of potential candidates. Tap into this potential audience on Facebook, LinkedIn, and Twitter, to name just a few.

Use trade show booth time to meet and get to know potential candidates as well as customers. Encourage employees to gather business cards from, and develop relationships with, high potential possible employees. And, don’t stop with employees alone; tap the networks of your social, board, funder, and academic connections, too.

Make sure you publicize your interest in employee referrals. In some companies, employee referrals, especially for hard-to-fill positions, are even rewarded with cash bonuses. Posting all open positions, announcing openings at the company meetings and sharing growth plans with company members will help spread your message.

Take Advantage of Your Industry Contacts, Association Memberships, and Trade Groups for Recruiting Candidates

Pay for employees to participate in and network in industry groups, conferences and trade shows. Periodically, create master lists of industry leaders and other potential employees from customers, colleagues, coworkers, and friends.

Develop a plan for contacting these people systematically and regularly. Be prepared to share your job description with them through the mail, email, on the Internet and by fax.

Follow up on every good lead.

Use extensive telephone networking. Bring people in for interviews before you have an available position. You may even want to consider starting a periodic company newsletter to keep your master lists of potential employees, customers and interested others up-to-date about company progress and happenings. You can use online and/or mail distribution to send these out.

Looking for the “right” associations to join? Check out this resource: Find Associations, People, and Businesses from the American Society of Association Executives.

Use Your Web Site for Recruiting Candidates

Does your “Join Our Team” section of your company website tell and even, “sell,” potential employees about the vision, mission, values and culture of your company? Do you present a message about how people are valued?

Do you express your commitment to quality and to your customers? If not, you are missing out on one of the most important recruiting tools you have to appeal to prospective high-potential employees.

Instead of the typical, dryly-written job listings about available positions, your Web site needs to include this vision, this information that sets your company apart from others in your industry.

Your job listings must sparkle with personality so a potential candidate thinks, “this organization is for me.” And, now that you have their attention, you also need to provide a way for candidates to easily submit resumes for consideration for future positions.

One client website has a “Talk to the President” link and, believe me, people do. We receive a constant stream of resumes and contacts through this invitation and even hired a Director of Production who made his first contact here.

Another posts generic position descriptions for positions that frequently need applicants. People respond. website recruiting works.

Want more ideas for recruiting great candidates? Read on …

Looking for additional ideas about recruiting candidates who are potential star performers? Here are several more of my favorite ideas for recruiting candidates.

Maintain Frequent Contact With Interested Candidates

Don’t let these potential employees submit their resumes and never hear from you again either. You’d lose all the momentum you just spent time developing with the favored few. Just as I recommended earlier with employee networks and professional contacts, continue and nurture the relationship.

Enable interested candidates to subscribe to the company newsletter; consider writing a mini-newsletter just for them. Follow-up all website submissions with a greeting that thanks the individual for their interest in your company.

Send a periodic update about your job openings. Invite the potential employee to visit your organization when they are in the area. Your professional, ongoing contact with interested people ensures recruiting success.

Become an Employer of Choice for Recruiting Candidates

Think about what a potential employee considers before agreeing to join your organization or business. Are you stable, making money and growing? Are you employee-friendly? Does your mission catch the mind share and/or the heartstrings of the people you most want to recruit?

Will a new employee feel part of something bigger than themselves if they join you? Will your organization nurture their talent and provide exciting opportunities for challenge and professional growth?

If you can answer these questions affirmatively, analyze every component of your recruiting process to make sure that you are sending these messages. If you want to be an employer of choice, you must act like an employer of choice. Furthermore, you must communicate this commitment to your prospective employees.

People look for little things – that are really big things – such as noticing whether you return phone calls promptly. They observe when all interviewers repeat the same questions. They are aware that you responded to acknowledge receipt of their resume.

They appreciate a phone call when someone else is picked for the job they wanted. (Yes, you still need to send a letter to the people you interviewed, but the more informal follow-up is appreciated.) They feel welcomed when they can communicate with you via email.

In addition, being an employer of choice is a reputation you build in your industry that is a powerful tool in attracting top talent.

Recruit Using the Internet

The Internet, in addition to your own organization Web site, is in its infancy in terms of its usefulness to employers, potential employees, and society, in general. Learn how to use the Internet to find and attract great candidates. These are options you can currently consider.

  • Post your positions on professional association Web sites. This includes local chapter Web sites or professional associations related to the job. (This is an excellent method for finding local talent.)
  • Post open positions on Web sites that private vendors or your state and/or local government provide. In Michigan, positions can be posted at no cost on various websites including – Everything Michigan and Michigan Workforce Development.
  • Post your classified ad on newspaper-related Web sites. Most newspapers have an affiliated Web site where you can post ads. These ads are either included in the price of a classified print ad or you can pay separately for online posting only.Make sure your recruitment ads “sell” the vision and the advantages of your organization. Effective ads portray your company as an exciting and rewarding place to work. Effective job postings make people want to apply to your firm.

Use Headhunters and Recruiters

Sometimes, it is worth your time to use headhunters, recruiters, and employment placement firms. The best firms have done much of this homework and candidate pool development for you. Expect to pay 20-35% of the cost of the new recruit’s annual salary. But, for some positions, and in some industries, the cost in your department’s time and the time invested in a possible failed search, are worth it.

Additionally, recruiters have an already-developed pool of candidates. They provide a second pair of experienced eyes to help you with your search. Some of them are very good. I met with a recruiter recently and offered him a sales job in a client organization on the spot. Believe me, he was that good – I can definitely see him finding great candidates for employers.

When you work in an HR role, calls from potential recruiters come several times a week. I ask for references and check them. I also talk with non-competing firms to get referrals of recruiters with whom they’ve been pleased. You can also research recruiters at the Recruiter’s Online Network.

Find Out Where Your Ideal Candidates Live

Identify what your needed candidates read; notice the Web sites they visit; study the listservs on which they participate; determine the industry magazines and newspapers they read.

Identify their favorite news sources, forums, discussion groups, and places to practice social networking. In other words, find out everything you can about the types of people who make up the top ten percent of your current employees and the best of your talent pool.

Use this information to screen resumes, of course, and to develop effective interview questions.

Most importantly, use this information to develop creative, fun recruiting strategies for your potential openings. Sit with an interested group that includes members of the group you are trying to recruit and brainstorm other potential ways to locate a well-qualified pool of candidates for each position.

Some examples I’ve seen include a very funny ad in a staid newspaper. It literally jumped off the page because it stood out so strongly from the pack. (The ad was looking for a creative for an ad agency; I’ll bet they found their perfect candidate.) I’ve been recruited as a potential staff member while browsing in a bookstore. People recruit at trade shows from the people visiting their booths.

Just One More Thought About Recruiting Employees – Publicity

Here’s a bonus thought about recruiting great employees: The publicity your organization receives in the news media, in print, on television, on the radio and online is tremendously important for recruiting.

A few good words, an interesting article or a piece about your mission that reflects your organization in a favorable light, will result in potential employees coming to you. And that, in my way of thinking, is the best way of all to find great potential employees for your candidate pool.

Ideas for recruiting are endless and endlessly challenging, but the time and effort you invest are worth it when they result in top talent for your organization, and you can put some of that effort onto Zero Fee Recruiter

The World’s Largest Automated Candidate Sourcing Platform

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• Guaranteed Results – It’s that simple…
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7 Ways to Stand Out to Passive Candidates

FB-14-Job-SeekerEver heard the adage “It’s easier to find a job when you have a job?”

From the employee’s side that’s probably true. But what do you do if you’re the employer looking to hire someone who already has a job and is not actively looking for work?

This type of candidate is referred to as a passive candidate – someone who is not necessarily looking for a new job, but would be open to taking a new job if the right offer comes along.

Getting someone in this situation to be excited about your company can be a tough task.

Why would you seek out someone who is not looking for a new job?

The simplest reason is that often the people with exactly the skills you’re looking for are hard to come by. And when you find them, the timing might be that they have already found someone else. But that doesn’t mean you’ve got to walk away without even trying to woo them.

Seeking out passive candidates as a prime aspect of your candidate sourcing strategy can be especially relevant when you’re looking to fill a role with someone who has very specific skills. Passive candidate recruiting is often the best way to find someone who best matches the skill set you’re looking for, rather than waiting on the ideal candidate to come to you.

How can you stand out to passive candidates?

By definition, the passive candidate is going to be tougher to engage than an active candidate. After all, when you find someone who appears to be perfect (on paper anyway), that person may not even be a passive candidate at all. They might not be willing to entertain offers, or it might take more than a casual comment to pique their interest.

The key is to not only give them a reason to jump ship but to also make it easy to do so. However, getting to that point in the conversation often takes time and persistence. Here are some tips to get there:

1. Use social media

Use social media to your advantage. It’s often one of the easiest places to find passive candidates who meet your criteria, and also one of the easiest ways to reach out.

2. Be personable

Be personable, not stuffy. Even if your organization prides itself on professionalism, people and personal interactions make all the difference when it comes to job satisfaction.

3. Ensure your application process is simple and easy to navigate

Alternatively, don’t even bother forcing a passive candidate to apply formally. After all, you’ve sought them out, why make them jump through hoops? There’s no point in getting someone all excited about the job only to have them get frustrated when they can’t even get to the next stage of the process with ease!

4. Be mobile enabled

Ensure that all of your sites (the main company site, all social media profiles, application page if applicable, etc.) are mobile-friendly. Also, be sure they work without any glitches from any device. Optimizing for smartphone access should be a given, not an afterthought.

5. Put yourself in their shoes

Most people don’t like a cold call out of nowhere. That just feels spammy. Find something to break the ice such as a relevant group membership or industry event you could invite them to attend. Or find someone they’re already connected to and have that person arrange an introduction. This lets you contact them in a way that feels less sales-y so the candidate is less weary from the outset.

6. Make it easy for them to research you

That candidate is going to be Googling the heck out of you if they’re not already familiar with your company. Make it easy for them to find information from multiple sources (you do have multiple social media profiles for the company, don’t you?), and make sure the information they find is consistent in terms of the image it creates.

7. Don’t become a stalker

Remember it might take multiple points of contact before a passive candidate will respond. They’re not actively looking, after all. Find balance  –don’t give up after one unanswered communication, but don’t become a stalker either.

Be warned, though. Going out to look for passive candidates by yourself will take a HUGE amount of time. Use Zero Fee Recruiter to do the work for you!

The World’s Largest Automated Candidate Sourcing Platform

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  • Guaranteed Results – It’s that simple…
  • We provide only Qualified and Interested candidates
  • No Additional Fees Ever! – Pay Per Job Slot…

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50 Ways to Recruit Passive Candidates

Leonardo-DiCaprio-in-Wolf-of-Wall-Street-691981Unicorns, purple squirrels, white whales — or to say it without hyperbole — top passive talent is out there. But you’re not going to find and hire them by doing the same thing as everyone else or even the same thing you did yesterday. You have to keep iterating. Here are 50 tips across many aspects of recruiting that can help you turn top passive talent into interested candidates.


1. Robust offers. Nothing makes people move quite like cash. If creating better economic opportunity is a competitive advantage for your offering, be upfront about it.

2. If not a competitive advantage, don’t bring up compensation until after they are sold on the opportunity.

3. Also, if starting salaries aren’t competitive, be sure to highlight a good benefits package and/or opportunity for advancement.

4. Don’t assume money is everything.

Turn Your Employees into Recruiters

5. Offer a large employee referral bonus. We said it once and we’ll say it again: nothing makes people move quite like cash.

6. Offer referral bonuses others can see — like gigantic checks.

7. Make an internally public referral leaderboard to gamify the incentives of more referrals.

8. Encourage employees to talk about the openings at your company, and this means motivating them to share your open roles on social media too. The average Facebook user has 338 friends: multiply that amount by the number of employees in your company and you’ve just created an equation for reaching a lot of potential candidates.


9. Introduce people as often as possible, this will lead to others introducing you to more people as well.

10. Formally ask colleagues for introductions after browsing their network.

11. Follow up with introductions in a timely matter — otherwise everyone’s efforts are put to waste.

Long-term Relationship Building

12. Conferences, conferences, conferences. Have meaningful conversations for the sake of conversations.

13. Always be building your social media network. Think of it as a daily cycle where you grow your network on Twitter, LinkedIn and Facebook, i.e. friend, connect, and follow. Friend, connect, follow. Friend, connect, follow.

14. Establish a no poaching agreement with your top competitor so you’ll have to hire less by retaining top passive talent (just kidding, but Steve Jobs did it…)

Search for Online Stars

15. Find the online influencers, and engage with them. Influence can be measured by network size (i.e. followers) and engagement (such as retweets or likes per post). Show an appreciation for their work online by RT-ing or commenting on their work.

16. Use influencer marketing platforms to measure who is influential on what and befriend these stars.

Community Management

17. Build a community around the interest you are hiring for so that you have an attentive, relevant audience to reach out to when open positions become available. Specifically, follow the advice in points 18 and 19.

18. Tweet and share content that passive talent you’re interested in would like.

19. Grow or buy relevant verticalized blogs or publications about the vertical you are hiring for.

Outreach Messaging

20. Keep it brief, the candidate isn’t going to read an essay.

21. Write personalized messages.

22. Don’t be too sales-y… but be a sales-y enough that’s it clear you’re interested.

23. Don’t spam.

24. “Capture the person’s intrinsic motivator in your emails,” says Lou Adler.

Employer Branding

25. Market how you give back to the community. Highlight your company’s corporate social initiatives — such as on company social. Karma goes a long way.

26. Know how to address the weak points about your brand online during an in-person meeting.

27. Get killer reviews and pictures on Glassdoor.

28. Post pictures of employees loving work, and they’ll share with their networks.

Job Advertising

29. Retarget candidates who visit your in-depth topic specific pages. For example, if someone visits your API integrations page, they probably already like what you’re building.

30. Write better job descriptions. A well-written job ad will increase the percentage of people who view and actually apply. So when passive candidates do come across your job postings via employee referrals or social media, they’ll be more likely to send you their application.

31. Advertise in newsfeeds. i.e. if you’re hiring for Microsoft, considering buying Facebook ads targeted at people who like Apple and live in the area.

32. Advertise in email lists. Reaching out Sponsoring email lists to targeted communities can help you gain access to fresh faces.

Always Be Networking

33. The goal is to create a network that any company would be jealous to have as their talent pipeline.

34. Go to weekly meetups, monthly conferences, and other industry events. You never know where you’ll attract a passive candidate.

35. Encourage your team to do the same. Consider setting aside departmental budget for meetup tickets.


36. Plant that seed! Even if opportunity isn’t right now, let a candidate know they are in demand.

37. If the candidate says they are not looking for an opportunity, consider painting the picture anyway. You’ll sleep better at night knowing that if they walked away it wasn’t doing so without knowing of the opportunitywhat the opportunity was.

Host Events

38. No matter what the event is, you’re at a competitive advantage when you get the prospective talent in the room.

39. Plant a recruiter at every event.

Sponsor Events

40. It can be as simple as scouring meetups and offering to buy people already having meetups pizza and beer.

41. It can be as complicated as sponsoring gigantic conferences.

42. Bonus tip: use this one at your own risk (it’s a slippery slope)… attend events sponsored by your competitors and poach from their candidate pool.

Guest Speaking, Thought Leading

43. Nothing says expertise like sitting on a panel, and passive candidates will be interested in working with experts in their field.

44. Encourage executives, managers, and C-level managers to write about their expertise online. Even help create guest posting opportunities. It’s good marketing and good recruiting.

Database Search

45. Candidate databases are massive talent pools you cannot ignore. For example, MightyRecruiter’s resume database offers an up-to-date pool of 8+ million candidates.

46. Search the database for keywords and tags that match the job description and qualifications section. Evaluate the resume, and shortlist the candidates you want to meet.

47. Approach the outreaching messaging like a marketing and sales campaign. Know there is a natural rate of no replies. Depending on the importance of job and time available, you can either standardize or personalize the first message. Personalization will increase response rate dramatically. After the candidate replies, you should definitely personalize the follow-up message.

48. Remember, another candidate is always out there.


49. Don’t call recruiting passive candidates “poaching” because it’s dehumanizing.

50. Use Zero Fee Recruiter to find the top passive talent, for as low as $39 per Job Slot!

The World’s Largest Automated Candidate Sourcing Platform

Access 300+ Million Passive and Active Job Seekers with One Submission

Post Up To 5 Jobs For Free

• Guaranteed Results – It’s that simple…
• We provide only Qualified and Interested candidates
• No Additional Fees Ever! – Pay Per Job Slot…

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Zero Fee Recruiter Acquires, Creating The Largest Passive And Active Candidate Sourcing Platform On The Globe

AAMAAQDGAAoAAQAAAAAAAApgAAAAJDVjNTdiMTQ2LWE4MGItNDZkYy05NmMxLWFiOGEyNTdmZWU4YwZero Fee Recruiter has acquired, a company that has created the most effective programmatic job advertising technology in the recruiting space. PFA has successfully merged their programmatic solution with artificial intelligence technology making this acquisition a huge win for Zero Fee Recruiter. Terms of the deal were not disclosed.

The ZFR Advantage

Digital, social and mobile technologies have forever altered the way companies need to interact with potential employees. Organizations need to engage with passive candidates in order to build relationships, share their brand and sell their vision instead of waiting for them to stumble upon the company’s job posting. We call it engagement recruiting.

In order to thrive and succeed in this world of accelerating change, modern recruiting professionals need a new generation of marketing software to help them cope with the sheer pace and complexity of engaging with candidates in real time across the web, email, social media, mobile devices and a variety of other channels. Recruiters / Hiring Managers need to interact seamlessly with these exact passive candidates they need and understand the analytic insights on how to allocate their budgets for maximum return.

ZFR has developed the industry’s leading passive candidate platform, the broadest ecosystem of candidates, and the deepest expertise to make this all possible.

About Zero Fee Recruiter

Zero Fee Recruiter is a leading provider of cloud-based recruiting solutions that enable our clients to find, attract, and hire the best talent possible.

In October of 2014 we coined the term SAAMS (Software As A Managed Service). We believe this a natural progression in providing the next evolution of HR/Recruiting solutions that are fully automated, feature rich and require Zero integration for our clients.

We are passionate about keeping you ahead of the competition for top talent. Our team actually competes to find better ways that we can help make you and your team better recruiters, better managers, and executives.

Zero Fee Recruiter started out in 2011, and it officially launched on October 27th, 2012. ZFR is privately held and base operations are located in Los Angeles, CA.

About takes a different approach and works from the Candidate identification first and not the Job Posting, like all other competitors…

We have reversed the process where we index over 100 career resources and partners with over 1,200 publishers to gather candidate data. Once we have this candidate data, we then track their behavior which tells us when they are interested in a new position and that is precisely when we get your position in front of them…

We also work with over 50 of the most popular career sites and have integrated our “Multi App” technology that makes sure we get these candidates the moment they apply for a position in your location and in your discipline that matches your open position.

The proprietary technology finally eliminates candidates that are not qualified for your position. was founded in 2014 out of Chicago, IL.

For more information, please contact