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To Attract The Ideal Candidate, Start by Creating A Genuine Value Proposition With Employees

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Your company’s employee value proposition (EVP) is more than what makes people apply to your company, it is what makes them stay.

According to Gartner, when there is a gap between an employer’s promise to candidates and the reality of working at the company, employee commitment falls. In fact, FastCompany recently reported that one in four employees will leave in their first 90 days, with 43% explaining that their day-to-day role wasn’t what they expected.

Each year since 2013, Enterprise Holdings, the world’s leading car and truck rental/sales and transportation services company, has consecutively received the prestigious North American CandE (candidate experience) Award for delivering an outstanding candidate experience. To hire 30,000 perfect-fit associates annually, Enterprise Holdings began by creating a compelling value proposition, namely ‘for values-driven individuals who want to be proud of their career decision, Enterprise Holdings is the employer that provides the things you need to feel secure and successful in a reputable, team-oriented culture.’ 

To successfully attract the most sought-after talent in Silicon Valley, Esurance began by asking current associates why they love working for the company. Esurance understands that all companies have a distinctive and compelling EVP. It is the embodiment of your employer brand. It defines how your company is viewed by employees and candidates. To articulate and then put your EVP to work to attract the best-fit candidates, follow these three steps:

  1. Begin by asking your employees and candidates what makes your company great: To resonate with candidates, your EVP needs to be 100% authentic. It needs to be true. When surveying their employee base, Esurance found that employees are driven by teamwork, leadership, collaboration and a passion for customer service and community. The Esurance employee value proposition is “Team. Culture. Community. – That’s Life at Esurance.” To walk the talk, Esurance supports associates in their charitable activities by providing paid time off to volunteer their time and matches their donations. As recruiters, you’re speaking with candidates every day. Use these interactions to ask what candidates think of your employer brand. Check out what your employees are sharing on third-party sites like Glassdoor and LinkedIn, as well as polling new hires about the factors in their decision to join your company.
  1. Build awareness: Once created, the bigger challenge is to bring your EVP to life to engage candidates. Enterprise Holdings provides candidates with a genuine window into its culture by sharing career site content including employee spotlight stories, the ability to search by location, the opportunity to learn about specific teams and access to contact recruiters. Employees are your most trusted and best advocates. Enable and reward them to share their experiences and your EVP with their professional network through a referral reward program. Rewards do not need to be elaborate – a small bonus, team lunch, paid time off, or even work-from-home days are inexpensive and effective.
  1. Evolve your EVP as your business changes and grows: There are few if any, organizations not transforming their business today. Old-line car manufacturers are becoming leaders in software; drones, smart sensors, and spraying and welding robots are revolutionizing agriculture increasing yields, reducing costs and agrochemicals. AI, big data, connected devices (internet of things) and robotics are changing every industry from automotive to finance to healthcare. Candidates with new skills are the lifeblood of every company’s future. To attract new talent – often people with an entirely different skill set to your current workforce – reevaluate your EVP on a regular basis to ensure it is forward-looking.  Appeal directly to the new skills you want to attract, and not just the profile of your current workforce.

The Key To Hiring Fast And Hiring Right…





For growing companies, fast growth can be exciting, but it also comes with risk. You don’t have much time to agonize over every new hire.

And yet, bringing in the wrong people could send your growing company into a tailspin. You need to set realistic timelines and follow a hiring process, says John Preston, director of global talent acquisition at Zero Fee Recruiter.

Here’s how to keep your hiring pipeline moving quickly when you need it most.

Know What You Need

Having a clear idea of what the new role entails and the needed competencies will be key to hiring quickly, Preston says. Instead of focusing on the job description, identify some key metrics:

  • Define the mission of the role
  • Identify the objectives the role should achieve
  • Clarify these annually and quarterly
  • Determine what core skills are required to make that happen

This homework will give you a much clearer picture of what you’re looking for in a new candidate, Preston says. From a sourcing perspective, it will also help generate better information for keywords.


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The Smartest Way To Hire – Free Qualified Candidates

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It’s a fact that passive candidates make up 81% of the entire global workforce. You need a flexible, automated tool that helps you reach these candidates and simplify your hiring process.

Start Searching the Database Now – - 1-844-286-9986


Start Searching the Database Now – - 1-844-286-9986

More candidates. Higher quality.

Access millions of resumes on ZeroFeeRecruiter with thousands of new ones added daily. Save time by proactively finding the best candidates.

Intuitive and easy to use.

We’ve created the best experience to help you find the perfect candidate match.

Take the Pain Out of Resume Search

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How to use targeted job posting and a resume database for recruiting

Job boards still remain the most popular channel for jobseekers, and because 73% of these jobseekers will use job boards to find new opportunities, recruiters can take full advantage of a resume database to tap into those potential candidates who are not actively seeking employment.

While there are 15+ free posting job sites out there, thousands more offer a combination of paid and free job posting services with a much better understanding of their resume database. Paid job postings could produce more candidates in a shorter time frame, and that can translate into making the right hire for your role.

“So… which job posting boards should I choose?”

  • Job boards that offer a flat rate challenge you with no guaranteed results and lots of unqualified candidates.
  • Job boards that offer a performance-based rate (pay per click, pay per application or even pay per hire) may offer you better results and much more value for your money.


Access 300+ Million Passive And Active Job Seekers With One Submission

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.

·      75% of job applications come via mobile phones. Mobile geo-targeting is central to the Zero Fee Recruiter recruitment technology.

·      Location matters more than ever in a candidate driven market.

·      Location based recruiting has proven to be a benefit for employers to have their employees live nearby, it increases retention rates and creates a more productive workplace.

·      Improve the Candidate Experience and Engagement by 85%+

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.

·   Discover qualified candidates 10x faster

·   Edge out competitors with passive candidate recruiting

·   Automated location based candidate marketing

·   Any industry and Any discipline from director level to hourly.

ZFR has developed the industry’s leading passive candidate platform, the broadest ecosystem of candidates, and the deepest expertise to make this all possible. – 1-844-286-9986


Why Your Ideal Candidates Aren’t Solely On LinkedIn

There’s no doubt that social media has made recruitment a much smoother process. Talented candidates are now just a click away, with hundreds of thousands of CVs available to hiring managers on sites such as LinkedIn. But is all this technology actually resulting in more high quality hires?

Around 49% of recruiters believe the quality of their candidates has improved since they began using social media for recruitment purposes. A figure as high as this certainly suggests that social media is helping narrow the skills gap. But it doesn’t necessarily follow that all other forms of recruitment should be rendered immediately obsolete.

In fact, a study by Jobvite found that the most successful hires traditionally come from employee referral. Whilst LinkedIn provides a wealth of information on each candidate, it seems that trusted referrals are still the most reliable method of recruitment. Of course, there’s nothing to stop you from implementing both strategies. Knowing which platform will yield the best results for a particular job, workplace or industry can be a huge advantage to time-constrained recruiters and increases the chance of finding the perfect man or woman for the role.


According to Jobvite’s studies, 92% of all recruiters use some form of social media to find high-quality candidates. Of this number, 87% conduct candidate searches on LinkedIn. But how exactly has one social media engine managed to become so ubiquitous in the recruitment industry?

Well, for one, LinkedIn is the only social media platform designed solely for job seeking purposes. Whilst Facebook (55%) and Twitter (47%) boasted the second and third highest user rates respectively, they have only really become powerhouses since LinkedIn hit the big time in 2006. As the trendsetter for modern recruitment, there’s obvious reasons why LinkedIn is so favored. Currently, the site has over 300,000,000 users, opening up an incredibly diverse talent pool for recruiters to tap into. In theory, such a large database of candidates should make recruiting easier, though of course you still have to go through the arduous process of separating the wheat from the chaff.

In today’s job market, the truly passive candidate is a dying breed. Global aggregates suggest that around 85% of the workforce are at least open to talking with a recruiter. With pretty much the entirety of LinkedIn clambering for a job, the chances of you finding the perfect fit for your company comes down to how much time and effort you put into screening them. Suitable candidates may be overlooked due to incomplete or elusive profiles, when, in reality, they are well matched to your criteria. Whilst 48% of jobseekers claim to be active on social media on a daily basis, they aren’t necessarily networking or updating their profiles at the same rate.


It would be a massive oversight to believe that LinkedIn is the only answer to online recruitment. Whilst it may be the current forerunner in the industry, it is certainly not the only way to whittle down potential candidates. As has already been mentioned, employee referrals are still the most commonly used method of hiring and, for the most part, more personal ways of connecting with candidates seem to take precedence.

As a rule, jobseekers tend to be wary of unsolicited messages. Even on LinkedIn, where social interaction is to be expected, an email out of the blue can appear ominous to the recipient. Even those actively seeking job opportunities are likely to remain cautious if they are contacted by an unfamiliar company or agency. For this reason, you can’t rely on the power of social networking alone. A tandem strategy, where social media reinforces the work of other recruitment platforms, such as niche job boards, could be the way forward.

At its core, social media is a sharing platform. Whilst LinkedIn can be used independently by recruiters, its main function is to provide more exposure for positions that are already listed on external job boards. Many job owners view social media as the enemy, but there is no real reason why the two can’t overlap.

Job boards are still responsible for around 18% of all external hires. Comparatively, social media only accounts for around 3% of them. However, sites like LinkedIn were reported to drive more traffic to job board listings, with 7 out of 11 recruiters experiencing increased interest in their adverts after sharing them on social media. From this evidence, it seems that social media and job boards are most effective when used to support one another.

Whilst talented professionals definitely exist on LinkedIn, your chances of finding them through the social media platform alone are still relatively slim. When it comes to successful recruitment, hiring companies are much better off pooling their resources and sharing the workload between a number of different platforms.

Crafting The Perfect Job Description

Relating to a candidate’s unique personal experience is a challenge that many employers face.

For candidates of Black, Asian, and Minority Ethnic (BAME) descent, the job search can be an especially daunting experience.

Whilst most candidates focus on the role, the individuals who have faced discrimination in their personal lives worry that they’ll face challenges in their professional ones.

They hope their CV’s won’t be tossed aside because of their names.

They wonder if hiring managers will recognize how they can contribute to the organization, rather than where they come from or how they look.

If your goal is to create a more diverse workforce by reaching out to the BAME community, there’s one piece of the puzzle you may be overlooking: the language in your job descriptions.

That’s right. The language you use subtly sends candidates underlying messages about your corporate culture, employees, and outlook on your workforce. This “between the lines” messaging can undermine months of Diversity Hiring efforts in a matter of seconds.

As a controversy surrounding the BBC earlier this year shows, communicating your message requires some nuance.

To make your job descriptions more inclusive and appealing to BAME candidates, here are 3 key steps to follow.


What are the values that connect your employees? How would you describe their mindset when faced with difficult or challenging situations?

Without knowing your organization and employees personally, it can be difficult for BAME candidates to understand how they’ll fit in with the culture. They haven’t met your employees personally, which is why when it comes to culture, the wording you use to describe your workforce is paramount.

Whilst reading your company’s description of the role you have available, words such as “rock star” and “elite” carry a connotation that could come across as intimidating and exclusionary.

If your candidate gets the sense that they will be over-looked as an employee due to the company’s subjective view of a “rock star” candidate, in spite of their talent and contributions, then they will be less likely to apply in the first place.

A truly diverse workforce embraces the unique outlooks, skills, and experience of candidates who use their perspectives to work toward a shared goal. Communicating your organization’s values in the job description will allow you to connect with BAME candidates who share those values without risking that your wording sends an exclusionary message.

For example, instead of writing “We are looking for a rock star Software Engineer,” which is vague and subjective, describe what values that individual holds. If you want someone who keeps ahead of trends and possesses vast subject matter knowledge, then a line such as “We are looking for a Software Engineer who believes that knowledge is key to innovation within the IT industry.”


Why do you want to attract BAME candidates? Are you looking to gain a different perspective? Do you wish to advocate for the community? What’s your motivation as an organization?

Share your motivation and history with candidates in the introductory section of the job description. This will help the candidate relate to your organization and identify how their unique experience is an asset to the role and your company.

The more you can help candidates connect their experience and outlook with your company’s needs and goals, the stronger of a rapport you’ll be able to establish through the job description they read.

This motivation can also be presented in the form of a mission statement. What is the mission of your hiring efforts for this role? How does that mission relate to the experience of a BAME candidate?


Read your current job descriptions. If you see commonly used clichés such as “outside of the box” and “fast-paced environment” littering your recruitment messaging, then it may be time for a rewrite to clean things up. You may write them with good intentions, but what you mean and how candidates hear them in context of your company and the role could be miles apart.

Break through this doublespeak. What are you really trying to find out? Focus on input. What are the qualities that lead to the outcome you’re looking for?

If you want to attract employees who think “outside of the box,” for example, the quality you’re actually looking for is creativity. Creativity is the quality that people who do think outside of the box possess, and it is an identity marker that doesn’t depend on subjective context.

Candidates who fit the bill do not need to understand the inner workings of your organization in order to recognize if they are creative or have a creative approach to their work. This is a quality that self-aware, high performing professionals know about themselves.

Similarly, instead of “fast-paced environment,” what you’re really looking for is someone with a sense of urgency with good time management skills.

Ask top performing employees: What qualities do you feel have contributed to your success in this role? What qualities do you admire about the people you work with?

Then listen. Just listen and record their answers.

What you’ll see, is a pattern emerge across top performing employees and the employees who have earned the most respect from their colleagues, direct reports, and managers. You can then use this insight to write better targeted job descriptions that accurately reflects your organization’s formula for success when it comes to your people.



Get current BAME employees involved during the recruitment process. Ask for their feedback. How does the job description read to them? What do they notice? Having experienced your organization first-hand, does your message accurately reflect the reality of working there? Out of these conversations, you may find that your biggest attractant as an employer is something you hadn’t thought of before.

Most Ineffective Interview Questions and How Ask The Right Ones

We’ve all been there: when preparing for an interview, the first place we’re likely to go is Google. “Typical interview questions”, “most asked interview questions”, “how to answer interview questions”, etc.

But here’s the problem: a lot of these questions are ineffective.


These commonly asked questions are ineffective and don’t provide opportunities for candidates to reveal what they’re truly capable of. Common questions, like “What is your biggest weakness?” create common responses, which benefit no one.

How do you know when you’re asking useless interview questions?

Here’s an easy test: next time you’re interviewing a candidate, ask yourself, “What exactly is the candidate supposed to say?” With the above question, do interviewers really expect candidates to provide a soliloquy of their biggest weaknesses and shortcomings? Chances are, 99% of candidates will attempt to present to the interviewer a semi-weakness that ultimately ends up being a strength.

This serves no purpose except maybe to see if the candidate took any time at all to prepare for the interview. You can achieve that while also gaining more valuable information about the candidate by asking better questions.


Question #1: Tell me about yourself

This question is often used to identify personality traits of the candidate, but here’s the problem: this question is just too vague. To fully understand the personality of a candidate, the question needs to be more specific. Instead of asking the candidate to talk about themselves, ask them about their hobbies and how they relate to the company’s industry.

For example, if a graphic designer is applying for a job at a gaming company, it would be pertinent to ask questions like “What’s your favorite video game art and why?” Then, follow up by asking them what they would do differently. The interviewer could also inquire about the types of games the candidate has recently played as a way of measuring how engaged they are with the gaming industry as a whole.

Question #2: What are your strengths and weaknesses?

While not exactly a downright horrible question, it shares some of the same problems as the previous example: it’s just too vague and generic to inspire an interesting answer from the candidate. Ask this question and you’re likely to get a rehearsed answer which will necessitate further questions to get a more detailed response.

Instead, ask the candidate to elaborate on a specific skill, project, or responsibility listed on their resume. This not only allows your candidate to paint a more complete picture of their experience, but it also allows you to distill any strengths or weaknesses as they go into more detail.

Question #3: Where do you want to be in 5 years?

Asking a candidate this question is akin to asking a high schooler what they want to be when they grow up: you might get a decent answer, but chances are, the person is not likely to be 100% sure.

Many employers use this question to see how interested the candidate is in staying with the company over the long-term; however, many candidates will respond by declaring that they would indeed want to be working at your company.

These sorts of answers are more than likely to be a ploy: sure, they may really want to work for your company, but who’s to say for how long? If it’s loyalty that you seek from the candidate, you’ll get a better idea of how long they will stick around by looking at their work history.

Question #4: What is your current salary?

Ask this question and the room is bound to go dead silent. This question almost always makes for an awkward situation, not to mention it is illegal to ask in some states now.

Instead, ask what their desired salary range is. This will give you a better idea if you and the candidate are on the same page.

Question #5: Why should we hire you?

This type of question elicits a canned response.

All candidates will respond to this question by presenting as many unique value propositions about themselves in the most positive light possible, which in the end, doesn’t add anything to the conversation.

Question #6: Tell us about the type of person you’ve had the most trouble communicating with.

This question will only force the candidate to speak negatively about an individual, or, provide a response like “I get along with everyone”.

Instead, ask the candidate to describe a situation where they had to work through a difficult problem with a team, and encourage them to provide as many details as possible. This way you get to the root of what you are asking (how the candidate deals with tough people situations) without making your candidate feel like they can’t be honest without seeming like a poor team player.

Question #7: What would your last boss say about you?

Ask this question and you’re likely to be bombarded with a series of generic accolades: hard worker, smart, quick thinker, team player, reliable, and on and on.

Simply put, no candidate is going to tell you what their bosses would say about them; instead, rely on the responses when checking the candidate’s references. Although references are also fairly biased, they are usually less prepared for these questions than a candidate. making it easier to tell through inflections in tone or stumbling over words whether they are being truthful.

Question #8: Why have you been unemployed for so long?

There are a bevy of reasons as to why a candidate might’ve been out of work for an extended period of time, and none of them are worth talking about. All that matters is the candidate’s experience, skill set, and how they handle the interview; there’s really no need to dig into personal matters 99% of the time.

Question #9: Why do you want to work here?

Experience, money, opportunity—these are all answers that make an appearance here, and for you, the interviewer, these give you nothing.

Why else would the candidate be sitting before you? They are there to better themselves and to make a living, and you can help both them and yourself by avoiding these types of time-wasting questions.

Instead, ask them what they find interesting about the company or what they look for in a company culture. This way you can see how much time (if any) they spent preparing for the interview and if they are even interested in the company/space and are not solely applying just to get a paycheck.

Question #10: Have you ever been fired? If so, why?

While asking this question might reveal character flaws, you’re still unlikely to receive an honest answer as to why a candidate was let go from a previous employer.

Additionally, this question may inspire the candidate to speak negatively about a previous employer, which can bring about unwanted awkwardness and hostility during the interview.

You can get the same information in a more honest fashion by simply going through a candidate’s resume and asking them about their role and thoughts about each one.


As a final thought, remember that the goal of an interview is to gauge how a candidate might help your company become more productive and a better place to work. However, this doesn’t mean that there isn’t room for general questions designed to gauge a candidate’s “workplace fitness”; but this does mean that all questions asked should inspire the candidate to provide you with unique and honest answers.

Additionally, having a system in place that streamlines the entire interviewing and recruiting process will allow you to focus on hiring the best candidate for the job and not mundane behind the scenes tasks.

Nurse Recruitment Strategies: 5 Culture Factors to Include

Recruiting-NursesCompetition for top-flight nurses in today’s market is tight. As a healthcare recruiter, you need to realize high-quality candidates consider more than wages or salary when choosing which organization to join. Learn about five of the most important culture and engagement factors nurses weigh when deciding between potential employers, and integrate them into your nurse recruitment strategies.

Departmental Reputation

For Bellingham, Wash.-based Eunice Tomberlin, RN, CEN, “The most important factor in choosing to work for a certain hospital is departmental reputation.” Are patient outcomes good? Are team members patient-focused, competent and collaborative? What “bests” does the organization have?

Take Action: When hiring for a particular specialty or department, highlight awards and other accolades that validate quality. Be on the lookout for local workplace awards and enter to win them to affirm what a great place your organization is to work. Share patient stories on your career site and in communications to potential employees to provide anecdotal proof of the impact your nurses have on care.

Department Culture

Prospective employees want to know about the environment they’ll be working in. “Are the employees content or miserable and trying to spread their glum attitudes?” asks Nick Angelis, CRNA, MSN, of Pensacola, Fla., and author of How to Succeed in Anesthesia School (And RN, PA, or Med School). “Is it a fun place to work? If a place has a goofball or two, or at least humorous coworkers, I’m in.”

Take Action: Create day-in-the-life videos with current employees talking about collaboration and teamwork. Bring a collaborative approach to interviewing and involve peers in the process. This will indicate to candidates that coworkers’ opinions matter to the organization.

Flexible Scheduling

The self-scheduling or collaborative staffing model is very popular with nurses. Tomberlin says the approach makes the team more satisfied and collaborative. “There was wiggle room to allow for ‘life,’” she says. “I feel so bad for some of my friends — it’s very difficult for them to get off of the schedule sometimes for life’s emergencies.”

Take Action: Include details on your organization’s scheduling options and models in the interview process. This will also help with retention because candidates will have a better idea of what they are signing up for when they decide to join the team.

Training & Learning Opportunities

“Training and advancement are important, because they show investment in the workforce and planning for the future,” Angelis says. It also lets employees know that they can grow within the organization rather than having to leave to gain more skills and advance.

Take Action: Showcase opportunities for learning and advancement, particularly any tuition assistance or reimbursements for certifications and nursing conferences. Be sure to note how certification and master’s degrees impact wages and salaries.

Workplace Safety & Security

More and more, nurses are concerned about their safety at work, whether the concern stems from workplace bullying, challenging patients and family members, or other situations. Tomberlin says nurses want to work at facilities that make them feel like their personal safety is paramount.

Take Action: Outline your organization’s security infrastructure and procedures to help keep employees safe — including secure entries, guidelines for when police support will be called, and even anti-bullying policies. Workers can’t be happy and productive unless they feel safe.

As you work to fill your nurse vacancies, consider how you could use integrate these key factors into your nurse recruitment strategies. After all, in today’s market, you need to set yourself apart from the other healthcare organizations as an employer of choice.

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Top 10 Ways To Source Passive Candidates

ZeroFeeRecruiter1Sourcing and recruiting are not the same. Use these tips to source those hard-to-find candidates.

It tends to just be recruiters and active candidates that agonize over the intricate details of their LinkedIn profile and resume.

The quality coders, marketers and sales reps that you’re looking for usually don’t have the time (or inclination) to constantly update their social profiles with all the skills they’re learning.

Even people that are actively looking, and are regularly updating their resume may well forget to list relevant skills. Writing a resume is hard. Forgetting stuff is not!

Keep all of this in mind when you’re sourcing and reviewing new candidates. Candidates are not professional resume writers, and we shouldn’t expect them to be.

This is OK though – you’re hiring the person, not the resume!

If you’re looking for passive candidates, don’t be surprised to see LinkedIn information that’s heavily out of date. These candidates aren’t actively looking for new work, so they have no motivation to update their profile and list all their skills and experience.

Fortunately, you can use your own knowledge and experience to glean insights from the social profiles of passive candidates.

Here’s an example of how this would work:

From your experience, you know that typical VP Sales candidates with 5 years experience have certain skills. While “candidate x” that you have just found doesn’t list these skills in her profile, it’s likely that she would have all (or at least some) of them, and that she would be a good fit for your role.

To truly ascertain whether someone is a good fit then, you need to do one of two things:

Go deep

Many recruiters pride themselves on “Sherlock Holmes” esque detective skills. If someone’s LinkedIn is threadbare, then you need to go deep. Search for references, tweets and blogs from your target candidate and see if you can glean information that will help you see whether they’re truly a fit.

Talk to them

If someone looks like they could be the real deal, chances are that they are. The quicker you get someone on the phone and start asking them more specific interview questions, the quicker you’ll know whether the opportunity is worth pursuing.

This is just one of the key considerations that sourcing teams need to think through when they think about putting in place a best-in-class sourcing process that will uncover candidates who may not be looking for jobs. We’ve put together an infographic to detail the other areas that it’s important to think through, the tactics that can help you identify and engage top talent, and the metrics that will help you understand whether you’re performing at the best possible level or not — not just for passive candidates, but for all searches.



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

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• Guaranteed Results – It’s that simple…
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• No Additional Fees Ever! – Pay Per Job Slot…

The Worlds Largest Passive Candidate Recruiting Platform

Screen Shot 2018-02-12 at 12.47.35 PMIt’s a fact that passive candidates make up 81% of the entire global workforce. You need a flexible, automated tool that helps you reach these candidates and simplify your hiring process. The Answer is

The Power of Intelligent Sourcing

Our proprietary system, Reach Out, targets passive candidates and automatically indexes, aggregates and engages candidates from every major professional network and resume database including; LinkedIn, Facebook, Google+, Stack Overflow, GitHub, Monster, Dice, CareerBuilder and over 100 other global resources.

Implement Automated Candidate Outreach

Reach better talent by tapping into the largest sector of the workforce. Through our sophisticated technology and our award winning quality assurance team, we deliver only qualified and verified candidates that will propel your company into the future.

Global Sourcing in Any Field

Zero Fee Recruiter can connect with candidates that have any of the essential skill sets and experience you need, from any English-speaking country around the world. We can locate qualified candidates in any industry and any discipline from director level to hourly.

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

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We Source – We Qualify – We Deliver – You Hire!

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