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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.

THE POWER AND LIMITATIONS OF SOCIAL MEDIA RECRUITMENT

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.

IMPLEMENTING A MORE HOLISTIC APPROACH TO ONLINE RECRUITMENT

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.

STEP #1: IDENTIFY YOUR COMPANY VALUES.

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.”

STEP #2: ARTICULATE YOUR “WHY.”

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?

STEP #3: REPLACE CLICHÉS TO CENTER IN ON QUALITIES.

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.

BONUS:

ENCOURAGE EMPLOYEE FEEDBACK

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.

Why?

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.

WORST INTERVIEW QUESTIONS AND WHY THEY’RE INEFFECTIVE

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.

CLOSING THOUGHTS

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.

passive

 

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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 www.ZeroFeeRecruiter.com

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

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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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How To Source Passive Candidates

magnet_felsybSourcing passive candidates isn’t just about finding them. It’s also about screening and engaging those candidates in conversations.

How to find passive candidates:

Meet passive candidates online

  • Use Twitter and Facebook. Platforms like Twitter and Facebook have billions of users. You can use Twitter’s advanced search to find hashtags that can help you look into passive candidates. For example, if you’re looking for a content manager, you could look into hashtags like #contentmarketing or #SEO. Look for those who tweet interesting insights or answer questions. You can follow them and reach out through Twitter. You can also follow companies that do well in their industry and connect with their people. Participating in Twitter chats, which are group conversations held at a specific time, can also help you find interesting professionals.Similarly, in addition to the job posting capability, Facebook’s graph search can help you find people who match certain criteria. For example, if you write “salespeople who have studied in New York” in search, Facebook will return a long list of matching profiles. It’d be a good idea to look for people who have been at their job for some time (for example, from two to four years). They’re more likely to be open to a new opportunity.
  • Try more targeted social media. The more social media you’re involved in, the more likely you are to stumble upon someone great. Platforms like Instagram, Reddit and Snapchat aren’t as popular for recruiting as professional-oriented sites like LinkedIn or Xing. But, that also means that recruiters will be scarce on these platforms and competition will be lower.For example, on Reddit, you can search for discussions of interest and spot those who seem knowledgeable on their field. Or go through subreddits where people are looking for a job. Be careful, though: users on these platforms mightn’t like aggressive recruiting. It’d be best if you’re a committed user.
  • Check out Portfolio/Work sample sites. Another advantage of online sourcing is that you could actually see candidates’ work on online portfolio sites. This works well for creative professionals like designers who contribute to Behance, Dribble and Carbonmade. Github is also a good option to find developers by looking at team or individual projects. A good alternative for sourcing engineers would be sites like Codercred, Codility and Hackerrank. Through these sites, you can host coding challenges and choose candidates who got the highest scores.
  • Try sourcing tools. The benefit of sourcing talent from online communities is that you see prospects in environments where they’re active and engaged. Reaching out to passive candidates is better when you can personalize your communication – and that’s always easier with more information. Tools like People Search, a Chrome extension, work in tandem with online communities. Find any candidate profile on Facebook, Angel List, Twitter, GitHub, Dribbble and Behance and activate the extension. People Search will build a complete profile, often including an email address, resume and other social networks in which your prospect is active. Verify their social graph before you connect.

Meeting passive candidates in person

Even in the age of social media, there’s still nothing better than actually meeting someone in person. Being in the same room and connecting with passive candidates builds trust and rapport.

There are many conferences and events you can attend or participate in. Search sites like meetup.com and eventbrite.com to find relevant events. You can also see who will be attending so you can prepare. Knowing more about a person before you meet them can help your conversations flow easier. You can use People Search for this purpose. Highlight a name from an attendee list and right click. People Search will provide you with information you can use to have meaningful discussions. This works after events, too – if you meet someone great, you can use People Search to look them up and contact them afterwards.

Hackathons, career fairs and campus events are other great options to meet great candidates. Hosting your own events is a good idea too.

When you meet with people in person you have better chances to find out if they’d be interested in a new job. Try to discover whether they’re happy in their current role. You can ask them about their future plans for their career – if they’re moving up in their company, they’ll probably be less likely to want to leave. Focus on what they want and decide if you can offer them a job that matches their aspirations.

Meet passive candidates through connections

Often, the best employees are those who are referred by other employees. They’re usually more productive and less likely to quit. Same goes for those referred by people you trust, like an external recruiter. Send your colleagues an email asking for referrals. It’d be best if these emails are specific. Describe the role you’re sourcing for and brief them on your most important requirements. Setting up a program with incentives for successful referrals can also be a good idea.

Before you turn to other people for referrals, think of your network first. You probably already know someone, like a previous coworker or fellow alum, who is familiar with the profession you’re sourcing for. You could reconnect and discuss opportunities.

Meet through past hiring processes

Rejected candidates from the past could be the best candidates in the future. If you already have a candidate database or an Applicant Tracking System (ATS), you have an abundance of candidate profiles at your fingertips. Sift through your talent pool and talent pipelines. Many candidates might have been rejected in the final stage of the hiring process. In the meantime, they could have found other jobs and gained more skills and experience. See what they’re up to.

Note that for this approach to work, your company should aim to provide a great candidate experience. Candidates who were treated well and were impressed with your company are more likely to consider working for you in the future. Conversely, those who had a bad experience mightn’t be too pleased to hear from you again.

Meet through tools and services

Manually searching social media isn’t the only way to find candidates. Search engines like Monster’s Talentbin, Careerbuilder’s resume database and zillionresumes.com can help you discover people who fit your requirements. They offer big databases of resumes that you can search through. They might also help you by finding candidates’ contact details through their social media accounts. Professional sourcing services can also be valuable allies when recruiters don’t have time to source on their own.

How to screen passive candidates

It’s best to screen passive candidates in the same way you screen active candidates.

Have a clear understanding of your objectives

A clear list of requirements is the starting point for any effective sourcing strategy. If you’re sourcing for a position, you should have the ‘must-have’ qualifications in the forefront of your mind. Even if you’re just looking to expand your network or talent pool, having some general qualities in mind can help.

Check out passive candidates’ social media accounts

By looking at a wide range of candidates’ accounts, you can understand them better and verify their information.

According to Careerbuilder’s annual social media recruitment survey, hiring managers and HR professionals rejected candidates because of:

  • Provocative or inappropriate photographs, videos or information
  • Information about candidates drinking or using drugs
  • Discriminatory comments related to race, religion, gender, etc.
  • Bad-mouthing previous company or fellow employees
  • Poor communication skills

All of these issues are relevant to your sourcing.

Keep an open mind about their online presence

You might have heard that the approach “hire for attitude, train for skills” is effective. It’s true that some skills can be easily taught, so it’s often best to be forgiving with candidates who don’t have specific experience or training. Potential and motivation are usually more important. People who attend conferences, actively engage in forums relevant to their profession and showcase their best work on portfolio sites can be great candidates regardless of their experience.

Being fastidious about non-job related information on social media could lead you astray. Candidates who don’t handle words like professional writers, make small mistakes or post something you mightn’t like aren’t necessarily bad candidates.

How to recruit passive candidates

Passive candidates aren’t looking for a job but they might still be interested for new opportunities.

Approach passive candidates carefully

Many recruiters use multiple social media platforms to source passive candidates. Granted, passive candidates probably don’t expect as many recruiters to approach them on Facebook or Twitter as they would on LinkedIn. Receiving messages from recruiters on more ‘personal’ platforms might appear weird or intrusive to some people. But, a well crafted message still has a chance to win them over.

Honesty and simplicity are key. Introduce yourself when joining forums and try to participate in conversations on Twitter or other social media before sending cold messages. That way, when you do reach out, you can have a ‘warmer’ introduction.

Just the right amount of persistence can help a lot. Some recruiters can come across as pushy or spammy if they fill people’s inboxes with lots of messages. If you’re not getting a response, reaching out three times can be a good guideline.

Send personalized sourcing emails

When was the last time you thought of responding to a bulk sourcing email? Probably never. Passive candidates are usually pretty happy with their jobs. That’s why they’re not actively looking for new ones. The only way to draw them out of their routine is to earn their trust and steer their interest. Neither can be done through a general email that could have been sent to hundreds of people.

Personalized emails require some extra thought. You could use a general template to save time. But, the email’s substance should address what really drew you to a candidate’s profile. Mention how their (specific) accomplishments connect to the job or company you’re sourcing for. Give them just enough detail to start a discussion. A lengthy email with excessive information won’t be as attractive as a short, concrete one. You can use Boolean search techniques to find your candidate’s email address.

It’s also important to think of their possible wishes and interests. When looking through their profile, try to figure out what they’re interested in. For example, they might hold a position as an Android developer, but take part in a lot of  Python coding challenges. Or they might recently have taken management courses online. If they have, it’s likely they’ll have shared a certificate on LinkedIn or even on Pinterest. These could be clues for what their plans and wishes are. If you’re sourcing for a relevant position, you can say you noticed their activities and explain how your position relates to them. In general, look for information that can help you understand candidates’ needs – particularly anything that hints at what they’d like to do next.

Communicate what passive candidates want to know

According to LinkedIn’s 2016 US & Canada talent trends report, 89% of professionals are open to new job opportunities. Almost 75% of these passive candidates want to know about a company’s culture and values as well as perks and benefits. And 63% want to know about a company’s office locations. The report also includes direct advice from passive candidates. They urge employers to give an honest, rather than a rosy, view of their company. Candidates are curious about employees’ opinions and want to know what makes your company stand out. They also want to know about your job’s expectations and workload and how taking on a new role will impact their career.

It’s important that you approach passive candidates with useful information. It’s nice if you can write a friendly and interesting email. But, ultimately, passive candidates will consider changing jobs if they have a clear picture of what you can offer them.

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How To Find The Best App Developers For Your Project

meme1One of the common misconceptions in the IT industry is that startups are something either launched by programmers, or for them. In reality, anybody can come up with a brilliant idea and execute it by creating a mobile app; however, in order to bring your idea to life the way you imagine it – or even better – you will need to find an app developer. The next logical question will be how to find an app developer or service with the best combination of skills, cost, and personal qualities for your business. This article covers all the information you need to make the right choice and bring your ideas to life.

Destination: Developer

As soon as you start looking for app developers, the opportunities may seem overwhelming. We are no longer limited by schedules or distance, and this gives us countless options which can be a blessing and a curse at the same time.

The first and most obvious filter which can be applied in order to cut down the choices is location. Finding a developer locally can be a very good solution, depending on the type of project you have in mind. This option provides the benefits of having face-to-face communication, and the ability to work in the same time zone, which means having the opportunity to schedule meetings at standard hours and applying instant adjustments to the product in real time, if necessary. Also, having a similar cultural background and traditions can be an important factor for certain clients, with the language barrier as another point that some people may be concerned about, especially when it comes to discussions and conflict situations. For these reasons, and many more, hiring local employees seems like a more appealing option to many.

Although these are serious points for consideration, finding app developers locally has disadvantages, as well. If you are choosing candidates in the local market only, you might be limited to the qualifications and skills of the candidates within your community. Another drawback is the price. If the rates in your area are quite high, there is a good chance you will expend your full budget before the project is even complete. While hiring developers abroad may seem like a more complicated process, it definitely has major advantages. First of all, it provides access to a wide range of specialists working with certain sets of technologies. Secondly, it gives the opportunity to reach out to specialists with unusual or even unique sets of skills, if they are required on your project. You also gain access to professionals who already possess experience in the corresponding field, which is a great advantage as they can not only work on the code of your application, but they can also bring in useful insights which will take your original idea to the next level. As for the time zone difference factor, it is possible to organize your workflow in a way that will allow for a few overlapping working hours. There are always additional solutions for online meetings and discussions.

It is also impossible to deny the major advantages of using an outsourced workforce which is the price. For example, the price tag for development services in the US can be up to $150/hr, approximately. In contrast, Eastern European pricing is set closer to $30-50/hr. Impressive difference, isn’t it? Being able to cut expenses without sacrificing the quality of work is one factor which makes outsourcing more and more financially attractive, especially for startup companies.

Individual or Company

The next thing that will help to find your perfect match will be the choice between an individual freelancer and a development company. When looking for app developers for hire, you need to realize that a freelance developer is a self-managed individual. With freelance developers, you will depend on that single person in terms of time management, risk management, quality of end product and all other possible peculiarities. So, if you need to handle a simple short-term task, freelancers can be a great help. On the contrary, if anything goes wrong, it might be pretty difficult to reconcile and there is no other person on the developing side to control the quality and guarantee a successful result.

When you hire a mobile app developer via web development company, the biggest advantage is that they have an established workflow where each specialist does the work he does best. The programmers in these organizations are concentrated solely on coding that shows their best performance. In a company, workflow and communication issues are handled by a project manager while a freelance developer is in charge of all of these actions. Project managers organize the work process and ensure that the end product will be delivered according to the prior agreement, making tracking the progress easier for the client.

Where To Find Mobile App Developers

Finding developers for your project has never been easier. There are plenty of ways to find a developer for an app and ensure you find the perfect candidate for you. Check out the most popular strategies for finding web developers below:

  • Recommendations. This is probably the oldest way of finding a supplier or vendor, and yet it is still very effective. Good reviews from former clients speak louder than any resume. Also, past clients can give honest feedback on advantages and disadvantages of working with a person.
  • Local universities. If your project is not on a tight schedule and is rather simple, it is always nice to give the opportunity to a young talent. Students will be happy to take an opportunity to start out their career, and you will get to work with a young, enthusiastic and motivated team.
  • Internet communities. When it comes to web development GitHub and StackOverflow are the first two platforms that come to mind. On those sites, developers share their expertise and practical skills so their knowledge level can be easily estimated. This makes it easier to choose the person that matches your expectations.
  • Freelance platforms. These allow the opportunity to find developers for a project of any level of complexity, with an hourly rate or fixed price payment. The process is rather easy and clear. Such services usually provide payment protection in order to ensure that both parties fulfill their obligations. The most popular platforms are Upwork and Freelancer.
  • Online platforms. Unlike freelance websites, there are other types of platforms which also allow searching for developers:

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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. The Answer is www.ZeroFeeRecruiter.com

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.

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