5 Fresh Ideas for Successfully Sourcing Sales Candidates

Boiler-RoomNo matter which industry or company you’re in, everyone eagerly awaits “the next big deal” coming through the door. From a recruiter’s perspective, that “big deal” is the perfect candidate—you know, that person who embodies all of the qualities, skills, and expertise you’re looking for to fulfill a role—and has a dashing personality to top it all off! But, how do you source and find this rare (read: more-often-than-not mythical) person? And, more importantly, how do you set your company apart from other companies that are vying for this perfect candidate’s attention?

Sam East, VP of Sales at Entelo, answers just that. Sourcing candidates, and in particular, sales candidates, can be tricky due to the hefty competition in the sales job market. But as a longtime veteran in the sales world, Sam has seen his fair share of what works and what doesn’t and is excited to share his insights with you.

With that said, here are 5 ways to source sales candidates to ensure you have a leg up on the competition:

1. Leverage Your Sales Leaders

Take a moment to think about how you’re leveraging your sales leaders, such as the VP or Director of Sales, other sales execs, or even the Chief Revenue Officer. Your sales leaders are leaders for a reason. They’re seasoned members of the greater sales community who have accumulated much experience and know-how over the years. With this in mind, it’s your job to make sure that your company is working to position them as movers & shakers in their industry, whether through networking events or social media. Through these methods, your sales leaders can build their own brand and presence in the industry. Their increased visibility will lure top sales talent to your organization since they’ll want to be associated with the best of the best. So, make sure you’re using their visibility to help attract great candidates

2. Encourage Internal Referrals

It’s important to reach out to your teams internally to explain the importance of referrals. This is one of the best ways to lure strong candidates. Why? Internal sales team members already have a feel for the company’s culture and expectations, so they can more accurately vet potential candidates they know to fill vacant roles. And on the flip side, these same employees can serve as your company’s biggest advocates. Not only can they speak about the company’s sales landscape better than anyone, but prospective candidates may be more swayed by their word since they see them as more relatable and trustworthy.

3. Initiate Team Sourcing Parties

Once a month, organize a sourcing party either during lunch time or after work where employees from all departments gather in a room, laptops in hand, and hunt down potential candidates through their personal social networks. Do this for open positions, but also surf around for outstanding prospects to keep on stand-by for the future. That way, you’ll already be equipped with the right names when the time comes to fill the next set of open roles. Sam notes that the cultural benefit of sourcing parties is really fantastic because it truly makes the team think about who they want to bring onto their team. It makes them realize that recruitment does affect them, and so it’s in their best interest to contribute to the process.

Side note: Don’t forget the incentives—pizza, drinks, rockin’ jams—or whatever makes your co-workers’ eyes widen!

4. Create a Compelling Message

The harder the role, the more challenging it is to fill since there are fewer and fewer prospects—and suitable prospects—to choose from. Sam says that with these types of roles, it’s imperative to differentiate yourself from competing companies so that you are sure to grab the attention of that (small) handful of prime candidates.

So, ask yourself—what makes your company unique? Lead your sourcing communications with this message so that prospects don’t have to figure it out on their own, which can lead to inaccurate assumptions. Take control of the message and candidates’ perception of you.

And always remember to A/B test various email subject lines so that you know which messages work and which don’t for enticing prospects to click. This way, you can ensure that your sourcing efforts are optimized at all times.

5. Register Your Sales Team Members for Networking Events

Try hosting regular events where they bring in 2-3 experienced sales leaders who present on sales thought leadership-geared topics. This type of professional event brings in like-minded individuals who aren’t just looking to network but are also looking to expand their knowledge base and skillset. And these are the type of candidates most companies are seeking! So, keep an eye out for these events in your area and be proactive in registering your sales team members for them. They will have potential candidates at their finger tips and be able to thoroughly engage with them in person, which then allows them to easily refer fitting candidates to you.

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5 Ways to Motivate Your Team

cash-motivationKeeping your team motivated is challenging, yet it’s a task you need to prioritize for the well-being of your company. Without your team, you can’t run your business; thus, it’s essential that you find new and innovative ways to motivate them on a daily basis.

You need to make sure you are leading them towards a common goal about which they feel passionate. To do so, you need to operate in an honest and transparent way that makes them feel valued. The easiest and most obvious way to do this is to tell them when they’re doing a good job.

Sometimes, though, they need more than just a pat on the back, so I’ve outlined 5 ways to motivate your team to help you maintain a happy workplace while driving your business to success.

1. Schedule team-building activities.

To motivate your team, you need to offer them more than just a salary and some vacation time. You need to be sure that your employees can work as a team to achieve a common goal and there is no better way to do so than with team-building activities. Team-building activities have a number of benefits, some of which include:

  • Getting everyone out of the office to do something they find fun or exciting
  • Contributing to society or a charitable cause
  • Getting to know each other on a more personal level

Your team-building activities should bring your employees together and also:

  • Help them develop better communication skills
  • Push them out of their comfort zones
  • Develop team values
  • Increase their ability to solve problems
  • Give them a chance to let their hair down and have fun
  • Enable them to work on their leadership skills

2. Support them.

Without your support, your team cannot thrive. You need to give them the tools they need to achieve the goals that you have set for them. Support comes in various forms and although some of your team members may simply need additional information about a project, others may require more in-depth training to succeed.

Your support system needs to have the right balance of immediate and long-term support. For example, you may find that offering regular briefings will help with productivity in the long run. On the other hand, checking in with those who have tight deadlines and making sure they have what they need is a good way for you to offer immediate support.

3. Let them work remotely with flexible hours.

We live in an age where working remotely has become increasingly popular. In fact, studies show that allowing your employees to work remotely can:

  • Increase their productivity
  • Drive their efficiency
  • Lower their stress levels
  • Boost their morale
  • Increase their engagement
  • Reduce your employee turnovers
  • Decrease your overhead
  • Have a positive impact on the environment

By letting your employees work flexible hours on a remote basis, you are contributing to a global phenomenon that many believe will be the future of work. This is a particularly big motivator for younger employees who, by being offered a fun, flexible, and casual working environment, have a more positive view of their bosses and the company for which they work.

4. Make the break room enjoyable.

The staff room is a place where your team members go to unwind, grab a coffee and have a break. It should be somewhere they enjoy spending time; otherwise, they won’t have anywhere to escape to when they are finding their work challenging, leading to a dip in motivation and lower quality of work.

You need to create a space where your team can undertake activities that will momentarily take their mind off the stresses associated with their job tasks. Consider creating an area where employees can play games in groups of two or more that require some form of physical activity, such as table tennis.

With this, you’ll be:

  • Boosting morale
  • Creating an immediate escape for employees who are struggling
  • Enabling authentic team building
  • Contributing to your employees’ overall physical health

The break room should be somewhere your team can go to unwind from the eight or nine hours they spend at their desks each day.

5. Show your appreciation.

When the company achieves a milestone, it’s important you inform your employees and celebrate that milestone together. However, this is not just about celebrating company milestones. You should show your team members that you value them personally by celebrating things like birthdays, weddings, births, and promotions, to name a few.

Employees value small gestures. The regular “thank you” or “good job” can go a long way. It pushes them to continue striving for a high quality and efficient work ethic. You can also show your appreciation by taking your employees out of the office for after-work drinks or a team meal.


Corporate structures are changing significantly and by keeping up with these, you’ll be able to incorporate new ways to celebrate, reward, and motivate your employees. Use the guidelines above as a way to keep your teams satisfied and remember to show your appreciation on a more personal level.

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5 Tips to Determine a Salary Scale for Employees

b06a0772bd295f7de2a6aaf95d5392735ddb50688bce8aa1e68847a4a980be43The subject of salary is a top concern for potential hires and employers. As a business owner or facilitator of salaries, having a payment scale to reference when determining an employee’s compensation allows for smoother fiscal transactions as well as clear communication within an organization. Being able to explain how salaries are determined in relation to a potential hire can make for a desirable employer, which in turn attracts the best talent. The question then becomes, what are the best ways to determine a salary scale for employees?

1.       Assess the Position

Before determining a salary scale, it’s important to assess the value of the position for which you’re going to pay. A helpful starting point can be creating a detailed description of the job that outlines all expected duties and responsibilities, the formal job title, the time commitment, and other pertinent information. After establishing what the position demands, think critically about the value it provides for your business. How much time and energy would you need to do it yourself? What would you expect to be paid? What level of experience and certifications are necessary to get the job done? Assessing the value of the position and the ways in which it will benefit you as an employer can point you in the direction of ideal employees and the best practices for compensating them.

2.       Research Wages

A key component to determining a salary scale is offering competitive payment. By researching the median pay for a given position, you can forecast what an employee will expect to make. Researching wages can also indicate whether or not your business will be able to sustain the salary for the position you’re seeking to hire, while providing valuable insight about how qualifications, experience levels, and education influence salary. Payscale is an excellent resource for researching salaries, as well as the Glass Door, and both provide information on what competitors are paying for similar positions.

3.       Determine a Max and Min

Once you know the value of a position and the median pay, you can figure out your base line and maximum. To be sure that you’re creating a sustainable position and employee, you have to be mindful of creating a feasible salary that your business can comfortably support. What is the minimum, ideal amount you would preferably offer for the position? What is the absolute highest you’re willing to go? When answering these questions, it’s important to consider the employee as an individual. If the potential hire would put you at a disadvantage by working for one of your competitors, he or she is probably worth the maximum salary. If you think you could find another person to fill the position for less, aim more towards the minimum. Setting financial parameters while considering the desirability of the candidate will establish a margin in which you can formulate your offer.

4.       Decide How You’ll Pay

While payment methods certainly address salary versus hourly or biweekly versus monthly, it also spills over into other ways of rewarding your employees. Finding ways to sweeten the pot for the employee can give you a fair amount of wiggle room in the salary you pay. For example, universities often subsidize a modest salary with tuition remission. If there are ways in which you can compensate employees outside of their salaries, you can stay closer to your base line payment figure. Common employee perks include health insurance, reduced gym memberships, bonuses, stock options, or commission, and they often inspire employees to accept less than they would without such benefits.

5.       Be Flexible and Open to Negotiation

Though it can sometimes be uncomfortable, you should expect employees to inquire about their salaries and try to negotiate. Employees who can respectfully assert their worth often demonstrate desirable negotiation and professional qualities that will likely benefit your business. To have employees who routinely perform exceptional work and strive to do their best, it’s important that they feel sufficiently compensated for their worth and comfortable discussing their growth. Being flexible during negotiations and meeting the employee halfway will more often than not result in gratitude and appreciation that inspires above average performance and employee loyalty.

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7 Creative Ways to Find the Best Engineering Candidates for Your Job Opening

Engineering-Job-or-InternshipEvery business wants to find the best employees, but tracking down engineers that are a good fit with your brand and have the experience and qualifications you need can be a headache.

But now, with the magic of the internet, engineering firms can get more creative than ever when headhunting the perfect candidate.

Finding the right hires is vital to the success of your business. Having a team that doesn’t gel or that don’t quite have the qualifications you need can stall growth. But the problem is, a lot of engineering firms continue to use old tactics to fill job openings and find they don’t get a great selection of applicants.

With more tools than ever to use to find engineers, it’s time to get creative with your hunt.

Get Creative to Get the Best Candidates

1. Partner With Relevant Publications

The key to finding the right employees is to reach out to them rather than wait for them to come to you.

Plenty of firms think it’s enough to throw up a job ad on their site and hope for the best, but if you really want to find the cream of the crop, you need to hang out where the engineers are hanging out.

One of the best ways to do this is to partner up with publications that engineers read.

Once you’ve got a relationship with the trade paper, magazine, or online portal, you can build content with them to either drive potential candidates to your job ad or promote the job right there and then.

2. Mingle at Meetups

Following on from the idea of reaching engineers where they hang out, go to conferences and events aimed specifically at engineers. These functions are filled with people looking to build on their skills and further their careers. While there, you can mingle in the seminar breaks and get to know potential candidates.

Alternatively, for that extra boost of exposure, you can sign up to do a conference talk so more potential candidates can get to know your business and what you do.

3. Use Non-Traditional Media

Most engineering companies are stuck in a rut when it comes to advertising new positions. But, if you’re looking to attract millennials and the newest crop of expert engineers, it’s time to shake things up.

Expand your circle of promotion from your website to non-traditional media formats, like podcasts and YouTube. These are the places candidates will be hanging out in their spare time, so utilize that fact by landing guest slots on relevant podcasts or creating a video ad for YouTube.

4. Record a “Culture Video”

Remember, it’s not just you who’s looking for the right fit.

Potential candidates will want to make sure they’re choosing the right company to work with, too. In order to attract people who will gel well with the rest of your team and complement your business, you need to show them what life on the inside is life.

One of the best ways to do this is via a “culture video” that tracks what working with your brand is like. Within this short film, you might want to ask other, current employees to share their stories of working with you, and provide a general overview of what day-to-day life is like in the office.

5. Have a “Meet the Team” Day

You’ll never know how a potential candidate will fit into your team dynamics until they’ve been hired, but you can get an insight by running a “meet the team” day, where candidates can come in a meet other employees.

Having the right qualifications and experience is important, but the perfect candidate is also an asset to your team from a social and personal perspective. Meet the Team days can be great for getting an idea of how certain candidates will thrive in your business.

6. Build a Mailing List

If you didn’t know already, building a mailing list for your business is vital. You can reach your audience in their sacred space (their inbox) and create a list of people who are interested in what you’re putting out.

But mailing lists can also be the perfect way to find great candidates for job openings. You can use creative, informative content to attract engineers and encourage them to sign up to your mailing list. This means that when you have a job open up, you already have a relevant and interested list of people to send the ad out to.

7. Run a Hackathon

As well as attending conferences and events aimed at engineers, you can also run your own. This doesn’t just have to centre around finding potential candidates, it can also be used to raise awareness of your brand and expand your audience.

When you host events like hackathons, talks, and conferences, attendees will want to get to know more about you. From there, you can learn more about them and their skills to find candidates that are a good fit.

Engineering Companies Are Getting More Savvy at Hiring

Hiring is an important part of business.

Get it wrong and you run the risk of creating a team that suffocates your success. But, if you get it right, you have the potential to grow quickly and produce a team that is efficient and productive.

With the advent of the internet and the millions of opportunities online to reach the right people, engineering companies are getting more savvy when it comes to finding places to hire candidates.

In order to stand out against other companies who might poach the perfect person, you need to do something different. The key is to reach engineers where they’re hanging out rather than waiting for them to come to you. Once you start doing that, you can handpick a team that will take you to the top.

Your recruitment consultancy partner should be well placed to advise you on all of the above and support you strengthening your employer brand and become an choice destination for all the talent you need in a candidate scarce world.

Your recruitment consultancy partner should be well placed to advise you on all of the above and support you strengthening your employer brand and become an choice destination for all the talent you need in a candidate scarce world.

Try Zero Fee RecruiterThe World’s Largest Automated Candidate Sourcing Platform, for help with finding the best Engineering talent.

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Is Your Company Brand Keeping Top Candidates Away?

employer-branding-employer-branding-is-everywhereIf you’re not attracting top talent, the right candidate or those with the necessary skills to fill your job openings, it’s time to reassess your company brand.

Because a company’s brand not only affects its recruiting capabilities, it can affect every aspect of conducting business successfully, says Suzy Feine, a Senior Strategist with Ciceron, a brand advocacy, digital strategy and marketing firm. From general awareness to driving sales, the brand is the cornerstone to all inward and outward communication.

“Truly successful brands focus great effort on building brand advocacy,” says Feine “Brand advocacy is when your customers and employees talk positively about your brand to their networks. Since more than 90% of consumers trust recommendations from people they know, this is an incredibly powerful way to promote your brand to both customers and candidates.”

Having a strong employer brand – backed by a powerful, authentic employee value proposition, is not only how you remain top-of-mind but also how you win, retain and inspire your unfair share of today’s top talent, says Andy Curlewis, Senior Vice President of the Employer Brand Practice for Cielo, a global recruitment process outsourcing (RPO) and talent consulting firm.

“These days, having an outstanding social media presence, careers page and application process are table stakes,” says Curlewis.

And, a truly strong employer brand consists of at least these five things, according to Curlewis

  1. Knowing your audience
  2. Tailoring your messages to make them relevant
  3. Promoting your internal heroes
  4. Engaging your brand ambassadors
  5. Enabling a two-way dialogue between the candidate and your organization

“The career site is one of the first places candidates go to research your business,” adds Curlewis. “Unfortunately, the information is often too generic to inspire candidates and help them make an informed decision. By not targeting your messaging here, you risk losing quality candidates to competitors.”

In addition, organizations must be honest and authentic in their messaging to candidates. If you sell people on one vision but deliver something different, it will harm your brand and send talent running in another direction, says Curlewis.

“Play to people’s aspirations as well as their needs,” says Curlewis. “In employment terms, it is about wanting to work with people who are smart, collaborative, trustworthy and fun to team up with – people who can make our daily work life enjoyable, and who can help us learn and grow.”

Happy employees can be your brand’s best cheerleaders by promoting and celebrating how you conduct business and treat employees, adds Feine. Likewise, unhappy employees can take to social channels and voice negative opinions about compensation, how they are treated on the job and more, which can deteriorate a brand’s image and severely impact your abilities to recruit top talent.

A poor employee brand begins when there is no employee advocacy program in place.

“Companies who fear and restrict an employee’s social interactions are missing the boat,” says Feine. “Instead, companies need to embrace this form of influencer marketing by empowering employees to share content and speak positively about the brand to their peers, friends and family. By building an employee advocacy program, you can locate and empower your internal brand advocates, and sit back and watch as the talent comes to you.”

Try Zero Fee Recruiter, The World’s Largest Automated Candidate Sourcing Platform

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Recruiting Tips To Fill Difficult Positions

recruitWhen talent is hard to come by, that means everyone’s competing for a small pool of potential candidates. How does a recruiter compete? If your budget is small and your company doesn’t possess a wildly popular employer brand, you’re going to have to get creative. These recruiting tips can help your team to become more competitive:

Source candidates outside of your local region. In a CareerCast report, they cite electrical engineers will be highly in demand in the Chicago area. For every candidate, there are approximately 17 open electrical engineer positions. However, talent pools for this work are much larger in areas such as Los Angeles. Recruiters are going to have to reach across borders in order to recruit for these kinds of specialty positions. Our best recruiting tips for this kind of national search are to use video interviews. When your talent is located states away, an in person interview isn’t going to be cost effective. Instead, your team can log on and interview candidates at a small fraction of the price of traditional travel costs.

Ask employees for referrals. There are many great recruiting tips for finding top candidates in a small pool of labor, but employee referrals are one of our favorite tips. Employee referrals are incredibly underutilized. Statistics show that only 7% of candidates are the result of an employee referral. However, 40% of those referrals are hired. Employee referrals can be a great way to hire for hard to fill positions. Many candidates are enthusiastic about joining companies where they’ll already know someone and onboard faster than other new hires.

Get close with university career centers. Many positions are well suited to recent graduates such as software engineers. Some programs are so wildly popular that their students are offered jobs 2 years before they graduate with a degree. If you’re looking for some great recruiting tips to capture this talent, try heading back to school. Encourage your recruiting team to establish relationships with career centers at top universities.

Look for candidates with transferable skills. If your recruiting team is finding it hard to attract qualified candidates, it may be time to look at candidates with transferable skills. For instance, I studied public diplomacy in school. I realized very quickly that when government jobs were becoming hard to find, I had the skills to go into a variety of similar fields such as marketing and public relations. Recruiters may find that the quality candidate they’re looking for is actually lurking in another candidate pool. Expand your reach to fill that difficult position.

Promote from within. You may not know it, but you could have a pool of talent already qualified for your difficult to find position. The challenge is to work with HR and department managers to find employees who may qualify. It’s always easier to hire someone at an entry level than it is to hire a seasoned employee. If they’re only a year short of your requirements, they’re still worth a closer look. Work with your team to identify the rising stars in your organization.

Reach out to former employees. Of all the recruiting tips listed herein, this may be one of the most overlooked. There’s a rising trend in the workforce called “boomerang employees.” These are employees who left a company and then come back. If you’re already bristling in your seat, think about the many reasons why employees may leave. It’s not always about trying to get more money. Some employees leave when their spouse relocates, or to take care of a loved one in illness. Boomerang employees may be just what the doctor ordered!

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Looking for the Best Ways to Recruit Truck Drivers?

truck-driver-pay-per-mileThe digital era in which we live has changed the way that millions around the globe carry out their day-to-day business. Whether it’s managing their money, shopping online or reading the morning news, people’s everyday activities are now carried out at the touch of a button. With that being said, a significant proportion of new jobs are found on the online marketplace. The reach of potential truck drivers offered by the Internet is extraordinary, and so as a trucking company you must stay up-to-date with recent trends and techniques.

If you’re looking for the best ways to recruit truck drivers, you’ve come to the right place. With so many available tools, it can be hard to gauge the top platforms you should include in your driver recruitment strategy. In order to help, we’ve put together five tips to recruit drivers.

1) Social Media

In today’s world, Facebook, Twitter, Google+ and other popular social networks are rapidly growing. Although it may seem unusual, this is one of the best methods to adopt when recruiting truck drivers. The connectivity offered by social media is comparable to none. The ability to “like,” “share,” “retweet” and “follow” opens up your potential driver base tenfold. You should measure the success of your social strategy through available analytic tools (example: Simply Measured). The process of recruiting truck drivers on social media is powerful and an excellent way to generate positive conversation about your company, so don’t miss out on this one!

2) Search Engine Optimization

Using SEO to recruit drivers is quickly becoming a highly successful way to send traffic to your website. A great way to organically improve your SEO performance is through continuous blogging. By centering your blog posts around specific keywords, users can organically find your web pages rather than endlessly hunting for them. Successful blogging and content marketing becomes the “attraction” phase of recruiting truck drivers, where your leads are so impressed by your content that they simply have to find out more. Utilize platforms that will measure your SEO efforts, such as Google Analytics.

3) Driver Recruitment Landing Pages

Having a driver recruitment landing page is one of the best forms of inbound marketing available today. All of your inbound marketing activities should be designed with one goal in mind – to attract and convert qualified drivers. To do this, you must have a top-notch landing page. Once you attract drivers to your landing page, the “nurture” phase comes into play. This is where you where you completely sell the benefits of your company and provide a driver application or a CTA (call-to-action.) The key to transforming visitors to leads is through effective landing pages and CTAs. Whether it’s a mini app or free download, your landing page should move prospective drivers through the conversion process.

4) Pay-Per-Click Campaigns

Pay-Per-Click campaigns vary slightly from content marketing as they do require more of a capital investment. However, when recruiting truck drivers the use of PPC campaigns can significantly help to leverage a successful SEO infrastructure. Incorporating PPC campaigns moves your recruiting site to the top of search engine results, producing more traffic from potential truck drivers.

The most prominent benefit of PPC is that you only pay for your ad’s placement when the advertisement is clicked. Consequently, this means that it is easy to monitor the success of your campaign and tweak the variables if required. For example, if you’ve set up targeting in Google AdWords and find that your landing page isn’t reaching a lot of traffic or sending the right message, then your CTR (Click Through Rate) will show this.

5) Driver Job Boards & Aggregator Sites

Gone are the days when recruiting truck drivers meant only posting a job notice in the local center and hoping for phone calls. The widespread use of the Internet when searching for positions means that using online job boards is far easier in order to attract potential drivers. The online marketplace will be the first port of call for many truck drivers seeking a trucking career, so make sure that your job posting is unique and sends a powerful message! Be certain to sell your company’s strong points, as the Internet has also opened up the avenue for stiff competition. Make best use of the technology at your disposal!

If you’re looking for the best ways to recruit truck drivers, these five tips will certainly put you on the right path. As Mark Twain once said, “Many a small thing has been made large by the right kind of advertising,” and there’s no doubt these forms of recruitment advertising will blow your prospects away!

Try Zero Fee Recruiter, The World’s Largest Automated Candidate Sourcing Platform, to find the best and most experienced truck drivers.

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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.

Try Zero Fee Recruiter, The World’s Largest Automated Candidate Sourcing Platform

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• We provide only Qualified and Interested candidates
• No Additional Fees Ever! – Pay Per Job Slot…