Editor’s Note: This post is by Paul Slezak, Cofounder and CEO of RecruitLoop – the World’s largest marketplace of expert Recruiters and Sourcers available on-demand.
Originally published on June 9, 2015. This post has been updated with new data and information.
Recently, we set out to round up the best tools for modern recruiters. We specifically wanted to look at the unique workflows of independent and internal, agile recruiters for small brands. We compiled all of our recommendations into a monstrous, 60-page e-book you can download for free, “The Agile Technology Guide for Modern Recruiters.”
Feel free to jump ahead to the e-book to get all of the tips and hacks in one spot, but for today, in this blog post, let’s take a look at the seven stages that make up the modern recruiting process and the goals for each stage.
First, an overview of the phases:
With a brand new requisition in hand, you probably feel the thrill of the hunt start to kick in. You want to make the perfect hire and you may jump right in to a selection of candidates you have in mind.
But for most recruiters, the first step is gaining that base-level understanding of the market for the position. We call this stage “Mapping and Tapping” — wherein you map the market, learning the value and competition for the position you’re looking to fill, and then tap candidates ‘on the shoulder’ from competitors or your own pipeline.
What you’re looking for in this stage are tools that help you understand what the average salary or market conditions look like for a particular position as well as those that will look at the intangibles — the culture, perks, and benefits of competitive organizations and how your job listing will perform in comparison.
More and more companies are hiring for culture and the expectations for recruiters include finding someone who will not only perform the job duties well — but also be a strong “fit” for the organization.
If you want to set yourself apart as an independent or startup recruiter, consider asking your client or employer about a team member that they feel represents the organization’s culture.
Is this rockstar autonomous or team-oriented? Are they outgoing or introverted? What about this employee specifically speaks to the culture that exists (or even the culture they want to grow)?
This is also a great place to include skills, experience, and specific behaviours or attributes that will set apart the ideal candidate — especially if they differ from the minimum requirements.
Another way recruiters build profiles to support their search for the ideal hire is to look for rockstars from competitive organizations.
Sourcing isn’t new to recruiting — but by using a toolbox of great resources, it can be done with amazing efficiency online. Many tools can help you get closer to automating the sourcing process.
If you’re on the hunt for active candidates, the standard job listing still works for some roles. You can gain an edge of speed and efficacy by using a tool that gives access to hundreds of job boards with one click.
If you’re sourcing passive candidates, you might find your work without the support of technology quite a bit more difficult. In the 2015 LinkedIn Talent Trends report, 75 percent of 18,000 full-time employees surveyed considered themselves passive candidates, however, only 61 percent of companies said they focus on recruiting passive candidates.
There are many tools that can support you in your search for the “already employed” passive candidate unicorn.
When it’s time to reach out contenders to schedule interviews, you may or may not have all of the necessary information you need to make contact.
We include 5 tools in the e-book that can help you get email addresses from social media or social media profiles from email addresses so you can have multiple touch points with any candidate on your list.
Most recruiters work in this field because they have people skills they want to put to good use. While smart tools can set you up for success, personal outreach can still make or break any recruiter.
Using automated scheduling software, advanced email analytics, and calendar tools, you can build a support system that can help you make the most of the people skills you pride yourself on.
By now, your candidate pool is narrow and includes only a shortlist of top, interviewable candidates.
While independent recruiters don’t typically have a ton of involvement in skills verification, if you’re hiring for technical skills, you may want to ensure return business by doing some initial verification yourself.
Whether you’re hiring for roles like web and software developers or still-emerging fields like content or social marketing, some initial testing can be done to separate the wheat from the chaff.
We’ll be covering more of what we learned in our hunt for the best agile recruiting tools in the weeks to come, but if you want to get your hands on all 40 vetted tools and hacks, download “The Agile Technology Guide for Modern Recruiters” today and see how modern tech can change the way you work.
In this 60-page e-book, you’ll find:
How much time are you spending trawling the web looking for your ideal candidate? Hours? Days? Some might say weeks!
Our sourcing experts are internationally trained and experienced in industry leading research methods. The art and science of candidate sourcing is what they know best.
We’re also experts in contacting candidates. We’ve designed our own powerful engine for sending hundreds of email sequences that deliver results: candidates who actually want to talk to you.
Are you looking to fill your recruitment funnel with more quality candidates faster? You can get started with Candidate.Express any time.
50 verified candidate profiles for just $299, overnight. That’s the Candidate.Express promise.
Best Companies To Work For