Monthly Round Up: May's Recruiting Must-Reads

may_must_readsThe third installment of our monthly must-read series covers a variety of topics, ranging from facilitating the overall recruiting process to maximizing online hiring resources. No matter what your area of recruiting expertise, May’s blog offers pertinent information for industry professionals to consider and utilize as needed.

The growing sophistication of technology has dramatically changed the overall recruiting process, from initial talent evaluation to ultimate candidate placement, and the advantages at our collective disposal are numerous. Human Resources continues to evolve at a rapid pace, and it behooves recruiting industry participants to stay on top of the latest trends, professional development opportunities, and ways to process the talent pool efficiently and effectively. Our May edition of must-reads is compiled to help you complete your respective recruiting job faster, smarter, and better. Keep an open mind, search out best practices, and be ready to incorporate what you learn into your recruiting plan.

1. Guess Who Doesn't Fit In At Work?

 Today, many companies emphasize the importance of hiring those who may be a good "cultural fit." However, some organizations have taken an approach to hiring that emphasizes more of a "personal fit" based on outside interests rather than qualities that align with company values. This approach, most typically seen in white collar industries, can often have repercussions – specifically with regard to performance.

Read more of Lauren A. Rivera's argument against personal bias creeping into hiring procedures. Article in its entirety here. Written by Lauren A. Rivera (@LaurenARivera). 

2. The Exact Hiring Formula That Will Help You Find the Right People

Two things can be said about Eric Feng, formerly of Hulu: He was the company’s first senior executive hired and one of its primary architects; and he is a savvy talent evaluator. In an extensive interview with First Round Review’s Editor Camille Ricketts, Feng describes his overall talent acquisition blueprint, from the initial four stages of recruiting, to narrowing down the candidate pool from 64 to 1. Feng’s template is not mere executive opinion, but rather a substantive recruiting methodology that has brought him tremendous success, and offers the recruiting industry a wealth of strategic information.

Rickett’s entire interview with Eric Feng can be seen here. Article written by Camille Ricketts (@CamilleRickets) and originally published on First Round Review

3. CEOs Need to Pay Attention to Employer Branding

 Author Richard Mosley knows a bit about successful brand management, and he offers an enlightening perspective on the importance of employer branding as a tool for talent acquisition. Of particular interest, Mosley asserts that the tech age has created an unprecedented level of transparency for corporate entities via social media.  Additionally, he notes that the responsibility of establishing a strong brand is increasingly viewed as the purview of the CEO and Marketing department, rather than that of Human Resources and recruiters. Mosley believes the onus is on a given corporate entity to aggressively develop and promote its brand within a competitive candidate marketplace, with the CEO as the point person in the branding initiative.

Article originally published in the Harvard Business Review, and written by Richard Mosley (@RIMOSLEY). 

4. Three Simple Steps To Using LinkedIn For Employer Branding

Forbes contributor William Arruda is a firm believer in the power of integrating a LinkedIn program into an employer’s branding strategy, and elaborates on a basic three-point plan:

  1. People
  2. Process
  3. Proof & Praise.

Arruda shows how a bit of common sense added to a focused LinkedIn approach can yield some very positive branding results.

View here for the unabridged version of the three-point plan. Article written by William Arruda (@WilliamArruda).

5. Traffic, Transparency, & Talent Technology: The Future of Online Recruiting

 Author Matt Charney revisits online recruiting and the historical evolution of the job board marketplace. From the early days of Monster to the current status of Indeed, the job board dynamic is shown to be coming full circle, with some variation thanks to changing candidate demographics and technology. The job board concept is still big business according to Charney, with sizable chunks of revenue in play. Though Charney’s opinions are just that (as opposed to hard analysis), he makes some valid points to consider. 

See the article in its entirety here. Article written by Matt Charney (@MattCharney).

6. Winning Over Millennial Talent: Use the Interview As an Employer Branding Tool

Traditionally the evaluation, interview, and hiring process has been company-centric with employers in the proverbial driver’s seat. That balance may have now flipped in favor of the applicant, according to international HR Manager Suzanna Thekkekara. She explains that the millennial mindset is one that views employment as a life experience rather than an all-encompassing end goal. As such, employers must maximize the interview process and sell their respective brand to potential candidates, equally, if not more aggressively than candidates marketing themselves to companies.

Read Thekkekara’s full take here. Article written by Suzanna Thekkekara.

7. 10 SEO Tips for Recruiters

More and more HR professionals are using their websites to reach prospective new candidates. But how can they be sure that their listings reach their intended audience? By understanding search engine optimization basics, they stand a greater chance of reaching quality candidates. 

Some of these SEO best-practices include:

  • Avoiding keyword stuffing -- overuse of specific keywords that can be interpreted as spam or indicative of a low quality site by search engines
  • Research your competitors' linking profiles and find out where they are listed so you can level the playing field in terms of reaching candidates
  • Don't waste valuable company time and resources on software or search engine submission services. They may actually be counterproductive and find your site penalized for use. 

The full list of tips can be found here. Article written by John Edwards in 2008, but was a trending post during the month of May.

8. Data Reveals How Candidates Want to be Recruited 

If you enjoy infographics, and enjoy infographics on recruiting trends specifically, you will certainly appreciate the highlights from the Talent Trends 2015 global survey. Culled from over 20,000 professional respondents in 29 countries, the information is as thought provoking as it is enlightening. You will get into a candidate’s mindset and see what aspects of the recruiting process matter most, as well as those that hold minimal value from an applicant’s perspective. The best way to attract the highest levels of talent is to cater to their needs, essentially giving them what they want, as much as we expect them to give us (and our affiliated hiring authorities) what we want.

View more of the infographic here. Written and complied by Alyssa Sittig (@AlyssaSittig).

9. Few Recruiting Tools Work Better Than a “‘Buddy Hire” Program

An unusual recruiting strategy has been offered by Dr. John Sullivan, where he suggests hiring candidates in tandem, otherwise known as the “Buddy Hire” program. Sullivan articulates various benefits to this package deal, including building a strong pairing between buddies, as well as fostering positive sentiments on the part of both new hires.  

For more on this interesting, albeit unconventional, hiring approach, read the original article here. Article written by Dr. John Sullivan (@DrJohnSullivan).

10. How To Make Sure You Know Exactly Who You’re Hiring

A sad fact of recruiting is that a surprising number of candidates knowingly fabricate aspects of their personal/professional backgrounds. A recent Harris poll reported that 58% of hiring managers acknowledged having found candidates being dishonest on their resumes during the hiring process. Whether fudging a few facts, or downright misrepresenting one’s career, applicant deception can be mitigated by adhering to the following five evaluation strategies:

  1. Go Beyond the Background Check – Utilize broader evaluators (Cognitive or personality assessments, skills tests, etc.)
  2. Ask References the Right Questions – Encourage honest feedback via open ended questions.
  3. Stop Going Through the Motions – Avoid canned interview inquiries.
  4. Trust, but Verify – Get skillset confirmation.
  5. Never Stop Recruiting – Referrals! Referrals! Referrals! 

Learn more about how to avoid being duped by disingenuous candidates by reading the full article here. Original article written by Matt Charney (@MattCharney).

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