The Type of Talent Recruiters Should Be Fighting For

There are certain attributes exceptional candidates have in common, and it’s up to the recruiters to recognize them and fight for them. Not all candidates possess all of these talents, nor do they need them all, but if there are candidates that naturally encompass a few of them, they are bound to become a rising star at whichever company fights the hardest for them. In no particular order, here they are:

Data Cruncher
With big data being at the forefront of a company’s growth, candidates should be able to crunch numbers, analyze data and explain what those numbers mean. This skill proves intuition, analytical abilities and top-notch problem solving skills. You’re not looking for a robot, rather someone who knows what numbers mean, not just what their numerical value is worth.Michael Thomas Executive Search

Communication
All employees, from every company, represent their employer. The best employees communicate intelligently on a social, public and interpersonal level. Whether this candidate is giving a presentation to hundreds, or having a one on one meeting, they communicate sincerely, accurately and professionally. Businesses can’t function without great communication, and it all starts with their employees.

Influencer
This trait comes in many forms. The ability to influence the growth of a business, the ability to influence a group at a meeting, or even the ability to influence the business your company is in. If a candidate can influence, they have the ability to lead. And, if you’re candidate can’t lead, they can’t grow.

Decision Maker
Being able to make a decision, and follow through on that decision, is one of the most admirable traits a candidate can possess. So many others are coy when it comes to decisions because they don’t want to be held responsible if something went awry. Great leaders make decisions, and if they’re the wrong ones, they are the first to understand why and they’re the first to work towards a solution.

Original Article found HERE.

3 Recruiting Trends for 2016

Quality of HireRecruiting Trends for 2016
We’re now in a era of job recruiting where not only can we cross reference a candidates professional references, but we can also investigate a candidates “endorsements” on LinkedIn. We can see who is giving this individual praise for a specific skill or pool of knowledge. Are these endorsers their friends from college, or are they their co-workers and clients? We’re able to get the highest quality candidate as long as we put in a little more effort and utilize resources that are at our fingertips.

Social Network Utilization/Mobile Friendly
In a talentculture.com article, they noted that 94% of recruiters are using LinkedIn, and only 66% of recruiters are using Facebook. Those numbers make sense, but Facebook can be utilized in other ways than simply recruiting. You can look at candidate’s previous places of employment; check what other search firms are doing and more. Get creative! Also, when it comes to recruiting, your website, applications and forms have to be mobile friendly. With the standard desktop computer becoming a thing of the past, your platforms have to be responsive. If not, you’re making it hard for a potential candidate to navigate and use your website, making you look bad, and giving you a 0% chance at landing that perfect candidate.

Being on The Offensive
The previous two trends come together and work as the backbone of this final recruiting trend. In order to find that quality hire, you may need to use those social networks and be on the offensive. Rather than sitting back, and waiting for those quality candidates to float to the top, actively pursue a candidate that might not necessarily be looking for a new position. Maybe you have the perfect position for them that they’ve always wanted. This is a great strategy because it gets your name out there to people who may be on the fence, but also those individuals you reach out to may have a co-worker or a friend they know could be perfect for the job.

3 Tips For Finding Candidates on LinkedIn

As a professional social network for home-office-336373_1280finding quality candidates, LinkedIn has secured its position as top dog. However, you may be using it wrong. With thousands of executive level candidates out there, and more and more joining every day, it can be hard to find an ideal candidate in a timely fashion. Here are some tips that can help you in your executive search.

#1 Be Personable. Talk Like a Human.

This is a must. No longer is it acceptable to send a potential candidate a bland, general, and impersonal automated email or message. If you’re simply copying and pasting the same message to every person you contact, you’re not going to have bland, general and terrible results. Sure, you can use some similar information, like your background, company history, etc. But, when it comes to reaching out to someone, send a personal message about how you found them or questions you want to ask them. The likelihood of a conversation sprouting from a personal message is exponentially greater than that of an automated and impersonal message.

#2 Be Active. Follow Up.

Don’t think you’re pestering someone if you follow up with him or her. It shows genuine interest, your proactive nature and your overall go-getter attitude. This tip is in direct congruence with #1. You have to be personal. Follow up with a sincere message of interest as to why you’re following up and what your purpose of following up is. Let them know you want to set up a teleconference, set up a face-to-face meeting, or simply set up a phone conversation. The more active you are at targeting candidates, the more active the candidates will be to follow up with you.

#3 Be Professional. 1st Impressions Matter.

Sounds cliché, but the outlandish and simply inappropriate messages that often get sent over LinkedIn is mind-boggling. It’s one thing to pick up on similar interests, collegiate background or career history. But, don’t lead with, “Hey man! Great Braves game last night. We really took it to Boston hey?!” And no, you don’t have to portray a posh tone, but use your head. Too casual of a disposition can come off as sophomoric, unprofessional and amateurish. Be yourself, maintain a professional demeanor and gauge your audience.

Making Sure The Shoe Fits

Finding The Right FitThe search for talent has become an increasingly complex challenge as companies scour the globe for the right executive to lead a firm or business unit.

Not only are their needs getting more specialized, but the field of candidates is widening as the economy goes global. Jean Guilbault, co-founder of the Montreal-based executive search firm GXB Leadership, says companies need to change how they view the search process.

The old way of doing things was to “find the right person from your network of contacts,” he said in a recent interview. “Now what we’re looking for is a business solution.” Instead of trying to find the right individual, it’s all about asking the right questions, he says. Companies need to identify what challenges they face — whether it’s growing the business through acquisitions, restructuring, downsizing or productivity — before looking for a person who can contribute to those goals.

Read the full article here.

Written By: Peter Hadekel, Special To Montreal Gazette
Montreal Gazette

Mobile Job Recruiting

The job recruiting arena has changed tenfold from where it was a few years ago. No longer is “casting the widest net” an intuitive, or effective approach. Finding the specific candidate takes a specific approach. The Internet is by far the most effective tool for finding those perfect candidates, but how you use the Internet is where the effectiveness lies. As mobile phones and tablets surpass desktop use, executive search firms need to adapt their online advertising, marketing and overall presence to become mobile friendly, properly search engine optimized and much more.Mobile Recruiting Strategies

Jay Barnett, from Recruiting Trends explains 6 tactics to improve your mobile recruiting efforts:

1. Make sure your careers portal, if not your entire website, uses responsive design. This gives web pages the fluidity to scale and reorganize to fit any kind of screen, while still looking sharp.

2. Make it easy for candidates to upload résumés from a mobile device. At DT we allow people to upload directly from LinkedIn, Monster.com, Indeed, Dropbox, Google Drive, Box or OneDrive. Note that this also ties mobile in with your social media strategy. Alternatively, candidates can copy and paste, or provide a URL to an online version of their résumé.

3. If you use questionnaires, provide radio buttons rather than pull-down lists. Not only is this easier for mobile users, but it also readily displays all the available choices.

4. To keep up with emerging best practices, do what you probably are doing already: monitor blogs and white papers from leaders in the digital recruitment space. There are webinars available as well. And here’s a unique idea: get feedback from candidates who are mobile users.

5. To ensure online images translate well to a small screen, use CSS (cascading style sheets — your IT team will know) to fit images to scale. You want to be sure images aren’t set to a fixed screen size or allowed to default to their “native” size.

6. Videos are relatively easy, thanks to services like YouTube, Vimeo, Viddler, and others. They provide “embed codes” that handle scaling for multiple devices.

Above all else, make sure your website and online initiatives are built with responsive design. So weather someone is looking at your site on their iPone, iPad, desktop or laptop, everything appears flawless and navigation is simple and easy to use. Take a look through our website on multiple devices, it’s a 100% responsively designed website.

Read Jay Barnett’s full article here.