What is Fractional Recruiting

Why employ the Fractional Recruiting model for your business?

Finding an executive or hiring someone to search an executive has become too costly. Especially when unemployment has been in a downward trend since the financial crisis, finding a full time equivalent for an executive position has been very difficult.

Firms have tried to adjust by giving more duties to existing leadership, but this has a tendency to lead to overburdening existing executives. Again, it’s a job seeker’s market out there. So an overextended executive will eventually lead to an unhappy executive, who will likely jump to greener pastures and better pay.

So what should firms do?

At Vested, we have become pioneers at finding executive level talent at a reasonable cost. We do this with our $999/monthly subscription service. We also do this by recruiting fractional executives for firms who need executive talent but have a limited budget.

It’s great for the following reasons:

 

What is a Fractional Employee?

This term originated in universities and colleges, where professors and university level employees divided their time. Professors often have many interests. They are sometimes needed in government to work on special projects, like consulting on the construction of a Mars Rover.

Or perhaps it’s a professor who excels in Finance thought leadership so he or she is hired by Wall Street to teach at their employee training sessions. Because of their demand, professors work in academia as well as in government or private businesses.

They may lecture a couple of days in university and spend Fridays in Wall Street, teaching CPE courses at an investment bank.

Fractional employees are not freelancers so their job is not based on project completion. They can be retained on an ongoing relationship, so he or she can be an adjunct professor at a local college and provide consulting services to a Wall Street firm on the side. Institutions prefer to retain them on an ongoing basis because of their expertise about a particular subject.

Fractional employees generally forego benefits like 401K or health and dental, but they receive greater flexibility in hours and commitment. Many workers prefer this relationship because of greater flexibility over work/life balance.

Why use a Fractional Employee for Business?

I’ve already discussed how some Wall Street firms often use fractional employees to teach their training courses. Every summer a Wall Street firm welcomes their new associates and entry level analysts into their ranks.

Most often, especially the entry level analysts, have little to no exposure to accounting rules or finance theory. Moreover, working in the financial services industry means passing certain tests to achieve certifications.

Many Wall Street firms hire accounting and finance professors at top local universities. They are already skilled in handling a classroom.

Plus, they are considered the best in their profession. Who better to teach the new leaders of Wall Street?

For the professors, they get paid a lot of money during the summer (when universities are closed) and it becomes an easy routine for them. This relationship works for both sides:

  • Professors get an on-going work without sacrificing their normal duties at a university
  • Wall Street firms don’t have to pay benefits to get top level educators to teach their employees

It’s much more cost effective for Wall Street firms to have this relationship as they don’t have to pay the benefits.

Fractional Recruiting is Excellent for Startups

This employee-employer relationship works very well for startups. For fast growing startups, there’s always a need for experienced C-Level executives.

Often, startup founders are led by engineers or very technical people, or they are led by newly minted MBAs.

For the founders with an engineering background, they have excellent coding skills and product development but lack the financial savvy to attract venture capital.

For the MBAs, they have the financial savvy, but have very little coding and product development skills.

Often, C-Level executives are needed to fill the gap or need within the organization. The technical founder needs a CFO or a Controller to handle the finances and to pitch to venture capitalists.

The MBA founder needs a CIO or Product guy or gal to develop the actual product to sell.

Unlike large established firms, startups do not have an unlimited budget. They often have to make sacrifices. More often, limited capital is used to build the technology and improve the product, leaving very little for recruiting and retention of C-Level executives.

This is where fractional recruiting is a game changer for startups.

By employing a fractional recruiting relationship, a startup can fill the talent gaps within their organization without sacrificing a long term commitment to a particular person. It can be try out for both sides.

The startup can use a fractional relationship to assess if a particular person is the right candidate long term. Conversely, the fractional employee can test to see if there is a potential future with the startup. Since there is no long-term commitment, any side can walk away from the relationship.

Both sides of the table benefit from a fractional relationship

The startup can fill the talent gap in the organization by having an experienced C-Level executive on the team.

Whether it’s a CIO to help build the technology or a CFO to manage the finances, the startup can employ a highly skilled individual to help push the startup to the next round of funding.

If all works out, the fractional employee can be extended a full time offer to fill the job once capital is more abundant.

The employee benefits by building institutional knowledge of the startup. He or she may not have the benefits of a full time employee, but the fractional employee will have a better work/life balance.

Moreover, he or she can walk away at any time if the role is not right. When capital is no longer an issue, the fractional employee will most certainly be at the top of the short list for the C-Level position.

Why Vested is the best resource for Fractional Recruiting?

At Vested, we have a strong history working with startups like care/of, Trustwave, Peloton and Convoy. Their stories and testimonials can be found here.

Moreover, as an early stage startup, Vested also knows the dilemma firms find themselves in when they have to choose between product, technology or hiring talent.

With agency recruiters, they can charge as much as 45 percent of first year salary to find an executive.

This is a non-starter for almost any startup. At Vested, we have a pool of candidates willing to work on a fractional basis.

We provide the recruiting service at an affordable cost, and provide a dedicated member of our support and recruiting team to help with the ongoing relationship.

We understand startups go through various stages of radical growth. We too have experienced the famous “hockey stick” effect of startups so it’s necessary to find the appropriate working relationship with a fractional employee.

The working relationship can be a 60, 90 or 120 day plan, but if you don’t plan properly, the departure of this fractional employee could leave a gaping hole in the growth of your startup.

There’s also the matter of compensation. We can work with you to discuss how best to structure the compensation.

It can be balance of salary, equity or work/life balance. Every individual is different and every company is different. We will work with your company to structure the best fractional employee relationship that makes sense for both sides.

To better understand if fractional recruiting makes sense for your business, contact us for a complementary consultation of your HR needs.

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Why is Time to Fill an Important Recruiting Metric

Breaking down Time To Fill

How can you measure the efficiency of recruiters? Well, it is the time to fill or time to hire that demonstrates how efficient the recruiter is. The long time opening of the job posting indicates the in productivity of the recruiting team. It indicates that the services are disrupted and the current employees are taking the burden of that extra job.

That is why; the accurate measurement of time to fill becomes necessary. The fellow managers should be able to provide realistic time frames in order to fill the vacant positions.

Moreover, the metric time to fill provides an insight into their own strategies, resource allocation and planning of budget. Longer time taken to fill the positions will result in higher cost per hiring.

How to calculate time to fill?

It is a simple calculation that helps in measuring the definite time period. It represents the time taken by the company to fill a position. However, the starting point or the reference point can be any of these three.

  • When the hiring manager submits the job opening for approval.
  • The job is approved by the HR or Finance.
  • The job posting is advertised by the recruiter.

The end of the time is marked by the moment when the candidate accepts the job offer. The starting point can be any as per your company policy but the ultimately target remains to fill the positions and teams consistently.

How to calculate average time to fill?

The average time to fill can be calculated with a simple formula. Adding all the time taken to fill the different positions and dividing it by the number of roles gives you the average time to fill. For example, if you hired for total four roles and it took 10, 20, 30 and 40 days respectively, then the average time to fill is

10 + 20 + 30 + 40 / 4 = 25

The positions that remain open for most of the times cannot be included in the calculation of time to fill or average time to fill. The opened positions will greatly inflate the average time to fill affecting the efficiency of your hiring process.

What is the ideal time to fill?

According to the Society of Human Resource and Management (SHRM), the average benchmark for time to fill is 42 days. It accounts to be 59 in the Engineering industry.

Different companies can have different time to fill irrespective of the efficiency of their recruitment process. You need to calculate it internally for the sake of your company.

How to reduce the time to fill?

These efficient recruitment strategies can effectively reduce your time to fill.

Take a look at the ideas:

Build a candidate database: It does not make sense to start looking for candidates from scratch every time you find an opening. Refer your ATS that may have a list of candidates who have made it to the final stages of hiring. Also, you may have data of the candidates who by chance, applied after the position was filled. This candidate database can be really helpful at the times of need.

Source actively: Passive candidates can help you build a great pipeline. Try to lay a strong foundation and build relationship with them. It will help you at the time of the job opening and you would be able to contact them directly.

Scrutinize your time to fill: Time to fill does not compromise of a single term; instead it is build from different layers. Time to interview, time to send application, phone screening and a few other processes. Analyze how long each stage takes and how can you improve it by decreasing the time taken.

Create an effective referral program: Keep sending the reminders of your job openings to your colleagues and offer your current employees with referral incentives. An email with the job descriptions and employee recommendations can be a great way to remind. The process will help to reduce your efforts on job advertising and resume the process of screening.

Use on-demand recruiting: At Vested, we understand how difficult it is to find the right candidates. This is why we started our company – to take away the stress from candidate sourcing so your HR team can focus on talent retention and other HR internal functions.

You can hire a traditional recruiter and pay as much as twenty percent of the first year salary for every hire. Or you can try Vested’s on demand subscription for only $999 a month.

The talent acquisition leaders need to well-versed with all the techniques to enhance their overall performance and speed up the process.

(photo from pexels.com)

How to source for candidates on Twitter?

Not every high volume pipeline is the quality one, sometimes you get the most potent and active candidates from the most unexpected place.

A few years ago, candidate sourcing was all about posting the job advertisement, visiting job fairs and waiting for the applications on your company careers page, but the overall scenario has changed with the passage of time. The focus lies on identifying the exceptional candidates among the mediocre and average ones.

It becomes a bit easier to identify the more qualified and proactive candidates on the social networking sites and powerful search engines. Twitter is such a place. 250 million current users, growing by 500,000 new users each day followed by 350 million tweets, sound interesting. But is the platform relevant with professional terms?

The third-largest social networking site, Twitter helps you find a variety of candidates based on their locations and topics.

Recruiting by Twitter is identified by one’s marketing and sales target. It is a wealth of data for sure- you just need to know where and how to look.

The huge user base of engaged professionals, hashtag and keyword search-ability, Twitter is quite beneficial as a recruiting tool. The lists help you segregate users into talent pools. Sourcing with the help of Twitter is an art. We have put up this guide that will help you learn how to find the talent. These Twitter sourcing tips and tricks will make you a pro in Twitter sourcing.

Step by Step Approach to Twitter Candidate Sourcing

Start with an exact search: Besides going here and there, it is always advisable to go for your exact demand. Whatever you are trying to search put it in the quotation marks. For example, if you are looking for a software engineer, you can search it as “software engineer”.

Add an alternative search: Alternative search can be done by using OR in between two terms. Quotations marks need to be put on the both terms. For example, “software engineer’ OR “engineer”.

Add an additional search term: The trick can be used for multiple search requirements. Instead of OR you should use AND if you are looking for more than one quality in a person. For example, if you are recruiting for a marketing agent and a social media expert, you can search “Marketing” AND “social media”.

Exclude certain elements: You can even exclude a certain set of search items from your requirement. Simply use the minus sign before adding the required word to your search options. For example, “software developer” –android.

View all tweets addressed to a certain user: Is the username appearing in too many searches or too many people are searching for the user? Well, it is easy to identify this on Twitter. Type it like this to:username (no @ necessary).

View all tweets sent from a certain user: It is easy to identify how many tweets a certain user has send. It can be identified in this way from:username.

Search for tweets near or in a particular location: Twitter makes everything simple. Type in near:location, or near:location withing: 5mi.

Search for tweets between two dates: It is almost impossible to find content between two dates in any other social media networking site. However, Twitter makes it possible. Type in:since 2014/05/02 until: 2015/09/28.

Search for all the tweets that contain a certain link: Twitter gives you access to find the certain links or terms related to the stuff you are looking for. Drive your search by “filter:links”. For example, “social media marketing”  “filter: links”

Find specific content: You can even target the search to a particular source or platform. For example, if you are looking for a social media expert from the source Instagram. For example, “social media marketing”.

The right hashtags play the key role in sourcing through Twitter. Drive your every search with the help of targeted keywords. Prefer to use skill based hashtags like #sales #marketing #Jobs #hiring etc.

Use the most popular and relevant hashtags to gain maximum search results. Even, there are a few hashtag generators that can help you find and visualize relevant hashtags based on trends and analytics.

Engaging people on Twitter can be initiated by striking up a conversation with the potential candidates you may find. Being a social media platform it engages people in two-way conversations.

(Photo by Mohammad Danish from pexels.com)

How to source for candidates on Facebook?

Started with the Mark Zuckerbug’s attempt to create a private network channel for his friends and colleagues, Facebook has a come a long way since then. Currently, it is the biggest social media network in the world with more than 1 billion users.

Your next hire might have been sharing a post or picture on the Facebook right now.

Too many users on a single platform make it ideal for the purpose of recruiting. It has become an easily available space to attract and convert talent into hires. The latest features, the newest trends and best practices, recruitment through Facebook is an interesting concept.

How to recruit employees on Facebook?

Facebook recruiting is not limited to posing jobs online only but there can be a pattern of searching the candidates online proactively and building relations with them.

It develops a mutual trust and you can encourage them to apply for the vacant job positions.

Be direct

Posting the job vacancies directly on your company’s Facebook page can be the simplest option. The ad post will route candidates directly to your Facebook page and, they will take interest in further information  and visit your company careers page.

Interestingly, Facebook provides different customization options for your Company profile. The choices of ‘Early careers’ and ‘Professional careers’ makes it easy for the newcomers to find jobs of their choice.

 

Indirect methods

It is not only the direct job openings but Facebook can be a great platform to promote your employer’s brand and improve your Company’s image. Recruiters post potent information regarding the culture and mission of the organization.

Sponsored ads and buzz words help recruiters to target their audience. It helps them to reach the potent areas that are left behind their approach.

Your current employees are your other potent source for Facebook recruitment. They can be your best advocates in the front of your target candidates. Let them use their Facebook page to express their achievements and their experience at your Company.

Post videos of your office get-together, office day sneak peek, after-work Friday meet up or training sessions.

The pictures will represent your happy office culture and teamwork spirit. The applicants will get an idea about your vibrant work culture. They will have a clear idea what working with them will feel like.

Socialize

This is what Facebook is meant for. The platform gives you space for building relations candidates and networking with potential hires. Recruiters must assign a manager to respond to people’s questions and answer them as soon as you create your Company’s page.

The conversations can be later stepped up to ‘Career chats’. The real time session will motivate candidates to apply for jobs. Also, there are special groups for recruiters which you should join.

Source candidates

Facebook can be a great platform to source for passive candidates as well. You can search for these candidates based on their special ideas and special criteria.

  • Job title – who live near you
  • Job title – who speak a particular language
  • People who work with (competitor)

Increase employee referral activity

Facebook recruitment makes a great way for referral activities. It becomes quite easy for employees for to share jobs and attract candidates on a social media platform. Moreover, they know your work culture, and they already what kind of employees will be the best match to it. They will search the best potential coworkers for them and this will help in building the human infrastructure of your company.

A step-by-step guide

The following strategic step-by-step guide will help you to start with the recruitment process.

  1. Find the potential candidates.
  2. Create a Facebook page.
  3. Share your Company culture in pictures and posts.
  4. Create the job post ad.
  5. Promote your job post ads for free on your page, Company profile and with the help of your current employees.
  6. Take up a small budget and promote your jobs.
  7. Use Facebook live
  8. Create job tabs.
  9. Communicate with the potential employees.
  10. Share specialized content that will help in recruitment.

The Facebook recruitment will help you to take the candidate sourcing process to a complete new level.

Facebook can be the ultimate guiding force to source, attract and hire new employees.

(Photo by Bruce Mars on pexels.com)

How to manage a talent pipeline?

Hiring process is no more the usual old process of posting a job and inviting applications. In this modern era, it has evolved.

It has become much like a talent pipeline where sourcing the right candidate has become easy and effective. It ensures a regular flow so that you don’t have to wait while expanding the work.

What is Talent pipeline?

Setting up a talent pipeline is an effective approach in managing the recruitment process. Although, creating an effective talent pipeline strategy needs lots of efforts, time and careful planning yet, once done it shortens the process of hiring. It enhances your chances of getting the best people. It is much like your own talent pool and you can pick the right talent that matches your requirement.

It is a well-stocked database that can fulfill all your hiring needs of the future. And, that is why; it becomes so important to manage these pipelines.

We have enlisted a few management tips that will help you to manage your talent pipeline.

Develop your internal talent pool

Internal hiring has always been a point of argument. These are the people suitable for your company culture and know you well. Their performance evolution can help you to conduct effective planning for succession. Identify who in your staff possess the critical skill and support you in difficult times of emergency hiring.

There may be a few conditions related to it. Some of your best talent may need training sessions in order to hold critical positions. These are the right people to invest in. They can be your potential successors who can be placed at any position at the time of requirement. They can even provide coaching in the future.

 Sourcing an external talent pool

It can be a challenging task to recruit the external talent. It needs lots of sourcing and networking to create and manage an external talent pipeline. It needs a strategic approach to build and manage this kind of pipeline.

These few tips will help you.

 

Modern sourcing tools will help you find resumes and profiles

Sourcing does not need to be reactive all the time. The modern talent pipelines and sourcing techniques bring you closer to the pool of talented professionals. Keep the contacts in radar even if they are not looking for the job. The modern hiring templates along with the tools make it easier to maintain a relationship with your future talent. Boolean search tool on Google help you find talent effectively.

Keep an eye on rejected candidates

There is much talent who gets rejected at the final step of the hiring process. You can keep them as an option for your future requirements. You know that they are talented enough to pass the initial stages of the hiring such as cognition and screening. Although rejected for a certain position, they can fit in some other position. Show them respect and make sure they leave your space with the positive impression of your company.

Attend events to persuade passive candidates

There are certain events such as meetups, job fairs, university career fairs and conferences that act as a platform to meet passive candidates. It only helps you refine your recruiting pitch and your talent pipeline will keep loaded. Never bound your work with filling current opportunities only but meet the passive employees with equal enthusiasm and future opportunities. Connect with them and try to keep in touch.

Source candidates from their social media profiles

The world of social media networking has made the process of finding the talent easier. From LinkedIn to Twitter to Glassdoor and Facebook, you can keep searching and adding candidates to your talent pool.

Develop your referral programs

Referrals are probably the greatest way to source the best candidates that are talented and adjust well with your company culture. In this case, your employees will be looking for candidates when you will be busy with other tasks. It speeds up your work and your talent pool never loses its grip. Encourage your current employees to refer other talented persons they trust.

Apart all this, employer branding is first step in setting up your talent pipeline. Attractive employers are the pre-requisites when it comes to maintaining your talent pipeline. Make sure to set up your employer brand and be a desirable place people would love to work into.

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Why Hiring an HR Team for a Startup is a BAD Idea

Startups are the most raw and original form of a business. They are hard because they face uncertainty and lack of resources.

They know their destination but the direction and the way towards the destination changes each day. But, they grow as they move.

Hiring, candidate sourcing and growing your people along with the company is one of the toughest challenges you face while growing a business. HR is one of the most challenging and ignored aspect of running a HR. Why it is ignored in the initial years?

One should not hire a full-fledge HR team in the initial years because of the size of their business. Startups are small and they don’t need and afford a specialized team in order to manage their staff. However, these are not the only reasons to not hire an HR team for your startup. Following reasons will further clear my point.

Startups are inherently goal oriented

What is the purpose of hiring an HR team? They do not get numbers for your next quarter. Then, what? The purpose of an HR team is to measure the overall performance of the team and train them according o their potential. They provide strategic thinking to the leadership and support them in their Human resource related decisions. Apart from this, they perform the duties of recruitment. Basically, they are aligned towards the goals of the company. All these point are invalid in the case of a startup.

All these functions are done collectively till the count of the employees reach 50. The whole team remains together in the compact office size. All the potential and strategic thinking is done on the products and marketing. Startups are already goal oriented and they do not need any HR team to direct them towards the goals and orientation of the company.

PEOs provide the backbone

It is the back office operations of the HR that are crucial. They perform the duty of paying salaries, deducting taxes, benefits and withholding the funds. Startups also need to perform all these duties and that’s why they pair up with Professional employee organizations (PEOs).

Instead of creating an HR platform, they outsource all these duties to the PEOs. Outsourcing payroll, health insurance and other things is quite cost-effective and you end up paying nothing as compared to the cost of HR team.

A PEO enters the startup in such a way that it becomes it HR, payroll, benefits employer of record, takes the responsibility of employment tax and every other responsibility of HR. The other day-to-day aspects of the employees are taken care by the startup itself. In this way, the big company benefits are extracted from outsourcing by spending just an inch of money.

Why employees join and stick around

An employee joins a company and lasts there for three particular reasons:

  • The salary and the economic returns they get.
  • Their learning and building process
  • To have fun

Inspite of well-settled and established companies, Startups optimize all these three requirements. And this is why the traditional companies need HR to sell their jobs and buy employees. HR needs to market the benefits of having jobs in traditional companies in order to retain these employees.

Startups are equipped with solving bigger issues and one solution returns in magnificent economic returns. Money does not remain a trouble in such cases. The learning is also a constant process because it involves the things that are new and needs to be established. And the employees have lots of fun in order to create these open-floor plans and implement them.

Startups have people with enormous energy who work in pre-assumed direction with all their dedication. They do need anyone to manage their energy or channelize them because they already do much more than their capability.

Their stamina and enthusiasm simple ends the need of an HR. They do not need voices around them because they keep too busy in listening to their extinct and colleagues. You and your team remain accountable for everything. Their behavior accounts and contributes to the vision of the company.

Each of the duty of the HR can be easily outsourced. It will save you from expanding your space and funds both.

(Photo from rawpixel.com from Pexels)

How to Recruit at a Job Fair

Ever wondered what candidate sourcing is like at a job fair?

Speed-dating I think. The employers meet their tentative employees, at the set time and place, looking for a correct match.

The successful sourcing initiatives are the key to a successful recruitment plan of a company.

Entering into the job fairs with this approach will help you search the right talent in the pool of talent and potential candidates. Job fairs are the right place to entice top-tier candidates.

These few tips will help you to stand out and gain maximum experience at a job fair.

Host a contest: It is quite significant to attract the best talent in a career fair. But, how to do so? The super-strict environment of a job fair can be stuffing and anyone would love to get rid of it. Introducing a talent hunt or a completion will lighten the professionalism and inspire everyone to participate in it. You can ask them to submit their copy of resume in exchange of participating into your contest.

Advertise your presence: A running organization already has a large pool of employees to engage with. Your broader community includes top-tier candidates. Announce your presence in the job fairs via social media and email marketing lists. Provide the specific list of information including location of your booth. Also, provide hints about your special display. Try to show up with a special swag item to create hype in the fair.

Digitize your booth: No one wants to mess with the trail of papers in this time. Try to use digital things for collecting resumes and filling out applications. The digitization of hiring process is quite beneficial to modern recruitment process. Use laptops or tablets to display your recruitment videos, demonstrations and presentations to paint a positive picture of your brand.

Know your roles: Defining the roles clearly is the first step towards the recruitment. It will help you to fill the roles efficiently. Make a sheet that includes the position with all its key responsibilities and daily tasks.

Try to post all these details online so that it can be totally transparent. It will help you set up a mutual beneficial relationship between you and your employee.

Pick the best reps: It is not that simple that your HR team go to the job fair and promote your brand. It is better to send people that will work with the new hires on daily basis. Make sure the most positive, energetic and enthusiastic employees of your organization join the fair and meet new people.

It will help you in two ways. Firstly, your departments will come in direct contact with potential talent, and they will narrow it down as per your own requirement. Secondly, potential candidates will have a direct conversation with your employees and know about your reputation. It gives a first-hand experience to both.

Provide sustenance: Not only creative freebies, you will also want enticing passer-by to munch on your booth in job fair. Keeping candies, coffee, pizza or snacks at your counter will help you to catch their gaze. Being creative can be fun, but sealed and labeled items should be preferred. Something branded will create a good reputation of your brand.

Leverage your wins: Has it ever happened that your company has names as the best places to work in your area? Or has your organization won any nomination in last few years. Do you have a referral from an employee that makes your organization shine? Put all the information on a banner, literature or your backdrop?

Emphasizing your props will help the potential candidates to make a biased reputation of your brand.

Don’t sit: Sitting behind your counter on a job fair is a big no. Stand in front or on to the side of the table. It will intimidate the job seekers especially younger ones. It helps to invite people. Moreover, either sitting behind the table or standing at all, keep smiling. It is first thing the potential candidates will notice about you. It creates a positive aura.

Arrive in plenty of time to set up: One can easily spot a difference between a quick and relaxed work. A neat and maintained counter will simply enhance your impression.

Pick unique swag: Job fairs are about free promotional items. Therefore, it is important to maintain a realistic attitude.

How to source for candidates on Glassdoor?

Glassdoor is a platform that gathers user-generated reviews about different companies and company-life. The best part is the reviews are anonymous. It is much like a Trip Advisor to the HR.

Glassdoor has hugely changed our prospective towards recruitment marketing and company culture. The Google backing makes the platform more authentic and reliable. It has become one of the ultimate job sites for candidate sourcing.

Though the platform started as the employee share feedback to employers, it has transformed into the fastest growing career community online. Employees use it as a trustworthy platform that provides honest information about a certain company and employees.

The smart platform for both employees and employers, Glassdoor has a network of about 24m members and 300, 000 companies in 190 countries. The smart place has emerged as an opportunity for employers to set up their brand. It is a space to gather competitive intelligence and source candidates.

As a recruiter you should know about the best platform to find quality candidates. The well-prepared and qualified candidates make the process of hiring easier as they stick around and tend to thrive.

The candidates at Glassdoor are known as informed ones. They put in their time and efforts into research before entering into the process of recruiting and their chances of being hired are 2x more than the candidates from other sources.

Posting a job at Glassdoor is not enough to initiate the process of hiring. Job seekers look for adequate information about why they are ideal for the position.

We have enlisted 5 ways that will help you to source the right candidate from this platform.

Respond to reviews: The most powerful way to attract the uninformed candidates towards your recruitment is responding to their reviews. A total of 61% of employees admit that their perception towards a company changes after reading the employer’s response towards the company and their policies. Companies that respond to the reviews of their current or x-employees are known to be responsible and caring towards them. It creates a positive image of your company and your chances of getting response increases.

Advertise your job: On Glassdoor, your first attempt decides your way. You should put on ads to precisely target the candidates you need. Your ads will help you to specify the location, industry and role. Glassdoor also enables you to monitor the performance of your ads so that you can make data-driven adjustments. These ads attract candidates the same way a magnet attracts metal. It increases the chances of applications you get and in turn you a get a pool of employees and you can select the right candidate from.

Build a diverse and inclusive work force: Two-third of the job seeking employees admit that they evaluate companies on the basis of diverse workforce. They consider it as an important factor while going through the job offers. Glassdoor allows you to demonstrate the inclusive culture of your company that you foster.

Learn from our best places to work winners: Recruiting the informed candidates is an art. Winning companies use Glassdoor efficiently to attract top talent. These are the real-world examples you can learn from. You can take advice from them or can simply trace their path.

Screen for role fit: You should have a strategy in order to screen the applications. You need to know what exactly you should look for in these applications. The knowledge will help you to quickly surface the most informed candidates in time.

Optimize job titles and descriptions: Job titles are the most appealing part of posting a job. Eye-catchy job titles catch the attention of job seekers immediately. You can take help from Glassdoor account to calculate which the most searched job description is.

Let candidates learn about you: Glassdoor is a platform that gives opportunities to the informed candidates to know more about your company. That means you need smarter work but not harder. Target your audience in such a way that you can provide a personal view of your enhanced profile for up to 4 audiences depending on their industry.

Industry benchmarking: You need to set goals and decide your benchmarks to measure and track your success. You must analyze which channel brings you the maximum candidates so that you can lower your cost per hire.

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Best practices for Recruiting at a University

Student recruitment is one of the most crucial aspects of candidate sourcing.

It’s the best way to tap into the next generation of talent and keep your company’s workforce up-to-date with technology and innovation.

The complex and fast-paced college students become potential sources because of their updates skills and full energetic mode.

Build, develop, manage and maintain campus relations

The successful university recruitment program can be planned over a long haul only. It needs to be built on long-term relationships because no one wants short-term results. Most of the university recruitment programs act as a base of their career centre. Career fairs, job posting services and on-campus recruiting helps you connect with students.

Try to strike a conversation with career centre staff because they can provide you an insight related to the campus. They can tell you about the culture, traditions, specifics of students and their attitude and behaviors. This insight will help you to tailor your strategy.

Career centre staff can further help you to make relations with the faculty and administrators of the college. However, no program can guarantee a career just after the college but the organizations that are into this recruitment never abandon the campus even if they are not hiring.

Set realistic recruitment goals

Before entering any university or college, you need to set up realistic recruitment goals. Your goals should be based upon the demand, supply and all the other related factors. Set your goals based on facts.

You need to calculate the size of the potential pool and gather a good knowledge about the candidates. Also, you need to know about your competitors and their offers. Researching on this upfront will help you to reach your goals easily.

Choose your target schools carefully

Most of the university recruitment program professionals admit that they finalize their targets based upon following factors.

  • List of the major universities available.
  • Quality of their programs.
  • Their experience of recruiting at the particular university.
  • Location of the school.

The planning of all these things requires research and careful tracking. This way you will know that which university suits your organization the best.

Never take a shortcut while deciding on the best university or school. It is necessary for the university to match the technical and cultural standards of your organization.

Send the right people to campus

Have you got the right people to deal with the university students. Would the students like to deal with someone who roams around with a bored face? Will they like to interact with a person who answers everything with the suggestion of checking the website? Will you feel comfortable if the recruiter ask you about a date? All these things will ruin the impression of your organization. Unfortunately, many company representatives have behaved like this with the students.

Choose the best person from your organization to suit this process. Choosing the right person is critical because the representative will represent your company and the potential employees will make a negative image about your brand. Send well-trained staff to represent your organization and sell your brand.

Communicate with students about the process

Students have all the right to know about the steps included into the process of selection and hiring. Keep them appraised what you are planning to do and what they can expect from you. If you have met some students at a career fair, keep follow up with them. Keep in contact with the interns when they return to their universities after finishing work with your organization. It will help you in the future recruitment as you will have a pool of potential candidates to look into.

Measure and analyze your results to adjust accordingly

Keep a track of hires you make but along with this also keep track of the offers you make, acceptance and retention rates. Track your recruiting efforts ROI.

It will help you to identify you strong and lacking points. You will know where exactly you are in trouble and how you can adjust it.

Feed your full-time hiring with internship programs

It is the one of the most effective recruiting techniques of building a relation with the potential hires in the early age of their careers. Internship programs help you achieve better retention and gauge their fit on the organization. Researches prove that the once interns often turn into full-time employees.

How to reduce recruiting costs when hiring new employees?

It is a common observation that the largest chunk of the budget of any business is spent on their operational cost. Imagine how the sack of cost will rise when you will add 10 new employees to your company in a year.

That is why; you need to calculate the actual recruiting cost of your company so that you can later eliminate or reduce it.

Unfortunately, you never get a new hire without spending money. However, it is necessary to reduce the recruitment cost and to work on time to hire. It significantly depends on how you are spending it. The cost needs to be calculated.

Most of the companies only calculate hiring fees, referral fees and advertisement cost but you need to take account of how these costs differ depending on the type of role you are recruiting for.

The cost of the recruitment varies from company to company and region to region. Apart from this, there are many other factors that influence the cost of recruitment like advertising expenses, recruiter salary and bonuses, employee relocation cost, sign-on bonuses etc.

Whether you are sourcing candidates on your own, hiring a pro or employing fractional recruiting, there are 7 techniques that can reduce the overall cost of recruitment process.

Tap into advocacy: How do you choose a restaurant or finalise a holiday destination; you look up reviews online or ask you near and dear ones. Job seekers take the same kind of approach. They ask their trusted colleagues, peers or friends about the impression of employer. They consult their social media network on Linkedin and Facebook and check reviews on Glassdoor and scoop to check with the image of the company.

Encourage your staff about sharing their work experiences on social media platforms if make them feel happy and satisfied at work. It will help you create a good image of your company. That is how; the powerful and inexpensive tool of advocacy can make a change in your recruitment strategy.

Introduce a referral scheme: A referral scheme means that you will set aside a fixed-budget to pay to the employee who refers a new employee to your company. It is a kind of thank you bonus which is provided to current employees for introducing new employees to the organization. This system can be cost-effective in long-term. Employees will only refer people; they already know and are aware of their skills and commitment levels. They are aware of your company culture and know who can fit in the role or not.

Take advantage of social media: It is good for employers being willing to communicate at social levels. It will provide candidates with insight into your world. They will know about your work ethics and culture in your company. This transparency and authenticity will inspire them to believe in your visions.

All it needs is some time spent at the right platforms. Putting together right messages and right campaigns will initiate your interaction with your followers. Rather than reaching to every platform, choose some specified ones to target your audience group.

Use the right tools for your job: Recruitment is all about the tools you use. If you do not have right tools by your side, your cost-effective structure would be hampered. Invest in Robust application tracking system. It will help you to streamline your process. Make sure that all your technology is pulling your organization in the same direction. Money invested in right direction is always paid-off. Moreover, using tools for recruitment purposes will make your life stress-free.

Create a clear and compelling job advertisement: The job advert you create and stumble it on your website, social media platforms and other places is the first introduction of your website to the job seekers. This is a crucial experience and it has to be impressive.

If you want to look out for an efficient candidate, your advert should be well-written without any spelling or grammatical errors. It needs to be compelling, optimized for search and clearly outlining the key requirements and responsibilities of the job.

Make sure to put on genuine responsibilities only. Mentioning “degree required” can make you lose on some potential candidates. Also, make sure to mention the working hours whether your opening is part-time or full time.

These are the small tweaks that won’t cost you a fortune but, it will surely transform your recruitment structure.