• http://www.betterweekdays.com Mona Berberich

    Hi James,
    great article. “The online recruiting world is a noisy place” is to the point. The solutions that you have presented all lead to one thing: Personalization. The more we will be able to individually tailor our sourcing strategy, the more successful we will hire high quality talent. Being personal, authentic and empathetic is what will separate the wheat from the chaff!

    Best,
    Mona

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  • http://www.verticalelevation.com Carol Schultz

    James: Good post. Thanks for sharing the recruiting videos, none of which I’d seen. I think the Twitter one is very effective. The one from Deloitte got closed within the first minute. Too dry.

    More importantly, however, is what do the recruiting processes actually look like once a candidate decides to submit a resume? And let’s not forget, when you’re a bit name in the industry it’s ever simpler to attract talent when you’re using the “post and pray” technique.

  • Alexia Saoulli

    Hi James, great post. Short and to the point. Some good ideas about how to stand out from the crowd which is becoming increasingly more important in today’s ‘noisy’ world. Also loved all the embedded videos. The Twitter one was by far my favourite. It actually made me laugh out loud.

  • Keith Halperin

    @ James. Thank you.
    ISTM that instead of spending time and money (either internally or externally) on creating and sending an expensive video flag up the flagpole and seeing who salutes, you could spend a fraction of the money and begin almost immediately directly going after (sourcing) people who are right for your positions. This method is much more proactive and within your control.

    Cheers,

    Keith

    “Half the money I spend on advertising is wasted; the trouble is I don’t know which half.” – John Wanamaker, considered by some to be the father of modern advertising and a “pioneer in marketing.”

  • http://karmahire.com James Clift

    @Mona Thanks! Personalization is essential. I think the next step is automating some of that personalization (which seems counter-intuitive, but the technology is getting there). Having that personal connection is an amazing way to stand out.

    @Carol thank you! The next steps are to of course have the internal processes align with the external message. Candidate experience reigns supreme.

    @Keith Fair point. Direct sourcing is definitely more…direct? But I do think a combination of both can be extremely effective. When sourcing, you still need to convince great candidates of the opportunity. Having content (whether its videos, blogs, or photos) that backs up the story you’re telling could be what makes them respond to you out of the dozens of messages they get every day. You’re still competing with hundreds of recruiters with the same tools. I’m of the opinion that if everyone is doing the same thing, being different does pay off.

    And sharing great content doesn’t need to be expensive or time consuming – Instagram and blogging are both free. If you have people who use these tools effectively, it’s not pricey. If you’re paying an agency, that’s another story.

    Thanks for the great comments!

    James

  • Keith Halperin

    @ James. Thanks again. If you have lots of resources (time, money, people), a multiply-focused approach could be very effective. However, how many companies have lots of resources available, particularly now?

    “You still need to convince great candidates of the opportunity.”
    That’s the point, James. Most companies CAN’T GET great candidates because they are neither great companies nor have great positions to offer them. PERIOD.
    An effective campaign (again if you have lots of time, money, people to devote to it) might help a 70th percentile company more easily get mid-upper 70s percentile people, but it won’t get get them the “Fab 5%” (95th percentile) people. if you REALLY want to differentiate yourself from hundreds of recruiters with the same tools chasing the same “Fab 5%”, use the Corporate Desirability Score (CDS, http://www.ere.net/2013/02/15/recruiting-supermodels-and-a-tool-to-help-you-do-it/) and go after the people you CAN reasonably hire- that shouldn’t be too hard….

    Cheers,

    Keith “Let’s Be Realistic” Halperin

  • http://karmahire.com James Clift

    @Keith thanks for the article, very compelling read. I agree that if you’re neither a great company nor have a great position, recruiting the best is not possible (or necessary). I do think that many companies can punch above their weight class by putting more resources behind a campaign and really courting those top folks. Hopefully the 70’s can at least land an 80 if they put in the work!

    Best,

    James

  • Keith Halperin

    Thank you again, James. Well said.

    Cheers,
    Keith

  • http://www.linkedin.com/in/jacobsmadsen Jacob Madsen

    James, good article, One of the best examples of how to engage with IT developers I have seen (and actually applicable for almost any other industry as well) is guide made by StackOverflow.
    @Keith, totally agree that if you have an unattractive company that no one wants to work for, then however much banging the drum and pushing content will do little.
    On subject of cost and that being a hindrance. Look at the by James quoted Inside look at Google. It is highly likely that it was professionally made, but it could in fact have been made with a flipcam, a mobile or other low cost device. If we focus on the subject of being authentic, being what appeal to most and what comes across as most trust worthy, then the big expensive and constructed campaigns are not the way to go. Look again at the Twitter video, again totally simple and likely made for little money. Fact is that little and simple can do it and often works best. For me I am mostly in awe of those places (and there are actually many of them) that manage to do a huge amount with little or next to nothing budget, and as is shown that is what works, what appeal and create ROE. Content is probably the simplest thing to create once you know how, but you do not need big fancy agencies, budgets or the like, all that is required is sitting down, thinking it through and then doing it.

    Jacob
    ‘Simple does it, and simple does it best’

  • http://www.linkedin.com/in/jacobsmadsen Jacob Madsen

    Just to follow up illustrating what written about earlier about simplicity
    This by now a classic in the UK and when created in 2005 received more hits that a n y corporately produced PWC video.
    Watch it as well as the by now well known Dollarshavedotcom and have your toes cringe, and/or marvel in what can be done with not much else than fantasy and will:
    PWC:
    http://www.youtube.com/watch?v=56pAdTGHoqc
    Dollarshave.com
    http://www.youtube.com/watch?v=ZUG9qYTJMsI

  • http://karmahire.com James Clift

    @Jacob. Thanks for the reminder of the Stack Overflow guide, definitely a go-to!

    Agreed that if you have the personality and the talent, its not hard to make great videos inexpensively. The Twitter video was made by a few employees on a day off I believe, and it was extremely successful.

    Thanks for the video links… that PWC video is hilarious!

  • http://www.wardtechtalent.com Mark Byrne

    Great post James. It reiterates the fact that it’s just as important in the recruiting industry as any other to generate compelling content & differentiate your brand from competition.

  • Keith Halperin

    @ Mark: As James wisely said, good content, etc. may help a company do a bit better than it otherwise would, but fundamentally, “you have to be great to get great”. It’s important to HAVE something that differentiates you from the competition, and not just pretend to the world that you do. Most companies DON’T and their hiring managers continue wonder why the “Fab 5%” aren’t beating a path to their door.

    Cheers,
    Keith

  • Ramesh Chowdarapally

    Very informative content. Thank you.