Monthly Archives: June 2018

Social Media Tools for the Hiring Managers

Social Media Tools for the Hiring Managers

“Great vision without great people is irrelevant” – Jim Collins, Good to Great.

Gone are the days where traditional ways of recruiting was put to play wherein you put out a job vacancy and wait for the right candidates to come to you.

As a head of recruitment in the modern age, you have to be a go-getter! You have to hunt for the right talent and, once you do, you have to go get them! The human resources a company possesses is one of their greatest assets and therefore you want your hiring managers to be where great talent is- the social media.

Since time is the only resource that is scarce, it is imperative for your team to make use of efficient tools that can address the labour-intensive procedure of finding and hiring great people. Thanks to the advent of social media and cloud apps, we are now exposed to some cool new solutions.

From new and upgraded versions of old recruitment standbys to automated applicant responses, there’s a whole new league of socially focused recruitment tools specially designed for every hiring need. Here are a few to keep an eye on:

The Resumator

The resumator is a recruiting tool that assists hiring executives keep a tab on where their job listings are posted and who’s looking at them. All you have to do is upload a job description on the site and it automatically posts this job opportunity onto various social media platforms such as LinkedIn, Twitter and Facebook. The Resumator then tracks candidate’s resumes and applies its own algorithm to rank candidates on a 5-star scale. It also comes with a Twitter-like “What makes you unique” feature, wherein applicants can briefly explain what sets them apart. This gives you great insights on the candidate’s profile and what he brings to the table!

 

SilkRoad Recruiting

SilkRoad Recruiting enables recruiters to cast a net as wide as possible, providing access to a whopping 6,000 plus job boards. It’s a one-stop shop for job posting and sharing and enables partnerships with Indeed and LinkedIn to help with job posting sponsorship and promotion which fetches your postings a huge number of audience online.

 

JobCast

JobCast enables you to create an appealing Facebook careers page. As the talent that you wish to hire will be active on Facebook as well, it is a great idea to use your Facebook presence to attract them to your company. JobCast enables you to integrate your Facebook careers page with you company’s website and makes it easier for you to create a good-looking, engaging careers page with a user-friendly interface. This also lets your visitors to easily share the job opportunity with their friends online who may be interested in the opportunity.

The Big Three: Facebook, Twitter, LinkedIn

Facebook

No matter how you slice it, Facebook is the biggest social networks out there with more than 1.3 billion registered users! It has proved to position itself as the place to search for people, grow a business, market product or service. With a remarkably high user retention as such, it’s the perfect place to engage with job seekers, offer industry insights and post all your job openings. Facebook also offers companies a “Careers” or “Job Openings” tab right on their page so as to allow candidates to visit one single depository and easily see the job opportunities that are available.

 

Twitter

The next big player in terms of user retention is Twitter. The great aspect about Twitter is the fact that your tweets can be seen by everyone- which means, you have access to a huge audience. The challenge, however, lies in getting the right sort of audience to your content.

Fret not. An easy way of going about doing the same is including relevant hashtags with your tweets. Think of all the possible hashtags that are relevant with recruiting, hiring and job seeking and incorporate the same into your tweets that talk about the various job opportunities. Hashtags like #jobopportunity #hiring #marketing #enginerring and #recruitment. The list may never end. Get creative with your hashtags- you may even incorporate them into your sentences or may even add the location of the job! An example of such a tweet may be:

“#Hiring enthusiastic candidates for a #multinational company located out of #Mumbai. Candidates who are experienced in working within the #marketing domain are welcomed to apply for these positions. Send your #resume to us on youremailid@gmail.com

 

LinkedIn

Finally, let’s talk of the most popular professional networking platform- LinkedIn.  Considered the most frequented social media platform for hiring, LinkedIn, undoubtedly, is any recruiters best friend! Thanks to its paid search tools, you may share different types of content, share multiple job opportunities, hunt and connect with the right talent from across the globe! LinkedIn is a boon for recruiters for a very good reason, indeed.

 

Social media recruiting tools can have a huge positive impact on your recruiting strategy. Of course, winning the war of talent acquisition is no small game but once you’re armoured with the right recruitment tools, attracting your next great hire is just a few status updates away!

 

Happy hiring!

 

What makes hiring for tech roles so hard?

What makes hiring for tech roles so hard?

You have a new job position to be filled up: that of a Senior Data Scientist.
Sounds like you’re going to have to work over time? Or skip a break or two to meet this particular requirement, perhaps?

As a hiring manager, you know a challenge is ahead of you when you’re asked to recruit cloud engineers, data scientists, or any tech related role, owing to their specialised skill set and fierce competition for them in the market!
A recent study in 2017 revealed that tech related roles are the highest in demand in terms of salaries, growth opportunities and postings; with a level of competition this fierce, it’s almost impossible to lure talent on the basis of benefits alone.

What makes hiring for tech roles so hard?

An understanding of what makes hiring for tech roles so complicated is the first step towards deriving solutions for the same. Let’s get to the roots of it without any further ado!

Scarcity of Talent

Scarcity of talent is the biggest reason in this regard. Studies have observed a huge skill gap in the market and has estimated that by 2020 there will be more than a million vacant tech and programming related jobs! Now these, undoubtedly, are huge numbers.
Do we need to consider revolutionizing tech education?

Fierce Talent Acquisition Competition

With a rise in the lack of tech talent, their salaries, too, are on the rise. The big players across the globe are willing to pay tech professionals handsome salaries. This has led to an obvious competition between the multinational companies for their acquisition- the result: a growing increase in tech professionals’ salaries.

While the big players are in a position to afford this sort of talent, start ups, however, are not. The crisis for talent acquisition lie in both the cases.

Candidate Assessment

Assessing a candidate for a tech role is yet another challenge.

It is seen that candidates are assessed using a few techniques like asking them to solve puzzles, whiteboard code tests, Big O Notation quizzes and detailed quizzes of the mystery corners of the language. While the candidate’s aptitude is certainly brought to light with these tests, their capabilities to work within the technical domain, however, remain undiscovered. To put it simply, these tests have zero correlation with the actual job performance and does not work when it comes to assessing candidates for a programming or technical role.

The want for an all-inclusive candidate

Like the lack of candidates with technical knowledge was not enough, companies are expecting their candidates to have possess a combo of emerging technology and keen sense of business as well!

“The challenge lies in not only finding individuals with the required tech skills but also people who can connect the dots to create a positive business impact,” says Harley Lippman, founder and CEO of IT staffing firm Genesis10. “For instance, there has been a focus for the last several years on enterprise data management, big data and analytics. Finding true data scientists continues to be a challenge.  Companies, for a long time, have focused on getting their arms around their data and their disparate systems.  Now the focus is on how to exploit the data to improve business decision-making and to create competitive advantage.”

Everything comes with a price and who know this better than the tech companies looking for the right candidates themselves – and of course, recruiters servicing these giants as well.

For a comprehensive solution to effectively tackle this particular recruitment issue, it is imperative we understood the roots of its causes. And now that we do, it makes it easier for us to come up with combat actions to solve the same!

Happy recruiting!