Title Search can be a waste!!
So a lot of sourcers still like to search by title. I mean the full title as listed on their job descriptions (JD). The only problem with this is there are a lot of different titles that can be used for the same job. For example you need a developer. You JD say Sr. Developer. That’s great but I have seen several titles that are used that would find you people with the skills you want. For example; Software Engineer, Software Programmer, Principle, etc. If you search on Sr. Developer you are going to miss out on a lot of people. Not to mention the term Senior means different things to different companies. So my suggestion is to not focus so much on titles, but instead on the required skills, you will find you will get the results you want, without limiting and missing out on possible candidates you would lose out on doing a title search.
Job Hoppers = no hire…Really
Yup I said it, and this is going to be one of my most controversial posts to date. First let me start by saying this is mostly for corporate staffing. We all know that Hiring Managers (HM), HR, and a lot of Staffing Professionals(SP) have a bias against anyone who has had too many different jobs in a given span. Heck there are a lot of HMs, HR, AND SPs out there who will not even look at a candidates if they had too many jobs within the same company in a given time frame. Why? They will give many reasons; it shows they cannot commit, if they were that good they would not hop, etc.
Some of their rational is correct, however for every “hopper” were the above rational is correct there is one where it is wrong. There are in fact legitimate reasons for having to hop. For example; bad luck and having companies go under on you, having a hot skill, gaining experience, looking for the right place, RIFs, career enhancement, etc.
The issue is, as we have read and been told by HRE, ERE, the Labor Department, SHRM and many others, we are in a shrinking labor pool. Candidates are getting harder and harder to find, Can we really afford to be so narrow minded and antiquated in our thinking.
The key is you should not judge a person just because they appear to be a “hopper” you need to find out, and listen carefully as I have used these terms many many times in other posts, you need to find out the who, what, were, how and why for the appeared hopping. If there is indeed legitimate reason for it and the candidate sis a good one, you present it to your HM and take a stand. If we as SPs do not take a stand and try to change this kind of antiquated thinking will continue and we will continue to overlook great candidates, and in this every decreasing candidate pool we are dealing with loosing even 1 can be huge.
Mining for Gold that is already there!!
ATS, HRIS, CRM what do all of these have in common? Answer almost every company has them, but most do not use them right. To that end let the mining or more correctly strip mining begin. How many companies have a candidate database(DB) of some kind, filled with candidates no one ever talks to or if they did it was some time ago. For example a candidate who applied 2 years ago, but did not have enough experience, guess what they might now. The question is what to do about all the hidden gold that exist in your DB. The answer is to create a coordinated data mining operation to clean up, and identify talent within your DB. This can be done by your current staffing professionals or outsourced to a third party for information updating and initial communications. The point is imagine all the hidden or forgotten gold/candidates that are there an d just waiting to be found or refound. So like I said let the mining begin
What do candidates really want from staffing process??
What do candidates really want from staffing process? How do they really feel they should be treated? What is good candidate service and satisfaction? These are the questions that staffing professionals have wondered for years. READ MORE!!!
Helping people connect with their Destiny”