Old tech made new
Social media has long been used in recruiting job candidates. But some companies are trying
to connect with candidates through social media in interesting ways. Amazon, for instance,
is recruiting engineers by posting advertisements on dating site Tinder. Another communication approach that shows great response times and immediate reactions is a targeted
Texting is far better than e-mailing, if done properly. A couple of benefits are that people
expect that there is some relationship if you have their cell number. The candidates also can
communicate on their own time, even between tasks.
Recruiting videos still can be used on Snapchat, You Tube, LinkedIn, Facebook and some of
the other social media venues. Those videos just have to be content rich and authentically
engaging. By having team members and managers video message your prospect pool using
simple messaging like “less touches to files” as part of the job description, you can subtly
suggest that your file flow is more efficient, for example.
Basics still matter
It’s not easy to find the ideal candidate, but technology is terrific in helping to identify
the right people. Still, some recruiting techniques are time-tested for a reason. Sitting
one-on-one in the same room and holding a conversation with a candidate can lead to
assessments of body language, eye contact and general confidence.
When time pressures and distances make it difficult to be in the same room, try using one
of the many video-conferencing programs to conduct an interview. That can help pick up a
lot of cadences, voice deflections and off-the-top quips. It also can show how the candidate
presents themselves in real time.
Hunting for passive candidates — those currently employed — is always a smart decision. These candidates take the least amount of ramp-up time. They already understand the
business. And they often don’t need the wining and dining and all the frivols. They’re just
looking for the facts on your business to determine whether they’ll make a move.
Your current employees probably know some of these passive candidates. They are often
past coworkers — who could become great coworkers again in the future. n
Jeff Jensen is a recruiting specialist and author as well as a past president
of the Washington Mortgage Bankers Association. Over the last 30 years,
Jensen has held positions as president, principal as well as senior and executive vice president in the mortgage business and other industries. This experience has allowed him to see the wide spectrum of recruiting techniques
that work. He is the author of the recently published book “What A HOOT! Let’s Recruit!”
Visit hootinrecruiting.com. Reach Jensen at email@example.com.
138 Scotsman Guide Residential Edition | ScotsmanGuide.com | July 2018
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