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Tag: Hiring (page 2 of 8)

Are You Recruiting Proactively vs Reactively?

Are you recruiting efforts proactive or reactive? As I asked that question to many recruiter friends, most would say that they are definitely proactive. After all, they spend countless hours at events to get candidates to apply. Then they comb through resumes to filter for the candidates that best fit their needs. For some conversations, I can see the point when they realize that they are only screening the resumes they receive. They “react” to whatever resumes are submitted to the posting. Then they ask themselves whether or not the right candidates are applying. They see how they can become more “proactive”.

Another way to put this would be to imagine that your job is to find the best apple in the orchard. You want a sweet, tasty, juicy apple. However, you can only make guesses based on what you see on the outside. You want an apple that is big, but not too big. Red, but not too red.
You have two choices:
Going into the vast orchard and finding potentially perfect candidate apples.
The other is to go into a basket of apples that were randomly put there by other people.
Which option would you choose?

When I was the lead of the undergrad campus recruiting program for one of the big four consulting companies, we were often at the mercy of the quality of the candidates that applied. We hoped that our info sessions and branding got some good candidates to submit their applications. However, it wasn’t until we decided to go more proactive with our efforts that we saw more fruits of our labour…

Reactive recruiters often choose the basket option. Posting a job on their corporate website and job boards. Then hoping the right candidates will apply. To “be proactive” and increase their chances of having better “apples” in their basket, they run info sessions, go to career fairs and networking events to encourage the right candidates to head into the basket. While these activities may seem proactive as they are out in the market, they are really at the mercy of whoever decides to show up. They pick the best apple in the basket. Which might not be the best apples in the orchard.

For me, the challenge of reactive recruiting was magnified when recruiting for a not-for-profit. The not-for-profit has a much less known brand and fewer resources to react to the candidates, let alone be proactive. We weren’t able to attract as many of the right apples into the basket as we wanted.

Proactive recruiters will often choose the option to go into the orchard. They look at their contact list and past connections to see who might be qualified. They leverage platforms like LinkedIn to actively search for qualified candidates. They leverage their networks to crowdsource candidates. they’ve already built, to cast the net wide in search of the perfect candidates. They go into the orchard and fill their baskets.

Keep in mind that the orchard is huge. It would take much too long to search each tree in each part of the orchard on your own. Or it would be too costly to hire other “apple searchers” to search around the orchard where you haven’t looked before.

However, keep in mind that past searches can be an investment. You might find that certain parts of the orchard have better trees. Those trees tend to yield better types of apples. Also keep in mind that you could also create some magical magnetic properties of your basket to allow apples to be attracted to your basket. You’ll just need to take care that the apples you’re attracting are the right ones.

To be proactive, we still did info sessions, BUT we also started implementing referral programs to crowdsource the apple search. As the saying goes “birds of a feather, flock together”. So if we hired them, they’ll likely have friends and acquaintances with similarly attractive characteristics. We looked to have our coops become our brand ambassadors to help spread the word on their great experiences. Great experiences seem to attract “tastier apples” (yes, the analogy gets a bit weird here, but you know what I mean).

We looked to reverse-engineer where our best candidates came from or correlating attributes so that we could hunt in that part of the orchard and look at those trees.

We judged and sponsored case competitions, hackathons and other events where we could see candidates in action. After all, the best-looking apples (according to their outward resume), aren’t necessarily the sweetest or juiciest.

We look to find more innovative proactive search and attraction methods.

So as you think of all of the work you’re spending to screen your apples, take a moment to think whether you’re spending the time to make sure the right apples end up in the basket in the first place!

 

About the Author

Luki Danukarjanto is Toronto’s youth career coach with a goal to make Toronto the mentorship capital of the world. Published author of “SIWIKE Stuff I Wish I Knew Earlier, educator, youth startup advisor, dad. Career catalyst, “personal trainer for careers” and DJ for personal/professional development with goals to elevate education, weave mentorship into the fabric of society and positively impact a billion people. Former Senior Manager Tech Consulting with Deloitte and undergrad campus recruiting lead. Connect with Luki on LinkedIn​.

Bridging the Gen Z Gap: Understanding how to help recent graduates successfully transition into the workplace

Bridging the Gen Z Gap: Understanding how to help recent graduates successfully transition into the workplace.

Throughout my 15+ years as a recruitment professional, I’ve always had a special place in my heart for helping new grads transition into their first corporate role. A deep desire to help them land their first job was a result of my own experience struggling to find my way in the world.  I want to share the personal wisdom I gained and help them successfully grow their careers through mentoring and coaching support.

What have I observed?

The challenges new graduates face have not really changed from Gen X, but in the last few years, I’ve observed, firsthand, a much larger disadvantage for Gen Z during this major life transition.  Gen Z is often confused as an extension of Millennials, but they are distinctively different.  They are the first generation to never know a world without wifi, social media, and instant gratification.  They were part of a democratic school system and households, where there was no traditional hierarchy of power and consequences, everyone was a winner and there were no losers or failures. Probably the most impactful trend was that they were a generation that was highly overscheduled and constantly stimulated, not allowed to be bored or unhappy. Boredom is critical for imaginative play/thinking, and learning to deal with negative emotion, is an important psychological coping skill.  The absence of learning to manage emotions and stretch brain muscles is likely the root cause for why overall, Gen Z struggles with much higher levels of anxiety and depression. They lack the resiliency to face the world that is run by Millennials, Gen X and Boomers.

What can educators and employers do to help bridge this gap?

First, understand, it is not optional. We must help Gen Z with this transition into the workforce, because having them tough it out (as we might have had to), will lead to a higher level of mental illness, in a generation where mental illness is already significantly higher1 and a future workforce that is not as productive.  Second, seek to understand their perspective and then give them the support and tools to empower them.

For employers, onboarding is important. On-going clarity of your expectations of them, and how they can own their own development and successfully navigate their career, is even more important.  They likely expect that they will be given continuous direction and rewards, and you will drive their career for them – so showing them they own their success and happiness is step one.

For educators, provide insights while they are still in a learning environment, on how to prepare for this critical life transition. Soon-to-be grads are on the brink of one of the most challenging transitions they will face.

So, what is the secret sauce?

Interestingly, the ‘secret sauce’ would likely help all of us be happier, in a world where we all spend less time being present than we should.  To fully accept the present moment as it is, without judgement, is the foundational skill I teach new graduates through learning mindfulness. It is the basis from which all else will follow.  Next, I help guide them in clarifying their purpose and values from which they will decide their goals, and where to focus their attention and talents.  Research reinforces that understanding personal values is paramount for career success; the least committed leaders are those who understand company values,  but not their own.2 So, first, learn to engage fully with the present moment, and then integrate purpose and values into being in all aspects of their job search (interview, personal brand), job performance, and career development.  A natural consequence of mindfulness and purposefulness is happiness – in both our professional and personal lives. Happiness is self derived, rather than an expectation for others to provide.  Moreover, mindfulness helps build resiliency, so that when failures or disappointments happen, they won’t be devastating.

What’s in it for me?

Once Gen Z is thriving and finding the right ‘fit’ in a company and on a purposeful path, we will start to see a big reward ourselves.  They will overperform, as they are driving to be a part of something bigger than themselves.  They will be extremely loyal, and unlike Millennials, will want to stick around for the long haul with your company.  They will give back and want to mentor others recent graduates entering the business.  As you can see, the dividends greatly outweigh the investment.  It really comes down to your willingness to help this generation bridge the gap!


1 American Psychological Association – March 15, 2019, Mental health issues increased significantly in young adults over last decade

2 James M Kouzes and Barry S Posner, The Leadership Challenge 4th edition


 Bio:

Lana Burton is a talent acquisition executive and founder of Be META, an organization that helps Generation Z to recognize and realize their potential.

As a working mother of two, she knows how to connect the intimate needs of others and still make time to do the work that we all need to do within.

Connect with Lana on LinkedIn or via email at Be_META@outlook.com.

TalentEgg launches Canada’s first candidate showcase featuring video profiles allowing students and grads to communicate strengths beyond the resume, improve visibility and directly connect to employers

FOR IMMEDIATE RELEASE Aug. 1, 2019 (Toronto, Canada). TalentEgg is pleased to announce Canada’s first talent marketplace featuring video-based features allowing candidates to introduce themselves beyond the resume and get noticed by employers. The platform helps Gen Y & Z candidates to tell their story in their own words by providing convenient, easy to use functionality that allows them to record their video introduction, upload their resume, and respond to interview requests from employers, from any device, on their schedule. With the TalentEgg Candidate Video Showcase, recruiters and employers now have the ability to search the job seekers’ video profiles with resumes and invite them to a video interview directly from the profile.

Video interviewing is now a mainstream assessment method in recruitment and student and grad job seekers are practicing and developing their digital interviewing skills while at University and College. Now they have an opportunity to put those skills to work in the real world and on their own terms on a platform where they can control their own message. The TalentEgg Candidate Video Showcase offers the candidate the ability to upload their resume and record a video introduction directly into their personal candidate profile. They can include a descriptive paragraph about themselves and credentials which are displayed to the employer and is searchable based on location, school, year of graduation, program of study and preferred industries, or by relevant keywords.

“Employers are looking for more efficient methods to recruit and interview graduates and improve campus recruiting efficiency. Students and grads are looking for new ways to get noticed by employers outside of traditional methods. Schools are looking for more ways to help their students and grads make the transition from school to work effectively by showcasing great candidates to employers of choice,” says Mary Barroll, President of TalentEgg. “TalentEgg’s Candidate Video Showcase brings all of these features and capabilities together at one digital job marketplace destination. We believe it’s a real win-win-win and an exceptional opportunity for schools, employers and job seekers alike, and a gamechanger in the campus recruitment space.”

“The resume is no longer an adequate tool for representing the potential that candidates can bring to the workplace. Job seekers are increasingly frustrated with their inability to differentiate themselves in their job search. They are eager to share more about themselves by answering questions and sharing other aspects of their character that, in the case of students and graduates, can supplement their sometimes limited work history,” says Catharine Fennell, CEO, videoBIO. “We are pleased to provide the video technology to support TalentEgg’s job marketplace to advance connections between employers and job seekers.”

To learn more and add a profile visit https://talentegg.ca/register

For more information please contact:

Mary Barroll
President, TalentEgg Inc.
Mary@talentegg.ca
416-358-3991

Natasha Reichen
VP of Operations, TalentEgg Inc.
Natasha@talentegg.ca
416-875-8055

Your Complete Guide to Canadian Campus Recruitment

The eighth annual TalentEgg National Campus Recruitment Excellence Awards and Conference took place on Wednesday, June 19th, 2019 and we are happy to say that it was an egg-cellent day of learning and collaborating on best practices in student, new graduate and early career recruitment. The TalentEgg Awards and Conference marks a moment when employers, nonprofits, campus recruitment professionals, and career educators come together for a day to discuss different approaches to support youth employment and professional development. We would like to sincerely thank everyone who joined us for the event, and we can't wait to see you next year!

All Awards and Conference attendees got to take home our 2019 Guide to Canadian Campus Recruitment. This valuable resource gives employers and HR professionals crucial insights into recruiting Gen-Y and Gen-Z job candidates, including best practices, tips on how to use social media effectively, and what matters most to students, new graduates and early career professionals when it comes to starting their careers.

If you missed out on the conference, you can still access TalentEgg's key findings from our Gen-Y and Gen-Z research and recruitment insights gained from our work with the Student Judges of the TalentEgg Awards! We’re offering a free digital download of the 2019 Guide to Canadian Campus Recruitment right here!

Here’s a sneak peek of what you’ll find in the 2019 Guide:

  • Candidates' recruitment pet peeves
  • Why your employer brand needs CSR
  • Unique experiences to develop your future talent pipeline
  • Connecting with early-career professionals
  • Why and how to connect online with potential candidates
  • How your recruitment efforts can be everywhere, all at once
  • The importance of continuous learning and incorporating it into your onboarding
  • …and more!

Get your free copy of this essential resource!


2019 Guide to Canadian Campus Recruitment

Please complete the following for access to the free download.

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