Are your recruitment processes outdated?36 min read
Are your recruitment processes outdated?
Webinar held September 13th, 2018.
Adrie Smith: Hi everyone. Thanks for joining us for our first Recruitee webinar. Yeah, we’re super excited, we’ve had over 250 people join us today.
So, you guys are here today to see if your recruitment processes are currently outdated. This is a massive subject, thankfully we have Rebecca Clarke here to join us. Let me just give you guys a brief introduction to us, to your hosts.
My name is Adrie Smith, I’m the Content Marketing Manager for Recruitee. I’m responsible for the blog and hopefully the insightful stuff that you see there. If you haven’t heard of us at Recruitee before, we are an ATS that’s designed to help make collaborative hiring a reality for you.
And also, as I mentioned I’m joined here today by Rebecca Clarke, she is our talent acquisition manager. She has years of experience recruiting and has successfully hired hundreds of people. And she’s actually currently in the process of optimizing our own recruitment processes here at Recruitee. So, we thought we would kick off.
So, we’ll just go through some of the processes and why this is important and some actionable tips for you guys. But we’ll also leave some room at the end for question and answers. So, if you have any burning questions leave them in the questions section and we’ll get back to them at the end.
First things first. Human resources isn’t a thing that we do. It’s the thing that runs our business. So, the reality is HR and recruitment is often seen as a support function. We really want to change this perception. We believe that like other parts of the business are optimizing their processes, we should be optimizing ours as well. So, we wanted to make that a reality and first things first, comes kind of addressing these old processes that have kind of stayed in the recruitment section for a really long time and need to be optimized. So, we have Rebecca here to talk about this.
Rebecca Clarke: Yes, it’s fantastic. I really believe in this. Sometimes people do see HR as a back office function. But in reality, recruitment and HR are all about people and it’s about the people that we hire and the people that we attract that drive our business and make our businesses so good.
So, okay I’ll take you through our thought process. We spoke a little bit before about the processes and we decided there are a few that are quite outdated. First things first, I think having standardized processes is outdated. I mean, it’s so easy as you mentioned to fall into a bit of a rut if you’re doing the same processes over and over again, and if you think you’re getting some success but honestly, it’s really time to scrutinize your recruitment process. Is it just the same linear bar from the requirement to hiring? Then really, you need to look at that.
And the next one we chose was “limited employer branding” and so for this one, I know it’s such a huge topic and it is bespoke a business. But having a strong employer brand is super important. So, we’re just going to touch on a few things that would really aid your employee branding.
Another one is the one-man band complaint. So, as you put down it’s that “exclusive hiring responsibility”. This is a big one and I mean, it is outdated, but it’s still happening. There’s so many benefits to a collaborative hiring process. So, we’re going to run through those. As you know, getting hiring managers and team members on board can be a bit tricky. So, we’re going to have a few tips on how to do that.
And lastly [chuckle] but definitely not least is “candidate communication”. So, this is again, comes from the fact that experiences are so important these days. And it is down to the recruiter to give a positive candidate experience and lots of that is at every touch point with the candidate. So, candidate communication has to be strong. The best recruiters that I know are the ones that always check in with their candidates. If it is a month process, you tell them “it might be a bit longer, the hiring manager is in holiday.” Just check in. The good, the bad, the ugly, let them know.
Adrie Smith: And of course, outdated recruitment processes they don’t just fix themselves overnight. So, of course it’s important to realize that what we aim to do here is give you actionable tips that you can start working into your day to day, with the eventual aim of going to a more optimized process.
Rebecca Clarke: It definitely does take time, and these are not overnight fixers. But it’s just the kind of amalgamation of all of these tips to make you a better recruiter.
Adrie Smith: So, first one, it’s a big one, “standardized recruitment processes.” When you say “standardized recruitment processes”, what do you mean by this and why are they outdated?
Rebecca Clarke: I would definitely say it’s an outdated process just to see all hiring as the same, as I mentioned. So,you need to be finding out the need to all the way through to hiring. Is it the same? Is it the same for every single job? Is it the same for every single applicant? I mean recruiters are normally creative types. We need to be creative. You don’t have to wait for a need, recruitment needs until we start attracting candidates. It should be more of a sphere, kind of attracting a lot of people.
So, I was kind of thinking it’s time to take a step back and look at all of your open jobs. So, fist of all start at the job descriptions. Are they always the same? Are they always the same format? Do you always just get them from a hiring manager?
So, when I sit down with the hiring manager and go through the requirements of the role. I always ask: “Can you kind of be a bit flexible with that?” Also advertising, it is quite standard when you have a, when you’re given a job just to post to all of the same places that you know.
So, it’s really important to target them. So yes, customize your recruitment process per position and you know occasionally it can be per applicant as well.
Adrie Smith: I feel like that seems quite intense to have to customize per applicant.
Rebecca Clarke: Yes. I’m not saying customize per applicant but I’m saying in certain cases you need to be flexible. And so, it’s about balancing that flexibility. If a candidate comes through the ATS and he’s java developer, for example, and he’s in the late stages with some other companies nearby. And you’ll look at the next steps. He’s not going to go have time to go through all of those. Say “can you mix the cultural interview with the tech test” and just do it on the same day. So, there’s certain places where you have to be a bit flexible so you don’t miss out on talent, really.
Adrie Smith: So, I used to be a recruiter and of course, I realized that recruiters are very process-oriented in general, at least from the background that I come from it was very process oriented. Are standardized recruitment processes always negative?
Rebecca Clarke: Oh no, absolutely not. They’re not always negative. I’m just saying sometimes you need to have a bit of flexibility. I mean standardized processes can create repeatable success, if they’re good. If you found a niche and it’s good.
But I would always say don’t be afraid to test things out, test out on a new job board, test out a new platform, think of advertising somewhere else. Yeah, try it. I think it’s all about, as we mentioned at the start, evolving and kind of optimizing the hiring process.
Adrie Smith: Right. So, how can you solve this particular issue? You’ve talked a little bit about flexibility, also about kind of respecting the process. How can you actually make this fix work for you in your day to day?
Rebecca Clarke: Yes. So, as I mentioned it is balancing process with flexibility. So, when I mentioned job descriptions. So, are you using the same job descriptions that a hiring manager has handed to you? I mean, you are a recruiter, this is your job, you’re the creative one. Think about what candidate will want to read. Make it exciting. Make it engaging but put in the job description why it is great to work here. Kind of paint a picture of what the role entails as well, which is really interesting. And also, I see lots of very stiff job descriptions [laughter].
Adrie Smith: We’ve all seen those.
Rebecca Clarke: Exactly and sometimes I get it. But when you can, be more flexible and use a human-friendly tone, do it. Because at the end they’re going to read your job description and if they’re lucky, they’re going to come through and speak to a human. So, it’s kind of important for everyone, really.
And the next one when I mentioned job requirements, you should have a qualification with the hiring manager from every need that comes up. Even if you know this role, you’ve done it, you still need to have that job qualification. And also think about setting realistic requirements.
For example, if you have a sales role, do you really need someone with a set two years experience? Or can you go for a more junior person of six months, one year and train them up? I mean, the number one question lots of complaints are for people leaving is there’s no progression. Hire somebody junior, you don’t have to have that complaint. But I know it’s per position as well. So, if you’re hiring a CFO then probably can’t be too flexible. But [laughter] in some cases. So, kind of upscaling new recruits is a benefit to your company and they would be more grateful, and they would be better retained.
Adrie Smith: It also requires flexibility with your hiring managers.
Rebecca Clarke: Yes, definitely. I mean it’s good to have a good relationship with your hiring managers, so you can push back on them. You can say “hey this candidate has six months but will be brilliant” and I think as long as you gain their trust then you can do that.
I think another fix as well is, as I mentioned, when you’re advertising for certain roles, say if you have a development role or if you have an intern role you’re not going to advertise in the same places. Well you shouldn’t be [chuckle]. So, I think it’s a really good tip to ask your team. So, ask the development team: where do they see jobs? Where do they spend most of their time on the Internet? Where can you put an advert that they’ll see, and they’ll think they know what they’re talking about their advertising here? Also keep track of your ad campaigns to cross-check results as well. So, you never know, you might get more people on Facebook vs. Instagram. So, you know where to spend your budget the next time really.
Adrie Smith: Well it’s really good because on Recruitee we actually have a tagging function. So, when candidates come through our system you tag them saying: Okay, they came from LinkedIn, they came from a referral, they came from X channel. So, then you can actually look at your successful hires to see where they came from. So, if you’re looking for successful developers, you look at the last successful developers that you hired and say “oh, that’s where their profile came from”.
Rebecca Clarke: Yeah, definitely. And I think it’s always important to ask for feedback from the team as well. So, as I said, where do they apply for jobs? Also in the job description. Does it sound like the job you do? Does it sound exciting? So, that’s kind of a bit big tip that asking for feedback from the team.
Adrie Smith: Are there any additional tips related to this standardized recruitment process? Because of course it’s quite a big area [chuckle].
Rebecca Clarke: Yes, definitely. I think a good one is to look at your jobs and actually dry run your application process. So, if you have a… Let’s take the example of a developer again. Are you losing out on that applications because you have a seven stage application process where they have to fill out you know their name, their address, their mother’s birthday and things like that. So, you are losing candidates doing it that way.
So, check it. I mean check every position that you have. Is it all the same? Is it all different? Because I mean, they should be different. You don’t want to put people off from applying. But on the flip side of that, if you have a position where you get a high volume of unqualified candidates you need to kind of add in stages to the application process. So, screening questions and you could do video questions, lots of different ways that you can ask those questions to make it a bit more difficult for just anyone to apply.
Adrie Smith: I see a lot of our customers kind of using the questionnaires feature. When you have a large volume of applications so you send an additional screening saying “Hey, I want more information on this, this and this, written question, etc.” So, that can be helpful for high volume ones.
Rebecca Clarke: Definitely, definitely. Another kind of small tip, I probably say is I recently asked the sales team to send me their best in-mails because, we all know recruiters send lots of in-mails, outreach but sometimes, they have quite a creative approach. I want to know from my team, from the sales team that we have, what approaches do they actually like and what got them to think “I would like to reply to that”?
Adrie Smith: All right. So, I think the next one you mentioned was employer branding. Also, a massive topic.
Rebecca Clarke: We’re not going to cover everything today [laughter].
Adrie Smith: Definitely not going to cover everything. I’ve been writing about it quite a lot on the Recruitee blog. But, what exactly do you mean by this idea that a lot of companies have limited employer branding?
Rebecca Clarke: Yeah, definitely. I mean, it is my business and I know some companies have a big marketing department where they can put lots of money into it. But I would say having a strong employer brand can also make your job easier. It can make your employees happier, people will apply, people will know with your brand which is super important. It can reduce your cost per hire as well, interestingly.
I recently read a fact where it was 67% of applicants would accept a lower salary if they read good reviews about the company. So, massive. So, I would probably say as I may touched on slightly earlier I said, ‘”be proactive don’t wait for the need before attracting candidates.”
It happens throughout your whole recruiting lifecycle. As a recruiter should happen all of the time. Not just when you’re hiring for a specific position. Be open to everybody you meet. Be always, always selling the position that you’re in. Always be closing.
So, when you’re at a meetup or event then that’s a good kind of way to kind of broaden your employer branding there. But not being too pushy. And also a big one, an outdated view for employer branding is that, it’s just your website and just your career sites. There are so many other ways that you can get employer branding kind of into your life and out there. So, your career site is obviously very important.
I’ve seen some companies -in my opinion- nailing it. I think, Slack are really good. We went to one the other day. Etsy, yes. Tinder, it’s good as well [laughter]. So, I see there’s more of a trend these days of going on to value-based hiring. So, a candidate reading through your career’s page wants to know what it’s like to work there. What are the company’s values? What are the benefits? But as I mentioned, loads of other ways. So, candidate experience, social media, advertising, events, blogs, you name it. There’s quite a lot.
Adrie Smith: So, you said, obviously it’s a massive topic, but we do see quite often that companies are using only their careers page or only their website as their sole vehicle for such a massive topic. Of course it’s an important driver for candidate attraction. What tips would you recommend to kind of extend employer branding to our audience?
Rebecca Clarke: Yeah, I probably say another one that can be kind of solely influenced by the recruiter is the candidate’s experience because that is kind of your employer brand. So, tell your story to the candidates, tell them about your goal, your company goals, your mission. Take them along your journey with you and you will get their buy-in. And they will want to be on that journey with you as well.
Adrie Smith: Awesome.
Rebecca Clarke: As a recruiter, you need to be clear on what your company stands for. So, know your EVP.
Adrie Smith: What’s that?
Rebecca Clarke: Employee Value Proposition. So, you got to know what you’re offering the candidates and what is unique to you, basically. Also when it comes to social media and advertising as I mentioned, you’ve got to look at where you’re appearing, where you’re advertising. Make sure you target your adverts. Ask your team, run some tests, can be quite simple.
Also kind of an example is hiring an intern. You’ve got to think, where are they going to be? So, are they going to be on the university careers pages? Are they going to be on Facebook? Are they going to be on Instagram? Likelihood is, they’re probably not going to be on Indeed and they might not even be on LinkedIn. So, you got to think about that.
And as I mentioned before, extend your employer branding by going to these events, going to these meet ups and anything that’s kind of to do with your company go along to, get the name out there. Yeah, always be open to speaking to potential candidates as well. You never know what [incomprehensible] you’re going to need to hire in a year’s time, let’s say.
Adrie Smith: I know you were going to actually quite a lot of PR meetups.
Rebecca Clarke: Yes [laughter].
Adrie Smith: [Crosstalk] We’re looking for an events and PR person.
Rebecca Clarke: Yes, definitely.
Adrie Smith: And how did you find them [meetups]?
Rebecca Clarke: Super helpful. I mean, we didn’t actually hire somebody from the PR, and events meetups as per say, but super helpful. You just got to ask them the questions: Where are they looking? Do they know anybody? So referrals can be great when you go to these meetings as well.
Adrie Smith: At the very least you’ll at least uncover some information.
Rebecca Clarke: Yeah. And all in all lots of people more know about the recruiting now. So, [laughter] I tell you another kind of quicker fix is, if you haven’t already, get a glassdoor page. As I said, people want to see reviews. People want to see what it is actually like working there. And you can advertise there as well, so it’s good.
Adrie Smith: So, you mentioned the last one, well not the last one, second to the last one [laughter]. You mentioned exclusive responsibility for recruiting. That’s like this idea that no recruiter should be a one man stand or one woman stand, sorry. Recruiters are often asked to do everything, they’re a marketer, they’re a salesperson as you said “always be closing”, they’re responsible for employer branding, for sourcing, your day to day admin… What do you mean by this exclusive responsibility? Isn’t recruitment their first role?
Rebecca Clarke: Yes, of course as a recruiter, you are there to do the recruiting. But I think it’s such a problem because I mean, not just the recruiter feeling pressured or stressed, nobody wants that.
But time to hire will be better with a collaborative hiring process. You can hire better candidates quicker. So, for me absolutely no brainer. The diversity of candidates may be affected as well. Then, you may fall into traps of bias as well. If you are the only person doing the recruitment then you may have an unknown bias that you have.
Also, you have less time as a recruiter to spend on other projects. I know some recruiters out there are expected to do say, other side projects like employer branding improvement projects, they’re meant to organize some events. But when you don’t have time to do that, you’re not going to put your all into that.
Adrie Smith: Or improve your careers page as well.
Rebecca Clarke: Exactly, it’s all of these things that we’ve been talking about. But yes, it’s super outdated not to delegate the responsibility when hiring. I mean we work, we were kind of saying about the collective hiring process, super important. I wouldn’t say it’s the future but it should be happening now [laughter]. Better hires, more efficiently. It’s just great.
Adrie Smith: Yeah. As we already said, Recruitee is super excited about collaborative hiring and making that a reality for everyone. Which means allowing… Our system allows you to have as many hiring managers as you like.
Rebecca Clarke: Yes. Super helpful. If a candidate comes in I’m not sure, I can just track them in the Recruitee system so they can see it straight away. Really handy.
Adrie Smith: Right. So what are the key benefits for you or in terms of collaborative hiring?
Rebecca Clarke: Yes I’d probably say employee involvement. Because when I talk about collaborative hiring I’m talking about not just myself and the hiring manager. I’m talking about the team members as well. Intentionally, other people as well.
So, if people have a hand in the hiring, they feel more invested, they feel more trusted which is always nice. It may also increase employee retention. So let’s say for example you hired somebody into the business. You also like them because that’s why you referred them. So it’s better for you. You’ve hired somebody like you could actually feel more responsible for them as well [chuckle]. So that’s one as well.
As I mentioned bias before, with the collaborative hiring process you get a diverse assessment. So, if there’s three or even four people in your process then there’s more of an opinion. You won’t make any clear mistakes when it’s just one person hiring. Also with collaborative hiring you get a much broader reach as well. So, you get to use not just your own networks but everybody that you’re hiring with networks, which is fun.
Adrie Smith: So then you get more candidates in the system, you get more options.
Rebecca Clarke: Definitely.
Adrie Smith: So, if you’re not currently working with collaborative hiring, how can you make this a reality or your day to day? How can you build it in and what do you do?
Rebecca Clarke: Okay, I’ll say the first one is probably- I mentioned this in the earlier- but the job description. So, when you’re qualifying the need, you’re going to be working with the hiring manager. Don’t just let them hand you a job description pre-made. You work with them, you understand their requirements and then also making the team aware.
Say, “hey I need your help. Need some feedback on this. Let me know your thoughts.” Get them involved. Encourage social sharing as well. So, get them to share on their Facebook, their LinkedIn, other things that they may wish to do that. So, Twitter they have a much broader reach than just your own yourself. So, really have to do that and kind of link to that is it’s important to incentivize around hiring as well. I’m not saying kind of large lump sums of money. I know some companies do that which is fantastic, but you can also play on a team’s competitive nature. So, if someone refers someone and they’re hired, bottle of champagne or you can run a little team competition to make people excited for the new hire of their team.
Yes, and then definitely collaborative hiring process is also in the interview stage. So in Recruitee you can adjust your processes so, you can have different stages. So, we have a, I’ll see the chat with the hiring manager and myself and then we have other ones which is kind of meeting the team cultural fit.
Adrie Smith: Yeah.
Rebecca Clarke: Sometimes we invite somebody from a different team to shortly interview them as well. Just so we get a different report and make sure that they’re the right culture fit.
Adrie Smith: Nice. So, I know for some people moving from one system where you’re the only person responsible, then all of a sudden you’re bringing a lot of people in. Are there any risks or specific risks to doing this and are there any common objections that you kind of receive from your team? I know there definitely are [laughter].
Rebecca Clarke: Yes, there definitely are. So, objections is probably, the hiring manager, so the hiring manager doesn’t really want you to work with the team because they’ll see it as it maybe a loss of productivity. Because, I know which doesn’t make sense at all because if you’re hiring for that team then they’re going to be joining that team and it will be a quicker hire as well.
Also, if you have somebody’s opinion that interviewed them and they were quite strong opinion, if you choose to ignore that opinion or override that opinion there maybe a bit of repercussions then. But it happens, also I think another large part is that when the team are doing collaborative hiring and are interviewing people, if they’re not trained on it, then you can give a bad experience, bad candidate experience is not good.
So that’s kind of an actionable tip If you’re going to really go for collective hiring than I would say implement some interview training, really basic, know how to come across, know what to say, know what not to say.
Adrie Smith: Yeah, definitely. I know one of our customers they’re actually, yeah, they have their whole team basically being trained and it’s not just the recruitment team, it’s actually the entire business, because they hire with a no managers approach. And so yeah, of course collaborative hiring is super necessary but of course people need to be good interviewers as well.
Rebecca Clarke: Definitely, definitely. So definitely implement that training. It can just be a short half an hour one, but it’s super essential.
Adrie Smith: Yeah. Alright, so the last one, if you’ve seen all of them and we all know that there are so many outdated candidate communication issues or ways of communicating. What do you mean by this one?
Rebecca Clarke: As you mentioned, just the age old classic disgruntled applicants not hearing back from the interviews, from their calls, not knowing where they are in the process and just generally getting a bad experience. And as I mentioned it’s linked to employer branding. So it’s super important, If you fix nothing else than fix this, it’s an easy one as well.
So we will work with technology to make communication easier, but we’re still falling into these ruts of not doing it the way we should. So the things that I’ve seen, that I just kind of jotted down is ghosting applicants, we’ve all heard about kind of applicants ghosting us, interviews, but it’s the other way around. It’s a two way street indeed. Sometimes radio silence, post-offer. You’ve offered someone, they’re super happy and then there’s nothing. And then they have to think, I’m like, when do I come in? What should I wear?
Also only responding to candidates that you actually want to hire. And this is a big one. If it’s a no, just tell them no, even if you haven’t spoken to them, just send them out a rejection email and just let them know. Also, so only interacting with candidates that are in your immediate recruitment process. So that links in slightly to the event as well. So kind of interacting with, with everybody. I mean if someone reaches out to you say, “Hey, are you looking for a sales team for your German market?” And I say, “No, not just yet, but we can still have a chance, we can still talk about it.” Because you never know in the future what may happen. And also not preparing candidates, I think that’s another one as well.
Adrie Smith: Yeah. I know you and I have had this conversation where sometimes it’s like you just want the candidate to get the job. So it does, it really does pay off if you just take a couple minutes and say, “okay, this is what you can expect.”
Rebecca Clarke: Yeah. It’s kind of contrary to that is to sending a detailed interview preparation, who they’re going to meet, send them LinkedIn profiles as well of who they’re going to meet, what time to be there, how to use the buzzer, what the dress code is. Yeah, just what they should expect really and if they should bring anything. And I think that’s super important to be open that way.
Adrie Smith: So that’s one way that you kind of start to change the candidate communication process.
Rebecca Clarke: Yeah.
Adrie Smith: What other things are actually feasible to work into your day to day to kind of shift this away from being outdated, to actually being a bit more modern, a bit more representative of the brand that you want to represent. How do you do that?
Rebecca Clarke: Yeah. I’d probably say number one, explain the process. If you do have a really long seven stage process, you explain that and you let them know where they are in the process as well.
Adrie Smith: Yeah. Hotjar actually has it on their careers page.
Rebecca Clarke: Oh really?
Adrie Smith: Yeah, yeah.
Rebecca Clarke: Oh nice!
Adrie Smith: It’s super nice to do it step by step.
Rebecca Clarke: Handy, so at least you don’t have to explain it [laughter]. And giving them an update as well, say the hiring manager’s going to a holiday, so things are on hold for two days. Let them know, just drop them a quick email. They will appreciate it. Number two, which is super important as well, which I see lots of people… Well, when I talked to applicants and candidates they’re normally shocked when I say this. Just a simple thanking candidates. So-
Adrie Smith: That’s crazy.
Rebecca Clarke: I know, but it seems so small, but it is a big thing. So If you’ve sent them a technical assignment, when you get it back, say “thank you, really appreciate you doing this.”
If they’ve come in for an interview, thank them, thank them for their time. It’s quite a lot of time having an hour, maybe in a different city. So, I’d just say always thank them. Another big one is avoiding promises you can’t make.
Adrie Smith: Super tough.
Rebecca Clarke: Super, super tough. If you say you’re going to give somebody feedback on their application and you don’t, and then you think, “oh, five days have gone past is it too late now?” Just do it with with kind of giving feedback. And if I say I’m going to get back to somebody, I normally set a reminder in Recruitee to give that person feedback so it comes in in the morning.
Adrie Smith: Yeah. So you can’t forget it [chuckle].
Rebecca Clarke: Yes, because recruiters, as you mentioned, recruiters are super busy. You have lots of people you’re speaking with. So it’s nice to have those little reminders occasionally.
Adrie Smith: Yeah, definitely.
Rebecca Clarke: I’d probably say also when we mentioned radio silence post-offer, ways to counteract that is to be excited when they’ve accepted their offer. Send them like a really nice welcome email. We do something in Recruitee that is quite unique, we send a welcome gif so we get the whole of the Recruitee team together and we have a little song and a dance and we film it, we send it to the candidate. So, brilliant.
Adrie Smith: Yeah. So, what I loved is when I was recruited, I was hired, I signed my offer and I had a one month notice period. And it was my birthday in between and on my birthday, to my house, I got a birthday card then, and it was from the Recruitee team and I really loved that-
Rebecca Clarke: Small things like that-
Adrie Smith: So it was like already they were super excited to have me. So I really, really loved that.
Rebecca Clarke: And alongside that I mean that there are quite big things. But I mean, send them some homework, get the volume straight away, like this is our product, get to know it, get them to sign up.
Getting them to start looking through things, send them the forms digitally you want to get them signed so that they’re already bought in and they know what time they’re arriving, they’re excited, they know what’s to be expected with.
Adrie Smith: Nice.
Rebecca Clarke: And also I’d probably say when it comes to communication is- and I know it can be quite tough- but staying in touch, somebody who’s gone through the process and they weren’t quite right at that time. You never know. You never know when you’re going to kind of want to speak to them again. So kind of nurture your candidates there. I set up reminders, I follow them on LinkedIn [laughter]. Also, stay in touch with your company [incomprehensible] as well because you never know when you’re going to get a really good boomerang candidate.
Adrie Smith: And what do you mean by a boomerang?
Rebecca Clarke: A boomerang candidate is somebody that’s left your business, and they’ve reapplied again. So there are some risks to this, but generally it’s a good thing.
Adrie Smith: Okay. So, I think we’ve reached the Q&A section.
Rebecca Clarke: Yes, definitely.
Adrie Smith: So I’m just going to wait for a few questions to come in. Hopefully we’ve addressed some of the basics of the outdated recruitment processes that you could have in your business. Obviously not all of them will apply to you, but yeah indeed, and if you do have some of these, they’re super important to fix. Because I think we’re at a point where we should be giving a great candidate experience. Not just a good one or an okay one. These are the people that you will potentially be working with, these other people who make your own company really amazing and really great and it should definitely be a priority.
You mentioned boomerang employees, what do you mean by boomerang employees and why is this outdated?
Rebecca Clarke: Okay. So you have to manage boomerang employees quite carefully because they do come with baggage because if they’ve already worked for your company, you’ve got to know the reason why they left .If you left on bad terms, then absolutely not. I mean you can just say “thanks but no thanks “in a nice way. But if somebody’s gone away from your business worked for another year at a really good tech company and they actually want to come back because they’ve got the skills, they’ve got the knowledge, then bring them back in. Their skills that they’ve gained from their time away can be really beneficial to the company. So yeah, but also with care as well, so handle them carefully, but they can be beneficial.
Are there any other recruitment processes that you see outdated other than the ones that were mentioned?
Rebecca Clarke: Yes. There are quite a few, as we mentioned, I’d probably say not building a talent pool of candidates. It’s rather outdated rather than just hiring for the need. I mean good example, if you know your company is always in need of web designers build that really good talent pool there. Another one, going straight to agencies [laughter]. Sorry if there are any agency recruiters here, but I mean at least try yourself, put all the work in and give it a go. And lastly, measuring success, I think it’s quite outdated not to measure your success of a position, especially if it’s a
I would say keep track of everything, test different things. As we mentioned on the adverts, kind of track your campaigns where to get the best results from.
Adrie Smith: Yeah. Actually funny you mentioned this, actually we’re writing a hiring analytics ebook. So, we’re just going to go over the key metrics that might want to be measuring as recruiter and what kind of reports you can generate from those metrics.
Rebecca Clarke: Very useful.
Adrie Smith: So measure the success, how you do this and what are the benefits really.
What are your favorite recruitment tools?
Rebecca Clarke: [laughter] Okay, well this one, obviously Recruitee, obviously number one… its an ATS I use it every single day, brilliant. But aside from that course, there are some great tools out there, some great extensions. I like, Lusha and Lookout as well. So they’re for contact details. It might start quite bad, but if you really targeted and you know, this person say, likes responding on LinkedIn, You can get the email address then. A bit naughty, but just do it. I think another one Grammarly-
Adrie Smith: Yes! I love Grammarly so much.
Rebecca Clarke: I recommend everyone get it. I’m just on the free usage, but it’s amazing. It’s not really per se ever proven tool, but when you’re speaking with people, when you’re doing outreach, when you’re emailing candidates, it’s always good to have good grammar, it just checks it, it makes you feel a lot better.
How do you involve hiring managers in a recruitment process?
Rebecca Clarke: This one should be slightly easy, because if it is a hiring manager then they are invested in hiring somebody for their team. So you’ve got to kind of make them aware of the benefits that of their involvements, make them share it within their network when you posted it on LinkedIn or Facebook.
Getting them involved also in the interviews, making sure they’re prepared, making sure they know how to interview somebody. Also, as I mentioned at the start in the job description, definitely always have a chat with them there, make sure it’s fit for purpose. Just make sure that they know it’s in their interest. Yeah, I think that’s.
Adrie Smith: Yeah. And of course, yeah, the Recruitee system also allows you to include as many hiring managers as you really liked with no extra fee.
Rebecca Clarke: Yeah.
Adrie Smith: So that’s also really helpful. Hopefully. Yeah. Any other questions coming through?
You mentioned using meetups, what’s the best way to do it?
Rebecca Clarke: Okay. Well, I would probably say, because I’m quite fortunate here in Amsterdam there’s lots of events going on. You can even, it depends what you want to be seen. You can either go to a, if you’re hiring graduates, for example, go to a hiring fair, go to an unis-hiring events. There will be lots of, lots of people there, lots of candidates there, graduates. I would also say attend as many as you can and try and make them as relevant as you can. If you know you’re hiring designers, go to design and meetups and just kind of get your name out. Find to find who’s looking. Yeah.
Adrie Smith: Yeah. It’s also super important to when you do get CVs from these sort of events or when you do a, when you are able to catch up with these people, it’s important that when you put them in your ATS you do tag them as from X event.
Rebecca Clarke: Yeah.
Adrie Smith: That way you know that the return on investment for that event was actually quite good. It’s worth going to that event based on the number of hires or the number of candidates that went to interview stage. Super Helpful.
Rebecca Clarke: Yeah. Definitely. I’m quite fortunate here in Recruitee we’re going to have a PR event, so they are going to be the people that are going out to these events, speaking again to tell, tell them about Recruitee’s products. They’re going to be talking about recruiting.
What are your favorite resources for learning more about recruitment?
Rebecca Clarke: Oh. Okay, so I follow a lot of lots of blogs. I’ll say the Recruitee one is up there. It’s pretty good. We have, internal recruitment slack channel as well. So that’s across the whole of the Netherlands, so you could ask me about it afterwards and enjoy it there. I felt just following lots of blogs really. I don’t spend a lot of my time on YouTube, which I know I should. I spend most of it reading that way.
Adrie Smith: Nice. Awesome. Any other questions coming through? None. Okay. So I think we will close up for today. Thank you everybody for listening to us and I think we’ve actually found it beneficial as well. Of course, if you’re interested in trying Recruitee out, we have spoken a little bit about it, but you can try it out yourself by signing up for a demo or go to our website Recruitee.com and try it out for yourself. We also have a Facebook group that’s intended specifically for HR and recruiters basically to share information to, yeah, keep updated on the latest and to share knowledge.
Rebecca Clarke: It’s a nice community.
Adrie Smith: Yeah. So, you can join us there. It’s called TA Innovators and the link is there!
Rebecca Clarke: Awesome.