How do you stay current in recruiting?

After nearly 26 years in recruitment / talent acquisition, I've adopted several things to help stay current. 1) Be a life-long learner (that is the foundation, you should never "arrive", even if you are an "expert") 2) Read books on recruiting, interviewing, hiring, job seeking, marketing, leadership, advertising, social media, etc. You need a broad business education. 3) Hire interns! Besides just being FUN, you will learn a ton from the younger generation. 4) Work with a team that is like minded. I do not mean that everyone should think the same. Just surround yourself with/ work with individuals who are eager to learn, try new things, experiment, etc. 5) Talk to vendors. The best ones can teach you a ton!

Keep up-to-date with the ever-changing market and be prepared to adapt your strategies and methods accordingly. The world of recruitment is a constant rollercoaster!

-joining LinkedIn Recruiting groups -subscribing to recruiting newsletters -networking, networking, and networking with fellow recruiters -staying up to date with technology, especially AI

Networking: Attend industry events such as SHRM Annual Conference for networking opportunities. Continuous Learning: Take online courses like "Recruiting Fundamentals" on Coursera for ongoing skill development. Social Media Monitoring: Follow recruitment influencers on Twitter, like @RecruitTech, for real-time trends and discussions. Data Analysis: Utilize recruitment analytics platforms like Lever or Greenhouse for data-driven decision-making. Collaboration: Join HR forums like the Recruiter's Network on Slack to exchange insights with peers.

Start by identifying reputable sources of industry news and blogs. Look for well-established websites, publications, and blogs that consistently provide valuable insights - Subscribe to Newsletters: Many industry blogs and news websites offer newsletters that you can subscribe to. These newsletters often deliver the latest content directly to your email inbox. - Join LinkedIn Groups: Participate in LinkedIn groups and communities related to recruiting. These groups often share industry news and foster discussions among professionals.

Typically every city has a local Recruiting chapter. That’s something worth looking into to start networking with follow Recruiters/TAs. And joining variety of LinkedIn groups can be helpful for virtual networking and support.

- Identify Relevant Events: Research and identify recruitment-related events, such as conferences, seminars, workshops, and webinars. Look for those that align with your professional goals and interests. - Set Clear Objectives: Determine what you hope to achieve by attending each event. Are you looking to acquire new skills, make industry connections, or gain insights into emerging trends? Having clear objectives will help you make the most of your time. Take Notes and Ask Questions: Bring a notebook or use a note-taking app to jot down key insights and ideas from the presentations. Don't hesitate to ask questions during Q&A sessions or engage in discussions with speakers and attendees.

Conferences, workshops, webinars, being part of associations and groups, while also staying informed through recruitment blogs and publications, are all great for staying current in the field. The real key is nurturing curiosity. Actively engaging with candidates, who frequently offer insights into market trends and emerging HR/TA technologies they encounter during their job searches, has proven to be invaluable. Additionally, staying agile by experimenting with new tools and techniques. Beyond this, fostering strong connections with vendors, having a robust peer network, and closely monitoring competitors have proven advantageous in staying current in the field.

Experimenting with new tools and methods in recruitment is crucial for staying competitive and improving your recruitment process. Here are some steps to effectively experiment with innovations in your recruitment efforts. Stay Informed: Keep yourself updated on the latest recruitment tools, technologies, and methods by reading industry news, attending webinars, and participating in professional networks. Set Clear Objectives: Clearly define what you want to achieve with the new tool or method. Is it to streamline the sourcing process, enhance candidate engagement, or improve the quality of hires? Establishing clear goals is essential.

Eliciting feedback should extend even beyond your performance as a recruiter! One thing I have started doing is asking new hires who have completed their first quarter in a role what they wish they knew about the role, if they felt the job description was an accurate reflection of the work they are actually doing, and what tools have been fundamental to their success. I also like to ask about how a new hire's first week is with their team, and if they are being welcomed and joining a friendly environment that is reinforcing the ground work you laid through the recruiting process. Regardless of how you seek feedback, take care to value both the criticism and the praise as they each have their place in your development.

This is an undeservedly short section here :) - but a very important one. Talking to potential candidates is one of the pillars of up-to-date knowledge. A lot of insight can be gained in this way, which is very important e.g. in shaping the content of mails and calls and the overall outreach and engagement. What works in tech recruitment may not work in healthcare, and all of these need to be experienced. Of course, events, blogs, podcasts are very important for current knowledge, but so is talking to our own market on a regular basis - and not just for recruitment purposes.

Seeking feedback and reviews in recruiting is essential for improving your processes, and providing a better experience for candidates and clients. After each stage of the recruitment process, solicit feedback from candidates. This can include their experience with the application process, interviews, communication, and overall impressions. Request feedback from your clients, especially after a successful placement or at the end of a project. Find out how well your services met their expectations and what areas might need improvement. Send feedback requests at appropriate times. For example, you might send a survey after a candidate is hired or after a project is completed. Timing can influence the quality of feedback

Learning from data and analytics in recruiting is a valuable practice to make informed decisions, improve processes, and optimize your recruitment efforts. Here's how you can effectively use data and analytics in your recruiting activities:

Curiosity and open-mindedness are essential qualities in any professional environment. They encourage you to question current methods, data, policies, and strategies, fostering an environment of growth and innovation. With curiosity, you're inclined to explore beyond the surface, dig deeper, and challenge the status quo. It drives you to seek more current and meaningful ways of doing things, constantly pushing boundaries. I make it a point to attend diverse recruitment events and training sessions, both domestically and internationally, to gain insights into successful recruiters' strategies. This broad exposure allows me to understand and learn from various approaches within the global recruitment landscape.

I also think it helps to connect and befriend fellow recruiters. As a single-shingle, I value my recruiter tribe. Sometimes only another recruiter can really help think through a challenging situation. It also helps to know what is going on behind the curtains at other firms in terms of how busy they are and new ways they are building their candidate network. It can help to form these relationships with people you do not compete with, but you can also have relationships with recruiters in the same space of course; I just really only do this with people I already know and trust, or who I meet through a close connection.