Kelly Scanlon’s Post

One of the best ways to get a sense for who's good and not so much is to talk to the recruiters who currently work or used to work for the companies you're interested in. Recruiters are an under-utilized source for this very valuable intelligence. We know who's good and also where the bodies are buried 💀

If you are hiring and ignore this critical data point, 𝐲𝐨𝐮 𝐚𝐫𝐞 𝐦𝐚𝐤𝐢𝐧𝐠 𝐚 𝒉𝒖𝒈𝒆 𝐦𝐢𝐬𝐭𝐚𝐤𝐞. Last week, I shared this poll with my network. In speaking with folks who voted "possibly open", I heard some variation of the below EVERY. SINGLE. TIME: "𝘐'𝘮 𝘤𝘰𝘯𝘵𝘦𝘯𝘵 𝘢𝘯𝘥 𝘯𝘰𝘵 𝘴𝘦𝘦𝘬𝘪𝘯𝘨 𝘰𝘶𝘵 𝘢𝘯𝘺𝘵𝘩𝘪𝘯𝘨 𝘯𝘦𝘸, 𝘣𝘶𝘵 𝘰𝘱𝘦𝘯 𝘵𝘰 𝘤𝘰𝘯𝘴𝘪𝘥𝘦𝘳𝘪𝘯𝘨 𝘪𝘧 𝘢𝘱𝘱𝘳𝘰𝘢𝘤𝘩𝘦𝘥 𝘸𝘪𝘵𝘩 𝘵𝘩𝘦 𝘳𝘪𝘨𝘩𝘵 𝘰𝘱𝘱𝘰𝘳𝘵𝘶𝘯𝘪𝘵𝘺." Plain and simple, the job postings for your open role will 𝒏𝒆𝒗𝒆𝒓 be able to identify, approach, and engage this pool of candidates for you. By relying solely on direct applicants, 𝐲𝐨𝐮'𝐫𝐞 𝐩𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥𝐥𝐲 𝐥𝐢𝐦𝐢𝐭𝐢𝐧𝐠 𝐲𝐨𝐮𝐫 𝐨𝐩𝐭𝐢𝐨𝐧𝐬 𝐛𝐲 𝒉𝒂𝒍𝒇. Let that sink in. That's why my job is dedicated to identifying, approaching, and engaging that equally expansive, yet untapped candidate pool that the 𝐣𝐨𝐛 𝐩𝐨𝐬𝐭𝐢𝐧𝐠𝐬 𝐰𝐢𝐥𝐥 𝐧𝐞𝐯𝐞𝐫 𝐛𝐫𝐢𝐧𝐠 𝐲𝐨𝐮. Supplementing your own search efforts with that of my team's allows you to hedge your bets and hire the 𝒃𝒆𝒔𝒕 candidate, 𝒏𝒐𝒕 just the most readily discoverable one. In a contingent search, if you do ultimately hire a direct applicant - there is literally zero fee. If your 𝐬𝐞𝐚𝐫𝐜𝐡 𝐞𝐟𝐟𝐨𝐫𝐭𝐬 𝐚𝐫𝐞 𝐠𝐞𝐭𝐭𝐢𝐧𝐠 𝐬𝐭𝐚𝐥𝐞 or you 𝐣𝐮𝐬𝐭 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐜𝐨𝐧𝐟𝐢𝐫𝐦 𝐲𝐨𝐮'𝐫𝐞 𝐧𝐨𝐭 𝐬𝐞𝐭𝐭𝐥𝐢𝐧𝐠... let's talk!

What if I told you I had recruiting data that could tell you whether or not your new hire was going to be successful? In our offsite last week we did a data deep dive and discovered that folks who were successful in their roles (stayed past the 1 year mark) were chosen amongst a larger pool of candidates. In other words, hiring managers who met enough candidates to be well calibrated on the market (10 -20 candidates within 90 days) had a higher success rate than those who met smaller talent pools (less than 10 candidates within 90 days). Contrary to our assumptions, time-to-fill was not a factor. Hiring is a science not an art and why our systematic approach at Sterling Strand includes specific goal posts. 10-20 hiring manager screens 4-6 progress to team interview 2 finalists ALL within 90 days

What's one of the best uses of a scorecard in a high level search? It gives a common "objective" standard to evaluate talent and interview feedback. Particularly with multiple stakeholders in the process. And it can help codify and condense data points and notes when you might be having trouble moving forward with candidates who bring different strengths. Talentfoot Executive Search and Staffing

"Luke should be held as the gold standard in recruitment. A true gem in the industry. His seasoned experience, diligence and support throughout the application process eased many preventive hurdles, making for a streamlined process from start to finish. I’d implore his service to anyone I’d know looking to take a leap. Luke will make it happen." I remember working with this candidate well, and the experience they'd had of the job market... Interview and interview, coming up short on a few occasions, but knowing they had the skills to really do well. It wasn't a huge fee for me, in fact, I don't even think it made threshold for commission on that particular month... But it's doing right by candidates and delivering for our clients that's the most important thing! The shakiness in their voice accepting the offer, I could feel how overwhelmed with both joy and relief to get to where they were going. It's a tricky market, but if I can help you, I will help you! Drop me a note today. 😁 #data #recruitment #analytics #careers

Here is an inquiry to all the recruiters and hiring managers. What do you believe are your professional responsibilities to applicants that you have engaged with and have started a process with? I'd love to hear honest answers on this.

In-person interviewing yields significantly more information than remote methods for those who can decipher the cues. But phone and video remain powerful alternatives for quickly collecting many types of data—especially now. https://lnkd.in/gCc-kjUy #MarketResearch

This holds true today in most things I have experience with. "The small things you can adopt consistently are more powerful than the BIG, complex actions you struggle to put together." In Staffing, this shows up in ways that you may think are "too small." Re-engaging candidates in your database, keeping data updated, or even sending reminders to your recruiters. They're small and easy to implement, but could be extremely powerful to your top/bottom line. Interested in how?

The stats are in! 💥 Recruiting caregivers through referrals takes less time and is financially worth more in the long run. In a study conducted by JobVite, 33% of hires made from career sites and 21% of hires made from job boards stay for at least one year, while 46% of hires made from referrals stay for at least one year. The retention rate is even better over three years! You are also getting more trustworthy, vetted employees, whose chances of staying at your agency for longer are higher. So, how do you gain more referral hires? Stay tuned for tomorrow's tips on this!

What's the Candidate Marketplace you ask? It's an incredible tool for North Dakota employers to take advantage of people interested in moving to our state through our Find The Good Life ND pipeline. Employers can directly access these leads and filter by their hiring needs to identify candidates that may be a good fit for their open roles. If you want to take advantage of this impactful tool, head over here and get started. 👉 https://bit.ly/4gmnOK1