Mike Krupit’s Post

Hiring managers employ various strategies to source candidates effectively. A combination of these strategies is often the most effective approach.   1. Recruitment Agencies: Collaborating with recruitment agencies allows hiring managers to tap into their expertise and networks. Agencies can help identify and connect with passive candidates who may not be actively looking for a new job. 2. Online Job Boards: Posting job openings on popular job boards like LinkedIn, Indeed, or specialized industry platforms can attract a broad range of candidates. 3. Social Media: Leveraging social media platforms such as LinkedIn, Twitter, and Facebook for both organic and paid job postings can help reach a wide audience. 4. Company Websites: Utilizing the company's careers page to advertise job opportunities is crucial. Many job seekers explore a company's website directly to find relevant openings. 5. Employee Referrals: Encouraging current employees to refer qualified candidates from their professional network is a powerful sourcing method. 6. Networking Events: Attending industry-specific conferences, meetups, and networking events provides an opportunity to meet potential candidates face-to-face. 7. University and College Partnerships: Establishing relationships with educational institutions can be beneficial for sourcing entry-level or specialized talent via career fairs, campus events, and internship programs. 8. Professional Associations: Joining and participating in industry-specific professional associations can provide access to a pool of qualified candidates. Leveraging channels beyond what’s typical can help #talentacquisition leaders, #HR managers, and other #recruiting professionals quickly implement and ensure a dependable candidate flow.

Maintaining a positive and responsive employer brand is crucial for attracting top talent.

Sourcing Tactics to Help You Find Exceptional Candidates At Renaissance Consulting, we understand that finding exceptional candidates is crucial for the success of any organization. In today’s competitive job market, traditional recruiting methods alone are not enough. Here are some innovative sourcing tactics to help you uncover top talent and stay ahead of the competition: Leverage Social Media Social media platforms like LinkedIn, Twitter, and Facebook are powerful tools for sourcing candidates. Employee Referrals Encourage your employees to refer talented individuals from their network. Implement a structured referral program with attractive incentives to motivate your team to participate actively. Talent Pools and Pipelines Build and maintain talent pools for different roles within your organization. Regularly engage with these candidates through newsletters, webinars, and networking events to keep them interested and informed about potential opportunities. Job Boards and Niche Websites Post job openings on popular job boards and industry-specific websites. These platforms can help you reach a broader audience and target candidates with the specific skills and experience you need. Recruitment Marketing Treat your recruitment efforts like a marketing campaign. Develop an employer brand that showcases your company’s culture, values, and unique selling points. Networking Events and Career Fairs Attend industry conferences, networking events, and career fairs to meet potential candidates face-to-face. These events provide an excellent opportunity to build relationships and promote your employer brand. Collaborate with Educational Institutions Partner with universities, colleges, and technical schools to tap into emerging talent. Offer internships, co-op programs, and workshops to engage with students and identify high-potential candidates early. Utilize Recruitment Technology Invest in advanced recruitment tools and software that streamline your sourcing process. Applicant tracking systems (ATS), AI-driven sourcing platforms, and data analytics can help you identify and engage with the best candidates more efficiently. Alumni Networks Don’t overlook former employees who left on good terms. Alumni networks can be a valuable source of experienced candidates who already understand your company culture and may be open to returning for the right opportunity. By incorporating these sourcing tactics into your recruitment strategy, you can significantly enhance your ability to find exceptional candidates who will drive your organization’s success. At Renaissance Consulting, we are dedicated to helping you discover and attract the talent you need to thrive. #TalentAcquisition #RecruitmentStrategies #TopTalent #EmployeeReferrals #RecruitmentMarketing #DiversityInHiring #NetworkingEvents #JobBoards #SourcingStrategies #RenaissanceConsulting #ExceptionalCandidates #RecruitmentTechnology #EmployerBranding #CareerFairs

In today’s turbulent #jobmarket, many job seekers are feeling the pressure of competing with hundreds if not thousands of other applicants for the same position. Across the Internet, there is growing frustration from job hunters who believe many employers are posting “ghost jobs” without the intention of ever making a hire – instead, taking advantage of the high demand and low supply to gather market intelligence, fill recruiting pipelines, and other insincere activities. There’s much less conversation about what #hiringmanagers and other staffing professionals are experiencing on their side of the desk. Inside a Hiring Manager’s Shoes For instance, LinkedIn reports that 101 applications are submitted on its platform every second. Someone at the company posting the job is responsible for parsing through all of these applications. In fact, there are so many automated applications pouring in today that someone has become “something” – applicant tracking systems with automated rejection capabilities. After, there’s still a long way for hiring managers to go: -       Manual review of candidates that pass the automated screening system by HR or talent acquisition professionals -       Initial phone screening by HR to determine fit -       An HR recommendation to the hiring manager -       First round of interviews by the hiring manager -       In-person panel interview -       Offer -       Hire Per a recent survey conducted by Mj3 Partners, Inc., the process of beginning the search for candidates to having a new hire sitting in a chair can take anywhere from 30 to 90 days on average – even when using an ultra-efficient sourcing mechanism like an experienced, passive candidate sourcing firm http://bit.ly/48OS2Az. 

Recruiting is easy!! 🎉 We make it look easy is all! 😂😂 To be honest, I do get frustrated sometimes when I realize this is literally what some people think, even some hiring managers in the past, is that we post and wait. 🙄😂 There is SO much work and strategy that goes into recruiting. 📌 Putting reqs in if the manager can’t or doesn’t have time. 📌 Intake meetings, wrapping your mind around complicated roles 📌 Market evaluations 📌 Writing or editing job descriptions occasionally 📌 Turning the job description into an attractive job advertisement/post 📌 Strategically posting on the best job sites for each individual job while keeping budget in mind 📌 Sourcing passive candidates - my most time-consuming task. Boolean, X-ray, random deep dives 📌 Screening candidates and submitting them to the hiring manager 📌 Follow up Follow up Follow up with candidates and hiring managers 📌 Negotiating and making offers 🎉🎉 my personal fave! 📌 Again, Follow up and Follow up! 📌 Partnering with vendors 📌 Maintaining good relationships with candidates, employees, contacts, agencies, and hiring managers 😅 📌 Creating reports and tracking everything!! 📌 Meetings 📌 Planning for career fairs and events 📌 Coming up with out of the box ideas to attract candidates 📌 Being awesome! 🥰🤩 What did I forget?? Don’t get me wrong, I love my work and I am passionate about it, but I want y’all to be nice to your recruiters because: It ain’t easy!! - despite how easy we make it look! 😂🤷♀️

5. Professional Associations and Organizations: Industry-specific professional associations and organizations bring together professionals with shared interests and expertise. Engaging with these groups can help you connect with individuals who are passionate about their field and actively seeking career opportunities. Many associations have job boards, host events, or offer mentorship programs, providing access to a talent pool of qualified candidates. 6. University and College Partnerships: Building partnerships with universities and colleges can be advantageous for sourcing entry-level talent or specialized skills. Establish relationships with career services departments and participate in career fairs, internship programs, and campus events. Engaging with educational institutions allows you to connect with students and recent graduates, giving you access to fresh talent with up-to-date knowledge and enthusiasm. 7. Recruitment Agencies and Headhunters: Recruitment agencies and headhunters specialize in sourcing and screening candidates for specific roles or industries. These agencies have extensive networks and expertise in identifying top talent. Partnering with a reputable recruitment agency can save you time and effort in the hiring process by leveraging their industry knowledge and access to a broader talent pool. In today's competitive job market, adopting a multi-channel approach to talent sourcing is essential for finding the best candidates. Online job boards, social media platforms, employee referral programs, networking events, professional associations, and university partnerships, as well as recruitment agencies and headhunters, are all valuable sourcing channels that can help you discover top talent. It's important to remember that each sourcing channel has its unique advantages and considerations. By diversifying your approach and utilizing a combination of these channels, you can maximize your chances of finding the right candidates for your organization. Additionally, it's crucial to align your sourcing channels with your hiring goals and target audience. For instance, if you are seeking candidates with specialized skills, partnering with industry-specific organizations or attending niche conferences may yield better results. On the other hand, if you are aiming to build a diverse and inclusive workforce, actively leveraging diversity-focused job boards, attending diversity-oriented events, and engaging with underrepresented communities can help attract a broader range of candidates. Regularly evaluating the effectiveness of your sourcing channels and adjusting your approach accordingly is key to ensuring you are attracting and hiring the best talent for your organization. #part_two

How can you attract talented candidates to your organization? ✏️ Attracting top talent candidates to your company involves several strategies, I've listed a few points below I feel are important from a recruiter (me) perspective: 1. **Strong Employer Impression:** Highlight your company's unique culture, values, and mission. Showcase employee testimonials, awards, and recognition to attract candidates who align with your organization's ethos. 2. **Compelling Job Descriptions:** Write clear, engaging job descriptions that outline the responsibilities, qualifications, and opportunities for growth within the role. Use language that resonates with your target candidates. 3. **Competitive Compensation and Benefits:** Offer competitive salaries, bonuses, and benefits packages. Consider perks like flexible work hours, remote work options, wellness programs, and professional development opportunities. Get creative! 😁 4. **Positive Candidate Experience:** Ensure a seamless and transparent interview process. Provide timely communication, feedback, and support throughout the hiring journey to leave a positive impression on candidates, regardless of the outcome. 5. **Networking and Referrals:** Tap into your professional network and encourage employee referrals. Attend industry events, participate in job fairs, and engage with relevant communities to expand your talent pool. 6. **Utilize Social Media and Online Platforms:** Leverage social media platforms, professional networking sites like LinkedIn, and job boards to showcase your employer brand and job openings. Engage with potential candidates through targeted content and networking. 7. **Invest in Diversity and Inclusion:** Promote diversity and inclusion in your hiring efforts. Foster an inclusive workplace culture that values and respects individuals from diverse backgrounds, experiences, and perspectives. 8. **Highlight Career Growth Opportunities:** Emphasize opportunities for career advancement, skill development, and ongoing learning within your organization. Showcase success stories of employees who have grown and thrived within the company. If you are still finding it difficult to identify top talent and you feel you have exhausted all your resources - I can be that additional asset (that is not exhausted🙋♀️) to your company's recruitment efforts (including your robust internal recruiting team) to uncover caliber talent for your facilities and company! ❤️ I pride myself on cultivating genuine connections with my clients and candidates - the right person for your position is out there and they may be open to exploring a new opportunity however they are not actively applying. Happy Friday! #longtermcare #recruiting #tips #interview

#Recruitment strategies in #US #staffing can vary depending on the industry, job market conditions, and specific organizational needs. However, there are several common strategies and best practices that many staffing agencies and companies employ: Use of #Technology: Leveraging applicant tracking systems (#ATS) and other recruitment software to streamline the hiring process, manage candidate databases, and automate routine tasks such as resume screening and scheduling interviews. Active Sourcing and Networking: Proactively searching for candidates through online platforms like #LinkedIn, professional organizations, job fairs, and industry events. Building and maintaining a strong network of potential candidates is crucial. Job Advertisements: Crafting compelling job descriptions and posting them on relevant job boards, both general (e.g., #Indeed, Monster) and niche (e.g., industry-specific sites). Referrals and Word-of-Mouth: Encouraging employee referrals by offering incentives and maintaining positive relationships with current employees who can recommend suitable candidates. Social Media: Utilizing social media platforms (e.g., #LinkedIn, Twitter, Facebook) to promote job openings, engage with potential candidates, and showcase company culture and employer brand. Internship Programs: Developing internship programs to attract and evaluate potential future hires, providing a pipeline for talented individuals. Collaboration with #Educational Institutions: Partnering with colleges, universities, and vocational schools to recruit recent graduates or students for internships and entry-level positions. Diversity and Inclusion #Initiatives: Actively seeking to diversify the candidate pool through targeted outreach efforts and inclusive hiring practices. Candidate Experience: Ensuring a positive candidate experience throughout the recruitment process to enhance the employer brand and attract top talent. Continuous Evaluation and Optimization: Regularly reviewing recruitment metrics (e.g., time-to-hire, cost-per-hire, quality of hire) to identify areas for improvement and adjust strategies accordingly.

DEI Recruitment Series Leveraging Diverse Networks and Platforms: Diverse candidate sourcing involves tapping into a variety of networks and platforms to reach individuals from underrepresented backgrounds. This may include actively engaging with professional associations, affinity groups, and diversity-focused organizations to connect with diverse talent pools. By expanding recruitment efforts beyond traditional channels, organizations can access a wider range of candidates and foster a more inclusive hiring process. Attending Inclusive Events and Job Fairs: Participating in inclusive events and job fairs is another effective strategy for sourcing diverse candidates. These events provide opportunities to connect directly with individuals from diverse backgrounds who may not be reached through traditional recruitment methods. By actively engaging with diverse communities and showcasing inclusive company culture, organizations can attract diverse talent and demonstrate their commitment to diversity, equity, and inclusion. Building Relationships and Partnerships: Building relationships and partnerships with diversity-focused organizations, educational institutions, and community groups can also facilitate diverse candidate sourcing. Collaborating with external stakeholders allows organizations to access untapped talent pipelines, such as internship programs, mentorship initiatives, and career development pathways, that may lead to diverse hiring opportunities. By nurturing these relationships and actively engaging with diverse communities, organizations can cultivate a strong talent pipeline and create a more inclusive workplace culture. In summary, diverse candidate sourcing involves proactively seeking out candidates from all backgrounds through a variety of channels, events, and partnerships. By embracing diversity in recruitment practices, organizations can broaden their talent pool, foster a more inclusive workplace, and drive positive business outcomes. #DiverseTalent #Recruitment #DEI 🌍

Looking for top strategies for recruiting success? Look no further! Utilizing social media is key in reaching a diverse pool of candidates. Encourage employee referrals for high-quality hires who already fit into company culture. Building a strong employer brand will attract top talent and retain employees. Don't forget about the power of networking - attending job fairs can help connect recruiters and potential candidates face-to-face. Implement these strategies and watch as recruiting success starts rolling in! #RecruitingSuccess #EmployerBranding #HiringTips #jobsearch #careers #employment #jobposting #joboffer #jobalert #nowhiring #recruiting #hiring #jobopportunity #jobopportunities #jobsearchadvice #hiringnow #workfromhomejobopportunities #jobtips #joblisting #jobcandidates #hiringprocess #jobposting #newjob