SmartRecruitech’s Post

TWO weeks until #HeadStart! Get ready to learn more about MNP, kick-off spring recruitment with tips and tricks from our Campus Recruitment team, network with MNP professionals across Canada, and hear inspiring stories from our Team Members! See you there! #HeadStart2024 #LifeatMNP #ItStartsHere #SpringRecruitmentKickOff

Here’s a breakdown by the numbers of the top 10 roles to keep an eye on in the new year, according to data from ZipRecruiter.

Job seekers are conditioned to hit the job boards and submit résumés to a large number of postings to increase their chances of getting noticed. However, a better, more effective approach is to find a person who works at your desired company and politely ask them if they could provide an internal referral for the job you want. An employee referral is an endorsement by an existing staff member for an open role, which is often part of an incentivized organizational referral program. Some companies offer a financial incentive for an internal referral, including a cash bonus, gift cards, extra vacation days and other rewards. Employees are motivated to leverage their social networks, seek out and refer top-tier candidates. https://trib.al/MjUiPwF

Many of my successful placements can be attributed to referrals or word of mouth. Here's why it's a game-changer for both LVI Associates and the valued clients we collaborate with: ⭐ Quality Candidates: Referrals often result in high-quality candidates. Since these candidates come recommended by someone within the company or industry, there is a higher likelihood that they will be a good fit for the position. ⭐ Faster Hiring Process: Referred candidates typically have a faster hiring process. They may already be familiar with the company culture and expectations, reducing the time it takes to integrate them into the team. ⭐ Cultural Fit: Referrals tend to align better with the company's culture. Since they are connected to someone within the organization, they may have a better understanding of the company values and work environment. ⭐ Employee Retention: Referred candidates may have higher job satisfaction and better retention rates. The connection they have through the referrer can contribute to a sense of belonging and engagement within the company. LVI Associates have forged partnerships with some key players in the engineering industry throughout the Phoenix and Las Vegas areas. Delighted to discuss my extensive client base over a quick call. If you or someone you'd like to refer is interested or looking for opportunities, feel free to reach out below! Email: goldie.kay@lviassociates.com Phone: 424-258-7226

Employee Referrals not working? More Money WON'T FIX IT! Someone was talking about Employee Referrals on Linkedin... and I commented about how I set up mine at ApplicantPro. He said it was AWESOME... so I figured that I'd share it. STEP 1 - IT'S NOT ABOUT THE MONEY! Most data says less than 10% of employees refer applicants for the money... although you should still reward the team. More importantly you should keep the payout and the expectations low. Our most effective setup was that we paid out $250 per hire but also had a monthly $50 gift card give away to each of the top 10 people who referred the most applicants. STEP 2 - THE POWER OF WEAK CONNECTIONS It's not about the hires... and it's not about having the employee vogue for their BFF... weak connections are just as powerful as strong ones. Our goal wasn't that our team were recruiters, bringing in fully vetted candidates, and that we'd punish them if that hire left. We instead focused on the concept of "sharing" our job ads, of pushing links to ads out into their networks, letting their connections (strong or weak) decide if they were interested, and having our hiring people do what they are paid for... screening, interviewing, and fully vetting new hires. The problem is... that means changing the paradigm for your leadership team... and then changing what your program is focused on. STEP 3 - FOCUS ON ACTIONS NOT RESULTS I know that your goal is "new hires"... and that requires applicant flow... but your team has almost no control over the hiring process. They also only have some control over if/when their friends apply. They also don't know exactly what you are looking for in a great hire or which of the people in their network are actively looking for a job. And even figuring that out is a lot of work... and that isn't their job. What they do have control over is the act of sharing your jobs with their network... so that is what you should focus on. Push your team to share your jobs. STEP 4 - REWARD LEADING INDICATORS Now I'm not suggesting rewarding just sharing, but you could if you wanted. For me I knew shares would turn into clicks (and I can track clicks) and that clicks would turn into Applicants. So we chose to reward monthly applicant flow. Whoever referred the most applicants each month won a $50 gift card, and we would allocate 5 or 10 cards per month. We also had quarterly and annual prizes for the most active referrers. STEP 5 - WORDS ARE MORE VALUABLE THAN MONEY While we did pay out for hires ($250) and we paid out rewards for the top referrers... what mattered more was that we said "THANKS". And that needs to come from the top! STEP 6 - THE RESULTS We drove 20 referrals per hire while keeping the effort of each individual employee very low. It did require tools to keep it running, like email drips to remind people to share, and tracking & scoreboards to show the team who had referred the most people during a month. It was our secret weapon!

Are you harnessing the true power of recruiting in your role as an HR Leader? 👩💼✨ In today's landscape, recruitment isn't just about filling positions—it's about crafting the future of your company with each strategic hire. Let's not just fill jobs; let's fulfill ambitions and drive our organizations towards new pinnacles of success. 🌈💼 Here's a few strategic recruiting ideas based on what has led to great results on our team: 1) Leverage your internal employee network like a grandmaster in chess—every move counts. Engaging with your current employees for referrals is not just efficient; it's cultivating a community that attracts like-minded talents. We reward staff for referrals that result in a hire, and enter them in a drawing to get a gift card for sending any talent our way. Both quality and quantity of referrals makes a difference! 2) Dive into data analytics like a tech wizard. One of the most powerful metrics I use is "recruiting efficiency" which quantifies how many hires it takes to grow overall headcount by 1. It gives you a sense of the effort it takes to recruit staff in contrast to how many staff are departing the company. With the right data you can understand trends, predict needs, and craft a recruitment strategy that's as targeted as a well-placed "tech wizard" spell. How is your HR team turning recruitment into a strategic powerhouse? Also, comment below or reach out if you want more details on our "recruiting efficiency" metric - I'm happy to share the details! #HRLeaders #RecruitmentRevolution #StrategicHiring #WomenInLeadership #FutureOfWork

In the ever-evolving landscape of recruitment, innovative tools have become critical for staying ahead in the competitive talent acquisition sphere. Paiger, is a forward-thinking marketing platform designed specifically for the recruitment industry. By harnessing the power of automation and artificial intelligence, Paiger empowers recruiters to amplify their brand presence and engage with both active and passive candidates more effectively. Paiger's capabilities extend beyond the typical CRM functionalities. They provide recruiters with insightful tools to automate their social media strategies, ensure their job advertisements reach the widest yet most relevant audience, and even assist in content creation, thus positioning them as thought leaders in their respective niches. The platform's intelligent use of algorithms and data helps target potential candidates by predicting the suitable channels and times for posting job adverts, thereby boosting the chance of attracting top talent 🎯 The recruitment process is further streamlined through Paiger's unique approach to candidate sourcing, encouraging recruiters to build meaningful connections. By doing so, Paiger is not just changing how recruiters work but also how they interact with the job market, offering seamless integration and a holistic view of recruitment marketing strategies. It's a game-changer for agencies and in-house teams alike, pushing the boundaries of what's possible in recruitment technology. #RecruitmentInnovation #TalentAcquisition #RecruitmentTech

The landscape of recruitment is an ever-evolving arena, where the dynamics between candidate engagement and retention can be fraught with unexpected turns, such as a promising prospect accepting a counter offer. While such situations are an undeniable aspect of the recruiting process, technology has empowered us to mitigate these challenges to a great extent. Paiger, in this regard, has emerged as a formidable tool in the recruiter's arsenal, significantly streamlining business development, enhancing the ease of sourcing candidates, and expediting the process of crafting and strengthening a recruiter's personal brand. Technology's role in today's competitive recruitment industry has become indispensable, and Paiger asserts its position at the forefront of recruitment technology. The platform's sophisticated algorithms and user-friendly interface equip recruitment professionals with the ability to seamlessly navigate the complexities of talent acquisition. By leveraging Paiger, recruiters can utilise its advanced features to not only identify and engage with potential candidates but also to implement strategies that counteract the risks associated with counter offers. In the digital age, a recruiter's personal brand is pivotal to their success. Paiger's innovative approach delivers tactical tools that enhance visibility in the marketplace, enabling recruiters to cultivate an authoritative and influential presence. Overall, Paiger encapsulates the essence of a comprehensive recruitment technology platform that can remarkably transform the day-to-day functions of the trade. As an all-encompassing solution, it ensures recruitment professionals stay ahead of the curve, fostering successful outcomes in the ever-shifting terrain of talent acquisition. #RecruitmentStrategy #TechInnovation #CareerDevelopment

My clients and friends often tell me it is hard for them to recruit potential participants for their research interviews. I get that. It's not easy. One recently expressed frustration that despite having a very worthwhile and relevant project, and a $50 gift card incentive, she had fallen far short of her recruiting goal. She wished someone had told her that her recruiting goal was too ambitious for her timeframe, and that most people were not going to say yes. Here are some tips that you might find useful if you are planning a project that involves interviewing. But the bottom line is this: MOST PEOPLE WILL SAY NO. To get to your goal, reach out to ten times more people than you were thinking you would. Don't worry; you'll get there! And....... [spoiler alert] I'm working on a training course that should be available in early September, if all goes well. Recruiting will be covered in the course! Stay tuned!

4 myths candidates should know about. I faced a ton of hiring struggles post-college. Meaning, 7 months of applications, ghostings, and rejections. It was by far the worst time in my life. (Which you never think it would be post-graduation). After experiencing these issues and seeing SOOOO many people still struggling on LinkedIn, I wanted to dispel some of the most common hiring myths candidates have. And yes, this includes myself… I was by far the biggest culprit of these myths. When I was in the thick of the hiring grind, I didn’t believe them to be true. But boy, has my perspective changed. After talking with some rockstar recruiters, they've debunked the 4 common hiring myths. So, I’ve documented all my learnings in a blog for you guys: https://lnkd.in/ge5rJaW4 Talking with these recruiters has been insightful and refreshing. I’m hoping that for anyone struggling to get a job, this provides you with some clarity much like it did for myself. Definitely let me know what you guys think of my first blog. 😄 --- If you enjoyed this post, feel free to follow me at Mason Fuerst for more content just like it.