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    WebinarResources 2010 60 min

    Developing Best Practice Recruitment Strategies

    Now more than ever the ability to develop and deliver an effective recruitment strategy is imperative. Candidate lifestyles have changed dramatically over recent years and many companies are still behaving as though it is 1985. Candidates and people in general are on the go more than ever and using technology in ways we never imagined. Social relevance, personalized experiences and transparency in activities and communication are prevalent in this wireless inter-collaborated world we now live in. The days of help wanted signs and newspaper job ads has passed and now people with media power and large advertising budgets are competing against no or low cost methods like a blog or webcam to post information. The mindset of recruiting departments needs to move from spending money, time, and resources developing processes and tools to screen people OUT and begin to embrace the media tools of today and focus more on what a company’s recruiting message should be to invite the right type of profiles IN. This can include better analyzing a career website, how it is indexed, and the verbiage used for web engine crawlers to tag, including RSS feeds that potential candidates can opt-in and receive information when it is convenient for them. Organizations should evolve their mindsets to opening their virtual doors to allow people to get to know them. Because if they don’t, then bloggers, tweeters and other internet groups will do this for them, which can have positive or negative results. This being considered, it is important for you to evaluate the tools in your recruiter’s toolbox, remembering it is not about the quantity of tools you have but more importantly the ability to understand and effectively utilize the tools. A lot of people are talking on the web today, but are they listening to YOU? The internet is overwhelming; a sourcing toolkit should be tight, but effective. And remember – it’s not the tools that make the difference in a sourcing toolkit, it is the expertise of the people who use those tools to attract the right talent for an organization. Combined with energizing recruitment marketing/messaging (i.e. ‘what is the story you want to tell candidates about your organization’) and a fluid process and technology, an experienced and effective sourcing team can position you for success. Join this webinar where Zachary will share his *top twenty* list of recruitment tools/tips to keep in mind for your recruitment team. All of these can be applied within your organizations talent acquisition strategy the next day! Special guest Cade Krueger, VP Sales & Business Development at EnticeLabs, will also be joining to provide a case study of practical application and results!

    Presenter

    ZM

    Zachary Misko

    1. Use niche websites, many of the general job boards have become flooded with resumes often taking more time to review and not focusing on any one industry. Niche sites give you a better chance of targeting that passive industry expert you are looking for.
    2. Make social media a part of your toolbox. Facebook, xing, myspace to name a few. Find the one that works best for you and ensure you manage that ONE site properly, contributing to communication and updates at least daily.
    3. Set up a company or recruiter specific LinkedIn profile and regularly update it with information about your company and culture, as well, use the events feature to inform people when you will be at job fair and industry events.
    4. Author or sponsor industry specific white papers and post to your website and link to these when advertising and communicating in blogs, social media, etc.
    5. Develop and present webcasts that showcase your company and culture, product or a best practice. Thought leadership demonstrates a good place to work and gets people interested in what you are doing and saying.
    6. Blog in places potential candidates and industry experts are listening. Use microblogs, like twitter to communicate with people.
    7. Automate your sourcing efforts with webtools and products to allow your recruiters more time to communicate directly with candidates and their hiring managers (ie. TalentSeekr).
    8. Revisit and use your own applicant tracking system (ATS). Many companies have a great database right under their nose and neglect to use this as a sourcing tool. Previous candidates not qualified for one position, may be qualified for a current opening, as well often candidates you don’t remember or never talked to are uncovered in effective searches. Do you have or use a CRM tool?
    9. Join online groups and participate. Be seen as an industry expert and get people interested in what you have to say. Depending upon the forum, this may be a good opportunity for the recruitment team to engage help from the operations or management teams to speak more specifically on industry topics. This also features your employees as thought leaders and industry experts.
    10. Build a passive candidate database through on-line searches and use of sites like resumeblaster.com or resumezapper.com, to name a few.

    Key Takeaways

    • 1.Recruiting must shift from a mindset of screening candidates out to creating an inviting message that attracts the right talent in.
    • 2.Companies need to increase transparency and open their "virtual doors" before others on the internet define their employer brand for them.
    • 3.The effectiveness of a sourcing toolkit depends on the recruiter's expertise in using the tools, not the quantity of tools.
    • 4.Recruitment must adapt to modern candidate lifestyles by providing social relevance, personalized experiences, and mobile-friendly technology.
    • 5.Career websites must be optimized for search engine crawlers and offer opt-in information feeds for candidate convenience.
    • 6.A successful talent acquisition strategy combines an energizing recruitment message, fluid technology, and an experienced sourcing team's expertise.

    The Imperative for Modern Recruitment

    Presenter Zachary Misko explains that in a world of dramatic lifestyle and technology changes, many companies' recruitment strategies remain stuck in the past. Today's candidates are mobile, digitally connected, and expect social relevance, personalized experiences, and transparency. Traditional methods like newspaper ads are no longer effective against low-cost digital channels like blogs and social media.

    Mindset Shift: Inviting In vs. Screening Out

    The core of the discussion is a needed evolution in the recruiting mindset. Instead of focusing resources on processes designed to screen people out, organizations must learn to use modern media tools to craft a compelling message that invites the right talent profiles in. This involves proactively telling the company's story and defining its brand to potential candidates.

    Key Components of a Modern Strategy

    This webinar outlines several key areas for updating a recruitment strategy:

    • Recruitment Messaging: Focus on the story you want to tell candidates about your organization. This message should be authentic and engaging to attract the right people.
    • Digital Presence: Analyze and optimize your career website. This includes using the right language for web engine crawlers and implementing RSS feeds that allow candidates to receive updates conveniently.
    • Transparency: Open your company's "virtual doors" to allow candidates to get to know your culture. If you don't, bloggers, tweeters, and other groups will define your employer brand for you, with potentially negative consequences.

    The Recruiter's Sourcing Toolkit

    While the internet offers an overwhelming number of tools, an effective sourcing toolkit should be "tight, but effective." Misko emphasizes that the success of a toolkit lies not in the number of tools but in the expertise of the recruiters who use them. A skilled team can leverage even simple tools to attract the right talent.

    This session features Zachary Misko's top twenty list of recruitment tools and tips that can be immediately applied. Additionally, special guest Cade Krueger of EnticeLabs provides a case study demonstrating the practical application and results of these modern strategies.

    This session, led by Zachary Misko, explores the evolution of recruitment strategies in a rapidly changing technological landscape. It emphasizes the critical shift from traditional job ads to leveraging digital tools, personalized experiences, and transparent communication to attract the right candidates. Despite being recorded in 2010, the core principles of adapting to candidate behavior and utilizing emerging media for talent attraction remain highly relevant for today's HR leaders.

    What you'll learn

    • The fundamental shift required in recruiting mindsets from screening out to inviting in.
    • How to effectively utilize technology for candidate engagement, including career websites, web engine optimization, and RSS feeds.
    • The importance of an authentic and compelling recruitment message tailored for the digital age.
    • Strategies for building a tight, effective sourcing toolkit, moving beyond traditional methods.
    • Zachary Misko's top 20 practical recruitment tools and tips that can be immediately applied.
    • A case study on the practical application of these strategies.

    Who this webinar is for

    • HR professionals and leaders responsible for talent acquisition and recruitment.
    • Hiring managers seeking to improve their team's ability to attract quality candidates.
    • Organizations looking to modernize their recruitment processes and employer branding.
    • Anyone interested in leveraging technology and strategic messaging for talent management.

    Why it matters now

    The principles discussed regarding candidate behavior, technology adoption, and authentic communication are more relevant than ever. In a competitive talent market, organizations must continuously refine their recruitment strategies to engage candidates effectively. The emphasis on transparency, personalized experiences, and leveraging digital platforms remains crucial for attracting and retaining top talent. Disregarding these shifts can lead to a significant disadvantage in securing skilled personnel.

    How leaders can apply this

    Leaders should evaluate their current recruitment processes against modern digital capabilities and candidate expectations. This includes:

    • Reviewing career websites: Ensure they are optimized for search engines, user-friendly, and provide a clear, inviting message.
    • Adopting modern sourcing tools: Equip recruitment teams with effective digital resources and train them on their strategic use.
    • Developing a strong employer brand message: Clearly define and communicate the organization's unique value proposition to potential candidates.
    • Fostering transparency: Encourage an open virtual door policy for candidates to genuinely learn about the company culture.
    • Prioritizing expertise over quantity of tools: Focus on the strategic utilization of selected tools by skilled recruiters.
    • Implementing continuous learning: Stay updated on evolving candidate behaviors and recruitment technologies.

    About this session

    Key takeaways

    Watching this webinar gives you grounded, practical perspective on Talent Management. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Zachary Misko's direct experience.

    Who this is for

    CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for resources inside their organization.

    Why it matters now

    Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about Talent Management.

    How to apply it

    Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.

    Frequently asked questions

    Topics

    Talent Management

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    The report format includes executive summaries, research-backed articles, company examples, methodology notes, and practical implications for retention, hiring, culture, leadership, and employee experience. New research and analysis is published on an ongoing editorial cadence at /workplace-report.