Whether you’re ready for them or not, the Millennial generation is entering the workforce in rapid fashion.  Clearly, they aren’t your father’s job seekers and possess different qualities from the generations before them.  This should push you to toss on your marketing hat and think their way when it comes to recruiting.

Just how different are they?  The following statistics from Undercover Recruiter paint the picture nicely:

• Millennials prefer meaningful work over high pay.

• 1 in 3 millennials choose freedom to roam on their beloved social channels over salary.

• 70% will change jobs once the economy improves.

• 30% started their own business in college.

• 80% would prefer real-time feedback over traditional reviews.

• 65% said that personal development is the most influential factor in deciding their current job.

Companies not adapting to this generation’s needs will fail to hire or retain this group.  While the needed changes are certainly daunting, adopting a new approach isn’t all that difficult.  Here are some of our tips for millennial recruiting:

• Hire through social channels:  It’s hard to ignore their love for the social internet, so being clearly visible on those channels will get their attention.

• Allow Social Media Freedom:  We’re talking about a generation who has grown up “plugged in”, so do your best to keep them that way.

• Create an innovative development program:  Don’t just develop an awesome program, but also make sure to market it well, maybe even setting up a hashtag just for your program.

• Practice Transparency:  They will expect this before and after they enter your company.

• Plan for a 1-2 year employment:  What will they gain out of working for you in just a year or two?  You don’t want to advertise your open jobs as just a two year engagement, but try to paint them a picture of what they will know and accomplish after a short period with your company.  Think of your opportunity as part of their career path, not just a contract.

• Be ready to train quickly: Given that they are looking for a quick journey through your company, it’s in your best interest to train quickly so that both sides can start gaining and adding value.

We’ll close with a great infographic from UNC Kenan-Flagler Business School and the Young Entrepreneurial Council.

The post Hiring Millennials: Do you speak their language? appeared first on Async Interview.

For the last several years, we’ve transitioned from gathering information via text to watching videos, live and pre-recorded. So it’s no surprise that recruitment has adopted the same trends calling a lot of attention to branded employer videos, supplementary job description videos and video interviewing. Check out a highlight of the statistics regarding video in our daily lives and in recruiting:

• 54% of senior executives share work related videos with colleagues at least weekly.
• 42% of organizations are using video in talent acquisition.

It’s time to rethink how organizations can leverage video in recruitment to enhance an experience, save on a trip or engage with others.

The post Video is Everywhere and Now in Recruiting [INFOGRAPHIC] appeared first on Async Interview.

The fun part about utilizing social media for recruiting is that we’re constantly learning more about it every week.  The social channels come out with updates often, raising the bar and providing new options for recruiters.

As a recruiter, there are a number of effective options to locate your target market through social media.   We know it can be a bit overwhelming, so we’ve come up with 3 different techniques that will bring you closer to the people that you want to connect with.

1. Facebook Advertising:  Facebook advertising is absolutely fantastic for recruiters.  Let’s pretend you’re a technical recruiter in San Francisco and you have a Java Programming position open.  You can set up a Facebook ad that directs the audience to your job posting.  You can set up your ad to reach people who live within 50 miles of San Francisco, and who mention hobbies and skills that relate to your open position.  See the below image for the exact targeting options and the number of people who would see your ad.  

 You can also mimic your Facebook advertising strategy and try a targeted Linkedin ad campaign.  We’ve seen it cost a little bit more than Facebook, but when something works, it’s worth it.

2. Targeted Twitter Following:  Another awesome (and easy) option is targeted Twitter Following.  Twitter makes it easy to find communities full of your target market.  One easy way is to find the Twitter accounts of your competitors and follow all of their followers.   Try not to get so wrapped up in the idea of some people not being your exact target.  The goal here is quantity not quality.  The cream will rise to the top and you’ll be able to unfollow those who aren’t exactly who you need.

3.  Twitter Keyword Search: There are a number of social dashboards and tools out there that can be used to track different keywords tweeted by your potential target market.  Let’s use our previous programming example to show this option can be used.  Simply put in the zip code and mile radius you’re looking to target and then type in a few keywords that you want to track.  Some example searches could be:

• “Java Programming”
• “Looking for programming job”
• “programming jobs”

You’ll now be able to tweet directly to the people that come up in the results.  Another option is just following them so they can follow back and stay updated on the jobs you post.

What are some other highly targeted options for social recruiting?

The post 3 Highly Effective & Targeted Social Recruiting Strategies appeared first on Async Interview.

We’ve made it to the last segment of our “Show me the Money” blog series.  We’ve shared with you a list of our favorite free tools for recruiters and also discussed how to cut back on agency spending.  In our third part today, we are going to be talking about how to streamline processes to ensure time and money is being spent where it should be.

Among the many buzzwords in HR, streamlining processes is one of the most popular.  However, despite being an often hot topic, recruiting and HR professionals fail to practice it.  We should also clarify that it’s not so much a failure, but more that professionals in the industry are just so busy that they are unable to spend time reviewing the big picture and improving on current processes

In order to streamline any process, one must understand each step and live and breath it as the person the process is intended to serve.  How do you do this?  Well, we really like what Gerry Crispin and Mark Mehler have done at CareerXroads.  In order to understand the application process of 100 different companies, they created a fake person and submitted a fake resume to each of Fortune’s 100 Best Companies to Work For.   Living the process was the only way for them to truly document what happens from a candidate’s perspective. Make sure to check out that article as they make some interesting points.

How can you do the same thing for your company?  Well, the way we see it, there are a couple options.

Option 1:  The Director or Recruiting Managers creates a fake resume and submits to document the process.

Option 2:  One person or group of people who don’t work for the company are provided fake resumes and are asked to submit those resumes into the system for the same job.  They could be friends of the recruiting staff or possibly even interns at the company.  They are asked to document the process from start to finish.

Here’s a list of what needs to be documented:

• Was it easy to find the career page?  Was information helpful on the career page?
• Was the application process quick and easy or did it drag on?
• After submitting a resume and application was there a confirmation that it was received?  Were any automatic emails received?
•  How long did it take for the company to get back to them for the next step in the process?
• If rejected, what did that process look like?
• What was frustrating?  What were the positives?
• Would they want to apply for another position?

Once the information has been documented, the recruiting team can sit down and take a look at the notes.  What are the hold ups in the process?  Is there something that is either keeping candidates away or holding them up?  Understanding this will allow them to make changes and improve the speed and quality of the process, which means they can move quality candidates through and quickly move the unqualified candidates out.

This is just one example.  The same process can be utilized for other functions of recruiting and HR.  Here are some other examples:

• Perform a mock interview with interns to review, analyze, and streamline the company interviewing methodology
• Submit a requisition to HR to review, analyze, and streamline the requisition process.
• Have the company benefits administrator explain the program to a group of people and ask them to sign up for the program.  Using their notes, the company can review, analyze, and streamline the benefits program.

The post Show Me The Money: How to Streamline Processes appeared first on Async Interview.

Welcome to the second part of our “Show me the Money” blog series.  If you joined us last week for part one, you would have learned how to reduce agency spending in five steps.  Today we’ll be sharing seven awesome, free recruiter tools to help make you more effective.

SmartRecruiters

If you’re ready to talk about amazing (and free) recruiting software, then we should chat about SmartRecruiters.  SmartRecruiters helps you manage the entire process from job posting, to managing candidates, and then in the end, making the right hiring decision.  Because it connects to your social networks, it’s easy to blast out your jobs, gain referrals, and reach passive candidates.  You can add a “Jobs” tab on your Facebook page and even set up a widget on your website to post jobs.

Linkedin

We could certainly list out all of the social channels here, but LinkedIn NEEDS to be on this list.  Even if the only benefit of LinkedIn was its mazing network management power, we would still have to include it on this list. Along with being able to track all of your connections, there is a highly targeted search feature, allowing you to locate and connect with talent easily.  Once on a target’s profile, you can take a look at their recommendations and work history.  Also, not long ago LinkedIn came out with their own “Apply with Linkedin” button, which can be added to your open positions.  When candidates click on the button, their LinkedIn profile is sent in, making it easy on both sides.

WhoWorks.AT

This is an awesome Google Chrome browser extension that connects to your LinkedIn.  This tool gives you a heads up to which of your connections work at a company when you happen to be browsing on their website.  You can also toggle it so that people who have been recently hired or promoted are shown.  This tool cuts down time for recruiters who are looking to research certain companies or are looking to see who they may know at a competitor or company of interest.

Twiangulate

Twiangulate is a tool for Twitter that allows you to put three users together in order to see who they have in common.  Recruiters can use this tool to find similar companies or people who have common skill sets.  Great to help build up a following of targeted users.

Rapportive or Xobni

Both of these awesome tools connect to your email system and help bring you closer to your contacts.  With these tools, you’ll be able to quickly research where your candidates and prospects may be on social media, saving valuable time

Implu

Making connections with executives isn’t always easy.  With Implu, you can find the contact information for all CFO’s and CEO’s of any US public company.  You can also set up a dashboard and alert system to update you on a given area.  Implu is a great tool for networking, prospecting, and market research.  While executive recruiters can use it for understanding the movement of talent, agency recruiters can use it to network in gain new business.

JobCast

This tool allows you to set up a job board right on your Facebook page.  Let’s say your company has over 5,000 Facebook “likes”.  You’re now able to tap into your community and ensure they find your openings.  JobCast will link to your ATS or you can receive resume submissions directly to your email.

Which one of these recruiter tools was your favorite?  Are we missing any?

Make sure to stop by next week for the third part of our “Show Me the Money” blog series.  We’ll be talking about how to start streamlining your processes.

The post Show Me The Money: 7 Awesome (and Free) Recruiter Tools appeared first on Async Interview.