How Can You Convince Your Recruiters to Use New Technology?
You have a problem. So far, it’s a small problem, but if you don’t act now, it’s likely to become a bigger issue as time goes by. Your situation looks something like this: new graduates are pouring into the workforce with high ambition, energy, and creativity, and these high-value workers are passing your recruiters like ships in the night. They want jobs, and your recruiters want to engage with them, but the two parties are operating on different technology wavelengths. Your recruiters are using networks and tools that arrived on the scene a few years ago, and your candidates are using apps, sites, and features that are so new, they haven’t yet appeared in the mainstream.
So, what can you do? How can you convince your recruiters to let go of the old and reach for the new? Here are a few arguments you can make.
It makes the job easier.
Explain that the task of recruiting becomes easier, not harder when recruiters use new options. Even if the options are glitchy or unreliable at this point, candidates are willing to test them out—so recruiters should be too. After all, the goal isn’t to land on a perfect app; it’s to contact appropriate job seekers. Once contact is made, the toughest part is over.
Internal testing can smooth the path.
If your recruiters are reluctant to trust a new tool, test it out in-house. Relax quotas and success metrics in exchange for allowing your teams to try new things (things that may or may not work perfectly). If their jobs are on the line, it makes sense for your recruiters to put faith in what they already use—but if not, they’ll feel the freedom to test and explore new routes to success.
Risk brings better results.
Picture an imaginary brand-new app called JobGO, a tool that works like a dating app and allows candidates to identify and speak to recruiters who happen to be standing in an elevator or coffee line right near them. Risky, right? Who knows if that app has a million-dollar future…or a future filled with million-dollar lawsuits. But if tech-savvy candidates are trying it out, your recruiting teams may as well try it out too. Otherwise, they may be standing in a coffee line beside a tech-savvy, job-hungry go-getter with perfect qualifications and they may not even know it. In other words: Use the app. Break the ice. Start the dialogue. If the tool ceases to exist in a few months, that’s okay! Results don’t lie.
Work with a top recruiter in Scottsdale
Are you looking for the right candidates to bring to your team of recruiters? Contact the hiring experts at the ACCENT Hiring Group today to get started!
Searching for the Next Superstar Leader for Your Company? Here’s What to Look For
You’re about to begin the hiring process for an open position on your team, and you’ll soon be sending out recruiters and collecting resumes. And these won’t be candidates for an entry-level role; for this job, you’ll need a dedicated leader. This person will step into a higher level of responsibility and they’ll need to make important decisions. When those applications begin to roll in, what should you look for?
Here are a few qualities that should grab your attention and bring potential candidates into the winner’s circle.
They solve problems.
If your candidate can listen as you present a complicated scenario, then quietly think over your words without blurting an immediate nervous answer, that’s a good sign. And if that answer seems influenced by a balanced combination of training and experience, that’s even better. If the answer seems insightful, logical, creative, original, and presents a solution that takes all factors into account, then you’re wise to put a gold star next to this candidate’s name.
Keep in mind that there are many ways to approach the task of problem solving. You should also make a positive note next to their name if the candidate 1) asks insightful questions before answering, 2) explains the thought process that went into the answer, 3) points out factors contributing to both the problem and the solution that you wouldn’t have seen on your own.
They are effective communicators/listeners.
Strong listeners make effective leaders, and listening isn’t just about nodding quietly while the other person speaks. Great listening means remembering both large and small details, and it means processing these details and making sense of them without rushing to judgment or forming an opinion before the person finishes the statement.
Keep in mind that there’s more to communication than just listening. When it’s time to form a response, can your candidate place their response in terms that are easy to remember and understand? Do they use their empathy and shape their response to fit the perspective, mood, and goals of his listener (you)? Do they monitor your expression and body language to make sure you’re following and understanding their words? Do they stop, reflect, and change course if they appear to be losing you?
They motivate others – through their own style.
Ask yourself: Could this candidate change my opinion on a subject I value? If they told me something, would I believe it? If they sold me something, would I buy it? If they tried to cheer me out of a bad mood, would I shift gears? Imagine your candidate trying to motivate a group facing panic, confusion or discouragement. Do you think they would listen and follow them out of the woods? Can they lead the group without resorting to clichés or pretending to be someone they’re not?
Work with a top recruiter in Scottsdale
Keep these thoughts in mind as you interview applicants. For more information on finding superstar applicants, turn to the team at the ACCENT Hiring Group.
Chatbots: Why Do Candidates Want to Communicate with Them?
A surprising number of companies in 2018 are finding recruiting success with chatbots, the little AI-based answer-providers that pop up on the company’s website when curious job seekers pay a visit. The job seeker reviews the site, checks out the company business model, brand, and culture, and poses questions to the chatbot if they choose, questions like “Where are you located?” or “Are you looking for a senior account manager?”
Chatbots use sophisticated AI language features to seem friendly and informative, but job seekers generally know they aren’t communicating with a real person. The results appear to benefit both the company and the prospective applicant, and both parties typically leave the interaction with gains. Here are some of the reasons why.
Chatbots are only the beginning
Most users know that the chatbot can only handle the opening lines of a dialogue and that further questions will be directed toward humans who can provide more in-depth answers. But this initial conversation can clear some big obstacles out of the way and let the user know if a deeper investment is worth pursuing. Human interactions aren’t required for these opening salvos, and often they aren’t desired.
Chatbots require no social effort
There’s no need for special niceties when dealing with a chatbot, which can save time for users and help them reach their goals faster. If the company can’t offer what you need, you move on. No necessity for thanks or goodbyes. Just as important: no need to disentangle yourself from a hard sell. That’s a win for busy modern job seekers with no time or social bandwidth to spare on a machine.
Chatbots gather data
Chatbots can support company goals as well by efficiently gathering data on, for example: what questions users ask the most, where these users come from, how they go after the information they need, what they look for in a job, how they use technology, and what they care about. And that’s just scratching the surface. There are countless additional data points that an AI system can gather and a human can’t.
Chatbots don’t cost much
Human call centers and HR pros require far steeper financial investments than a simple chatbot that can answer FAQs. AI bots may not be able to handle complex tasks or conversations, but they’re on duty 24/7, they’re always pleasant and patient, and they don’t accidentally provide misinformation, and they don’t require paychecks. They can be deployed in nearly infinite numbers, and they don’t need performance reviews or coffee in the breakroom.
Find the best job candidates in Scottsdale
Are you looking to find the best candidates for your open positions? Our team at the ACCENT Hiring Group is ready to open that communication for you. Contact a top recruiter in Scottsdale today!
Four Tactics to Improve the Quality of Employee Referrals
Referrals are strong medicine for your staffing program. Even if your company has a great workplace reputation and applicants line up for every open position, referrals can still take your staffing to the next level. There are plenty of reasons why this happens, but at the core, referrals simply mean that your talented, trained, seasoned employees are working to bring family members and trusted friends onto the team. When you receive and use referrals, you bring on employees who are already known and connected to your existing workforce. These newbies also come with the strongest form of recommendation available, and they enter the workplace with open eyes since they’ve typically been given a briefing by the person referring them.
But even if you receive plenty of referrals, there are a few moves you can use to raise the quality of hires who are already likely to become assets to the workplace. Take these steps and referral quality will increase.
Leverage social media
Not everyone on your team wants to use their social media pages to help your company hire candidates. But if you provide incentives — like a bonus for every hire or every post — your employees will be more likely to use their personal pages to urge their friends and family to apply. In the end, it’s a win for you and for them, but it might require some encouragement at the start. You can also post an open position on the company page and ask your employees to like or share it, so the viewing audience will widen.
Put money into a real employee referral program
If you passively ask your employees to say nice things about your company to friends and family, that’s great, and it’s a start. But a real employee referral program requires real money. Invest in your program by offering irresistible incentives to workers who bring in friend and family resumes. Offer a modest sum for each application, a larger amount for each new hire, and an additional bonus for each hire that stays for one calendar year.
Hire top talent and innovators by showing off your referral program
Even as you interview highly talented candidates, explain your referral program to them. Let them know that if they accept your offer and step onto the team, they’ll be able to make more money by bringing friends on board as well. This will encourage to accept the offer in the first place, and it will also help you tap into a great staffing resource. Talented people tend to mingle with other talented people.
Don’t rely on bought lists; Create your own list
Some companies buy lists of potential candidates or contacts, but you don’t need to do this. You already have access to these contacts — you just need to encourage your employees to provide them and leverage the names you already know.
Partner with a Top Recruiter in Scottsdale
A great way to find top talent in the Scottsdale area is by working with a leading recruiter. Contact the staffing and management experts at the ACCENT Hiring Group to get started.