Posts Tagged “sourcing”
The title of this blog might seem ridiculous; of course you want ROI from recruiting budget. ROI might be added functionality, added scalability, added hires, added something which ultimately adds to the bottom line. What about job boards? How are you measuring your ROI on those? For years there has been debate among recruiting professionals about measurable ROI from job boards.
As a former recruiter, my ROI from job boards was nearly nil. Job postings became more time consuming than time saving. Every year the job boards got more expensive and every year I had more unqualified candidates to sift through. What’s wrong with that equation? My objective was to place as many people as possible as quickly as possible; that’s the only way I generated revenue for both my employer and my wallet. The job boards didn’t seem to care. They just continued to get more expensive and impose more limitations. What do you mean I’ve exceeded the number of searches allowed? It was just BOGUS.
Someone needed to change it all and I got tired of waiting for it to happen.
I’m sure there are those that think I only talk so much about JobShouts! because it’s my company. While that’s true to some extent, a larger part of why I talk about it so much is because I get really excited about changing the experience for recruiters. And producing results! I’m excited to be a pioneer in this industry. After years of using job boards and knowing what didn’t work, I’m now in the thick of creating what works. It’s working so well, that the “big” job boards ought to be running scared.
It’s a well known fact that our job postings are indexed by job search engines. We’ve continued to perfect the “formula” by which we operate – including quality of job ads, categorization, link love and so on. Apparently, we’re pretty attractive not only to the job search engines but also to candidates as well. I was so excited about our latest report from Indeed which showed we averaged 4.5 clicks for every 1 click on non-sponsored ads. Essentially, the only way to get better exposure for job ads with the job search engines is to pay for sponsorship on those sites.
Good Stuff:
This is only 1 of our distribution channels and we are highly successful on so many more.
Sharing metrics is important to me. I want our customers to expect a better recruiting experience. I want them to pay less and receive better quality candidates. I want them to have access to the most innovative and effective recruiting tools available. After 15 years of pounding the internet, learning and using Boolean and other x-ray techniques, I’ve learned a thing or 2 about what’s actually effective. My knowledge is your pearl in the oyster. Get that elusive ROI you’ve been after for so long. Use it, love it, share it!
Most people that are familiar with JobShouts know about our job postings and that we’re integrated with social media – but some may not know about or have yet to try our Social Search feature.
So, what is JobShouts Social Search? How can it help my recruiting/sourcing process?
If you’re an employer or recruiter who regularly uses resume databases to source your candidates, pay attention.
Social Search was developed from a sourcing technique that I personally used very successfully in my days as a recruiter. I specialized in recruiting a lot of hard to find candidates and clients were often amazed at my pinpointed accuracy. My secret? Social media, networking sites and search engines. I used a variety of sites to source from where I could make real connections with people based on a specific opportunity uniquely matched to them. Some might call this cold call sourcing or passive candidate sourcing. This method for me was very successful – so successful in fact, that I was able to stop relying upon resume databases full of outdated content.
The only trouble with this method was, it was very time consuming. Going to each site, figuring out what search criteria worked best, sifting through results for good quality, etc. Each site search could take from 5 minutes to 2 hours depending on the number of results that I got.
The premise behind Social Search was to streamline this process. Social Search allows you to search up to 8 different sites all at one time: LinkedIn, MySpace, Spoke, ZoomInfo, VisualCV, Twitter, Facebook AND – the best part of Social Search – the resume search feature. Social Search finds “hidden” resumes of potential candidates wherever they might be posted publicly, such as on their webpage or blog. Best of all, the results are sorted and labeled according to the network on which they were located.
Here’s an example. Using Social Search, I searched for “business analyst” in Miami:
You can see it pulled up a number of profiles on various sites; from there you can click on a profile to see if it’s a match.
So now let’s say you’ve located a great potential candidate on MySpace (“Suga Cane” listed above) but you don’t know her real name or how to reach her. Well, you can message her through MySpace and hope she responds OR, you can use the information you find on her MySpace profile to help locate her real identity.
This is what we know from her MySpace profile:
So now we know who she currently works for. Using “Gemaire” and “Inventory Control Analyst” I searched LinkedIn and found out that her name is Marisa Howell. Now, she’s a viable and potential candidate! Connect with her through a shared group on LinkedIn or use her name to search for contact information. It’s as simple as that.
Let’s face it – in the world of social media and online networking – far more people are keeping up with their social profiles more often than their resumes. Using this search will net specifically targeted candidates through publicly available information and eliminate the need for using a resume database. Recruit smarter, deliver better results to your clients and stop wading through the same candidate pool as everyone else.
Questions? I’m all ears. 🙂