9 RecruitCon Expert Tips

Recruiting experts around the east coast convened for a 1-day conference this past October. Here are a few key takeaways from the RecruitCon Road Trip—Boston. 


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Kurt Anderson, SPHR, SHRM-SCP. Director of Human Resources, Definitive Healthcare
Devon Brown, Growth Recruiting Manager
Joel Cheesman, Founder, Ratedly.com
Chris Russell, Recruitment Marketing Expert, HR Tech Consultant, RechTech Media
Elena Valentine, CEO, Skill Scout
Susan Vitale, Chief Marketing Officer, iCIMS

1. Review Sites

Joel Cheesman of Ratedly says that transparency isn’t going away any time soon and recruiters need to be aware of review sites, such as Glassdoor. 

 

“Stop denying that Glassdoor and Indeed will just disappear,” Cheesman adds. 

92%

of job seekers say employer reviews are a key part of their job search

Kurt Anderson, of Definitive Healthcare, adds that when your company receives a negative review on these sites, you need to act first to resolve the issues that are being posted, then respond to the negative review on the website.   

50%

of Millennials say negative employer reviews lead them to decline the job offer

2. Company Career Sites

Chris Russell, of RecTech Media, explains how your company career site could be hurting your recruitment efforts. 

Be authentic!

Russell says to keep your site authentic and to stop using stock photos! 

Candidates want to see real-life workers working at your company. “The more real you are, the more your candidates are going to like you over all.”

Russell says when posting job titles, “dumb them down a bit, it’s the first thing a candidate sees.” Also, stop posting PDFs. Most candidates came to your site from a mobile device, and PDFs aren’t usually supported. Make sure the application process is mobile-friendly, as well. 

Pro Tip: Put your career link on your corporate website on the top navigation! 

3. Job Descriptions and Postings

Elena Valentine, of Skill Scout, offered reasons for why your job descriptions aren’t resonating with candidates.  Valentine says to avoid using buzzwords and to not be vague. 

 

 

Like Russell, Valentine says when using job titles, make the title searchable. 

“Nobody is searching for ‘super cool’ job titles, they’re searching for titles they know.” 

If your job descriptions are too long, candidates aren’t going to read them, using video can help solve this problem. Video job descriptions can show the candidate things that a standard job posting just can’t accomplish. Valentine showed attendees a quick clip of a worker in the field performing a task of the job that couldn’t easily be explained in print. 

70%

of people have searched for a new job 

during office hours at their current job

4. Social Media Recruiting

Susan Vitale, of iCIMS, explained to attendees that candidates are a lot like consumers, so recruiters need to be mindful of this.

 

54% of candidates would prefer a job search site that matches the same format as Tinder, i.e. swipe right for the job you want.

56% of people think LinkedIn offers the best look at a company, from a social media standpoint. Vitale adds that you need to mindful of what you’re posting to social media in order to attract the right candidates.

 

Vitale asks, “What do job seekers look for when they visit your social media profile?

Devon Brown, of Hubspot, suggests using blogs to help communicate what it’s like to work for your company. By leveraging video, sharing compelling content, and keeping your job postings up-to-date you can attract top talent. 

83%

of recruiters feel the power has shifted 

from employers to candidates

Other Tips & Tricks

5. “Try something new,” says Kurt Anderson. For instance, Definitive Healthcare offers Speed Interviews. The concept is similar to speed dating, but instead of finding your life partner, you find top talent. 

6. Joel Cheesman recommends checking out the mobile app, Blind—an anonymous review site—saying, “if you’ve never used the app ‘blind’ you should be on there!” 

7. 60% of recent job switchers said that they accepted their new job because it offered a stronger career path. “You should be asking candidates what YOU can do to make them more awesome,” says Valentine. Offering candidates and employees opportunities to grow within a company means more to some than pay. 

8. Susan Vitale recommends monthly Twitter chats between employers/recruiters and job candidates to help nurture the candidate experience. 

9. Devon Brown told attendees, “Culture is to recruiting as product is to marketing, without one you don’t have the other.” 

 

RecruitCon Road Trip 2017

November 29 | San Francisco, CA

In just one-day, you'll get concrete tips strengthen your candidate pool and land rock star talent.

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RecruitCon 2018

May 10-11 | Nashville, TN 

HR and talent acquisition professionals from across the country converge on Nashville to network, ideashare, and discover new ways to rock their recruiting with proven best practices. 

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