RPO Blog – People Science

RPO Blog – People ScienceRPO Blog – People ScienceWhen one door closes, another door opensThe Art of Conversation: On what platforms will potential candidates respond.New Year, New Recruitment TechniquesNew Year, New You: Setting Goals and Sticking to ThemHow to develop and maintain the most successful relationships with your hiring managers.The Race to Recruitment Before the Holiday’sClear communication with candidates and clients will lead to a successful holiday season.The Initial Pre-ScreenMental health in the workplaceTime Management: How to Keep Up with Recruiting Priorities

https://www.people-science.com You are what you measure. Fri, 24 Jan 2020 20:29:45 +0000 en-US hourly 1 https://www.people-science.com/wp-content/uploads/2015/09/cropped-Swoosh-7-66×66.jpg https://www.people-science.com 32 32 https://www.people-science.com/when-one-door-closes-another-door-opens/ https://www.people-science.com/when-one-door-closes-another-door-opens/#respond Fri, 24 Jan 2020 20:29:45 +0000

https://www.people-science.com/?p=2840

Related posts:

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  2. A recruiter’s job doesn’t end with the phone screen
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When one door closes, another door opens. Sometimes a candidate is a great fit for the company but not the team with which they interviewed. Take the time to speak with the candidate to let them know they were not selected for the job. Open your mind and listen to what they are looking for in their next position and down the road. Review the openings at the company. Perhaps the candidate that interviewed for a Sales Development Rep would be good at Customer Service. Review the basic job description and compensation with the candidate. If they think it might be a good fit, run the candidate by the other hiring manager. Explain that the candidate interviewed for a different position but would be a great fit for the company overall and see if the hiring manager would be interested in speaking with the candidate.

If there isn’t a current opening that you can move the candidate over to, keep him or her warm. Reach out on a regular basis to see if they are still looking for a new position and review the current openings. It might take some time but eventually, the right position for the candidate will open and you will be able to make a quick hire.

Sometimes candidates have to kiss a lot of frogs to find their “job prince”!

By Megan Cashion | People Science Talent Advisor II

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https://www.people-science.com/?p=2828

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How often do you say to yourself, “Why can’t I get this candidate on the phone? They are perfect for this position!”  Well, let me ask this question. Apart from your friends or relatives, when was the last time you had a meaningful conversation on the phone with a stranger?  If you are anything like me than it has been quite a while. The new age of workers rarely answers their phone on the first call from a number that they are not familiar with. This means you must call, leave a voice message, hope they listen to it, hope they want to respond to you, call you back, hope you’re available to take the return call, etc. Again, if you are anything like me than this really irritates you because the telephone is how you have always communicated in your personal and professional life. WE MUST ADAPT!  Recently, I attended a very interesting seminar on sourcing for candidates and one of the keynote speakers made a statement that has stuck with me since.  He said, “It is not up to us how candidates communicate.  It is up to the candidate.”  Well, where do we connect with these candidates?  Below are 5 different places you can try where candidates may connect with you.

  • Text Message: Believe it or not, this is not as effective as it has once been. You would think it would be a top way to connect. Yes, most candidates do not answer a phone call, but most do have a phone with text message capabilities. Just like answering calls, if a text pops up from a number that is unrecognizable it may still be ignored. With all its negatives, a text message is still worth a try and is sure to be more effective than a phone call.
  • Email: Even an older method than text messaging yet could be a little more effective with the proper subject line. Most candidates would probably have their emails attached to their phones so instant notifications are a probability. This is still not the best method but always worth a try.
  • Facebook Message: At one time this was an untouchable format to reach out to candidates as It was mostly used for social interactions. Now, Facebook is used for EVERYTHING! If you can find a potential candidate’s Facebook page, give it a try. The only issue with Facebook is that the format is kind of a “Been there, done that” thing. Still worth a try for a reach out.
  • Instagram: Much like Facebook, it could be a stretch however worth a try. This format is mostly used for pictures however if you can find a candidate’s Instagram, give it a try. If a picture of something somewhat professional is posted, comment on the contents of the picture. Try and start a dialogue. This may seem farfetched, but worth a try.
  • Snapchat: When I first heard that this is how people are communicating, I laughed. When it was suggested to me that this is a source to be explored when reaching out to candidates, I was in disbelief and completely rejected the idea at first, but then I thought about that quote. “It is not up to us how candidates communicate.” If you stumble on a candidate’s profile, give them a Snap. I am sure at least a few may find it refreshing to see that a recruiter is willing to reach out through this method.

These 5 platforms are not the “End All, Be All” of platforms as I am sure there are more than a dozen that I don’t even know about. The basic idea is that a simple phone call is no longer the obvious way to communicate. At the end of the day, we need that first reach out to be as successful as possible. It is the first step to the building block of filling positions. Good Luck!

By Zack Goldberg | People Science Talent Advisor II

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https://www.people-science.com/?p=2824

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We have now entered 2020, but how do you stay current in the recruitment pool for hiring managers? Focus on candidates who not only have the hard skills hiring managers are looking for with their open positions but the soft skills as well.

Look for candidates who not only list the qualities on their resume that align with the job description but hobbies and activities that they were involved with, as well as volunteering. Being well rounded can add value to not only the position but your company.

Hiring managers are looking for candidates who want to grow and be long-term with the company, who can fit in well with their current employees. Conduct phone screens and ask about their qualifications but also their interests to present to the hiring manager to fill that role.

By Jessica Shields | People Science Processor

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https://www.people-science.com/?p=2820

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It is important to set goals, and in a New Year, many of us have set resolutions for the year. Whether it was being more healthy, changing spending habits, making changes in the workplace, or starting a new career, it is important to stick to these goals.

In a recent study done by Fox News, it was found that most people give up on their New Year’s resolutions by January 12th.

What can you do to create a  resolution and stick to your goal?

  • Think about something you would like to improve in your life- make sure it is big enough to improve your life but manageable so you are not disappointed.
  • Visualize the end result of the goal. What will you achieve and how will this improve your life?
  • Break it down into simple, manageable milestones. Smaller milestones are easier to hit.
  • Find support in reaching your goal- talking to other people can be a big motivator in reaching goals.
  • Create a plan and write it down- sometimes seeing it in writing can help you visualize the goal.

Setting goals is very important, what can you achieve in 2020?

By Melissa Steele | People Science Talent Advisor I

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https://www.people-science.com/new-year-new-you-setting-goals-and-sticking-to-them/feed/ 0 https://www.people-science.com/how-to-develop-and-maintain-the-most-successful-relationships-with-your-hiring-managers/ https://www.people-science.com/how-to-develop-and-maintain-the-most-successful-relationships-with-your-hiring-managers/#respond Tue, 17 Dec 2019 21:26:40 +0000

https://www.people-science.com/?p=2813

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While there are many aspects of the recruiting process that factor into how successful you and your company will be at hiring, one of the most important factors is the relationship built between the recruiters and the hiring managers. Hiring managers can sometimes be viewed as the “gatekeepers” in recruiting because all candidates and issues must go through them. The level of engagement and interaction with the hiring managers plays a large role in determining their response rate and this, in turn, directly corresponds with how successful recruiters will be! In addition, creating such a strong relationship keeps recruiters on the hiring managers’ radar which also results in reduced time to fill.

Often, recruiters set their hiring managers up on a pedestal, handling them with soft and delicate communication. It is more effective, however, for recruiters to view themselves as equal partners. Doing so will create a more mutually beneficial relationship; recruiters will be able to fill more positions and hiring managers will be able to add more employees to their team. As recruiters, it is common to view the hiring managers as the “customers” and fall into the pattern of taking orders and following their lead. Rather than let the hiring managers take charge of the way the recruiting process is ran; it is important to remember that the “customer” is the business or client, as a whole. Recruiters ought to work together, on the same level, with the hiring managers, in order to make the best hires for the company while being the most time-efficient.

It is important to continually follow-up with hiring managers for feedback. Do not worry about “nagging” the hiring manager; sometimes an email can get lost and they simply need a friendly reminder. Be sure to compose yourself professionally and patiently in your follow-up and, most oftentimes, the hiring managers will welcome your friendly reminder.  By staying consistent with your correspondence, checking in frequently, you will become a staple in their daily mailbox and plant yourself on their radar.

One thing recruiter’s can do is establish an interviewing/recruiting process that works for all parties involved. It helps to have a designated go-to person for each position so that you know who to submit candidates to, who to request feedback from and who to schedule interviews with at each stage of the process. By doing this, you will be more efficient, and you can prepare candidates more effectively for on-site interviews by providing the names of the interviewer(s). This way the candidate has the option to do some pre-interview research on their interviewers and prepare to meet the team. The more consistent the process is, the more seamless everything will flow, meaning less back and forth between the recruiter and hiring manager to figure out details for the next steps.

Lastly, set expectations and be clear as to the steps you will be taking throughout your recruiting. When you lay the expectations out up front, you avoid miscommunication. If the recruiter states what he/she expects from the partnership and the hiring managers are aware of what is expected of them, it should allow for a smooth flow of recruiting. Without any miscommunication hiccups, recruiters and hiring managers should be able to improve their time to fill. Two main objectives for hiring managers are speed and quality and by establishing key elements and processes at the start of the recruitment cycle, it is more likely that these objectives will be met and the hiring manager will be satisfied with the recruitment efforts. Engaging hiring managers is a great strategy for recruiters who want to improve their time to fill on open positions. Building and maintaining that relationship is a very effective way to help grow a successful business.

By Kristen Coutsouros | People Science Talent Advisor

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https://www.people-science.com/?p=2809

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The holidays are quickly approaching, which means hiring managers, recruiters and candidates are taking paid time off to spend with family. Calendars are busy and holiday parties are happening. But how do you make sure interviews and hires are made before vacation is taken?

Make a plan for yourself, as a recruiter in order to ensure you have the job description down pat for the open position needing to be filled you need to constantly follow up on emails, make calls and one on ones with managers. Don’t be afraid to pick up the phone and prioritize time by setting up screens with candidates and onsite interviews with the hiring managers before they leave.

It can be a difficult process especially if calendars are packed, parties are being planned and potential candidates are traveling. Try to set up a time whether it’s via phone, Skype or in-person to discuss the backgrounds and resumes of the candidates, and who is moving forward. This will not only expedite the hiring process but can get an applicant set to start in the new year.

By Jessica Shields | People Science Processor

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https://www.people-science.com/?p=2803

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With the holidays approaching, straight forward communication with prospective clients and candidates is crucial. As we all know time frames can become a bit vaguer during the holiday season. What should normally be a two day turn around may turn in to a week while a two-week process may turn in to a month or longer as companies and prospects alike can become a bit more preoccupied as we hit the end of year holidays. There are a few things that can keep everyone on the same page during the holiday season.

  • Clear and communicated time frame- If we have an understanding that things will not be moving as quick communicate that to the candidate. Keep the communication with the candidate flowing in order to keep them up to date with the process. If the expected time frame may need adjusting this needs to be communicated immediately.
  • Understanding that holidays may bring extra stress. For many people, the ability to balance their time between work and outside obligations during the holiday season brings an added level of stress. It is very important to understand this when attempting to communicate time frames to prospective candidates and clients.
  • A clearly written out of office. It is important during the holidays that you take time to spend with loved ones. If you are going to be unreachable it is extremely important to have an out of office detailing the time frames you will not be reachable. This will allow your time away to actually be your time while keeping candidates and clients in the loop for a response time frame.

All in all successful communication between yourself, candidates, and clients will allow for a successful holiday season.

By Pete Pabon | People Science Talent Solutions Advisor

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https://www.people-science.com/?p=2799

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When it comes to sourcing candidates for open positions, the “pre-screen” will help determine whether the candidate is going to be a good fit for the open position off paper, that the hiring manager is looking to fill. But how do you get passed the initial pre-screen to make it to the next round of the interview stage?

As a recruiter, introduce yourself and be welcoming. Go over the position thoroughly to give the candidate the opportunity to add personability to the pre-screen and make the process smoother to show why you stand out against the competition. When answering questions about your background, it is okay to elaborate on your skillset and to interject about a story that is work-related to add positivity and ethic to the conversation. If your qualifications match up to the job description, and your knowledge of the position, it will be a stress-free conversation to have with the recruiter and make it to the interview with the hiring manager.

By Jessica Shields | People Science Processor

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https://www.people-science.com/?p=2796

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As the talk of mental health in the news and society blossoms and evolves it makes sense that these discussions are entering the workplace. American workers log long hours and are constantly connected to work via phones and mobile devices. Eventually, this takes a toll on a person resulting in stress, anxiety, and depression. In the workplace, these ailments result in reduced productivity, increased medical costs, high absenteeism and high turnover. Are companies supporting their employees to help combat these issues?

Overwhelmingly more companies are creating programs and offering services to support their employees’ mental well-being. Cisco, Lyft and Microsoft are just some companies that are offering unlimited PTO and emergency days off, free counseling sessions or free access to a mental health care service like Lyra Health. To protect law enforcement officers in New Jersey, a directive was passed in August 2019 to promote resiliency stating, “protecting an officer’s mental health is just as important as guarding their physical safety”.

Resources like One Mind at Work (www.onemindatwork.org) is a global coalition of leaders from diverse sectors including business, medicine, research, education, law enforcement, the military, and civil society. These leaders will join together with the goal of providing the transformational leadership we need at this historic moment in the evolution of mental health care, by championing proven, scalable approaches to raise awareness, eliminate stigma, deliver affordable access to quality care, build a culture of well-being and deliver better health and economic outcomes.

If you think your current employer could do more to support their employees’ mental health, contact your HR department about adding mental health benefits like Lyra Health (www.lyrahealth.com). If you are interviewing, ask the recruiter what mental health benefits are offered. Even if this is something you don’t need to take advantage of now or in the future, if a company offers these types of benefits it is a reflection on the company’s leaders and how much they value a healthy work environment.

By Megan Cashion | People Science Talent Advisor II

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https://www.people-science.com/?p=2793

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In any profession, especially recruiting, it is important to keep up with priorities and tasks. It is all too easy to get overwhelmed and forget important tasks.

Here are some tips to keeping up with time management while recruiting:

  • Use your applicant tracking system. A tool like HireGate is a great way to set reminders and keep track of candidates.
  • Remember everything has a priority. A helpful way to prioritize is: making offers and following up on outstanding offers, setting up interviews, keeping up communication with HMs, screens, sourcing.
  • Ensure your screening time is balanced with other tasks. If you book screenings, try not to book so many screenings in one day as to not keep up with other tasks. Keeping up with phone time is important, but so is ensuring you get the rest of your work completed.
  • Make time for sourcing. Some of the best candidates are sourced candidates, applicants tend to apply to many jobs at the same time and sometimes drop out of the process more easily.
  • Utilize available tools for time management, the Outlook calendar is very helpful. It is also good to keep to-do lists using things like Trello or Excel so as not to forget important items.
  • Make sure you are leaving time for lunch, don’t get so busy you forget to eat. It might be helpful to block off time on your Outlook calendar to eat lunch.

If you are feeling overwhelmed, ask someone for help. Organizations aim to be team-oriented, and it is good to support coworkers during busy times.

By Melissa Steele | People Science Talent Advisor I

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From our inception in 1997, companies have relied on People Science to “break the code” of their toughest and most complicated recruiting efforts. Acknowledging the importance of taking a fresh approach when in a War for Talent, we challenge ourselves to create processes, methodology and “out of the box” recruiting ideas to bring resolution to our clients’ critical staffing goals. As a result we have completed many RPO projects in our tenure and consider ourselves pioneers in the field of Recruitment Process Outsourcing (RPO). People Science provides End to End, Augmentation and Project RPO Services.

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