Welcome to Alicorn Hunt.

The underground talent acquisition and workplace community.

Web development projects of mine.
Now profile URLs are simple. /im/your-name 🌈
If you're wanting a remote job, try https://remotive.com/. Let me know if it helps you out or not. 
Here are some of the latest and most effective techniques for sourcing passive candidates (those not actively looking for a new job). Use Social Media PlatformsSocial media is a powerful tool for finding and engaging passive talent. Leverage platforms like LinkedIn, Twitter, Facebook, Instagram, and Reddit to identify potential candidates based on their profiles, posts, and interactions. [1][3] Use advanced search filters on LinkedIn to find candidates with specific skills, experience, or backgrounds.Monitor relevant hashtags and join industry-specific groups on Twitter to spot knowledgeable professionals.Search Facebook's graph for people matching certain criteria like job titles, locations, or alma maters.Check out niche platforms like GitHub for tech talent, Dribbble for designers, or Behance for creatives.Try out Alicorn Hunt's Talent Acquisition Search tool, powered by Google, which can search for LinkedIn profiles.Leverage Employee NetworksYour current employees can be a valuable source for referrals and connections to passive candidates. Encourage them to share job openings within their networks and offer incentives for successful referrals. [2] Attend Industry Events and ConferencesNetworking at industry events, conferences, and meetups can help you connect with talented professionals in your field. Engage with speakers, attendees, and exhibitors to identify potential candidates. [1] Monitor Online Communities and ForumsParticipate in online communities, forums, and Q&A sites like Reddit, Quora, or Stack Overflow. Identify subject matter experts and thought leaders who could be potential candidates for your organization. [1] Use Boolean Search TechniquesUtilize advanced Boolean search techniques on search engines, job boards, and professional networking sites to find candidates with specific skills, qualifications, or experience. [5] These days you don't need to know how to create a boolean search string. You don't even need a boolean search string generator. All you need to do is go to chatgpt.com and tell it to create a boolean search string for [particular role, location, and skills here]. Leverage AI-Powered Sourcing ToolsImplement AI-powered sourcing tools like HeroHunt.ai, Entelo, or Hiretual to automate the process of identifying and engaging with passive candidates across various online platforms. [3] Personalize Your OutreachWhen reaching out to passive candidates, personalize your message by demonstrating your understanding of their background, interests, and achievements. This approach is more likely to capture their attention and initiate a conversation. [3][4] Offer Value and Build RelationshipsInstead of immediately pitching job opportunities, focus on building relationships with passive candidates by offering value, such as industry insights, career advice, or access to exclusive resources. This can increase their interest in your company over time. [4] By combining these techniques, you can effectively tap into the vast pool of passive talent and increase your chances of attracting top candidates for your organization. Citations: [1] https://resources.workable.com/tutorial/sourcing-passive-candidates [2] https://www.lever.co/recruiting-resources/articles/candidate-sourcing-strategies/ [3] https://www.herohunt.ai/blog/passive-candidate-sourcing [4] https://technologyadvice.com/blog/human-resources/passive-recruiting/ [5] https://www.aihr.com/blog/sourcing-strategies/ 
In today's crazy talent acquisition landscape, efficiency is the name of the game. As recruiters, we are often under immense pressure to sift through hundreds, sometimes thousands, of resumes to find that perfect candidate. But let's be real—this is a daunting and time-consuming task. Enter Artificial Intelligence (AI). There's a prevailing myth that relying on AI for resume screening diminishes a recruiter's value, but the truth is quite the opposite. Embracing AI can make you smarter, more efficient, and ultimately, more effective in your role. First and foremost, using AI to review resumes dramatically increases your efficiency. While an experienced recruiter can screen a resume quickly, AI can do it even faster, sorting through vast amounts of data in mere seconds. Imagine the hours saved by letting AI handle the initial screening process. This time saved can be better spent on more strategic tasks—like engaging with top candidates, understanding their motivations, and building relationships. AI doesn't just save time; it also enhances accuracy. Algorithms can be trained to recognize key qualifications, experiences, and skills that match the job requirements with a high degree of precision. Moreover, AI can help reduce unconscious bias in the hiring process. By focusing purely on data and predetermined criteria, AI can ensure that all candidates are evaluated on an even playing field, leading to a more diverse and inclusive workplace. It's important to note that AI is a tool to augment your skills, not replace them. While AI can handle the heavy lifting of initial resume screening, the human touch is irreplaceable in the later stages of recruitment. AI might highlight the top candidates, but only a skilled recruiter can assess cultural fit, personality, and other nuanced factors that are crucial for a successful hire. In essence, AI handles the repetitive, data-intensive tasks, freeing you up to focus on the human-centric aspects of recruitment that truly make a difference. The recruitment industry is notorious for high levels of burnout. The relentless pace, coupled with the pressure to find the right candidate quickly, can take a toll on even the most dedicated professionals. By leveraging AI, you can alleviate some of this pressure. When AI handles the tedious aspects of resume screening, you have more time to relax and recharge. A well-rested recruiter is not only happier but also more productive and creative, capable of making better decisions and providing a superior candidate experience. Also, incorporating AI into your recruitment process isn't just about keeping up with the times—it's about staying ahead of the curve. As AI technology continues to evolve, those who embrace it early on will have a competitive advantage. You'll be able to provide a more efficient and streamlined hiring process, which can be a significant selling point to top talent. Candidates appreciate a quick and smooth application process, and companies that can offer this will stand out in the crowded job market. Using AI in recruitment doesn't diminish your role as a recruiter; it enhances it. By taking advantage of AI's speed and accuracy, you can save time, reduce bias, and prevent burnout—all while ensuring that you have more time to focus on finding and engaging top talent. In the end, a smart recruiter knows that leveraging the best tools available is the key to staying efficient and effective in a demanding industry. So, embrace AI, and watch your recruitment process become smarter and more efficient than ever before. 
Bruce Eckfeldt, a strategic business coach, outlines a six-step framework for leaders to systematically solve problems and foster business growth. This approach is designed to help companies identify and address issues efficiently, which is crucial for sustaining high growth rates. Here’s a summary of his framework: 1. Review and Reflect: Collect and review data on the situation, gathering perspectives from various sources to create a factual timeline. 2. Find Critical Issues: Identify and prioritize key issues by assessing their likelihood and impact, focusing on the most significant problems. 3. Define the Problem: Clearly define the problem, its causes, and set success criteria to measure improvement. 4. Look for Systemic Causes: Use visual tools like fishbone diagrams to map out underlying causes, avoiding generalizations. 5. Pull Multiple Threads: Investigate deeper causes iteratively, refining the focus to uncover core issues driving the problem. 6. Listen to Your Gut: Focus on actionable factors and those that can be changed through business processes, using intuition to guide the final focus. Eckfeldt emphasizes the importance of a systematic, repeatable process to improve learning cycles and outpace competitors.
7 Trends Defining the Ongoing War for Talent
Human Resources / Recruiting Free Location: Anywhere, but preferably within the kingdom of Alicornia aka Alicorn Hunt aka alicornhunt.com Job Type: Part-Time Salary: Compensation will be in the form of glistening unicorn and alicorn tears (when available) Are you a lover of fantasy realms, unicorns, alicorns, and spreading joy? Do you possess the rare skill of turning mundane words into magical incantations that enchant and captivate audiences? If so, then we have the perfect role for you as a Joyful Pamphleteer for Alicorn Hunt! Responsibilities: Embrace the spirit of joy and wonder as you craft and distribute pamphlets throughout the kingdom, spreading the word about the majestic Unicorn and Alicorn Hunt.Utilize your charm and wit to engage with villagers, knights, wizards, and other denizens of the realm, enchanting them with tales of the elusive Unicorns and Alicorns.Collaborate with the royal scribes and artists to create visually stunning and spellbinding pamphlets that capture the imagination of all who lay eyes upon them.Attend fairs, festivals, and other gatherings to share the magic of Alicorn Hunt with attendees, leaving them eager to embark on their own quest.We value: A boundless enthusiasm for spreading joy and wonder.Exceptional communication skills, both written and verbal, with a flair for the fantastical.Creativity and imagination worthy of the most legendary bards.A love for unicorns, alicorns, adventure, and all things magical.Ability to work independently and collaboratively with other members of the realm.Willingness to travel throughout the kingdom (and beyond, if necessary) in pursuit of spreading the word about the Unicorn and Alicorn Hunt.Benefits: Opportunity to immerse yourself in the enchanting world of Alicornia.Flexibility to create your own schedule and work at your own pace.Access to unicorn and alicorn stables for occasional unicorn and alicorn cuddles (subject to availability).Networking opportunities with fellow lovers of fantasy and magic.The chance to leave a lasting legacy of joy and wonder throughout the kingdom.Join us on this magical adventure and become a vital part of the quest to uncover the secrets of the majestic Unicorns and Alicorns! Apply now to embark on the journey of a lifetime as a Joyful Pamphleteer for Alicorn Hunt. To apply, join Alicorn Hunt, and then join the "Street Team" group.
A Randstad survey reveals that 49% of employees in Singapore would quit jobs requiring frequent office attendance. This sentiment is strongest among Gen Z workers, with 69% willing to leave such jobs, followed by millennials (47%), baby boomers (45%), and Gen X (44%). Furthermore, 42% of Singaporeans would reject inflexible jobs, particularly Gen Z, who prioritize flexible hours (68%) and locations (61%). The survey indicates a disconnect between employee expectations and employer practices, as two-thirds of respondents have made significant life changes expecting continued work flexibility. Despite this, 67% report increased employer strictness on office attendance, with Gen Z (74%) and millennials (72%) feeling this most. Additionally, 26% have quit due to lack of flexibility. Source: https://www.randstad.com.sg/hr-trends/employer-brand/flexible-work-a-must-have-for-singapore-randstad-workmonitor/ Online recruitment in India has surged by 9% in April 2024 compared to both April 2023 and March 2024, according to foundit. This growth is expected to continue throughout the year. The production and manufacturing sectors have seen the most significant increases, with a 20% month-over-month and a 31% year-over-year rise. Other growing sectors include imports and exports (15%) and healthcare (14%). However, the telecommunications and education sectors are facing recruitment difficulties. Employers are particularly seeking candidates with skills in digital marketing and communications, healthcare, and senior management, each seeing a 6% demand increase. Source: https://www.foundit.in/career-advice/foundit-insights-tracker-april-2024/
One-on-one meetings between managers and direct reports serve to align expectations and build trust. These meetings foster deeper relationships, enable feedback, goal-setting, and problem-solving. However, they can be challenging to navigate, balancing support for employees with company goals. Key signs of unproductive one-on-ones include: Reluctance to Attend: If you're often tempted to cancel, re-evaluate the meeting's structure and purpose. Tailor agendas to current priorities and dedicate one meeting monthly to career development.  Overextended Meetings: If meetings frequently run over time, streamline discussions. Address detailed topics separately or asynchronously and resolve persistent issues by taking additional steps, like involving HR.Lack of Discussion: If meetings consistently lack content, build trust and engagement. Use deep questions to prompt more meaningful conversations.Leaving Meetings Deflated: If meetings are emotionally draining, establish boundaries. Limit venting time and shift focus to constructive discussions.Distractions: If either party is distracted by devices, prioritize the meeting. Ensure both participants are fully engaged and model attentive behavior.Using these strategies can enhance the productivity and effectiveness of one-on-ones, making them valuable for both managers and employees. Source: https://hbr.org/2024/06/5-signs-your-one-on-ones-arent-working
U.S. Jobs Update: American employers announced plans to hire roughly 50,000 workers through the end of May 2024, the lowest since 2014 and half the number announced in the same period last year. The energy sector leads with 10,000 planned hires, followed by aerospace and defense, industrial goods, and technology. Despite the decline in hiring plans, layoffs have also decreased by 7.6% compared to last year, with 385,859 job cuts so far. The technology sector has the highest number of job cuts, influenced by the implementation of artificial intelligence. The labor market shows signs of cooling, with the lowest number of available jobs in over three years and slower private payroll growth. However, the unemployment rate is expected to remain low at 3.9%, maintaining a near 50-year low.
  • 1
One way not to get the job: interview from your bed
  • 1
·
Added a post
Glad to be a new member!
  • 💓 1
Satya Nadella, celebrating 10 years as CEO of Microsoft, offers the following six tips on running a company and managing a team: Create Clarity: Leaders must provide clarity in ambiguous situations where information is incomplete, as their role is crucial in uncertain times.Energize People: It's essential to create energy and inspire those around you, leveraging emotional intelligence (EQ) over intellectual intelligence (IQ) to achieve goals.Deliver Success: Leaders must succeed despite constraints, recognizing that external factors will always exist and should not be used as excuses.Listen in Meetings and Be Decisive: Effective meetings involve listening more, talking less, and making decisive actions when necessary.Foster Psychological Safety: Creating a safe environment where employees can express concerns and make mistakes without fear of punishment is vital, often achieved by sharing one's own vulnerabilities.Be Empathetic: Empathy is seen as a crucial and challenging skill that drives people to perform their best and fosters innovation by addressing customers' unmet needs.These principles have contributed to Nadella's success in revitalizing Microsoft's culture and driving the company's growth and achievements. Source: https://www.businessinsider.com/satya-nadella-microsoft-management-leadership-advice-how-to-run-business-2024-6 
The Alicorn Hunt Street Team consists of early adopters and/or major fans of Alicorn Hunt and its mission. The Street Team helps to spread the word about this glorious kingdom.
I've been using ChatGPT Voice to practice interviewing and it works great. I think the advice ChatGPT gives is solid. The only issue is that I didn't want to call it ChatGPT. No problem though, in the beginning I told it, "I'm going to call you Samantha." Here's a recording of one question, answer, and feedback loop. This was my second attempt at answering the question and so you'll hear "Samantha" ask how I thought I did this time. This is definitely a fun and helpful way to practice interviewing.
It's a hyper-competitive job market, and securing top talent swiftly and efficiently is paramount. The traditional recruitment process, often characterized by lengthy delays and inefficiencies, can hinder a company’s growth and productivity. But imagine a scenario where you can fill positions the moment they become vacant. Achieving a "zero-day" time to fill is no longer a pipe dream; it’s a tangible goal attainable with an intelligent Customer Relationship Management (CRM) system enhanced by artificial intelligence (AI). "Zero-day" is in quotes because we must also be realistic. There will be times when your time to fill is a few days. Or, 12 days. If this happens you did not fail. Count these as being a part of your "zero-day" program. Because without the program the time to fill would have been much greater. Also, a caveat is that you must find a CRM that can do the things I'm about to lay out. However, even if you cannot, many of these steps can be done in a more manual way and still achieve similar results. The Current ChallengeThe average time to fill for a position stands at over 30 days. This protracted process is costly, both in terms of lost productivity and the resources expended on prolonged recruitment efforts. The primary bottlenecks include: Sourcing Candidates: Identifying and reaching out to potential candidates can be time-consuming.Screening Resumes: Manually sifting through resumes to find suitable candidates is inefficient.Ensuring Fit: Determining whether a candidate is a good cultural and functional fit requires multiple interviews and extensive communication.To overcome these challenges, companies need a more proactive and automated approach. Leveraging an Intelligent CRM with AIAn intelligent CRM, powered by AI, transforms the recruitment process into a seamless, proactive operation. Here’s a detailed breakdown of how this can be achieved: 1. Centralized Resume Sourcing: Integration with Multiple Databases: The CRM integrates with your Applicant Tracking System (ATS), LinkedIn, and other resume databases to create a comprehensive candidate pool.Real-Time Updates: It continuously updates candidate information, ensuring you have the most current data. Or, if your CRM cannot do this then you have Recruiters or Coordinators taking on this task.2. AI-Driven Candidate Categorization:  Automated Classification: Using AI algorithms, the CRM categorizes resumes by function (e.g., marketing, engineering, finance) based on keywords, experience, and qualifications.Intelligent Tagging: The system tags top talent within each category, identifying candidates who consistently stand out.If your CRM cannot do this, then have Recruiters or Coordinators manually categorizing and tagging, daily.3. Creating Talent Buckets: Tiered Talent Pools: Develop tiered talent pools (e.g., top, mid, and entry-level candidates) for each function. Each bucket contains pre-screened candidates who have been assessed for both skill and cultural fit.Readiness Markers: Assign readiness markers (1, 2, 3) to indicate the priority and immediate availability of candidates.4. Proactive Engagement: Leadership Involvement: Schedule regular interactions between potential candidates and company leadership to build relationships and ensure mutual fit. This ongoing dialogue helps in understanding candidate aspirations and aligning them with company goals.Continuous Sourcing: Make it a daily goal to identify and add new contacts to your talent pools. This proactive approach ensures a steady inflow of potential candidates.5. Instantaneous Response to Vacancies: Immediate Outreach: The moment a position becomes available, the CRM triggers an immediate notification to the top candidates in the relevant bucket.Pre-Emptive Offers: With pre-vetted candidates, offers can be made swiftly, reducing the decision-making window to mere hours.Remember, a key point is that the entire time everyone is on board stretching for that 0-day time to fill. But, if an extra interview or step is needed and your time to fill ends up being 5 days, it's still a win. The zero day time to fill can also be thought of as meaning 0 to 20 days, or whatever range you want to give it. However, you are still calling the program the zero day program and ensuring everyone is always pushing for that. Let's look at a fake, but realistic case study to get a clearer picture of these techniques. Case Study: Achieving "Zero Day" Time to Fill with AI-Driven CRMCompany OverviewTechNova Solutions is a mid-sized tech company specializing in cloud computing and cybersecurity solutions. With a workforce of 500 employees, they were experiencing rapid growth and needed to scale their teams quickly to keep up with demand. Prior to implementing an AI-driven CRM, their average time to fill a position was 45 days, resulting in project delays and increased operational costs. The ChallengeTechNova faced several challenges: Lengthy Recruitment Cycles: Their manual recruitment process was slow and inefficient.Talent Shortages: High demand for skilled tech professionals made it difficult to find suitable candidates quickly.Inconsistent Candidate Fit: The lack of a standardized assessment process led to hiring mismatches, increasing turnover rates.The Solution: AI-Driven CRM ImplementationTechNova decided to overhaul their recruitment strategy by implementing an AI-driven CRM system. Here’s a detailed breakdown of their approach: 1. Centralized Data Integration Connecting Data Sources: TechNova integrated their ATS, LinkedIn, and other resume databases into the CRM. This unified their candidate pool, allowing for comprehensive search and management.Real-Time Data Syncing: The CRM continuously updated candidate information from these sources, ensuring the latest data was always available.2. AI-Driven Candidate Categorization Advanced Resume Parsing: The AI analyzed resumes using natural language processing (NLP) to categorize candidates based on skills, experience, and job function.Intelligent Ranking: Candidates were scored and ranked using machine learning algorithms, highlighting the top talent in each category.3. Creating Talent Buckets Segmented Talent Pools: TechNova created segmented talent pools for various departments (e.g., software development, cybersecurity, sales). Each pool was further divided into tiers (top, mid, and entry-level candidates).Readiness Indicators: Candidates were marked with readiness indicators (1, 2, 3) based on their availability and immediate fit for potential roles.4. Proactive Engagement Leadership Involvement: Senior managers engaged with top-tier candidates through quarterly informal discussions, webinars, and networking events. This ongoing interaction helped establish rapport and align candidate expectations with company culture.Continuous Sourcing: Recruiters made it a daily goal to identify and add new contacts to the talent pools, ensuring a steady pipeline of potential candidates.5. Instantaneous Response to Vacancies Automated Notifications: When a vacancy arose, the CRM automatically alerted the top candidates in the relevant talent pool.Swift Outreach: Recruiters contacted these candidates immediately, facilitated by pre-prepared communication templates and offer packages.Real-World ResultsExample 1: Filling a Senior Software Developer Role Previous Time to Fill: 60 daysNew Time to Fill: 0 daysProcess: When a senior developer position opened, the CRM identified the top candidate, Jane Doe, who had been tagged and engaged regularly by TechNova’s CTO. Within an hour of the vacancy, Jane received an offer, and she accepted within the day. Jane’s prior interactions with the company leadership made her decision swift and informed. Example 2: Scaling the Cybersecurity Team Previous Time to Fill: 50 daysNew Time to Fill: 3 daysProcess: A sudden project requirement necessitated hiring five cybersecurity experts. The CRM’s talent bucket had pre-vetted candidates. TechNova's recruitment team reached out to the top candidates, facilitated swift interviews, and extended offers within three days. The slight delay was due to an additional technical interview needed to confirm specific skills. All five candidates accepted, having been pre-engaged and familiarized with TechNova’s projects and culture. Example 3: Onboarding a Sales Manager Previous Time to Fill: 45 daysNew Time to Fill: 12 days (still thanks to "Zero-day" program)Process: A high-priority sales manager position was filled within 12 days by John Smith, who had been in regular contact with the sales director. John was in the CRM’s top tier with a readiness indicator of 1, reflecting his immediate availability and strong fit for the role. The slight delay was because the VP of Sales, who needed to conduct a final interview, was traveling. Despite this, the pre-existing relationship and readiness markers enabled a relatively quick hire compared to the previous average. The ImpactReduced Time to Fill: From an average of 45 days to 0-12 days for critical roles.Cost Savings: Significant reduction in recruitment costs due to decreased time-to-hire and lower turnover rates.Increased Productivity: Immediate filling of roles ensured no project delays, maintaining continuous productivity.Enhanced Candidate Experience: Candidates appreciated the swift and efficient process, improving TechNova’s employer brand.ConclusionTechNova Solutions’ success with an AI-driven CRM showcases the transformative potential of intelligent recruitment systems. By proactively sourcing, categorizing, and engaging with top talent, companies can significantly reduce their time to fill positions, ensuring they never miss out on the best candidates and maintaining their competitive edge in the market. Adopting this technology-driven approach is not just a strategic advantage but a necessity in today’s fast-paced business environment.
Recruiting top talent in today’s competitive job market requires more than just posting job descriptions and waiting for applications to roll in. It demands a strategic approach that positions your company as the best choice for high-caliber professionals. The Challenger Sales Methodology, originally designed for sales, can be highly effective when applied to recruitment. This methodology emphasizes educating and guiding candidates, ultimately challenging their thinking and aligning their career goals with your company’s vision. Here’s how to become a Challenger Recruiter. Understanding the Challenger Sales MethodologyThe Challenger Sales Methodology, developed by Matthew Dixon and Brent Adamson, is built on the premise that the most successful salespeople, known as Challengers, do not merely build relationships. Instead, they challenge their customers’ perspectives and provide valuable insights that redefine the customers’ needs and solutions. The methodology consists of three key components: Teach, Tailor, and Take Control. Teach: Providing Insightful EducationObjective: Educate candidates about industry trends, challenges, and opportunities, positioning yourself as an industry expert.Approach: Share relevant data, trends, and knowledge that candidates may not be aware of, highlighting why your company is a leader in the field.Tailor: Customizing the ApproachObjective: Tailor your messaging and solutions to the specific needs and career aspirations of the candidates.Approach: Understand the unique career goals, motivations, and values of the candidates. Customize the conversation to show how your company can specifically address their professional and personal aspirations.Take Control: Guiding the ConversationObjective: Confidently lead the recruitment conversation, addressing potential objections and steering the candidate towards seeing the value in your company.Approach: Maintain control over the dialogue, assertively guiding the candidate towards recognizing why your company is the ideal place for their next career move.Applying the Challenger Sales Methodology to Recruitment Teach: Educate Candidates About Industry Challenges and TrendsAs a Challenger Recruiter, you begin by positioning yourself as an industry expert. Provide candidates with insights into current trends, challenges, and opportunities within your industry. This not only sets the stage for why your company is a leader but also demonstrates that you are knowledgeable and can offer a deeper understanding of the market landscape. Example: “Our company is at the forefront of AI innovation, tackling complex challenges in machine learning and data privacy. By joining us, you’ll be part of a team that’s driving the future of technology, working on projects that are transforming industries.” Tailor: Customize the Message to the Candidate’s Needs and AspirationsUnderstand that each candidate has unique career goals and motivations. Tailor your pitch to align with their professional aspirations and personal values. This requires going beyond the generic job description and highlighting specific aspects of the role and company that resonate with them. Example: “I noticed you have a strong background in sustainable engineering. At our company, we prioritize environmental sustainability in all our projects. You’ll have the opportunity to work on groundbreaking eco-friendly technologies that align with your passion.” Take Control: Lead the Conversation with Confidence and AuthorityTake control of the recruitment conversation by guiding candidates through the narrative of why your company is the ideal place for their next career move. Be confident in addressing potential objections and providing clear, compelling reasons why they should choose your organization. Example: “I understand that career growth is a priority for you. At our company, we have a structured career development program that ensures our employees are constantly learning and advancing. Our commitment to internal promotions is evident, with over 50% of our leadership team having risen through the ranks.” Challenge: Encourage Candidates to Rethink Their PerceptionsDon’t be afraid to challenge candidates’ preconceptions and encourage them to think differently about their career trajectory. This can help them see the unique opportunities that your company offers, which they might not have considered otherwise. Example: “Many professionals believe that working in a startup means sacrificing stability. However, our company has secured substantial funding and has a robust business model that offers both the dynamic environment of a startup and the stability of a well-established firm.” Deliver Insight: Provide Compelling Data and Success StoriesSupport your narrative with concrete data and success stories. Share metrics that highlight your company’s growth, innovation, and employee satisfaction. Additionally, provide testimonials from current employees who have thrived within the company. Example: “In the past year, our company has seen a 30% increase in revenue and expanded our client base by 50%. Our employee satisfaction surveys consistently show high levels of engagement and fulfillment. Here’s what one of our senior engineers had to say about their experience…” Why the Challenger Recruiter Approach Works• Differentiation: By offering unique insights and challenging conventional thinking, you can differentiate your company from competitors. • Value Creation: Candidates appreciate new ideas and perspectives that help them solve problems and achieve their goals more effectively. • Trust Building: Demonstrating deep understanding and expertise builds trust and positions you as a credible advisor. By adopting the Challenger Sales Methodology, you can effectively sell your company to potential candidates. This approach not only positions your company as an industry leader but also creates a tailored and compelling narrative that aligns with candidates’ aspirations. Remember, you’re not just offering a job; you’re offering a career with purpose and potential. As a Challenger Recruiter, you will not only attract top talent but also ensure that these candidates see your company as the best place to achieve their career goals.
In the dynamic world of recruitment, finding the right talent while representing your company effectively is a delicate balance. Here’s a guide to help you navigate this intricate process with finesse. Do: Know Your Company Inside OutBefore you even start screening candidates, it's essential to have a comprehensive understanding of your company’s values, culture, and needs. This knowledge allows you to accurately represent your organization and identify candidates who will thrive within it. When you can articulate the company’s mission and culture clearly, you attract candidates who are genuinely interested and aligned with your values. Don’t: Overpromise or MisrepresentIn the bid to attract top talent, it can be tempting to oversell the company or gloss over potential challenges. This approach can lead to dissatisfaction and high turnover rates when new hires realize the reality doesn't match the pitch. Transparency is crucial; honestly communicate the pros and cons of the role and company. Authenticity builds trust and sets the foundation for long-term employee satisfaction. Do: Create a Positive Candidate ExperienceFrom the first point of contact to the final interview, every interaction with a candidate should be positive and professional. Timely communication, clear expectations, and respectful treatment are key. A positive experience not only attracts better candidates but also enhances the company’s reputation in the job market. Remember, candidates often share their recruitment experiences online, influencing future applicants. Don’t: Rely Solely on ResumesWhile resumes are a good starting point, they don’t paint the full picture of a candidate’s potential. Incorporate multiple assessment methods such as interviews, practical tasks, and behavioral tests to get a well-rounded view of each candidate. This approach helps in identifying not just the qualifications but also the cultural fit and potential for growth within the company. Do: Use Structured InterviewsStructured interviews, where each candidate is asked the same set of questions, help in minimizing bias and ensuring a fair evaluation process. This method makes it easier to compare candidates objectively and make decisions based on consistent criteria. Furthermore, it demonstrates a professional and organized approach, reinforcing the company’s commitment to fairness and equity. Don’t: Neglect Follow-UpWhether a candidate is successful or not, it’s important to follow up with them. Providing feedback to unsuccessful candidates can be a valuable learning experience and leaves a positive impression of your company. For successful candidates, a timely and detailed follow-up sets the stage for a smooth onboarding process. It shows that the company values communication and cares about its people. Do: Leverage Technology WiselyIncorporate technology to streamline the recruitment process. Applicant tracking systems (ATS) can help manage large volumes of applications efficiently, while video interviews can save time and resources. However, ensure that the technology enhances the process without compromising the personal touch that candidates appreciate. Don’t: Ignore Diversity and InclusionBuilding a diverse and inclusive workplace starts at the recruitment stage. Actively seek out diverse talent and create an inclusive hiring process that mitigates unconscious bias. Diverse teams bring a variety of perspectives and ideas, driving innovation and success. Make diversity and inclusion a cornerstone of your recruitment strategy. Recruitment is as much about selling the company as it is about selecting the right candidates. By following these do's and don’ts, you can create a recruitment process that is fair, efficient, and aligned with your company’s values. This balance not only helps in finding the right talent but also in building a strong, positive employer brand. ?#howto?
  • 1
Do you have meetings where you need to pick a random name? Do you have meetings where you give kudos? Either way, our sister project, Randooo, has you covered. Read about it at randooo.com.
Forbes' best professional recruiting firms, 2024. https://www.forbes.com/lists/best-professional-recruiting-firms/
In this Forbes article Andrea Davey, CEO of Scout Talent Group, discusses the concept of "talent agility" in recruitment. Talent agility refers to the ability of recruitment teams to adapt swiftly to changing market conditions, balancing talent shortages and surpluses with flexibility and proactive engagement. Since 2021, the recruitment landscape has shifted from high demand for talent to dealing with an abundance of candidates, especially after tech layoffs in 2023. Key to achieving talent agility is the use of AI-enhanced applicant tracking systems (ATS). These tools help recruiters manage large volumes of applications, create job posts and social ads, and maintain engagement with potential candidates. AI-equipped ATS systems automate the screening and prioritization of candidates, enabling recruiters to focus on the human aspects of recruitment rather than mundane tasks. Davey emphasizes that as economic conditions fluctuate, with a positive outlook for growth according to the IMF, talent agility will be essential for recruitment professionals. By leveraging modern ATS technology, recruiters can become more effective and strategic in their roles, navigating the complexities of the job market with greater ease and efficiency. Source: https://www.forbes.com/sites/forbeshumanresourcescouncil/2024/06/04/is-talent-agility-the-future-of-recruitment/?sh=4044bbb1790a
In this Forbes article Rachel Wells highlights three lucrative remote career options accessible to individuals with only a bachelor’s degree: 1. Remote Technical Writer:    Role: Communicates complex technical information in an easy-to-understand manner, often creating manuals, guides, and instructions.  Degree: Typically requires a bachelor's in English, communications, or a STEM field.  Salary: Ranges from $51,735 to $151,762, with an average of $101,749.  Growth: Projected 7% increase in demand.2. Remote Management Consultant (Associate):   Role: Provides strategic advice to improve organizational performance, often starting in large firms like McKinsey.  Degree: Commonly in business administration, management, economics, finance, accounting, or computer science.  Salary: Ranges from $114,150 to $146,201, with an average of $130,145.  Preference: Advanced degrees are preferred but not always required.3. Remote Quantitative Analyst:   Role: Uses quantitative methods to guide business and financial decisions, working for banks, asset managers, hedge funds, and more.  Degree: Requires a bachelor's in mathematics, statistics, computer science, or a related field.  Salary: Ranges from $97,296 to $124,012, with an average of $110,078.  Growth: Employment expected to rise by 8% through 2032.Wells emphasizes that while postgraduate degrees can be beneficial, bachelor's degree holders can still secure high-paying remote jobs by leveraging their skills and gaining relevant experience through various means like freelancing or pro bono work. Source: https://www.forbes.com/sites/rachelwells/2024/06/04/3-remote-jobs-that-pay-100000-with-just-a-bachelors-degree-in-2024/
jump to:

JavaScript is required to use this website.