3 Ideas for Getting Data Scientist Candidates to Join Your Talent Pool


According to CareerCast.com, Data Scientist is going to be one of the most in-demand jobs as well as one of the most difficult to fill this year, and well into the future. The field of data science, while on the newer side, is exploding at a fast and furious rate. Since it hasn’t been around long, however, there aren’t a plethora of college graduates with data scientist degrees or an availability of experienced workers in the field. So, employers looking for people who can wade through, and make valuable use of, all the data currently bombarding them, may need to broaden their expectations and efforts to attract qualified talent.

Join Industry and Trade discussion groups

If you want top talent in the data science field to be interested in working with your company, it helps to take an interest in what’s important to them. Make an effort to get to know the talent you want to recruit. Using social media, you can track candidates based on their interests, groups and activities. Join industry and trade discussion groups and continue to follow those individuals that show potential. When the time is right, make contact to introduce yourself and encourage them to meet or have a one-on-one conversation with you. Associating a real and amiable person with your company can go a long way in encouraging top talent to join your talent network, and, ideally, apply for a job.

Data scientists use statistical techniques to analyze raw data, but they also work with groups to share their findings and explore meaningful ways to use these discoveries. As you participate in industry-related discussions, show that you understand and appreciate the field, as well as the people who excel in it so your organization is attractive to potential job candidates.

Here are some popular sites and groups to consider for more information:

Advertise on university websites and college career services offices

Since this field is still in its infancy, employers will likely need to forego the impulse to seek out candidates with a lot of experience. Instead, you can benefit from partnering with universities and plan to work with emerging talent. One of the best ways to create a strong talent pool is to provide internship opportunities for college students. They get experience and exposure to your company, and you get to test drive a potential future hire. The relationship you build with interns can be far reaching. Whether they continue to work for you or not, they can make your company name recognized among peers and faculty.

It’s also beneficial to beef up your alliances in the Career Services departments of the universities that interest you. Making them your key point of contact gives you a central, reliable location for information and introductions. They can get you opportunities with student organizations, suggest the right department heads to contact and help you build solid partnerships within the university, as well as ensure that your company is top-of-mind when they, and other faculty members, work with students who show strong potential for careers in data science.

Check out 23 Great Schools with Master’s Programs in Data Science

Be flexible as well as willing to offer flexibility

In 2011, EMC conducted a Data Science Study that delved into what this emerging field is all about and who is, and who will be, filling the industry’s ever expanding roles. While most early pioneers in the field held Master’s degrees, it looks like the rapid growth and need for big data will require employers to broaden their ideas of where to look for top talent. Rather than depending on only individuals with technology degrees, you need to focus on people with varying degrees and backgrounds who bring statistical abilities along with creative problem-solving and a strong interest in continually satisfying curiosity, then provide them with specific training.

You also need to show that you offer a company culture that supports the importance of data science, allowing data scientists to constantly, creatively and freely experiment with the data they receive. According to the EMC study this also means, “building high-performing, cross-functional teams that include a variety of roles, including programmers, statisticians, and graphic designers, and aligning them to directly support interested business decision makers.”

Offering perks such as flexible scheduling and remote work options is also a good way to both entice strong data scientist candidates to join your talent network and broaden your reach for finding qualified talent.

If you’d like more information on how to expand and manage your talent network, contact us at 415-835-0202 or sales@talentcircles.com.


Companies Who Want Top Talent Are Focusing on Workplace Flexibility


In the war for talent, those employers who are open to flexible work styles and schedules—such as working remotely, part-time or alternative hours—are most likely to come out victorious.

A recent study conducted by Justworks, a benefits firm, and SquareFoot, a real estate leasing company, showed that nearly half of employees surveyed “would take a lower-paying job if it offered a greater degree of workplace flexibility.”

The same study found that seventy percent of employees consider flexible work hours as very important and most of them believe flex hours make their teams better.

Apparently, company executives are listening to these employee concerns and preferences. According to FlexJobs, a professional job service specializing in flexible jobs, “Remote job listings increased 11 percent from 2015 to 2016, and 52 percent in the last two years.”

But offering part-time, remote and flexible-schedule jobs isn’t just a benefit for workers. Many companies are seeing major advantages too.

Implementing flexible schedules can increase productivity, decrease absenteeism, save money, and build trust, just to name a few of the benefits companies can reap. Check out Why These 8  Companies Hire Remote Workers.

Flexible jobs can also combat the burnout (from exceedingly long workdays and workweeks, as well as lack of recognition or growth opportunities) which causes lower productivity and work quality, increased stress-related sick days, and higher turnover.

And, when employees feel that their employer is willing to help them achieve a good work-life balance, they’re more productive and tend to stick around longer, displaying more engagement and loyalty.

Recruiting also becomes easier because for remote and freelance workers, there are fewer geographical constraints. In fact, companies are better able to attract top talent worldwide, and open more opportunities to expand their diversity and inclusion efforts.

Hiring remote workers or offering shareable space options means companies require less office space and equipment for employees, so they can cut down on overhead costs.

And there is also the aspect of commuting to consider. Aside from the employee’s own benefits from cutting down on commuting when they telecommute, employers benefit from needing less parking and the environment benefits from fewer cars on the road and less fuel usage. Always a plus!

Of course, along with these positive aspects of flexible work options, there are some complications to consider. Managing your talent pool effectively for flex jobs adds a level of complexity that can appear daunting. But, at Talent Circles, we have an option specifically designed to accommodate the intricacies of complicated scheduling and logistics.

If you’re aware of the need for flexibility to entice top talent but you’re not sure about the most effective way to manage that talent in your talent network, call us 415-835-0202 or sales@talentcircles.com.


6 Strategies for More Effective Talent Acquisition


No matter how drastically technology changes the methods used to recruit employees, the one constant when it comes to talent acquisition is the need employers have to hire the best people. However, what “the best” actually means has become more complicated. Employers are no longer just looking at a list of skills to match an individual to a job; but, instead, are placing much more importance on whether a candidate’s visions and values are in line with the company and its culture.

Here are six areas you can focus on to help you more effectively source the best talent for both the job itself and the organization.

  1. Build a Better Brand – In addition to having an inviting careers website that touts your organization’s many wonderful qualities (which is an absolute necessity), be sure to carry that messaging throughout all your marketing materials and social media interactions. Use video testimonials from current employees talking about why it’s great to work there and include specific examples that showcase the company’s values and visions. Reevaluate your messaging and marketing content to be certain everything reflects the story you want to tell and the impression you want to give.
  1. Reassess Job Descriptions – Treat your job descriptions as ads and give them great headlines. Rather than the job title being the first thing people read, think about some ways you can draw people in. A dull, uninspired job description equates to a dull, uninspired job. Convey your company culture and use an inviting voice that sells people on why it’s a great place to work. Try using video and great graphics. And don’t go overboard on the details. Put your top few serious requirements that you’re unwilling to compromise on in the description, but don’t list unnecessary restrictions that could alienate good people. 
  1. Improve Candidate Communications and Build Stronger Talent Networks – Your goal with a talent network is to develop strong relationships with potential candidates well in advance of when you actually need them. To do this, focus on nurturing these relationships just as you would any other friendship or acquaintance: Stay in touch through social media, reach out often, show that you’re interested in things that matter to them and be available when they need you. Fortunately, there are many electronic options available to make this easy, while also storing all the candidate information you amass so you’ll have many people to reach out to when new positions open up.

Also, remember that technology isn’t the only way to go. You can add to your talent network through some good old-fashioned hospitality by holding local events like a cocktail party or an onsite meet and greet to get to know local talent and introduce them to your company.

  1. Make the Most of Employee Referrals – Employers repeatedly find that employee referrals are one of their best sources of talent. As the importance of recruiting individuals who fit with your organization’s visions and values increases, your employees become even better indicators of who would be a good fit. Your whole workforce (or at least your best employees) can become recruiters for you. So, make it worth their while. Raise the monetary incentive you provide your employees for referrals, as well as adding some creative ways—based on your employees’ values—to show recognition. According to this LinkedIn post, referred candidates are faster and cheaper to hire, will get up to speed faster and are more likely to stay longer at the job. 
  1. Hire More Part-Time/Flex-schedule Employees – Part-time and flexible-schedule jobs are a positive for both employers and employees. As companies feel more pressure to increase employee satisfaction, offering alternative scheduling is a great way to accomplish this and, thus, retain top employees. In this post from FlexJobs, they point out that implementing flexible schedules can increase productivity, decrease absenteeism, save money, and build trust, just to name a few of the benefits companies can reap. 
  1. Focus on Predictive Analytics – It’s important to get comfortable with analyzing all that data that’s bombarding you. Since it can be overwhelming, at the very least you want to be certain you are measuring the effectiveness of your various recruiting campaigns—and making changes when necessary. Which messages resonate with which demographics? What is the response rate for your job postings? When is the right time to contact top talent? Are you doing better with some industries than others? In certain locations?  What is your cost per placement? How is the quality of your candidates? What is your time-to-fill? There are so many metrics available that you should be able to pick those you consider most important and integrate the software and/or a vendor to help you track and make sense of what you’re seeing.

For more information about how to ramp up your recruiting and implement successful talent acquisition strategies, call us at 415-835-0202 or email us at sales@talentcircles.com


How is Artificial Intelligence Impacting Talent Management?


Artificial intelligence (AI) is basically referring to computer programs that use machine learning algorithms to simulate how people would think or respond in certain situations. And, with the ever-increasing amounts of big data being captured, AI is getting more advanced and more prevalent.

In the talent management and recruitment industry, we are seeing three significant trends in how AI is making an impact.

More Efficient Screening – Recruiters often have vast numbers of resumes to weed through, taking up huge chunks of time that could be better spent interacting with those final candidates who are potentially good matches for the job. Intelligent screening software uses AI to automate the screening process by “learning” what has been necessary for success in the job in the past and comparing those traits, skills and experiences to the resumes of new applicants so they can be automatically weeded out or ranked based on potential fit.

Additional information that a company deems important (such as social media profiles) can also be pulled into the process to add another layer of screening. When you consider that some recruiters estimate that 88 percent of the resumes they receive for a given job are unqualified, having a reliable, automated system that quickly eliminates that portion is invaluable.

Better Candidate Experience and Engagement – Whether we are searching the web for information or ordering a pair of shoes, there’s no denying we expect quick results. In fact, we are so used to immediate gratification that we don’t think anything of it—until it doesn’t happen. A Career Builder survey found that 58% of applicants who didn’t get a response after submitting an employment application perceived that company in such a negative light that most wouldn’t consider, or recommend, applying to that company in the future.

Companies can’t afford to lose strong applicants because they are not responsive. AI helps out here with the use of chatbots. Chatbots use “natural language processing” to instantly interact with candidates. This conversational interface can ask job-related questions, provide feedback and give candidates information about what they should do next. The beauty of this is that recruiters will be freed up from the task of responding to repetitive applicant questions, but candidates will still have a strong sense of company responsiveness and communication.

Improved Prediction – People are complex. Capturing all the nuances and possible thoughts and reactions people can have to situations will still require loads more data before we reach perfection in predicting how someone will perform in a given job. That being said, we still have more data than ever before.

Artificial Intelligence for recruiting is compiling and analyzing mountains of performance data, employee engagement data, and turnover data to understand more about performance prediction. The data are being combined with digitized interviews that use “machine learning” to evaluate things like candidate speech patterns, word choice and facial expressions, in order to predict how strongly matched a candidate is to a specific job, and how likely they are to be engaged and successful.

As Artificial Intelligence options continue to evolve, we will continue to see new ways to improve the talent management industry. Consider AI your personal assistant whose goal is to help your effectiveness and efficiency thrive.  For more information about how TalentCircles can help you create a more effective talent community, call us at 415-835-0202 or email us at sales@talentcircles.com.


Why Your Talent Community Needs to Offer Single Sign-On


So, what is single sign-on and how important is it for your talent community members?

In the most basic terms, single sign-on is a service that lets you access multiple websites with just one user name and password. Although it sounds simple enough, it’s actually a pretty powerful tool for creating an excellent customer experience.

And, the importance of viewing every aspect of your business or institution from the customer’s perspective seems to increase right along with our increased use of technology. The use of technology—whether in academia or business—should help you engage more effectively with your audience, not make things more difficult.

While the need to enter login credentials for every individual domain might have been acceptable in the early days of the worldwide web, it’s now seen as cumbersome and annoying. The more pervasive technology becomes in people’s everyday lives, the more they expect every action to produce instantaneous results with as little effort as possible. The easier you make your community members’ experiences, the more they feel cared about. This is where the single sign-on comes in.

One of the major advantages of single sign-on is a reduction in the number of passwords people need to remember. Once they log in to one application that’s part of your system of various applications, platforms or websites, they can access everything.

This unified customer experience serves two purposes. First, it makes it effortless for customers or members to regularly engage with your university, community or business; which makes them more likely to remain loyal. And second, it gives you a single view of all the aggregated data available about your customers and community members.

Understanding the customer experience is one of the biggest challenges for marketers and business leaders. Single sign-on is key for creating a central profile that houses data you can analyze to get detailed insights into customer and community members behavior.

As customers enjoy the seamless ease of use, you can continue to make their experiences specific to them as individuals. Having each member’s complete activity data compiled in one single location lets them pick up where they left off in their activities or pursuit of information regardless of the application, platform or device they’re presently using—while you simultaneously learn more about their needs and basically fulfill their expectations by creating an experience that’s unique to their interests.

If you need one more reason to get on board with single sign-on, consider this. You’ll be able to use your IT budget for important technology upgrades since you’ll be spending less on Help Desk calls about passwords!

For more information about how TalentCircles can help you create a more effective talent community, call us at 415-835-0202 or email us at sales@talentcircles.com.




The Government Sector Benefits from Social Media as a Recruitment Tool


A few years ago, the Department of Labor implemented a Social Media project that provided grants to three states wanting to “expand awareness and use of social media tools among a range of stakeholders, including job seekers, employers, and staff.” The impetus for the project was the ongoing need for efficient ways to quickly and successfully connect job seekers with job openings. And since social media had taken off at hyper speed, this seemed like a good place to start.

States who took part in the initial project used grant money to educate job seekers, as well as employers and their staff members, on using social media to effectively job search, network and find training opportunities. In addition to expanding their current knowledge and use of social media options like LinkedIn, Facebook, YouTube and Twitter, the money was also used to introduce new tools such as virtual job fair and electronic chat.

At the end of the three-year project, participants agreed that there are a variety of ways social media is an asset for increasing productivity and reducing time and costs related to staffing. An excerpt from the project report “Experiences of Three States in Developing Social Medial Strategies” states:

“Facebook can be an effective tool for making agency announcements and providing job listings, as well as for responding directly and quickly to customer inquiries. It can be an important device for prompting two-way communication between a state agency and job seekers.

Twitter can be a useful tool for making announcements to the stakeholder community, such as the number of job openings in the state’s automated job bank or about an upcoming job fair. The grantees also found Twitter effective for driving job seekers and other interested parties to the state’s or a local workforce agency’s website or Facebook page to obtain more detailed information.

YouTube can serve as a readily accessible repository for videos to inform job seekers or employers about workforce programs, policies, or procedures. Videos also can demonstrate how to effectively access and use specific workforce services…. Videos targeted to employers can include information on how to submit a job vacancy listing to a state job bank. Job seeker information can focus on how to use social media tools such as LinkedIn to effectively network, how to “dress-for-success” for a job interview, or how to handle certain types of questions during a job interview.”

Overall, these social media tools offer some great benefits for connecting job seekers and employers, especially when it comes to those individuals who probably wouldn’t have visited an agency’s website otherwise. However, project participants also found that “one size does not fit all.” Using a variety of tools and strategies, as well as keeping up with changing trends, is important. It can also get a bit complicated or time consuming to handle independently, so working with a vendor like TalentCircles can make the process much easier and more efficient.

Susan Magrino, TalentCircles President and CEO, says, “TalentCircles provides the talent connection platform which is already designed for social media tools. For state and local agencies who want to get started with a social media recruitment or add more depth to an existing program, we can discuss a variety of options to choose from based on individual need.”

In fact, TalentCircles provided the platform for one of the states that received a social media grant, and Ms. Magrino shares, “We were very pleased to see the grass roots growth of the candidate pool and the connections job seekers were making.”

Considering that social media tools can be inexpensive yet play an important part in enhancing communication, as well as result in time savings and productivity gains, the government sector should make using them a priority. Having them integrated into an intuitive platform should be mandatory!

Call us at 415-835-0202 or email us at sales@talentcircles.com and we’ll help you begin to incorporate social media into your staffing strategy.


Open-Platform Technology is Changing the Talent Acquisition Industry


As 2017 starts, the talent acquisition industry is filled with new technology choices. And it looks like the leaders who focus on incorporating them into their current recruitment efforts are going to be ahead of the game.

When asked where the majority of their talent acquisition budgets will be spent this year, many business leaders say they plan to concentrate on traditional strategies like posting and advertising on job boards, and working with recruiting agencies. However, nearly 40% of those same leaders, according to LinkedIn’s Global Recruiting Trends report, say that if money were no object they would prefer to focus on new technology.

But treating the technology piece as a “wish list” item rather than a priority is likely to hold companies back in the long run.

Even if your current budget doesn’t allow for all the bells and whistles, or even all the basics, available with the newest technologies, incorporating small pieces over time will still be extremely beneficial. This is great news since the recruitment and talent acquisition space has stand-alone products for everything imaginable. The key to integrating them successfully, however, is to look to the future and always keep your long-term goals in mind.

Selecting the right platform needs to be your first step. According to Techopedia, “A platform is a group of technologies that are used as a base upon which other applications, processes or technologies are developed.” They go on to explain it using a personal computer as an example. Basically, a computer has a specific operating system, so the programs you want to use on that computer need to be compatible with that operating system.

Think of the operating system as the platform. You want to select a platform that is open and flexible so you can continue to add or modify options as your needs change. In addition to being able to spread out costs over a longer time period, the great thing about investing in a platform that allows you to add on stand-alone products at your convenience is that you don’t have to have all the answers about what you need before you actually know what you need.

If you’re not sure where to start, or just want to learn more about the kinds of technology services available, Techopedia has some excellent information about cloud computing and technology-oriented solutions.

In addition, you can contact us here at TalentCircles to discuss the benefits of selecting a cloud-based, open platform, as well as which of the many types of stand-alone products now available for the recruitment and talent acquisition industry would be right for you.

Call us at 415-835-0202 or email us at sales@talentcircles.com and we’ll help you begin to incorporate the best of breed into your organization.


3 Recruiting Trends to Focus on for 2017 and Beyond


With 2017 only days away, recruiters can head into the new year feeling confident about keeping busy since hiring is expected to increase this year. On the downside, for most companies this increase won’t include a rise in recruiting budgets. So, leaders are going to be looking for ways to get more bang for their buck.

According to LinkedIn’s Global Recruiting Trends 2017 automation is going to be a major focus for recruiters due to a heavier workload without additional personnel or money being added to help them do the job.

A More Automated Recruiting Process

So many aspects of recruiting can be streamlined through good automation tools. Looking for innovative, automated screening, interviewing, scheduling and reporting tools to help the process go much faster, is going to be a major initiative for many companies since this will cut back on time to hire as well as manpower costs. Leaders are also going to be more interested in finding automated methods for assessing soft skills like communication abilities, ability to collaborate and drive to accomplish goals.

Automation also lends itself to helping employers achieve another one of their important goals for the next few years—recruiting more diverse candidates—since it removes the potential human-bias elements.

Recruiting More Diverse Candidates

Strong leaders know a diverse workforce isn’t simply a numbers game focused on how many members of certain groups of people they employ.  It’s about bringing the diverse perspectives, work experiences, life styles and cultures of those groups together to make the company a better place. Employers will be focusing more on cultivating cultures that value and respect people’s differences so they are comfortable being themselves and are part of a fully contributing workforce.

In addition to the positive productivity impact of having a diverse workforce, it is also seen as a good differentiator when it comes to employer branding. This focus on employer branding will be top of mind for many companies heading into 2017 and beyond.

Focus on Employer Branding

Standing out in a sea of competition is going to increase in importance as we move forward. In LinkedIn’s report, more than half of respondents would choose to invest in employer branding if they had an unlimited budget. Even with a lean wallet, though, companies will be striving to supply messaging about company culture and career growth in their efforts to differentiate themselves. And, company career websites and social media, particularly LinkedIn, still seem to be the places of choice for employers to showcase their brands.

Although employers might not be able to spend as money much as they’d like on the effort, there is still likely to be a marked increase in the number of jobs related to employer branding over the next few years.


While there are many recruiting activities employers will be involved with as hiring increases in 2017, focusing on these three trends should have one of the largest impacts on their continued success.

For more information on streamlining and improving your recruitment processes, call us at 415-835-0202 or email us at sales@talentcircles.com.


Want People to Join Your Talent Network? Make it Effortless


Chances are good—really good—that if people have to work too hard to join your talent network, they won’t. Since that’s true even for individuals actively looking for jobs, you won’t stand a chance with all those passive candidates out there if you don’t make the process as simple and inviting as possible.

And don’t forget the importance of making things easy on yourself. As a recruiter, your experience matters too. Having the right tools at your disposal to help you easily attract, engage and manage skilled talent is critical for your success. After all, if it’s too complicated or time consuming, how motivated are you going to be work at it?

Here are some tips for making it easy for everyone involved to become part of an exceptional talent network.

For Recruiters

There are so many great tools available for recruiters right now, that everyone should be able to find something that fits their needs. Look for options that can help you with:

Attracting talent – Send automated notifications for new job opportunities and new content offerings

Capturing information – Easily import data—including resumes—into your talent network to begin the automated engagement process that will encourage candidates to stay connected.

Managing data – Use tools that can easily categorize candidates according to things like experience, skills, behavioral qualities, and interests, while also providing simple options for analyzing and reporting on a huge variety of data points.

Continued talent engagement – Send automated, branded messages with customizable templates and content to candidates, and track their effectiveness.

Easy integration with your existing tools – Use a system with open architecture that allows integration with any of your existing software and syncs all of your talent acquisition and recruiting tools together onto one single platform.

For Passive Talent

Because passive talent is not actively looking for new jobs, you need to be diligent about getting in front of them in the first place. Make sure your company appears on job boards, on social media and in industry forums. Be a guest blogger on sites that attract the type of talent you want to add to your network. Maintain solid relationships with college career services offices so they encourage students and alumni to become part of your talent community.

With a strong employer brand, you can generate interest so passive, potential candidates begin to consider joining your network. Now make it easy for them to follow through.

Obvious single click option – Provide a simple “Join Now” button on your own website, or wherever you post company information (including on mobile platforms), that automatically pulls in visitor’s information so they don’t have to get rerouted to different pages or complete a series of forms in order to become part of your talent network.

Integration with social media – Use tools that allow candidates to join your talent community using their preferred social login. This will also let them share information about jobs, specific industries and your company with others in their social networks.

Individual options – Make your talent community’s offerings obvious and give people choices. For those individuals who want to take a few extra seconds to customize their experience, provide a concise list of options they can choose to receive automatically on a regular basis: new job listing, blog posts, industry content, company news, etc.

For Active Job Seekers

Although you will still use the same “keep it simple” principles as mentioned above for passive talent, your approach to convincing active job seekers to join your network when you don’t have an immediate opening will be slightly different. On the positive side, unlike passive talent where the difficulty is getting them to notice you in the first place, active candidates are more likely to more readily come across your company’s job postings and general information because they are regularly searching for job openings. However, active job seekers may be reluctant to take the time to join your talent community if they don’t see an open opportunity that fits their needs right now. Your goal is to convince them that being part of your community could benefit them in both the short and long term.

In your job postings, and on job boards in general, be sure to advertise that you are always seeking skilled talent to join your talent network, and mention the benefits of being part of that network. They will have access to hiring managers, current and past employees, relevant job search information and new job postings. They can also join in industry-related discussions and grow their own network of contacts. And they can get all this with just a few clicks of the mouse.


Whether you’re recruiting, actively looking for a new job, or just staying informed and making contacts, building relationships is essential to employment success. To find out more about the benefits of building a strong talent community, contact us at 415-835-0202 or sales@TalentCircles.com


5 Ways to Make Passive Candidates Sit Up and Take Notice


According to a LinkedIn Talent Trends report, 70% of the global workforce is passive. So, as a recruiter or hiring manager, you either need to fight hard for your piece of the tiny 30% or get creative about making that passive majority intrigued. Here are some ways to do it.

1. Become a networking master

Being a master at networking means being great at two-way communication—not being a stalker. Engage in conversations with everyone, even people you meet at the gym, a fundraising event or while waiting in line at a store.  Tell them about your company and your passion for recruiting while also asking them about what draws them to certain companies or jobs. Even if individuals you speak with aren’t in the market for a new job, be genuine enough that they want to give you referrals. Join forums and groups, and be authentic in your discussions. Obviously, engaging potential candidates on social media—including YouTube and Snapchat—can be very powerful. But the key is engaging. Ask for input and provide useful information and advice.

2. Make your job descriptions compelling

Treat your job description as an ad and give it a great headline. Rather than the job title being the first thing people read, think about some ways you can draw people in. A dull, uninspired job description equates to a dull, uninspired job. Convey your company culture and use an inviting voice that sells people on why it’s a great place to work. Stay away from tired language like, the qualified candidate will possess… Try something with more flavor like, Looking for someone with a passion for design or with a powerful intellectual curiosity. Try using video and great graphics. And don’t go overboard on the details. Put your top few serious requirements that you’re unwilling to compromise on in the description, but don’t list unnecessary restrictions that could alienate good people.

3. Treat candidates like customers

Just as you aim to be the answer to your customers’ needs when marketing your products or services to them, you need to use the same philosophy to attract job candidates. In your job descriptions and employment branding, you want to let candidates know what you can do for them and why your company is the best choice. And, since 40% of people looking for job opportunities turn to company websites, your site needs to be just as compelling and easy to navigate for candidates as it is for clients and prospective customers. Attracting great talent means being attentive and explaining what you can do for the job candidate as opposed to the other way around.

4. Make your application process short and sweet (and strong)

As mentioned, you will have a compelling job description to draw people in. Once they’re there you don’t want to lose them by making the application process too complicated. At this stage, you only want to ask for the essentials. Make it simple to complete your short form and attach their resume or personal website (there are great applicant tracking systems for this), while you also make a strong statement about why they should not leave before hitting that submit button. You want them to feel like they’re taking the first step toward an incredible life change. So, once they hit that button, they feel a vested interest.

5. Emphasize what’s working

Talk to the best 5 – 10 people you’ve hired within the past year or so. Ask them how they discovered the job, what they liked about the job description and the company, why they applied, and why they accepted the offer. Ask how the job compares to previous jobs. What do they like about it and how do they describe the job and the company to their friends? Use the information to highlight why your company is a great place to work and place it on your website, in your job descriptions, on your social media sites and in personalized emails to your talent network.

Remember the goal is to be compelling and engaging. Think about the things that would make you sit up and take a notice of a company’s website, job description or invitation to discuss a potential job opportunity and let it guide your efforts. You want to draw people in. Since many strong candidates are likely to be content with their current jobs and not actively looking for a new opportunity, drawing them out with some of these methods will be a necessity for getting the best people on your team.

For more information about successful recruiting strategies, call us at 415-835-0202 or email us at sales@talentcircles.com