Hiring Tech Talent—Get Tech Candidates To Respond To Your Recruiting Outreach: The DOs and DON’Ts

Have you ever wondered why you’re not getting responses from tech professionals that you’re reaching out to about a job? What about the messaging is off, and how you can improve it to catch their eye?

We wondered too.

We set up a Q&A with our Lead Front End Developer to create a list of DOs and DON’Ts to follow while recruiting tech talent so we could share it with you.

Passive Candidate Do’s and Don’ts: Shifting Your Mindset To Successfully Recruit Passive Candidates in 2020

We talk a lot at Happie about passive candidates–how to find passive candidates, how to engage passive candidates, and what to do with them once they respond to you. We’ve found that our customers and colleagues are most successful hiring passive candidates when the recruiter or hiring managers shifts their mindset, and stops treating passives like active applicants. We put together this quick and easy checklist of what to do and more importantly–what not to do–to recruit passive candidates!

The Ultimate 2019 HR Conference + Calendar

With the start of the New Year just around the corner, its a great time to look at ways to expand your skills in 2019. One of the best places to stay up to date with current trends and topics is to attend HR & recruitment conferences. While there are great resources out there to help you freshen up on your knowledge, nothing beats the energy of meeting with other professionals to see keynote speakers, participate in workshops, and demo new products.

Building an AV Setup (That Actually Works) For a Distributed Team

Lots of digital ink has been spilled lately on the emergence of remote teams—for good reason! Tech companies, often clustered in high-cost urban areas, are increasingly taking advantage of technology that unlocks a national (and global) talent pool. This is great news for employees and job seekers, who now have top companies competing for their talents even though they may live thousands of miles away from headquarters.

Who are passive candidates and why do they matter?

Say you have an open role and you posted it on all the job boards, and are now waiting for the applications to roll in. Maybe you're a seasoned hiring manager, or maybe this is your first search, and you can’t wait to add that perfect team member. Except as time goes on, the people replying to your job posting aren’t quite the caliber you’d hoped for. The applications roll in, leaving you up to your ears in resumes, and you think; “There has to be someone I’m missing here! Where are all those applicants who are killing it at all those other companies I see?!”

4 Reasons You’re Having Trouble Hiring

The time has come. You have an open role, you wrote up your description, posted it online, waited a while and... you're still waiting for that perfect candidate.Where is that candidate of your dreams? You are confused and annoyed, and as the weeks and months drag on, you wonder if there even is anyone out there to hire for that role.Does this process sound familiar? For many hiring managers, HR, and TA professionals, this sequence of events is all too familiar. The hiring process is a fickle beast, but here are some places along the way that could be causing your hiring process to be less successful than you would like it to be.

3 Easy Steps to Ace your Phone Screen

Great work – we submitted your awesome resume and our client is ready to move forward with a phone screen! Here are three easy steps to make sure you hit a home-run and get that coveted invite for an in-person interview:

9 Ways to Crush Your In-Person Interviews

Great work – you aced the phone screen and our client is ready to move forward with an in-person interview! Here are 9 easy steps to knock ‘em dead and get the offer: 1. Do your research: It’s important to show your interviewer that you have taken the time to understand the company, industry, and role. Your interviewers will be testing your knowledge, so come prepared. 2. Bring a copy of your resume: This is a no-brainer. Your interviewers are often working your interview into a busy workday and will appreciate you taking some work off their busy plate.

How to Resign from Your Job

(Hint: Do so with gratitude and respect, and think twice before accepting a counteroffer).You just received a great offer from an awesome future employer, and you are delivering your resignation to your current boss. But your boss asks if you would stay for another $10,000 and a premium parking spot right next to their own. What do you do? Our experience indicates that it’s better for you (and your employer) to just...

Trends in Healthcare Hiring Part 2: Hiring Solutions

Welcome back! This is a continuation of our two-part blog series on trends in the healthcare hiring world. If you missed the first post regarding the market factors that created these issues, you can go back and read that here. In Part 2, we’re going to dive into what these trends indicate within the industry, and what you can do to combat them...

Trends in Healthcare Hiring Part 1: Market Factors

Finding quality clinical talent in today’s hospital workplace is becoming increasingly difficult. Across the country, hospitals are struggling to find enough quality candidates to fill their open roles, and the slow nature of these recruitment processes is costing each hospital hundreds of thousands of dollars. In this two-part blog series, we are going to explore the issues contributing to the hiring struggles hospitals are experiencing, as well as a few solutions industry leaders can utilize to get hospital recruitment under control and fill open roles more effectively.

Preparing for Peak Season: Why Mortgage Companies Need to Hire Brokers Quickly

Finding quality clinical talent in today’s hospital workplace is becoming increasingly difficult. Across the country, hospitals are struggling to find enough quality candidates to fill their open roles, and the slow nature of these recruitment processes is costing each hospital hundreds of thousands of dollars. In this two-part blog series, we are going to explore the issues contributing to the hiring struggles hospitals are experiencing, as well as a few solutions industry leaders can utilize to get hospital recruitment under control and fill open roles more effectively.

Top Tips for Recruiting Tech Talent

Now that’s a tongue twister!Let’s face it, hiring the best software developers today is a big challenge. Most of them are already working, and those that aren’t are in high demand, making it even harder to lock them into your role. Quartz Media found that in 2015 there were 59,581 college graduates with degrees in computer science, with a whopping 527,169 open computer science jobs. That’s 8x more open roles than developers exist to fill them, driving up the demand for people with these niche skills. The Obama White House also predicted that by the year 2020, there will be an astounding 1.4 million jobs that require some computer science skills, and only about 400,000 workers available to fill this need.

The Ultimate 2018 HR & Recruiting Conference Calendar

The emergence of new practices and technology is revolutionizing the human resources and recruiting industries as we know it. With so much innovation, it can be hard to break through the noise and decide which processes, platforms and practices can best help you meet your business goals.

HR & recruiting conferences serve as a hub for relevant industry trends, and can be extremely valuable when it comes to staying up to date with the cutting-edge. Keynote speakers, live product exhibitions, and personalized workshops and breakout sessions can provide a lot more insight than reading a blog post or endlessly scrolling down a product page. Gathering with like-minded individuals who face similar business problems can be eye opening when deciding what new processes or technologies you should or shouldn't adopt.

5 Recruitment Marketing Tools to Help You Work Smarter, Not Harder

Recruitment marketing is an innovative approach to recruiting that utilizes traditional marketing tactics to appeal to candidates with the goal of converting them into applicants, similar to how marketers work to convert prospects into leads. To accomplish this, talent acquisition professionals are beginning to find success in repurposing traditional marketing software into recruitment marketing tools to streamline the development of integrated recruiting campaigns and get them one step closer to their goals of generating demand and increasing engagement with their employer brand.Recruit Like a Pro with the Right Recruitment Marketing Tools

It’s a Marathon Not a Sprint for Winning Top Talent

With over 27 million businesses in the United States alone, job seekers now have the ability to be more selective in their job searches than ever before. In 2016, around 70% of these companies were expected to ramp up hiring efforts, many of which were planning on growing their teams by over 10%.Leading up to this hiring surge, 47% of declined job offers were due to candidates who had to choose between multiple offers, indicating that job seekers are well aware of this increase in demand and have begun to take advantage of the hot job climate. They've become more specific in what they're looking for in a job and have started narrowing their searches to prioritize company traits that matter most to them, like company culture and employer brand. As employers continue to scale their hiring efforts, this number will continue to climb and should serve as a wakeup call to employers everywhere that the focus of recruiting has shifted to become less about doing candidates a “favor” by giving them a job, and more about demonstrating the value they can provide to them in return as an employer. To put it simply (and in true JFK fashion): it’s time to start asking not what your candidates can do for you, but what you can do for your candidates.

The Art of Text Message Recruiting

Move over email – SMS is the new face of recruitment. For the past 20 years, email has been utilized to become a powerhouse in the recruiting world. But the rise in phone ownership in the past 7 years, from 35% of Americans reporting owning a cell phone in 2011 up to 95% in 2016 according to the Pew Research Center, has resulted in cell phones becoming deeply engrained in many people’s daily lives. From texting to checking email to social media, smart phones in particular have become an extension of people.So we get it, a lot of people have phones. What exactly is it about SMS that makes it so effective for recruiting? Well to start, texts have a 90% open rate, as compared to a 20% email open rate. That 70% increase sets you up to present your opportunity to many more people, exposure that serves to raise brand awareness and get more responses. Additionally, 90% of texts are read within the first 3 minutes, making SMS a faster way to get your message out to your candidates. (Some companies are going beyond texting – for example, McDonald’s is now using Snapchat for recruiting too!)

8 Key Differences Between Corporate Recruiters and Staffing Agency Recruiters

Enlisting the assistance of corporate recruiters or agency recruiters are two main ways to fill positions. The two are very different, however, both fundamentally and operationally. To understand which best serves your company’s needs, you need to understand how they differ from each other. Here are eight key differences between corporate and agency recruiters!Corporate Recruiters vs. Agency Recruiters

Interview Questions & Tactics & Answers – Oh My! Happie Weekly, August 30, 2017

This edition of Happie Weekly focuses on revamping your interview process. The hiring process has changed, with typical interview questions and tactics being dropped for newer, trendier methods.These new ways of interviewing allow you to gain a deeper look at your what makes potential new hire tick, a look that’s invaluable for ensuring you’re hiring the best fit for your company. Check out these resources for updating your interview methods from around the web, as well as some miscellaneous articles we think are interesting this week.

What Recruitment Marketing Is & Why It Matters

We’ve said it before and we’ll say it again - tomorrow’s recruiting, and even today’s recruiting, is very different from the recruiting of the past. In a booming international economy that is marked by greater flexibility of location and employment type than ever before, top talent aren’t just wooed by multiple companies in their city, but by multiple companies around the country and even the world. In addition to this plethora of options, the best of the best can choose to start companies of their own or work as contractors for a variety of companies. When the game-changing candidates you need have so many enticing options, you need to do more than ever before to catch, and keep, their attention. Welcome to recruitment marketing.What is Recruitment Marketing?Recruitment marketing isn’t just employer branding. It isn’t just putting up a career site. It isn’t just email campaigns. It’s all of that and much more. Recruitment marketing is a broadly encompassing recruiting strategy that utilizes a large variety of different channels and methods, all in the service of converting candidates to applicants, just as traditional marketing focuses on converting prospects to customers.

Unique Interview Tactics – and How to Make Them Work for You

Let’s be honest, interviews are the best and the worst part of recruiting. On the one hand, you get to personally interact with your candidate and see beyond the resume, but on the other hand, it can sometimes feel as though you’re getting the same canned responses from each candidate. Wouldn’t it be nice if there was a way to spice the process up and get more genuine answers?Luckily, there are many people who have felt the same way, and decided to take matters into their own hands. Here is a list of several ways to change up your interview process – while still getting the information you’re looking for.

5 Recruitment Marketing Metrics to Track this Hiring Season

Say you have a job opening and want to find a qualified candidate who fits in well at your company, works hard, and tells great jokes. You have a job description, ads all over the internet, and a healthy dose of optimism. What could go wrong? The weeks pass, applications are coming in (or not), but you have yet to find that elusive perfect candidate. You begin to wonder, where did I go wrong? And how can I even begin to find the answer to that question?Recruitment marketing to the rescue! Recruitment marketing is a sector of marketing focused on using different marketing strategies to draw in potential candidates to your post, and convert them to applicants. These strategies are used in an effort to draw in two types of applicants:

Is Your Candidate a Culture Fit?

What makes a candidate a great addition to your team? How can you guarantee they’ll thrive in their new role? Beyond core skillsets, what are you looking for in your next hire?These are all questions you should be asking when you think about recruiting. And while there are no guarantees, we think you’ll make significantly better hiring decisions if you consider questions like these and recruit for culture fit.

How to Craft Killer LinkedIn InMails

LinkedIn Job Posting, approx. $399.00.LinkedIn InMail, $3.00.*Sending a killer InMail and having a candidate respond so you’ll get your money back, priceless. Alright, thank you all for coming, but please takes your seats because class is now in session. Welcome to LinkedIn InMails 101.

5 Tips to Help Improve Your Employer Brand

While your employer brand can help bring in top talent, your candidate experience is a critical component of an employer brand. “Candidate experience is a two way street,” says Meghan Biro, the CEO of TalentCulture, “Make sure yours is good and true to your brand, or you are setting the brand up for damage both upfront in the recruiting process and to your internal employees and stakeholders.” For those candidates you end up hiring, the recruiting process is the first time they are exposed to your brand, while other candidates may become future customers or refer others to your company. Remember these five tips to improve your employer brand through recruiting1. Emphasize Cultural FitAccording to Katie Bouton of HBR, “Cultural fit is the glue that holds an organization together. That’s why it’s a key trait to look for when recruiting.” Not only can poor cultural fit cost a company 50-60% of an employee’s salary due to turnover, but it can also weaken the employer brand by diluting company culture and values. Luckily, emphasizing cultural fit in the hiring process also improves your employer brand. Office tours or team lunches with candidates not only let you determine cultural fit--they also help set expectations from before day one, so when your new hire starts they can immediately reinforce your employer brand. Emphasizing cultural fit during the hiring process also reinforces the value you place on employer brand to your current employees, encouraging them to maintain and improve company culture