Tag: recruiting

Used to hate video resumes. Now I heart them.

During the dotcom years, a lot of staffing firms had video resume capabilities for their candidates, but it never really caught on.  Then, a few years later when YouTube was really starting to blow up, it seemed like every job board was rolling out a video resume feature.  I don’t know what percentage of job seekers on job boards (monster, careerbuilder, etc.) have video resumes, but I always looked at this from the job board and recruiter’s perspective and thought it was pretty useless.  Too hard to query, too hard to organize, too much liability (racial profiling, for instance), and too time consuming.  As I’ve been talking to some candidates lately, however, I’ve changed my tune for one simple reason.  Here’s why.

 If a candidate is going to take the time to create a video resume, that means they are going one step beyond those other candidates.  Just like candidates who take the time to make a follow up call after submitting their resume may get their resume to the top of the pile, a video resume gives the candidate another way to get in front of recruiters and hiring managers.  Obviously the substance of the video is paramount, but I give props to anybody who takes the time to craft a professional video and get it in front of me.

I understand not all candidates have a webcam, but let’s face it, not all candidates have email either (I get requests for my fax number daily.  Sorry, I haven’t had one since…ever.)  For that reason, I’m not saying video resumes will ever replace standard electronic/paper resumes, or that they’ll even replace 1% of traditional resumes, but it is a good tool for candidates to use if they want to use another angle to make an impression.

That being said, I think the candidates are the sole (or at least primary) beneficiaries of video resumes, not recruiters or job boards.

The recruiting market seems to be picking up

My recruiting strategy business is getting hammered with phone calls and emails lately.  I think that is a good economic indicator.

Top 5 steps for optimizing your careers website

With so much focus on social recruiting, SEO, search engine marketing, etc., it is easy to overlook a very important part of the online recruiting process.  Your careers website is where all of those marketing efforts ultimately drive candidates, so follow these tips to maximize it:

1) Integrate it with your applicant tracking system
This is an important measure from both a data integrity and candidate experience standpoint.  Candidates don’t want to email you their resume, or apply via a job board (or both, ugh), then “formally” apply via your ATS.  To reduce steps and ensure information capture, point all applicants directly to the “apply” URL.  If your ATS doesn’t provide you with an easy way to do this, or if it doesn’t effectively capture candidates and tie them to a job order, get a new one. 

2) Integrate social media and automation for referrals
Your careers website needs to use automation and social media to keep your brand in front of your candidates.  You need to have RSS feeds and/or email job alerts that send new job orders out to subscribers.  Prompt all applicants to sign up for these, and tie it into your referral program.  With an RSS feed, you can stay in front of candidates by automatically post your jobs to twitter, facebook, MyYahoo, and more.  Set this up once and walk away, it will take care of a large piece of your referral marketing.

3) Use it as a candidate attraction tool
Using proper search engine optimization techniques, you’ll be able to put your careers website in front of a large audience of both active and PASSIVE job seekers.  If your company is in the renewable energy space, you can include renewable energy keywords in your SEO efforts which may result in your careers page showing up on related searches.  So people who are interested in your core business may come across your careers page by chance, realize a career with your organization fits with their interests, and view your job listings and apply. 

4) Link it to your social media profile
By creating a company profile page on LinkedIn, you can engage potential candidates on LinkedIn while putting a face on your staffing team.  Candidates can connect with you while learning more about your company and its people.  If you are a small business, you can add a link to your personal LinkedIn profile which is valuable from a referral perspective.  This may not be preferred by the organization, however, as if the individual leaves their LinkedIn contacts leave with them.

5) Make it into an employment branding machine
For every careers website that is visually appealing, engaging, and strategically developed, there are 20 that are static HTML pages automatically churned out by the ATS or CRM powering the back end.  This is fine from an information capture standpoint, but keep in mind your careers page is usually the first contact potential employees have with your company.  If your site is appealing, easy to navigate, and better yet, incorporates your company’s employment brand, you will more effectively define the candidates expectations of the organization and the interview/hiring experience.

Contact me to learn more about how I can help you optimize your careers website.