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During the spring semester of my senior year of college, I made a pact to apply to one job per day. I spent hours writing and rewriting my resume, tailoring cover letters, and scouring the internet for active job requisitions. After months of an endless cycle of my job search, I found myself desperate for any opportunity to get in front of recruiters to showcase the ‘soft’ skills I couldn’t convincingly recreate on the page.

Every job seeker learns pretty quickly that being seen is way more likely to get you an interview. According to Recruiting.com, “the information retained from one minute of online video is equal to about 1.8 million written words." In an age where the average job receives 250 resumes, having that kind of edge is crucial.

Why you need to use video in your application:

  • It gets you in front of the recruiter — no matter how far away you are from the job. The end goal is an interview, but the logistics of scheduling 30 minute interviews for every candidate can limit your chances of making it onto the schedule. Video is your chance to use one or two minutes to persuade your future boss why you’re the right candidate for the job.
  • You can “prove” your ability by simulating a real world experience. Say you want to land that big sales job, but you’ve only worked at one other company. In two minutes, you can prove what the resume doesn’t hold by giving a sales pitch. Recruiters can quickly see your ability, even if it isn’t validated by your experience.
  • You won’t waste your time interviewing for jobs you just aren’t right for. Although it seems like more interviews should increase your chance at finding a job, there’s no point in heading down to headquarters if the job is not the right fit for you. By “meeting” the prospective company, you can pre-screen yourself and save the trouble of an interview.

But remember…

We all get a little anxious when it comes to recording ourselves on video. It’s hard enough to pick the right LinkedIn photo — let alone record a composed, well-spoken video as part of the application. It turns out that a video can lead to some pretty embarrassing results. In 2011, an aspiring investment banker’s over-the-top video resume, “Impossible is Nothing,” went viral and turned him into the biggest joke on Wall Street. However, despite the potential pitfalls, the payoff can be huge — video is a huge opportunity to stand out.

If you’re recording your first video as part of an application, treat it like you would any interview. Dress professionally, pick a neutral environment, and speak clearly and slowly. Don’t bother with special effects like music or swipes, unless of course you’re applying to a video design job and you know your stuff. Most importantly, keep your video short and to the point — video screening is your chance to get the recruiter interested, not bore them with unnecessary details. This is your chance to stand out and grab that job opportunity you’ve been waiting for.

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When I transitioned from college graduate to job seeker, I spent a lot of my time perusing postings on job boards like Indeed and CareerBuilder. Although these job boards were extremely helpful in generating tons of results, they did not lead to a conversation with a recruiter. I soon discovered that the companies I wanted to work for were very active on Twitter, so I started to include hashtag searching in my job hunting strategy.

I wasn’t the only one to include social media in my job search.  According to a study conducted by MediaBistro, over 14.4 million people in the United States have used social media to search for a job, with 29% of the population using social media as their primary tool. Considering that 51% of jobs posted to Twitter, it was easy for me to find open requisitions that were the perfect fit for my interests. I even got the opportunity to chat with a few recruiters and hiring managers about my qualifications. 

Although LinkedIn still reigns as the top social media site for job seekers, Twitter is not far behind. That being said, it’s not only important to have an active account for recruiting, but to use it wisely! The following tips and tricks will help you attract and engage candidates in 140 characters or less:

Craft the Perfect Hashtag:

When a candidate turns to Twitter to search for a job, usually their first instinct is to search for a specific hashtag. For those who are still getting accustomed to the basics of social media, a hashtag is a word or phrase, preceded by the # symbol that links to a specific search. For example, when a candidate enters #nycjobs into the Twitter search bar, they will most likely find thousands of tweets that contain job postings in or around the Greater New York City area. 

With the right hashtag, companies will attract the right talent based on their field of interest or location.  The key is to develop concepts that are simple, memorable, and relative to your brand. It’s also imperative that you do not overload your tweet with hashtags. One to three hashtags per tweet, along with an eye catching phrase, will most likely draw attention.  

Start a Conversation:

A fun interactive way for companies to interact more with potential candidates is through Twitter chats. Twitter chats are defined as a group people all tweeting about the same topic using a specific hashtag, allowing it to be easily found on Twitter. Twitter chats can occur randomly, or at a pre-determined time and they often focus on a specific point of interest. To orchestrate a successful Twitter chat, create a hashtag that relates to your potential candidates and remember to encourage users to incorporate it in their tweets. This way, all participants can view the questions asked and the responses that were given.

Candidates often feel they can utilize these sessions for networking purposes, so recruiters should be prepared to provide answers on specific roles, departments, the company culture, job searching advice, and more.

Expose Your Culture:

While it’s primary to use Twitter to publish open job requisitions, the one way employers can stand out from the pack is to communicate their company culture. According to research conducted by the iCIMS Hire Expectations Institute, job seekers prefer to work in a collaborative, team-oriented environment, and are attracted to opportunities for employee development. A great way to showcase that your companies encourage these attributes on Twitter is to include some photos of external and company-wide events or showcase an achievement of a certain employee or team. Job seekers tend to gravitate towards companies who reward their employees, so publicly demonstrating value can go a long way.

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In her leadership role at Digi-Me, Lindsay introduces companies to the most unique and innovative recruiting tools and emphasizes the power of video to add new dimension to recruitment and branding.  She has facilitated relationships with 19 partners, including the largest recruitment advertising agencies, global recruitment process outsourcers, and staffing firms.  She has been a featured speaker at SHRM and has appeared as a subject matter expert in the media, including Forbes.com, ABCNews.com, and CCTV.

Interactive social and mobile campaigns have steadily become the norm, and video messaging has quickly established itself as the master of these domains. Consider this:

  • According to VisibleGains, video increases retention of website contents by up to 300%.
  • Socialtimes.com finds that when a website contains a video, viewers spend an average of 5.33 times longer on that site.
  • 75% of executives watch business-related videos weekly.
  • Sites containing video are 53 times more likely to appear on the first page of a Google search than text-only sites. 

With statistics like these, video is easily the next logical step in strategic talent acquisition.  In fact, many best-in-class organizations are already embracing this technology to better engage candidates and help their employment brand stand out from competitors.  

For instance, companies with tough-to-fill positions or those seeking niche candidates are seeing success with job-related videos on Facebook and LinkedIn because the thumbnail images capture attention and drive engagement exponentially more than text-only posts.  Industries facing tough compliance regulations, such as the financial or insurance industries, are finding success using employment videos on Twitter because its one-way approach poses low risk.  And companies of all sizes and types are seeing a ramp in quality candidates by incorporating employment videos that scale well on mobile devices.

COST

Though the word “video” may evoke trepidation in those with limited budgets, taking advantage of this technology does not have to break the bank.  While video can certainly mean hours spent scriptwriting, filming on-location, and editing in post-production, it also can be simple.  By seeking-out an HR-specific video company, organizations big and small can get a short, professional recruitment video for only a few hundred dollars. 

If you are not an IT whiz or don’t have one on staff, then keep in mind that you want to use a full service provider, not just a production company.  In other words, the last thing you want is to pay thousands of dollars for a professional video only to be handed over a file that you have no idea what to do with and is too large for your internal server to support.  Digi-Me not only creates and implements the video but also has added technologies in place tailored specifically for recruitment professionals, including unlimited cloud-based file storage, “share” and “apply” buttons that link to specified sites, and automatic integration into client applicant tracking systems.  Plus, Digi-Me provides an online User Interface that allows clients to see real time metrics and results for all of their videos. 

GENERAL RULES

Regardless of your specific messaging or strategy, certain rules should be followed in order to ensure that your video performs optimally in the talent acquisition arena. 

1.  Keep it short.  Studies show that after 60 seconds, you lose half of your audience, so to maximize the reach of your video messaging, keep it short and sweet, preferably 1 minute to 2 ½ minutes long.

2.  Have a clear call-to-action.  If you want people to apply, tell them in your video in no uncertain terms and make it easy for them to do it, such as including an “Apply Now” button on the video or an easy-to-remember link.   

3.  Track your results.  Have technology in place that tracks your video’s activity, such as the number of views, number of applies, and which sites the video is being viewed on.  This will help you measure which strategies are working and which aren’t, so you can streamline future efforts accordingly.

4.  Make it mobile-friendly.  According to a recent Cisco study, video accounted for 53% of all mobile data traffic in 2013, and it is expected to increase to 69% by 2018.  Therefore, to get the most leverage out of your video, make sure that it includes mobile apply technology that allows candidates to apply from their phones by downloading their resumes from online file sites, such as GoogleDocs, or social media sites, such as LinkedIn. 

IMPLICATIONS

Video is poised to have the same transformative effect on employment marketing that it has had on consumer marketing.  In a very short amount of time, it will escalate from being a novelty to being an expectation of quality candidates.  Therefore, if companies want to stay competitive, there is no time to lose in embracing this staple of modern messaging.

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Adults are busy. They need to be able to see the value and practicality of what they’re being asked to learn in order to stay engaged in training. Individuals who attend training need to believe the information being provided will allow them to approach their tasks with greater ease, skill, and/or efficiency. 

As a Training Manager, I hold my team accountable to a basic premise when we teach the iCIMS software.  That rule is “context before clicking.” In other words, before a trainer teaches an audience what to click in the software, the purpose and relevance of the tools needs to be clear. After all, who cares if someone knows  where  or  how  to access a certain tool if they don’t understand why they need to use it or how it will help them?   

Another helpful tactic for training adult learners is encouraging them to draw upon their personal experiences to solidify their learning. In all our training initiatives, we tie the use of the system to the day-to-day life of a recruiter. By infusing story into the delivery of our training, we interact with the Platform in realistic and meaningful ways that recruiters can relate to.

Adults need to apply what they learn right away – and our training is designed to do just that. We provide recruitment professionals with knowledge of iCIMS tools and features that they can use in their jobs immediately. In addition, we orient learners to job-aids such as our Quick Guides and self-guided training videos so they have access to learning tools when they need them. 

What types of training does iCIMS offer?

Our live webinars are how we reach the greatest number of clients. Each of our free webinars are offered multiple times per month, scheduled to cater to different time zones. Each course is designed around a specific area of iCIMS, such as iCIMS105: Working with Email, or catered to a specific group of users, such as iCIMS150: Hiring Manager Access. Our curriculum is carefully crafted to highlight best practice use of the system while speaking to the areas of the Platform that are likely to be configured and how such configurations play into the functionality of the system. Q&A periods are offered throughout each course. 

In addition to live webinars, iCIMS users also have access to recorded versions of all our courses. Recorded trainings are convenient for learners who cannot fit live training into their schedules. This type of training also allows learners to pause the training to try out each concept as they learn it and to use bookmarks to jump to specific topics that interest them.  

For those who prefer instructor-led training in a classroom, we offer FastTrack, a two-day crash course in all major elements of the iCIMS Platform, held at the iCIMS headquarters. This training is great for learners who learn best by doing since it provides hands-on scenarios that allow learners to immerse themselves in the Platform and explore its functionality and capabilities.

Finally, Quick Guides, created by the iCIMS Product Documentation team, make use of screenshots, diagrams, tables, etc. for learners who prefer to access information on an as-needed basis. Quick Guides are recommended as a supplement to all of our courses to reinforce important teaching points.

True to our mission, iCIMS is committed to providing a second-to-none customer service experience.  Offering high quality training that meets the needs of iCIMS users is part of that commitment.

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Attracting quality candidates is the number one goal of all talent acquisition professionals. Identifying the best approach to filling open positions with best fit talent will vary depending who you ask. In my opinion, the key is advertising positions where qualified candidates are looking – and providing a great candidate experience.

Be Visible, Be Accessible

It’s a simple concept: post open positions where qualified candidates can find them.  The challenge is accomplishing this goal at a reasonable cost. The good news is that there are affordable and effective tools available to HR professionals such as search engine optimization and mobile optimization. Did you know that 49% of candidates turn to a web search when looking for their next career fit?  Search engine optimization helps your site achieve higher rankings by search engines, grabbing prime online real estate and driving traffic to your site. Mobile is also a huge piece of the puzzle since 72% of active candidates say they have viewed a company career site on their mobile device. With mobile optimization, your company’s site is available to visitors across all platforms whether they are using a desktop computer, mobile device, or a tablet – allowing you to reach job seekers on the go. Utilizing tools that make your job postings more visible and accessible guarantees that candidates will see your company’s jobs when they’re searching the web for their next career. Luckily, these two attributes work in tandem; mobile-friendly web design results in increased SEO.

When it comes to mobile, it is important to note that not all mobile experiences are created equal. Some mobile sites provide a limited experience compared to desktop sites, leaving out important information. A mobile responsive design offers job seekers the same information they would see on a desktop and provides the best viewing experience. The idea is to create a fluid exchange on your mobile career sites with job seekers, offering them all the details they need, so they can decide immediately if they want to move forward with applying.  If job details are missing or difficult to read, there is a high probability that the job seeker will look elsewhere. In order to win the war for talent, open positions must be accessible and provide the same important information across all devices.

It’s All in the Experience

It’s no secret that the candidate experience is a major factor to consider when forming a talent acquisition strategy.  Job seekers now have more access to job listings and can be more proactive about their job search. The days of waiting for the Sunday paper to arrive in the driveway with a finite number of local openings are well behind us. Candidates now have a much larger stake in the job search process and mobile devices have led this charge.

The percentage of smartphones in the world is increasing each day and it is in every company’s best interest to optimize their candidate experience for mobile devices.  The key here is to provide the same experience regardless of the device that is being used.  Qualified candidates are more selective job seekers. In fact, 40% of candidates abandon the application process when they begin experiencing a process that is not optimized for their device.  The candidate experience is crucial in the race for quality talent.

If your organization has not yet begun putting together a mobile talent acquisition strategy, now is the time.  Only 20% of the Fortune 1000 companies have a mobile-optimized website, while an increasing number of job seekers are looking for a mobile-friendly experience.  Something must give — and that something should be the adoption of a mobile-friendly career site.

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The workforce is in a state of generational transition right now: baby boomers are aging out and millennials are arriving in hoards. Indeed, soon enough, the millennials will outnumber everyone else in the office: by 2025, millennials will make up 75 percent of the worldwide workforce, according to Deloitte.

The result of this transitional period is that more and more millennials are finding themselves in positions of leadership early on in their careers. Writing for Forbes, Josh Bersin, founder and principal at Bersin by Deloitte, says that 50 percent of working millennials surveyed by Deloitte last year were already in leadership positions. Of working millennial respondents, 44 percent had only 3-5 years of experience, but 41 percent of millennials have 4 or more direct reports.

By and large, the millennials do not feel ready for these leadership roles: half of them believe their organizations could do more to develop future leaders.

Organizations have found themselves in a curious place: significant portions of the global workforce feel underprepared for the workplace; meanwhile, those who have experience are rapidly aging out. What do we do about this?

One of the most effective ways to handle this “preparation crisis” is to establish a mentorship program at your organization.

The Benefits of a Mentorship Program

When your organization implements a mentorship program, it puts new talent into direct, steady, personal contact with the people who represent the best of your organization. Employees who come in feeling unprepared now have a constant source of support, guidance, and inspiration. Employees who participate in mentorship programs stand to gain a lot:

  • Behavior: Mentors can act as workplace behavior role models for new employees, showing them the ropes when it comes to expected etiquette, dress, and so forth.
  • Attitude/Culture: For employees to thrive in your organization, it is key that they fit with and assimilate to your workplace’s culture. Mentors serve as personal connections to the culture. Rather than expecting employees to pick up the culture on their own, mentorship programs make culture explicit.
  • Motivation: Mentors can be important sources of motivation and inspiration, especially for employees who are struggling to adjust to their new roles.
  • Skills: Mentors can also impart hard and soft technical job skills to mentees, guiding them through everything from how to use specific computer systems to how to give and receive feedback in civil ways.
  • Networking: Mentors are important parts of their mentees’ networks, and they can help them build stronger professional networks by introducing them to key contacts.

This isn’t conjecture: a study conducted by The National Center for Biotechnology Information found that “mentoring was significantly related to favorable behavioral, attitudinal, health-related, interpersonal, motivational, and career outcomes.”

And it turns out that mentors, too, benefit from the arrangement: a study published in the Journal of Vocational Behavior found that “compared to colleagues who did not mentor, individuals who served as mentors within their workplace reported greater job satisfaction and commitment to the organization. In addition, higher quality relationships were associated with even greater benefits.”

All of this is good news for your organization — prepared, competent, committed, and engaged employees means a more efficient and productive workplace.

Tips for Starting a Program

If you’re interested in starting an organizational mentorship program, there are a few steps you need to take:

1. Research the mentorship programs at other companies. Find out what worked for them and what didn’t. See what you can use for your own program.

2. Establish criteria for what your organization’s mentors need to be like. High earners? Cultural ambassadors? Team leaders? Use the criteria to find employees who would make good mentors.

3. Think about how you will pair mentors and mentees. What criteria will you use? How will you determine what mentor is right for an employee? Remember — you can’t just assign any employee to any mentor. You need to make sure you’re matching people who have the potential to build strong relationships.

Of course, these are just some brief tips to get you started. There’s a lot more information out there to help your organization start a mentorship program, including: the Chronicle of Evidence-Based Mentoring, Score, and the U.S. Small Business Administration.

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Networking is a critical component to both our professional and personal lives. In business, networking can open up new business deals and new career opportunities. As for our personal lives, it keeps us connected to people and gives a chance to help others. Having a strong professional network helps you stay on top of new trends in your industry and potential job opportunities. But networking is more than just collecting LinkedIn connections or acquiring business cards, it’s about building relationships and exchanging information. Building a successful network takes time and requires some effort, but the results can be invaluable. Here are some helpful tips for building a successful network:

  • Know Your Network – In order to be successful at networking it is important to get to know who you are connected with. Take the time to understand what excites and interests the individuals you’re connected to. Pay it forward by introducing people within your network who have similar interests and help others expand their professional reach.
  • Share information – Networking should be a mutually beneficial relationship. Do your part by posting job openings, sharing interesting articles about your industry, or displaying blog posts your network may find useful. By posting open positions at your company that are relevant to people you know, you could help someone who’s looking for work and even earn some rewards through an employee referral program at your organization. When sharing resources also consider, sending articles directly to the people who you think would benefit from the information. Adding a little personal touch goes a long way. When you keep others in mind, they’re more likely to look out for you in return – that’s the key to networking.
  • Proactively Stay in Touch – Regularly check in with colleagues, friends, and former business associates. Keeping in contact with people you have met throughout your career is important and remember, don't just reach out when you need something. By building relationships with a few key contacts you’ll ensure that you’re top of mind if they come across a professional opportunity that you’re a good fit for.

Networking opportunities are everywhere you go – from lunches, to coffee breaks, to elevator rides. Remember to be yourself, show interest in others, and act as if you are always on stage. When you are at events and social gatherings be sure to leave a consistent and positive impression with the people you interact with. Although networking can take some time and effort before you see results, it is a powerful tool for advancing your career and it gives you a chance to help others.

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Jonathan has been in the executive search and staffing business for the past 14 years. He brings a high level of passion, energy and integrity to each project with talents including Brand Management, Video Production & Film, Consulting, and Training. He has been a key board member of the North Carolina Association of Staffing Professionals since 2002 and served as President in 2009 and 2010.  He has been a speaker/trainer at various recruiting conferences: NCASP, SCAPS, GAPS, TAPC & NNEAPS in addition to in-house training, consulting and coaching.  Jonathan also teaches the martial art of Aikido and is a 4th Degree Black Belt/Certified Instructor in the United States Aikido Federation.  In 2009, he Co-Founded Mez Media and would focus on driving online digital marketing including Email Marketing, Website Development and HD Video Production for its clients.

Having spent the last 15 years in talent acquisition, corporate executive recruiting, training and consulting, I’ve had the opportunity to interact with a lot of talented professionals.  Both on the candidate and hiring manager side from Fortune 50 companies down to small regional privately held firms.  As technology has advanced and transparency is more relevant and important than ever, it can be a struggle to set your brand apart from the competition – from a marketing standpoint that is.  In 2009, more than ever, I saw owners like me struggling to build a contemporary website. The use of video was scarce and when used, only real techie people truly appreciated it.  Email was going strong, but people still didn’t know how to write a proper email and they certainly weren’t doing email marketing.  Only a few actually used a mail merge function in their ATS/CRM and again were struggling to get results.

When I co-founded Mez Media, our primary mission was to educate owners/managers, recruiters and professionals in the executive recruiting and staffing profession about digital marketing.  We wanted to offer solutions that would fit almost any budget.  So, fast forward to today and here are the top three things we are consulting on more than ever.

  • Turn your website into a ‘cash register’. Your website needs to be operating like a high end Italian sports car.  It needs to be fully loaded and have all the bells and whistles.  Your website, and more specifically, a mobile version can be your number one or number two source of revenue if designed, developed, and managed properly.  It needs to be fed with updated, engaging content built to educate your prospects through various media channels.  Video and radio (podcasting) on your site needs to include engaging graphics that tell a story about your brand.  All copy should be concise, short, and sweet, in order to build a following. Your website needs to make people want to come back and visit it each week.

 

  • Every sports car needs a high performance, huge horsepower engine.  To me, that’s simply video.  If you can showcase your organization’s culture, leadership, and staff through a series of stories and creative motion pictures, you will increase your following immensely.  No more green screen.  No more static shots, or wide angles of you standing or sitting with a fichus plant coming out of your head.  More and more organizations are creating that ‘mini film doc’, a 120-180 second fast-paced, quick cuts, film-like video that grabs your audience, educates them, and engages them better than any written word can do.

 

  • Finally, to maximize your performance, you need to take that sports car out on the race track.  This is where you can get your website huge traffic.  Email marketing is a science.  What to say, how to say it, what to show, how to deliver, and when to deliver is crucial to getting inbound traffic and revenue to its peak.  Communications should be educational, positioning your company as a thought leader. It’s about sharing – not selling.

The bottom line is to get the sports car (new, exciting website), put a serious high performance engine in it (HD corporate film/video), and drive it in a place where it will perform at its peak (email marketing).

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I joined iCIMS nearly four months ago and forgot how much I missed campus recruiting until over 20 interns started at our Corporate Headquarters in Matawan, New Jersey a few weeks ago. Bright eyed, eager and ready to tackle the world… it brought me back 10 years ago when I first started my career in Human Resources. I began as an undergraduate campus recruiter and later moved my way into MBA recruiting for one of the world’s largest banking institutions. I was fortunate to have the opportunity to not only develop and execute the strategy for hiring over 100 summer interns, but also ran their hands-on 10-week intensive summer program. It was unlike anything I’ve ever experienced. By the end of each summer, I had such a strong sense of accomplishment and felt that I was part of building our future leaders. I never worked or traveled more in my life, but it has been the most highly rewarding aspect of my career. It taught me a great deal – not just about recruiting and managing millennials, but about myself and what I have valued most in my career.

As any campus recruiter knows, university recruitment is time intensive with extensive travel, coordinating on-campus presentations, lining up attendees and interviewers, and then onboarding a group of new recruits. After putting in all that leg work, you want see results, but what if you’re not the big man on campus? The good news is there are a few things you can do to stand out during campus recruitment, even as a small organization.

Understand What Students Want
Students are bombarded, especially MBA’s, right at the beginning of their first semester. Hundreds of companies are on campus, vying for their precious time. The real challenge for recruiters is attracting top talent, especially those with skills that are in high demand. While career fairs are obligatory to attend from a marketing and branding perspective, I always felt that the higher touch, unique offerings were more of interest to the students. Conducting reverse mentoring sessions is a great way to stand apart from other organizations. These sessions let students voice what they want from potential employers. For me, the consistent theme was that students wanted more one-on-one time to learn about the organization and its culture vs. an information session that had a start and end time. After conducting several of these sessions, I was able to make our presentations more valuable to students and, in turn, the audience was more engaged since I was giving them the information they wanted.

Be a Resource for Students
During a valuable reverse mentoring session, I learned that students were looking to gain new skills that can be transferred to any job. I took that information back as an action item and set off on developing a workshop series that offered advice for students from recruiters. These smaller sessions are a chance to spend some face time with engaged students. A one hour roundtable structure over lunch or coffee works well since students feel comfortable and encouraged to talk about what is on their minds and what they would like help with. It’s a chance for students to learn interview skills, what to expect in the interview process, and how to prepare for an information session or a career fair directly from recruiters. In this informal and open forum, everyone benefits. While students gain important job seeking advice from the pros, recruiters have an excellent branding opportunity, showing students the culture of their organization and their commitment to the university. While I recognize that many career services offices offer similar types of workshops and some schools require students to take specific career preparing coursework, I have found that hearing from companies and alumni further resonated with students and made the process even more real.

Strategies for On-Campus Success
There are so many simple things that recruiters can fold into their routine to make a mark during campus recruitment. Some strategies I suggest are:

  • Demystifying the Campus Recruitment Process – Shed some light on your company’s (or the overall) campus recruitment process. Giving students the “keys to the kingdom,” if you will, intrigues students and shows them you are vested in their development, whether they are hired for your company or not.
  • Target Rising Sophomores and Juniors – By engaging students earlier in their college years, it helps to build an early outreach pipeline, and also teaches those students how to navigate the process. By coaching them earlier on, you are continually developing a pipeline.
  • Spend Time With Students – Take the time to get to know a few key recruits. By spending the time with the students up front, you will have more value-add interactions, stretching the limited resources a bit further.

After using these strategies for your campus recruitment you are sure to see results. In my experience, we’ve measured success with feedback from students. The response was overwhelmingly positive, with students indicating that the workshops were "unlike anything they had received before". Another student commented on our recruitment session, "I never knew about the company beforehand, but after spending time, I am very interested in pursuing internship opportunities."

When you are planning your recruitment events for this coming fall, ask yourself: what can you do to stick out and make an impact where students will remember you? They will get such a strong glimpse into your culture.

Good luck and see you on campus!

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We all want to hire a winning team, but in such a competitive environment, an outstanding employment brand is required to attract the best and brightest. While most talent acquisition professionals know in theory that a company’s employment brand is important, few really recognize the candidate experience is the most important element of that brand. To that end, iCIMS Hire Expectations Institute has pulled together these 10 tips to help you create an excellent candidate experience.

Recruitment Marketing

  1. Develop a comprehensive recruitment marketing strategy including search engine optimization, social media, and job board posting.73% of Americans participate in social networking, 50% of candidates perform a Google search to start their job hunt, and 49% look for work on job boards. A comprehensive recruitment marketing strategy will help drive candidates to your jobs.
  2. Post your company’s jobs on multiple major social networks to make them widely accessible and improve return on investment. Research has shown that different social media serve different audiences and result in different social recruiting return on investment. The best social recruiting strategy is diversification among the major social networks like LinkedIn, Facebook, Twitter, and Google+. 
  3. A strong social recruiting strategy engages job seekers by coupling easy access to jobs with useful content.  In addition to sharing jobs socially, the best recruiters have found that content about your company culture, networking events, employee spotlights, and tips on how to be successful in the job hunt will engage candidates and shows them that your organization cares.

Career Portals

4.A fully-branded career portal engages candidates while immersing them in your employment value proposition. Your employment brand is extremely important to attracting and engaging candidates that fit your organization. Use your branding to show candidates what your company is all about, what values your company holds dear, and what a new hire can expect from the company and its management.

5.Career Portal content such as employee testimonials and meet-the-manager / meet-the-team videos helps to engage candidates. In addition to improving candidate engagement, this type of content will allow candidates to see and understand your company culture in order to decide whether they are a good fit for your organization.

6.86% of today’s job seekers are mobile and, therefore, your company’s application process must be mobile too! Many candidates learn about available jobs on their smartphone through social network updates or via email alerts. You need to make it easy for them to apply right then and there rather than relying on the candidate remembering to come back later!

7.Save job seekers time and data entry. Make sure that your career portal allows them to apply using their social media profile. Today, more and more job seekers are maintaining up-to-date LinkedIn profiles. Save the candidate from redundant data entry by allowing the candidate to pull their information from their LinkedIn profile. Showing consideration for the candidate’s valuable time, creates a positive impression about your company. 

  1. Make sure that your company culture is clearly indicated on your career portal!  In this way, you will appeal to the candidates who want what you have to offer and allow candidates who are not a good fit to screen themselves out.
  2. Job Seekers prefer employers that offer career development (job/skills) training, and have a strong reputation for modern processes, management, and technology adoption. If your company has these benefits, make sure that it is clearly highlighted on your career portal to attract the best candidates. If you don’t offer these benefits, consider adding them to strengthen your employment value proposition.
  3. Make sure that applications and resume submissions get a reply, even if it is automated. A great candidate experience is accessible, fast, easy, and engaging, but most of all it is personal. While candidates prefer a personal reply, even an automated reply serving to set their expectations is better than silence. If you don’t have the resources to reply to each candidate, ask your technology vendor about their auto-reply options.

If you’d like to learn more tips like these, check out iCIMS Hire Expectations Institute for immediate access to industry news and best practices in sourcing, recruiting, and onboarding. Our proprietary research is available for free to help you achieve your business goals.

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