😮💨 Recruiters are people too
😮💨 Recruiters are people too
The do-s and do-nots of a modern recruiter
For most of us, recruiters pop up on our radar only when we score a surprise message in our inbox. They've got that one shot to wow us with that one message. If they goof up? Well…
One facepalm-worthy message turns into a screenshot, and before you know it, the company’s rep is taking a nosedive.
Today, Nina from PeerPulse got Janis Kreilis, the CEO and co-founder of Hyperjob, to spill the beans and show us what life looks like through recruiter goggles.
So, what’s the scoop?
Making the Candidate Experience Feel Like a Warm Cookie.
Memes Gone Wild: Should Recruiters Take the Heat?
Fixing the "Uh-Oh, We Need THAT Skill?" Dilemma.
Crystal Ball Time: When will AI Slide into Our DMs?
In the high-octane, shape-shifting world of tech recruiting, getting a grip on the nitty-gritty and staying ahead of the game is a must. As someone who’s been up close and personal with recruiters more than I’d like to admit, I acquired a lot of valuable insights.
Making Candidate Experience Feel Like a Warm Cookie: Super Important 🍪
Creating a sweet candidate experience is kinda like being a plant parent. You need to shower it with TLC and you can’t just ghost it for days expecting it to thrive on its own.
You know the drill – a recruiter slides into your LinkedIn DMs with all the flattery, you’re like “Ooo, tell me more” and then… crickets. The silence is deafening.
As a rule of thumb, dragging your feet in the recruitment process is a big no. Most people expect the whole shebang – from the first chinwag to the dazzling job offer – to wrap up in 2-3 weeks.
And here’s a spine-chiller for you – the nightmarish tale of a candidate experience gone rogue:
Picture this: an employee gets onboarded remotely, and then it’s radio silence for two whole weeks. After working hard on their tasks and shipping the work, they’ve been told that they’ve done a terrible job. Although they performed well during the interviews, they struggled on the job due to poor onboarding.
Here’s the kicker – rolling out the red carpet for newbies and making them feel like part of the team is essential for that sweet, sweet long-term bond.
Let’s face it, candidates are, in many ways, ambassadors of the company and its culture. In a world where every Tom, Dick, and Harriet is sharing everything on social media, it's got to be top priority to make sure the candidate experience is more “OMG YAS” and less “WTF?!”. 🚀
The LinkedIn Saga: Riding the Blessing-Curse Rollercoaster 🎢
LinkedIn for recruiters is like that bestie who's got your back but spills your secrets at a party. It’s a treasure trove and a ticking meme-bomb all rolled into one.
Memes and snarky posts about recruiters are like confetti on LinkedIn – they’re everywhere. While a lot of these are exaggerated like grandma’s tales, they reflect certain truths.
The secret sauce to successful conversation on LinedIn? A dash of personal touch. Yup, even if you’re sending messages like you’re Oprah giving away cars, taking a sec to actually check out a candidate’s profile can make all the difference.
But hey, let's give candidates a shout-out too. It’s kinda important to get that not all recruiters are soulless message-bots. Sometimes, those copy-paste messages are the lesser evil. Managers are breathing down necks like dragons, wanting roles filled yesterday. The pressure is so real, it’s like choosing between a rock and a lava pit.
Remember, a little kindness and understanding can go a long way!
Navigating Skill Shortage
Skill shortages are like that never-ending group project in the European job market. And let’s be real, there's no magic wand to fix it.
Just like your marketing team has a go-to-market strategy, the recruiters should have a go-to-talent strategy. What are we going to do in terms of branding? How are we going to track inbound interest? How are we going to do outbound? What is the copy that we're going to use? What's the narrative? What are the channels?
You have to think long-term and build connections. Building connections and creating a Rolodex of potential rockstars is like stashing away snacks for a Netflix binge – you’ll thank yourself later.
You gotta work with the management. Effective collaboration with company management is like a compass guiding recruiters through the storm. Strategic thinking combined with a deep understanding of the company’s needs is essential.
It is crucial for recruiters to acquire a diverse set of skills – from analytics and data interpretation to marketing and networking. Having a holistic skillset is key in today’s recruiting landscape.
Looking Ahead: What to Expect in Tech Recruiting 🔮
Let’s get real for a second – the recruitment landscape is bound to turn around. Right now might be a bit rough, but things change, and when they do, skills will take center stage. Expect to see more efficient ways to hire based on skills. Structured sourcing isn’t just a buzzword; it’s the future. As technology gets better, recruiters will have tools like PeerPulse, that help candidates showcase their skills and verify them.
Employee referrals aren't going anywhere either. Think of it like word-of-mouth for jobs – employees can be the best spokespeople for recruiting.
Talent Acquisition teams, will need to step up. The industry is changing, and these teams will need to take on bigger roles within their organizations. That means being proactive and really driving the recruitment process.
Job descriptions are due for an update, too. We need hiring managers and recruiters to team up to create clear, engaging job descriptions that are readable for candidates and actually reflect what the job entails. And we need them to add images, videos, and other visuals to actually show, not tell, what working at their company in a particular role will feel like.
In short, the world of tech recruiting is evolving. Skills will be king, employee referrals will continue to be invaluable, and Talent Acquisition teams need to be ready to take the lead. It’s about staying adaptable and keeping an eye on the big picture 📈
The tech recruiting sphere is like a kaleidoscope, constantly changing and evolving. Adapting to these shifts isn't just important, it's essential for staying in the game.
Making the candidate experience smooth as butter, communicating like a pro, expanding skill sets, and keeping an eye on the horizon are must-do’s for recruiters.
As we continue to evolve in this space, it's crucial to remember that adaptation and growth aren't just pit stops – they're the whole journey. Recruitment needs to take the driver's seat, steering organizations toward nabbing and holding onto top-tier talent 🚀