Our summer intern, Giselle Jaramillo from DePaul University describes her internship experience. She took on a beast of a YouTube marketing project, optimizing and organizing our videos!
Watch the video above for more on her experience.
If candidates are already coming in for the interview - what else do you need to prep them on? In this episode of #HRAgainstLame, Angie Verros is back with Elena Valentine and shares her tips for keeping job candidates engaged and excited throughout the interview process.
In this episode you will learn:
Have any other tips to engage and prep candidates for their interviews? Share them with us!
Like this #HRAgainstLame episode? Watch some of our other episodes.
Guest Blogger | Tierney Farrell
These days, I often imagine myself the Pat Benatar of recruiters singing out, “heartache to heartache we stand!” when lamenting about the difficulty of finding talent with other recruiters. At my company, we’re always on the hunt for new team members to support our growing business needs. But what to do when unemployment rates continue to decline and qualified folks are nowhere to be found? After exhausting the usual protocols, posting ads on every possible job board we could think of and even kicking it old school with newspaper ads, we turned to Skill Scout and Facebook for a more interactive and social approach to recruiting. First, we filmed a Job Video with Skill Scout to amp up our job description game and then we married it to our Facebook page. It was a match made in heaven.
Here are 3 quick tips on how your team can use your Job Video on Facebook to increase your candidate pipelines:
Tip # 1) Upload your Job Video to your company Facebook Page...ASAP!
In case you didn’t know, Facebook is quickly becoming the #1 hunting ground for talent. The reason? The user base. According to ERE Media, “every fifth person alive is on Facebook.” That’s more than 1.6 billion active members! Pair that large user base with Facebook’s progressive trend of crushing the video viewership arena and you’ve got the perfect set-up to attract passive candidates with a Job Video. My team added two of our Skill Scout videos, a Job Video and a funny vignette, to the video section of our Facebook page. Using Facebook’s video insights, we found that our Job Video got 89 views and was watched for more than 38 minutes during the first week it was posted. We considered this to be a success given the newness of our Facebook page and small population of page followers.
Tip # 2) Create a Facebook Ad
You don’t need a crazy budget to launch a Facebook Ad. Got $20? $50? $100? Then you’ve got enough for an ad, my friend! My team and I scrounged up $150 for a Facebook ad featuring, you guessed it, our Job Video, and we increased our reach by thousands (beyond that tiny follower-base). We ran our promotion for a mere 20 days, received more than 100 reactions, and reached more than 5K people! We were new to this method of advertising so we arbitrarily picked $150 to start with. Our decision to run a Facebook ad happened to be 20 days before the Superbowl so we piggybacked on other advertisers hashtagging #thebiggame until the actual big game, which surely influenced our reach. Ads on Facebook are effective because they allow you to target your audience, set parameters around the times the ads run, and provide you with tools to evaluate the effectiveness of your overall ad strategy. Considering the cost of some job boards these days, I’d say this cost-effective strategy was pretty effective.
Tip # 3) Blast out your Job Video via Posts
Facebook constantly updates the list of posts on a news feed, which means your posts are like the Pokemon Go phenomenon - here one moment, gone the next. So two things here:
Let's face it, rejection sucks. Especially when you have to give bad news to job candidates who didn't get the job they wanted. In this #HRAgainstLame episode, Sourcing Goddess Angie Verros is back to share her tips and tricks for sending candidate rejections.
In this video you will learn:
Elena: Welcome back, everyone, to the series of episodes with our Greek goddess of sourcing, Angie Verros. Today we're going to talk about rejection, and rejection sucks, particularly when it comes to giving bad news to candidates who didn't get that job. What's that like for you, Ang?
Angie: It sucks
AV: I never call a candidate once they've been rejected to tell them why. No, I'm just joking.
EV: Oh, then this episode, we gotta hit pause.
AV: Some recruiters, I think, are afraid to call the candidate to let them know that they are rejected because they don't have that why from the hiring manager, so typically what happens is they go dark, and then the candidate not only doesn't know whether they got the position or not, but they just walk away from an experience.
How to keep lines of communication open with the candidate?
AV: What I would do is I'd pick up the phone and I would say, "Okay, this is the worst part of my job, and it's calling to let you know that unfortunately we've decided to go with someone else." I think to ease that, because I had a relationship with the candidate, I would let them know why, and it's hard to get the why sometimes from the hiring managers, but if you let them know why and be, again, going back to the human touch, be human about it and relate to them, I think it makes them feel better, too.
EV: So my question would be, a recruiter who says, "Either one, I don't have time for that because I've talked to who knows how many candidates, but second it's super difficult for me to get that information from the hiring manager who's also busy." What’s your response to that?
AV: I mean, there's a few ways that I think you can go about it, and everybody's busy, so I think that the excuse of, "I'm too busy to reject a candidate," I don't go for that. If you involve your hiring managers in your process from the very beginning, and let them know, "This is how we're going to work, right. I'm going to find you the candidates, I'm going to schedule your interviews, I'm going to do all of that, but I need something in return from you."
After getting them to understand, what's the next best thing?
AV: I think it's very important to have an open line of communication with the candidate, even if they didn't get the job, right, because you can add them to your pipeline for a future opportunity.
So maybe they fell short for this particular role, but they could very well fit another role in the future. Then again, you don't know who they know. They can definitely send some people over to fill your current jobs.
EV: That's right, so when you can master the art of rejection. It's a going through that discomfort that could really potentially yield you even more referrals, or just keep a great line of communication with that candidate open who could be right for your job six months from now or a year from now.
AV: I mean nobody likes rejection, right? Nobody likes to receive it, nobody likes to deliver it, but it's part of the job.
EV: You're right. Well, thank you so much, Angie, so let's master our fear of rejection here, and hope we provided you some great tips. All right. See you later, guys.
Elena and Abby bring you innovative stories from the workplace.