Last week the SnapHop team participated in the Social Recruiting Strategies Conference, which took place in Boston. The conference drew a mix of corporate talent acquisition professionals, recruiters, and, of course, vendors in this dynamic market space. We were a sponsor of the conference, along with Smashfly, Jibe, CareerArc, iCIMS, and Greenhouse.
After attending a few of the sessions and speaking with many of the attendees, we were left with these three takeaways.
Balancing Strategic Thinking with Tactics
The role of talent recruiters has—and is—changing drastically. Truly strategic recruiters are no longer thinking about simply filling job openings. Instead they are focused on sourcing the best candidates—with the right skills and cultural fit—to further the strategic goals of the company. And finding the best candidates is not about listing open positions on job boards. It’s much more about understanding the personas of the candidates you are seeking and then being where they are, and speaking to them as a compelling employer brand.
But many recruiters are still thinking about tactics, such as posting job listings on Twitter, Facebook and LinkedIn. Yes, that’s a start, but the bigger opportunity lies in taking that step back and thinking about the workforce your company wants to hire, build, cultivate and grow.
Understanding Confusing Technology Options
Many of the attendees are currently looking for the best Applicant Tracking Systems (ATS) solutions, or are looking to replace their current ATS solutions. Anecdotally they told us the competing options all sound very similar and make it very difficult to choose the best solution for their specific needs.
As a result, the search for an ATS solution can delay an entire career-focused website. That’s really not the best option for companies. Instead we recommend companies move forward in starting with a career portal. This should reflect the company’s corporate branding, mission and culture, while also promoting open job positions. The career portal does not need to “wait” for the company to select its ATS solution. In fact, this approach brings the added benefit of being ATS-agnostic, enabling the company to make changes to the portal as needed and change the back-end systems as needed, too.
Mobile & Social Play a Vital Role
While some people still view mobile as just a distribution channel, as Kristen Dudley, senior manager of talent marketing at Comcast mentioned in her presentation, “Mobile isn’t a nice to have any more—it’s a must.” In fact, Jennifer Terry-Tharp, director of talent acquisition for AT&T noted that “Mobile identifies the weak link in the chain. Wherever you stop supporting mobile, that’s where your users will stop.”
It may be easy to believe social is not a great source for finding candidates, but it can be when done strategically, through the right channels, with creative headlines and directing them to modern and sophisticated career portals. After all, as Brooke Heck, vice president and practice lead for Phenomblue pointed out, “The post-digital, connected age is one of the most competitive environments for talent in the last 15 years.”