Sendouts Recruiting Software Blog

Things To Do Before You Hit Send

Today's recruiter relies heavily on email to extend their reach and daily productivity. The problem is today's business owner, hiring manager or candidate receives a ton of emails making it increasingly difficult to get your email message across. Below I've put together a few tips to help you BEFORE you hit send and let your message fly.

1. Subject Line - Your subject line should be short, non-spammy (no using the words free, help, percent off or reminder) and to the point and relevant to your audience. For example, if you were pitching a job-order for an electrical engineer to a candidate list of electrical engineers then you wouldn't say Here is a new restaurant job for you, you would want to say something like New Electrical Engineering Position or Electrical Engineer Needed. You want your matches to open the email because it means something to them.


2. Content - Just as your subject line gets your prospect to open the email, your content needs to drive your prospect to an action. That action could be to schedule a meeting, download a whitepaper or to announce a special offer. Also, get to the point - remember your who, what, when, where and how and make sure to keep your content readable and digestible to your audience.


3. Creative - If you're going to use HTML in your emails, then make sure you do it right. Use the right mix of content (words) and creative (images) to make your email both attractive and functional. Use an attractive, branded header and footer and keep your emails under 630px to ensure it will display properly in most email programs. Oh, and test test test test before a large (or small) send. Use a few different email services like gmail, hotmail, yahoo and make sure to test it on email clients like Outlook 2003 and 2007. If this is over your head, you can also download tested templates that work in any email program. Just replace your content and images and voila!

Emails are an important business tool for recruiters. By mastering good pre-email send habits you'll increase your email's effectiveness once it's sent.

Karate Chop Your Sourcing Costs

Sourcing can be an extremely time consuming function for a busy recruiter.  Finding ways to maximize your sourcing efforts, both time and quality wise, will give you a time management leg up.  

Now, it's no secret that Sendouts has built-in tools to help recruiters source from major job boards, social and professional networks and literally thousands of web sources right from the application, but what I'd like to focus on today are tips any recruiter can use regardless of their ATS of choice.  Using the open web and social networks to locate talent or prospect clients is a good and importantly inexpensive way to start.

• Using Google to find resumes - Thanks to the indexing superiority of the world's most used search engine you can find resumes lurking on the @www.  Using search strings you can hone in industry, location and skills you're looking for.  For example, the simple phrase (intitle:resume OR inurl:resume) will find indexed pages with the "resume" in the page title or url.  You can get more complex and drill down to gold if you tweak it right.  For more info check out this post on Boolean Black Belt - Great resource for open web searching and sourcing.  Also, Jim Stroud posted a cool search string tool a couple years ago that allows you to drag-n-drop complex strings and find the results, check it out here.
• Find company contacts on LInkedin - Linkedin recently hit 70 million users and is an excellent source to find candidates and company contacts.  Linkedin provides an advanced search feature you can use to locate people in your network.  You can find people by location, job title (former and current), industry, company etc...  and premium members can search on more advanced filters.  An example here would be searching for job title X in location X to find your target.  

These are a couple, fairly basic ways to source on the cheap and I didn't go into much detail.  There are great resources available online including the aforementioned Boolean Blackbelt.  Of course, if you're interested in more robust and automated sourcing tools, then consider an ATS with such capabilities. 

5 Business Development Tips For Recruiters

A few months ago Sendouts produced a whitepaper called "Time to Shine: 5 Tips for Business Development During the Economic Recovery".  Well, we received an incredible response from this paper mainly (in my opinion) because recruiting is and always will be a sales position.  Regardless of the economy, recruiters are always in a state of developing sustainable business.  

Below is a snapshot of the tips outlined in the whitepaper.  To download your copy you can, click here.

1. Differentiate Yourself - What is the clear statement that makes you unique.  In a crowded niche or market cementing existing relationships, prove your value and focus on intangibles that can set you apart.
2. Identify Your Target Market and Create a Plan for Reaching It - It sounds basic but many recruiters don't keep up with the market or markets that they are trying to reach.  When identifying a target market you should understand who your best clients are and keep in touch frequently.  Establishing a marketing rhythm can help you stay in front of mind.
3. Expand Your Existing Relationships - You've already done the hard work of winning a new client.  Now nurture your relationships and expand your offerings to maximize the potential business and build deeper relationships with the client.
4. Boost Your Online Marketing Presence - Getting online and making yourself known and more importantly found is detrimental to your success.  Mastering your presence online is imperative in todays on-demand climate.  Some things to consider are optimizing your website for SEO, provide value with thought leadership and leverage free social media channels like twitter, facebook and linkedin.
5. Take a Consultative Approach - Position yourself as a trusted adviser with clients and passive candidates by identifying client/candidate pains and discussing how you have solved a similar problem. This approach allows you to showcase your recruiting knowledge, industry expertise and problem-solving ability.

Again, for the full whitepaper and a deeper dive into the tips I've shared above, please click here.  

10 SEO Tips For Recruiters

For a small business, SEO can seem like a task not worth tackling.  In reality it is one of the most important things you can do to increase your visibility in an ever-crowding marketplace.  Below I have compiled 10 tips taken from my own experiences and from various industry blogs and articles.

1. Title Tag
Near the very top of a web site’s source code you’ll find various meta tags — the standard ones being the Title, Description and Keyword tags. The title tag is technically not a meta tag, though it is commonly associated with them. The title tag plays such a large role in the indexing of your web site, that it is considered the most important of the three. A page title is the first thing a search engine will look at when determining just what the particular page is about. It is also the first thing potential visitors will see when looking at your search engine listing. It’s important to include a keyword or two in the title tag — but don’t go overboard – you don’t want to do what’s known as “keyword stuffing” which does nothing but make your web site look like spam. Most people will include either the company name, or title of the particular page here, as well.
2. Meta Tags
There are two primary meta tags in terms of SEO — the description and the keyword tag. It’s debatable whether the search engines use the description tag as far as ranking your results. However it is one of the more important tags because it is listed in your search result — it is what users read when your link comes up and what makes them decide whether or not to click on your link. Be sure to include a few relevant keywords in this tag, but don’t stuff it with keywords either. The description tag should read like a sentence — not a keyword list. Due to “keyword stuffing” many search engines now completely disregard the keyword tag. It is no longer nearly as important as it was years ago, however it doesn’t hurt to include them in your source code. When creating your keyword list, you’ll want to think of the specific terms people will type in when searching for a site like yours. Just don’t go overboard — too many duplicates are not a good thing (as in “web designer” “web designers” “custom web designer” “html web designer” “your state here web designer” – you get the idea). Those are all basically the same, so pick one or two variations at the most and move onto the next keyword.
3. Proper Use of Heading Tags
This is a very important element to consider when writing out your site copy. Use of heading tags helps users, web browsers and search engines alike know where the major key points of your copy are. Your main page title should use the <h1> tag — this shows what your page is about. Use of additional tags, such as <h2> and <h3> are equally important by helping to break down your copy. For one, you’ll see a visual break in the text. But as far as the search engines are concerned, it will automatically know what your topics are on a page. The various heading tags give a priority to the content and help index your site properly.
4. Alt Attributes on Images
Putting alt attributes on your images actually serves two purposes. In terms of SEO, putting a brief yet descriptive alt attribute along with your image, places additional relevant text to your source code that the search engines can see when indexing your site. The more relevant text on your page the better chance you have of achieving higher search engine rankings. In addition, including image alt attributes help the visually impaired who access web sites using a screen reader. They can’t see the image, but with a descriptive alt attribute, they will be able to know what your image is.
5. Title Attributes on Links
Including title attributes on links is another important step that any good web site will have. That’s the little “tool tip” that pops up when you place your mouse over a link. These are especially important for image links, but equally useful for text links. As a note, you should use descriptive text for your links. “Click here” doesn’t really tell a person – or more importantly, the search engines — what the link is. At the very least put a title tag that will explain that “Click Here” really means “Web Design Portfolio” for example. Better yet – make the main link text something like “View my web design portfolio” — this will give some value to the link showing that the resulting page is relevant to searches for portfolio’s.
6. XML Sitemap
Some sitemaps are html based and made for easy user navigation, however, there’s another version — XML sitemaps — that are used by the search engines in order to index through your site, as well. This list of ALL pages / posts / etc. of your site also includes information such as the date the page was last modified, as well as a priority number of what you feel the most important pages of your sites are. All elements that help the search engines properly find and link to all content of your site.
7. Relevant Content
Having content relevant to your main page or site topic is perhaps the most important SEO aspect of a page. You can put all the keywords you want in the meta tags and alt image tags, etc — but if the actual readable text on the page is not relevant to the target keywords, it ends up basically being a futile attempt. While it is important to include as many keywords in your page copy as possible, it is equally as important for it to read well and make sense. I’m sure we’ve all seen keyword stuffed pages written by SEO companies that honestly don’t make much sense from the reader’s point of view. When creating your site copy, just write naturally, explaining whatever information you’re discussing. The key is to make it relevant, and to have it make sense to the reader. Even if you trick the search engines into thinking your page is great — when a potential customer arrives at the site and can’t make heads or tails of your information and it just feels spammy to them — you can bet they’ll be clicking on the next web site within a matter of seconds.
8. Link Building
We’ve probably all heard of Google Page Rank — it seems to be every web site owner’s dream to have as high a page rank as possible. While the algorithm for determining page rank encompasses many elements, and is constantly changing, one item is the number of links pointing to your web site. Now, you’ll want to steer clear of link farms and other spammy attempts at getting links to your site. However there are many reputable and niche directory sites that you can use to submit your web site, or specific blog articles to. With genuine content — especially if you have a blog — you’ll be able to generate links with other web sites and blogs, as well. It’s somewhat of a give and take, in that if you link out to other sites, you’ll find sites linking back to you — and hopefully see your page rank going up, as well!
9. Social Media
Although technically not SEO, Social Media is such a growing factor in getting your web site noticed, that it’s an important element to include in your plan. Social media ranges from social networks like Twitter, Facebook and LinkedIn — to social bookmarking sites such as Delicious, Digg, StumbleUpon and many more. There is a lot of relationship building involved, but as you build your own networks and build quality content on your web site or blog, you’ll see traffic to your web site increasing, as well. As with any relationship, it is a give and take. Don’t just expect to join a site like Twitter for the pure sake of pushing your content. That just won’t fly — your true intentions will stick out like a sore thumb and do nothing but turn people off. Even if you are on the site purely for networking reasons, the key is to make friends. Help out members of your network if they ask for a “retweet” or Digg, give helpful advice if asked, etc. You’ll see the same in return. If you write a great post and have built meaningful relationships with peers in your niche, you’ll often find that friends will submit your posts and give you votes on the social bookmarking sites. The more votes you receive, the more likely your post is to be noticed by others and shared around, often resulting in additional link backs from other blogs, etc.
10. A Few SEO Don’ts — Flash and Splash
Along with any list of Do’s come the Don’ts. As far as SEO is concerned, two of these items are splash pages (often consisting of a flash animation) and all flash web sites. Yes, flash is pretty! Full flash web sites can actually be amazing to look at — their own bit of interactive artwork. But unfortunately the search engines don’t get along well with Flash. Although there is talk of possible advancement in this area, for the most part the search engines cannot read Flash. All that great content that you wrote for your site will not be seen by the search engines if it’s embedded into a Flash web site. As far as the search engines are concerned, your all flash web site might as well be invisible. And if the search engines can’t see your site content, a good chunk of potential customers will miss out on what you have to offer, too. Equally as “pointless” are splash pages. Once very popular, the splash page should no longer be an important feature of any site. While splash pages used to serve as an introduction into a web site (often with a flash animation), it is no longer seen as helpful, and often times might actually annoy visitors. For one — it’s an extra click to get into your content. Worse is when you don’t give a “skip intro” option or set of links into your main site content — because you’re essentially forcing your visitors to sit through the full animation. If you’re lucky, this will only annoy them… if not — they’ll just leave without giving your main web site a shot. And without an html link pointing into your site, the search engines have no way to continue either (unless you made use of a sitemap.xml file — but still…) A good alternative to both issues is to make use of a flash header. There’s no problem to include a flash animation at the top of your main site, or as a feature within the content area, etc. Because this is an addition to your web site, as opposed to a full separate element.

An ATS IS A Recruiter's Personal Assistant

As a recruiter, your daily tickler looks insurmountable. From sourcing and interviewing candidates, to coordinating assessments, to determining and negotiating offers, you wear many hats. Unfortunately, those tasks are just the tip of the iceberg. Not only do you have a zillion tasks to accomplish, but you have to do it better than your competition.

A recent article for the Fordyce Letter Online explained how the right Applicant Tracking System (ATS) can help you manage your day. The article highlights the top 10 features recruiters should look for in an ATS.

When it comes to choosing an ATS, the primary point is to help recruiters focus on what they do best -- filling jobs with the right candidates.The right ATS will be your best friend and biggest asset. The wrong ATS could be a major liability. With the right system in place, recruiters will have a streamlined workflow and increased productivity and revenue.

After checking out Don's "Top 10"  list, see how recruitment expert Lou Adler evaluates ATS performance. Adler includes an actual "test," albeit brief, so recruiters can see exactly how their ATS measures up. In addition, Adler points out:

A good ATS, properly implemented and used correctly, will significantly enhance a company's ability to hire more top employees. The cost of missing a great hire because of inefficiences in the recruitment process is just as costly as making a bad hire.

Public Information – Keep it Private!

We love Careerbuilder surveys – they have a great pool of potential interviewees and do some very interesting studies. The most recent one, involves a subject we have come to love – social networking. The survey finds that 1 in 5 employers use social networking sites to research job candidates – so yes, turn your MySpace page to private if you don’t want potential employers looking at your personal photos!

22 % if hiring managers are now using social networking sites, up from 11% in 06. An additional 9% said that they don’t use them, but plan to start.

The survey also includes both negatives and positives found by hiring managers that we thought we would share:

Top areas for concern among these hiring managers included:

• 41% - candidate posted information about them drinking or using drugs
• 40% - candidate posted provocative or inappropriate photographs or information
• 29% - candidate had poor communication skills
• 28% - candidate bad-mouthed their previous company or fellow employee
• 27% - candidate lied about qualifications
• 22% - candidate used discriminatory remarks related to race, gender, religion, etc.
• 22% - candidate’s screen name was unprofessional
• 21% - candidate was linked to criminal behavior
• 19% - candidate shared confidential information from previous employers

Top factors that influenced their hiring decision included:

• 48% - candidate’s background supported their qualifications for the job
• 43% - candidate had great communication skills
• 40% - candidate was a good fit for the company’s culture
• 36% - candidate’s site conveyed a professional image
• 31% - candidate had great references posted about them by others
• 30% - candidate showed a wide range of interests
• 29% - candidate received awards and accolades
• 24% - candidate’s profile was creative

In conclusion – don’t put things on your personal pages you wouldn’t want your boss to see! Be sure to update your profile regularly, block comments or keep them private. If you think there may be something inappropriate on your site – make it private altogether. Public internet means exactly that – keep the information out there on you under control and appropriate.

Are you Tweeting?

If you’re not on Twitter, you’re missing out.  This microblog site is a very public IM.  But the applications and benefits can be endless.  Just to name a few off the top of my head:

-          Post links to you blog entries or job postings

-          Recruiting updates for your team

-          Get to know your clients.  Hey!  We’re not defined by our careers and have lives outside that don’t involve a flat screen with a blinking cursor (or, at least, I hope that’s the case with everyone reading this.  If not, please stop reading this blog, turn off the computer and GO do something social WITH someone in person).  This gives you insight to the person – from hobbies to preferences.

-          Random meet-ups.  By giving up to the minute “where in the world is Brad Herrick” tweets, I’m able to let people know that I’m stuck at O’Hare airport or on my way to the West Coast.  You’d be surprised as how many people I’ve been able to meet with at the spur of the moment.

-          Links from Twitter to current open jobs from your client’s website

-          Connecting with passive candidates.  Get into the conversation.  I don’t have to tell you how hard it is trying to break thru Gen X’s “between gen” issues.  Social media is a perfect way to break the ice, make a connection and find out what they want or need in their next position.

Monster seems to be one of the few jobs boards out there that’s figured out the Twitter + Open Jobs = Recruiting Opportunity formula.  Monster links directly to career content on their site.

That Maslow Has A Hierarchy For Everything

No, this isn't Psych 101, but there is a definite hierarchy to consider when approaching Social Media/Web 2.0. Building up knowledge and having a firm grasp of all the Social Media outlets is key when trying to understand the impact of Web 2.0 for recruiters. I was reading The Duct Tape Marketing Blog and ran across this post by John Jantsch illustrating the Social Media Hierarchy. 

"Most small business owners should look at the following progression or hierarchy as they move deeper into social marketing tactics. So, jump in, but do it in this order and don’t move on until you have the basics of each stage down and working for you."

In this new age of interactive marketing, it's key to fully understand the components that make up a sound on-line marketing campaign. For recruiters looking for new ways to find clients and candidates, this is a good start.   

Yum...It's Time For The Ice Cream Social...Media?

I ran across this video posted by RecruiterGuy at recruitingblogs.com. It does an nice job of explaining how social media works by drawing analogies with individually produced ice cream flavors. It's a brilliant video produced by Lee and Sachi LeFever at the Common Craft Show. If you're not grasping social media, this will help.

Putting an "H" in "Recruitment"

In the fast paced, technologically advanced field of recruitment, it's easy to develop a monotnous, robotic routine. Don't get me wrong, it's crucial for recruiters to have a solid process. However what I'm referring to is having a process that is too mechanical and not enough human.

Check out an article in the May issue of Employment Marketplace about the "H (human) Factor" in a Web 2.0 world. Here are some insights:

Take a look at three separate components of a recruiter's technologically based world: blogging, social networking and applicant tracking systems (ATS).

Blogging - There are so many recruiting and staffing firms (not to mention independent recruiters) with blogs, it can be challenging to surf through the static. If you are part of the blogosphere, make sure you are quick-to-the-point and compelling. People reading your blog aren't hungry for an online novel; they want your insight -- fast. 

Social Networking - From candidate networks like Linkedin, to recruiter networks with split-fee communities, realize that you are dealing with actual people. Ultimately, trust needs to be established for all parties involved. Accessing people through a keyboard definitley rips the human element from the recruiting process. Use the same level of tact and sophistication as you would if you were on the phone or in person.

Applicant Tracking Systems - Streamlining the entire sales process is a good thing. Doing it in a way that is not customized to your specific company is a bad thing. A key component to having a successful ATS is choosing one that is based on actual human behavior -- one that outlines your current recruiting process against your ideal process. Don't forget to ask for a provider's references so you can rest assured the provider will be there for you from implementation through training and continual support.