Recruiting is not just a recruiter and a desk, especially for medium and large-sized companies. What parts make up the engine of a broad recruiting program that wants to be great?
Listen in on what our panelists have to say.
This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.
Click to Play the Recording
|Name & LinkedIn Profile||Group||Title||Company|
|Jessica Marotta||TA Leaders||Talent Acquisition Manager||Forrester|
|Matthew Liptak||TA Leaders||Vice President, Global Talent Acquisition||PrismHR|
|William Uranga||TA Leaders||Director of Talent Acquisition||Spokeo|
|Yvette Frierson||Recruiting Atlanta||Sr. Recruiter||STANLEY Security|
We asked our attendees, “What is one item that a recruiting program should have in order to be considered a “great” program?”
Here are their answers:
- A strong employer brand
- Adequate reporting, fully staffed teams, and calibrated interviewers
- ATS, CRM and text recruit
- Attraction tools, candidate engagement tools, solid candidate flow protocols, screening tools
- Business insight
- Candidate experience, employee referral, feedback
- Candidate focused experience, efficient systems and process, community engagement
- Creativity and think outside the box
- Diversity and inclusion
- Driven recruiters and great candidate experiences
- Effective sourcing strategy
- Great communication (internally and externally), all key stakeholders being on the same page and being agile
- great leaders
- Hiring Profiles, Headcount demand planning, Recruitment Plans
- Metrics & Analytics
- Outbound recruiting, well-aligned hiring teams, constant communication, and stellar interview experience for teams and candiates
- Partnerhip, planning and buyin
- Partnerships, Relationships and Vision
- People, processes, technology
- People, technology, leadership, structure, collaboration and culture.
- plan then execute
- process, hiring manager experience, candidate experience, KPIs
- Recruiters with strong sales and marketing experience, a robust ATS, a CRM for pipelining, be seen as trusted talent advisor
- recruitment and retention, promotional opportunities, community connections
- Referral program, employment branding, high touch communication, compelling job descriptions, diverse sourcing strategies
- robust employee referral program, good employer branding, positive onboarding, continual feedback from managers and candidates
- Strategic plan, EVP Communication, Organized Process - to name a few
- Streamline/consistent process; (Clean) data tracking; candidates lifecycle experience
- Strong Sourcing tools, Decent applicant tracking, Strong Employee Referral bonus, Skilled recruiters, Sourcing team,
- Strong tools and resources, consistent framework
- Support from leaders, ATS, establishing a process, gaining trust from hiring managers, commitment to D&I;
- support from leadership, executives
- Systems, Processes, Communication, Trust, Common Goals
- Talent Pipeline, Diversity Strategy, Relationships
- team, mentorship, financial resources, tools, trust
- team, sourcing, process, technology
- The right people
- Your team members
Chat Messages from the Session…
10:06:34 From Shawn Park to Everyone : How about candidates that ask for feedback, if they don’t move on in the process? How would you let them down lightly while being as honest/candid as possible?
10:07:15 From William Uranga to Everyone : Great question, Shawn. I’ll share some thoughts in my little section..#itispossible
10:08:11 From Shawn Park to Everyone : Thank you!
10:08:18 From Matthew Liptak to Everyone : I stay high level with feedback, give some feedback about stronger candidate but letting the person know we appreciate the time
10:09:06 From Shawn Watzka to Everyone : follow up with candidates is so important given the current state of our economy. It is more important now than ever since job seekers are very fragile.
10:10:21 From Kristine Nemeth to All panelists : It’s important when you close a req that you decline everyone in that req, especially the ones who interviewed so they can receive the rejection email that the req has been filled and another candidate was selected.
10:10:27 From Kelly Colig to All panelists : Love that you’ve set the standard to decline within 10 days…I assume that communication is more general?
10:11:57 From scott stevenson to All panelists : Is the 10 day turnaround a KPI/SLA for the recruiters on dis positioning candidates
10:12:13 From Sheila Chiodo to All panelists : Hi – I try to give transparent, balanced, constructive feedback to candidates. However, there’s always a candidate who is happy to tell me that my feedback is wrong and they’re the perfect candidates for our role. I would love to hear how you respond in those situations.
10:12:13 From Jessica Marotta to Everyone : Correct Kelly! Very general. And the email is generate through the ATS but from the recruiter so they can reply w follow up ques. We have not seen a ton of follow up ques
10:14:17 From Daniella McDonald to Everyone : Is your recruiting team reviewing them all or do you have hiring managers reviewing them? If hiring managers, how do you control if they review candidates or not?
10:14:50 From Matthew Liptak to Everyone : The recruiters control the process to know if a hiring manager reviewed and is either interested or not interested
10:16:09 From Danielle Lyndes to Everyone : You’re right, Matthew! I have been getting “Thank you” emails from my team’s automated emails for individuals that do not meet basic qualifications for even an initial screen. The most basic response is more important than most of us realize.
10:16:23 From Jessica Marotta to Everyone : We have both Danielle at FORR – HMs having access to our ATS is newer. Work in progress for sure! 1:1s are good times to push the HMs
10:17:12 From Jessica Marotta to Everyone : Sheila – great ques. I have this happen often. I quietly listen and nod and say I understand. Their input and feedback is just as important. It won’t change the outcome but it is important they feel heard.
10:17:33 From Shawn Watzka to Everyone : Also, I heard that millennials don’t even read the job descriptions. They want to know what it’s like to work at company ABC
10:18:04 From Daniella McDonald to Everyone : Yes Jessica. It is so hard to manage that.
10:19:03 From Kristine Nemeth to All panelists : HM’s can see candidates in the req and they can move them to phone screen step but the recruiter has to make the rest of the actions from there.
10:19:09 From Shawn Park to Everyone : The initial intake with hiring managers are so pivotal to the success of a search, imo.
10:19:20 From Jessica Marotta to Everyone : +1 Shawn!
10:20:47 From Jennifer Reynolds to All panelists : How have you structured sourcing support? What does that look like? Do you use sourcers or technology (AI tools)?
10:20:50 From Shawn Park to Everyone : Have any of the panelists had any experience utilizing social media (i.e. Instagram Stories) as a tool for candidate attraction?
10:21:25 From Matthew Liptak to Everyone : I use social media daily to attract candidates
10:21:45 From Shawn Park to Everyone : +1 Matthew
10:21:46 From Jessica Marotta to Everyone : We have @Forresterlife on insta, FB and twitter. We highlight ee culture, spotlight stories -etc. Would be really cool to have an ee take it over!
10:24:12 From Yvette Frierson to Everyone : Hi Shawn, I use FB, LinkedIn, IG & TT.
10:24:14 From Barbara Marks to Everyone : @William Uranga: about how many Reqs do the Recruiters on the team manage?
10:24:31 From Shawn Park to Everyone : +1 Jessica:
Jessica and Matthew: it’s important to be agile, given the nature of our society today. If candidate sare able to see what a company is like, they might be more inclined to apply.
10:25:35 From Wendy Vandel to All panelists : love to see a copy of your survey
10:25:57 From David Lucero to All panelists : how much detail are you giving as feedback to non-selected candidates and are you not concerned of claims being made against the co?
10:26:20 From Deonne Ramsey to Everyone : In the past – we found that candidates were “polite” and not totally honest at the candidate stage
10:26:23 From Kelly Colig to All panelists : At what point would you survey to understand a Net Promoter Score? I want to roll that out.
10:26:49 From Saundra Ramsey to Everyone : We only do them once they are onboarded at 10, 40, 100 days
10:27:56 From William Uranga to Everyone : If folks want a copy of the survey we use, you’re welcome to email me: firstname.lastname@example.org
10:28:44 From Jessica Marotta to Everyone : David – I give as specific as I can be but always tying the feedback back to the job description
10:28:50 From Daniella McDonald to Everyone : In my last position our Learning and Development team sent out surveys to new hires at 30, 60 and 90 days. There were some questions we added for TA about their experience, thoughts about the company prior to interviewing and after joining, how was the recruiter. We would see that data.
10:28:55 From William Uranga to Everyone : David – We share with candidates in relative comparison. “You didn’t do well in Java, compared to other candidates or our hiring bar”
10:29:05 From Nihal Solomon to Everyone : Hi! Is anyone conducting interview prep calls with their candidates? We do them before their final interviews. Candidates have found it quite beneficial and appreciative as they prep. Makes it an overall positive experience!
10:29:51 From William Uranga to Everyone : Barbara – Our recruiters have 6 reqs at a time where they are doing full-cycle (sourcing too).
10:29:59 From Daniella McDonald to Everyone : I haven’t done interview prep calls, but I would provide information about the interviewer/s so that a candidate knew about their backgrounds or length of time with the company.
10:30:55 From Shawn Park to Everyone : +1 Nihal – I also did prep calls for more senior roles when I used to be in recruiting.
10:31:29 From Kristine Nemeth to All panelists : I have been applying to jobs this past month and I received two emails back after applying to complete a survey on the application process.
10:32:02 From Danyell Howell to Everyone : I do full cycle recruiting with 50 – 60 reqs (healthcare), anyone else in that range? I am struggling with time management.
10:32:04 From Jessica Marotta to Everyone : Kristine – you would have a great perspective being on both sides
10:33:13 From Kristine Nemeth to All panelists : I think it’s a great idea. It’s important to know how candidates feel about the application process and it makes the candidate feel important.
10:33:43 From William Uranga to Everyone : Nihal – Yep we do them and the candidate/finalists l-o-v-e them.
10:33:45 From Daniella McDonald to Everyone : At my last company my team had anywhere from 10 positions to 20 positions to over 40 positions. Depending on which groups they were recruiting for. As the manager I usually had 6-12 positions.
10:34:20 From Kristine Nemeth to All panelists : I just never experienced it so early on- right after clicking apply.
10:34:58 From Jessica Marotta to Everyone : Ah! Kristine I missed that – that was the moment. That is odd. Usually – post interview
10:36:03 From Kristine Nemeth to All panelists : exactly, this was right after I clicked apply I got the email- it was like 5 questions about the application process only- not the interview process- just the application experience.
10:36:14 From Jessica Marotta to Everyone : We are having a round table next week – on Feb 10th – Pipeline Managment: Screening Candidates on High Volume Reqs
10:36:58 From Jessica Marotta to Everyone : That may cover some of the high req challenges
10:37:06 From Shawn Park to Everyone : Ahhh, the $1M question: how can HR become more strategic and less transactional.
10:41:16 From Jessica Marotta to Everyone : I also think it is very important for recruiters to be well plugged into the marketplace (region trends, salary trends, industry trends, etc)
10:41:41 From Matthew Liptak to Everyone : right…the market analysis is key to being that true talent partner
10:42:15 From Nihal Solomon to Everyone : Shawn – I have regular meetings with our HR Business Partners on upcoming reqs/org changes and have the recruiting team prepped to have those conversations with their respective hiring managers. We have been successful at creating passive candidate pipelines ahead of time and review them with managers when the reqs open.
10:42:37 From Matthew Liptak to Everyone : But the data story and the integrity of the data real time is also key. Tell the story with graphs and charts, show the managers the data as it comes out of systems
10:43:47 From Shawn Park to Everyone : Thank you all.
10:44:06 From Matthew Liptak to Everyone : The creation of talent pools proactively to pipeline candidates in order to prepare for future talent is a big piece in todays market
10:44:49 From Jessica Marotta to Everyone : GREAT POINT – have not touched that yet re: COVID safety.
10:45:10 From Helen Tunea to All panelists : What do you do on Tik-Tok?
10:45:30 From Jessica Marotta to Everyone : Yvette – you need to train me on Tik Tok!
10:45:51 From Helen Tunea to All panelists : Me too! Can we have a panel on Social Recruiting Strategy?
10:46:35 From Maureen Daly to All panelists : Yvette- what platform do you use for your video chats ?
10:46:38 From Daniella McDonald to Everyone : In my last company we did role-based videos for two of our main hourly positions. They were about 2 minutes long and talked about the day to day so that candidates could screen themselves in or out.
10:47:12 From Helen Tunea to All panelists : Love that idea
10:48:26 From Jessica Marotta to Sean Rehder(Direct Message) : so many potential round tables coming out of this! social media, tech shortcuts, high volume reqs
10:48:29 From Daniella McDonald to Everyone : Thank you everyone. Great ideas and conversation. I need to sign off for another meeting.
10:48:44 From Jessica Marotta to Everyone : Lots of free tools out there! Calendy I used for scheduling
10:49:22 From William Uranga to Everyone : Gem
10:50:04 From Jessica Marotta to Sean Rehder(Direct Message) : OH – you should make that a tool time topic! these types of tools! (sorry… lots of coffee)
10:51:49 From Nihal Solomon to Everyone : Not free, but worth the $$. We use Fetcher.ai for automated AI sourcing and have been very successful in a number of hires. Has helped us lot with our lean recruiting team.
10:53:22 From Jessica Marotta to Everyone : Thank you Nihal!
10:55:52 From Jessica Marotta to Everyone : ps – candidates can filter company reviews by COVID now on Glassdoor!
10:56:04 From Jessica Marotta to Everyone : to learn how companies are treating ees during this time
10:56:10 From Kristine Nemeth to All panelists : So many new Yorkers are working out of FLORIDA now.
10:56:17 From Nihal Solomon to Everyone : You’re welcome Jessica! Another great platform we use is CareerArc for automated Social Recruiting Marketing and the price point is quite amazing for what you get out of it.
10:56:38 From Jessica Marotta to Everyone : Love CareerArc!
10:57:03 From Kristine Nemeth to All panelists : I gotta get on Tik tok
10:57:10 From Jessica Marotta to Everyone : Same Kristine!
10:58:46 From Jessica Marotta to Everyone : Siri or Alexa
10:59:09 From Kristine Nemeth to All panelists : Thank you
10:59:24 From Lucy Dettl to Everyone : Thank you, everyone! Great session!
10:59:30 From Maureen Daly to All panelists : thanks everyone !
10:59:30 From scott stevenson to All panelists : tHanks
10:59:31 From Helen Tunea to All panelists : thank you!
Some of the attendees…
|Name & LinkedIn Profile||Group||Title||Company|
|Shawn Watzka||Physician Recruiter||NorthShore University HealthSystem|
|Saarah Abdur-Raoof||University Recruiter||Willis Towers Watson|
|Nihal Solomon||Manager, Talent Acquisition||Magnite|
|Melissa Willis||Global Project Manager, Talent Acquisition Operations||Allstate Insurance|
|Essence Dashtaray||Manager, Talent Acquisition (HR)||ViacomCBS|
|Paul Van Dillen||Sr. Technology Recruiter||Charter Communications|
|Anne Patrick||Talent Acquisition Specialist||State Farm Insurance|
|Sheila Chiodo||Principal Recruiter, G&A||Intuit|
|John Sullivan||Professional Staffing Developer | Technology & Engineering Practice||The Standard|
|Maureen Daly||Talent Acuuisition Consultant||Rose International|
|Catherine Hansen||Talent Acquisition Manager, Global Talent Acquisition||Hippo Insurance|
|Stephanie Reese||Senior Sales Recruiter||Apptio|
|Kathlene Whinnery||Sr. Talent Advisor||Viewpoint|
|Paul Kudarauskas||Global Talent Acquisition Manager||Healthcare Consultancy Group - HCG|
|Denise Ward||Technical Recruiter||Wunderlich-Malec Engineering|
|Kristine Nemeth||Corporate Recruiter | Talent Acquisition | Senior Recruiter | Full-cycle Recruitment |||Diageo|
|Scott Stevenson||Vice President, Human Resources and Board Member||USAA|
|Jennifer Jamme||Senior Recruiter||Impact Advisors|
|Shawn Park||Recruiter - Information Sciences Institute||University of Southern California|
|Lance Hunsicker||Lead Executive Recruiter||Parsons Corporation|
|Melayne Smith||Talent Acquisition Specialist||Washington State Employees Credit Union|
|Helen Tunea||Director, Global Talent Acquisition||Connexity|
|Eileen Flynn||Lead Creative Recruiter (Digital Product/UX Design)||Wolverine World Wide|
|Danielle Lyndes||Senior Associate - National Recruiting||Andersen|
|Barbara Marks||Recruiting Atlanta||Recruiting Manager (Contract)||Kimco Services, LLC|
|Saundra Ramsey||Recruiting Atlanta||Recruiting Manager (Sr IT Talent Acquisition Business Partner) & Wahooligan||Wahoo Fitness|
|Kristina Saunders||Recruiting Boston||Senior Manager, Talent Acquisition||J. Jill|
|Kelly McCarthy||Recruiting Chicago||Talent Acquisition Team Lead||Hu-Friedy Mfg. Co., LLC|
|Jason Coffey||Recruiting Chicago||Talent Acquisition Manager||Core & Main|
|Danyell Howell||Recruiting DCBmore||Hospice Recruiter (Contract)||Seasons Hospice and Palliative Care|
|Joe Sorrow||Recruiting Denver||Head of US Talent||FullContact|
|Preston Peery||Recruiting Houston||Recruiting Manager||Patterson-UTI|
|Heather Burho||Recruiting Portland||Manager, Talent Acquisition||NAVEX Global|
|Tayler Wike||Recruiting Seattle||Talent Acquisition Partner||PayScale|
|Marita Arevalo||Recruiting Seattle||Senior Healthcare Recruiter-Diversity Channels||Aegis Living|
|Anita Pagin||TA Leaders||Head of Talent||JITX|
|Daniella McDonald||TA Leaders||Manager, Talent Acquisition||WorkCare, Inc.|
|Deonne Ramsey||TA Leaders||Director, Global Talent Acquisition||Trimble Inc.|
|Ravijeet Tokala||TA Leaders||Director, HR & Talent Acquisition||Optym|
|JoDee Klinker||TA Leaders||Director of Talent Acquisition||Carson Group|
|David Lucero||TA Leaders||Vice President, Global Human Resources||DRGinvest|
|Jennifer Reynolds||TA Leaders||Director Talent Acquisition - Medical and Healthcare, Information Technology, and Corporate||Adtalem Global Education|
|Kathy King||TA Leaders||Director of Talent Acquisition||Amazon Web Services (AWS)|
|Shari Sparling||TA Leaders||Chief People Officer||Sia Partners|
|Silke Olsen||TA Leaders||Recruiting Associate Director||Moss Adams|
|Dan Shortall||TA Leaders||Sr. Director of Strategic Staffing||Global Conductor|
|Anna Forsberg||TA Leaders||Vice President Talent Acquisition||Destination Pet, LLC|
|Jay Barrow||TA Leaders||Manager, Talent Acquisition||C.H. Robinson Worldwide, Inc.|
|Nancee Martin||TA Leaders||Managing Director, Corporate Recruiting||AvAirPros|
|Jessica Burgess||TA Leaders||Director, Talent Acquisition-North America||WE Communications|
|Tara Noonan Amaral||TA Leaders||HR /Talent Advisor||Riviera Advisors, Inc.|
|Kelly Colig||TA Leaders||Director, Talent Acquisition & Employee Engagement||Le Creuset|
|Victor Apkarian||TA Leaders||Director Talent Acquisition||RGP|
|Wendy Vandel||TA Leaders||Health Services Recruiter||Washington State Department of Corrections|