Most reviews happen at the end of the year. What are some things you should be looking back at to see if your engine needs some fine tuning?
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
Our Panelists…
| Name & LinkedIn Profile | Group | Title | Company |
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We asked our attendees, “What is one thing that a recruiting program has that should have a “check-up” on a regular basis?”
Here are their answers:
Chat Messages from the Session…
10:01:33>> From Lisa Wrezel to All panelists : Hi everyone! Sorry I am late happy to be here 🙂
10:01:51>> From William Uranga to All panelists : Glad you’re here, Lisa!
10:03:48>> From Sean Rehder : Feel free to add any comments or questions here in the Chat area
Make sure as an attendee, if you message something in the Chat area that you select “All Panelists and Attendees.”
The default is just to Panelists but I want everyone to see the messages coming through.
10:08:50>> From Peter Garneau : Sometimes I talk about our company’s impressive response to Covid. Sometimes the candidates actually ask!
10:11:36>> From David Marr to All panelists : Indeed has our employees working remotely entirely until at least July 2021
10:11:45>> From David Marr to All panelists : That would be the earliest our offices will be opening up
10:12:43>> From Kathy Simmons to All panelists : It’s surprising to me, as a candidate seeking a new recruiting opportunity, how many companies’ job descriptions still require on-site work–even during Covid. I agree that on-site collaboration is important–at least a couple of times a week, but for those of us with a few years of experience, it’s surprising that there are not more remote opportunities available.
10:12:57>> From Amanda McNeil to All panelists : About 40% of my workforce was already remote and has been for over two years. We’ve been successfully conducting our recruiting process through Zoom or GTM during that time and it’s forced us to work REALLY hard to make sure it’s meaningful. You have to build in questions, too, that help weed out the candidates who really aren’t prepared for the remote work style. Usually when we ask questions correctly, our candidates self-select OUT of the remote opportunities even if they initially thought they’d like it.
10:14:23>> From David Marr to All panelists : 100% accurate Sean remote work is going to be come the new norm as we live in a time of technology that enables this to be an option, obviously this won’t be the case for some industires
10:16:53>> From Lisa Wrezel to All panelists : Could you all hear me just now?
10:17:12>> From Sean Rehder to Lisa Wrezel(Privately) : when you spoke, yes
10:17:24>> From Lisa Wrezel to Sean Rehder(Privately) : Ok just checking thank you
10:17:24>> From William Uranga to All panelists : Yep!
10:21:48>> From David Marr to All panelists : If you measure it, you can improve it but if you don’t measure it you don’t know where you’ve been
10:22:55>> From Peter Garneau : Does anyone have a Hiring Manager client survey they could share?
10:24:16>> From Teri Levy : Hi Peter – send me an email to [email protected]
10:24:23>> From Kara Goodbrand to All panelists : we get feedback on “survey burnout” from the business
10:24:38>> From Russell Jones to All panelists : Does anyone have a Hiring Manager client survey they could share?
10:24:55>> From Peter Garneau : Will do. Thanks.
10:25:21>> From Russell Jones to All panelists : I think surveys can provide uniformity for questions that are asked of managers or anyone lese
10:25:24>> From Russell Jones to All panelists : else
10:28:12>> From Sean Rehder to Russell Jones and all panelists : can you resend that to all attendees…
10:30:42>> From Catherine Hansen : @William, what kinds of metrics has management asked for?
10:35:56>> From Shail Jaisingha : To all panelists: For a company that is growing exponentially, what are some of the sourcing tools, programs and strategies a company should adopt to scale up and FIRE up their recruiting engine. Any examples or best practices that you can give would be great. This would be a major tune up or overhaul. Thank you.
10:37:28>> From Teri Levy : Hi Shail – we use a marketing company to help us develop and launch marketing plans for high volume large projects.
10:37:31>> From Bez Rengifo : @Shail, what kind of company and where are they at in growth and where do they want to get to by “x?”
10:41:22>> From Shail Jaisingha : Thank you Teri.
10:42:12>> From William Uranga : @Shail this depends on skills, location and level of talent needed. Then I would see what my major channels are delivering (referrals, applicants and sourced) and then start playing with new tools/programs that can positively affect the numbers #notashortanswer
10:42:41>> From Shail Jaisingha : Thanks Ben. We are a very specialized Cloud firm. The company is growing at the rate of 50%.
10:43:00>> From Jose Martinez : think its all about authenticity – understand the makeup of your organization – where are the areas of opportunity and share the narrative of where you want to be in the future and what steps you are taking to get there…also ensure the employer brand is representative of the employee population – sometimes the same employees are the ones featured on the careers site and linkedin pages
10:46:50>> From Catherine Hansen : @Lisa, what is your usual break-down of hires from referrals / applicants / sourced? How about your response rates for a typical role?
10:48:48>> From Shail Jaisingha : Thank you William. We are fortunate that over 50% of our employees are employee referrals. Are there any tools/sourcing that you would recommend other than some obvious ones like Entelo, LinkedIn etc..
10:50:11>> From William Uranga : You may want to check out other tools such as Rolebot, Hired, Appcast…
10:53:21>> From Shail Jaisingha : Awesome. Thank you William. We use Hired… Will look up Rolebot and Appcast.
10:54:37>> From Tracey Dimof : Thank you Sean and all the panelists!
10:55:26>> From Lisa Wrezel to Mark Federman and all panelists : Oh I can chat with you here too
10:55:31>> From Lisa Wrezel to Mark Federman and all panelists : Some good ideas huh?!
10:56:28>> From Catherine Hansen : Thank you everyone!
10:56:41>> From Ajay kumar : Thank you everyone!
10:01:33>> From Lisa Wrezel to All panelists : Hi everyone! Sorry I am late happy to be here 🙂
10:01:51>> From William Uranga to All panelists : Glad you’re here, Lisa!
10:03:48>> From Sean Rehder : Feel free to add any comments or questions here in the Chat area
Make sure as an attendee, if you message something in the Chat area that you select “All Panelists and Attendees.”
The default is just to Panelists but I want everyone to see the messages coming through.
10:08:50>> From Peter Garneau : Sometimes I talk about our company’s impressive response to Covid. Sometimes the candidates actually ask!
10:11:36>> From David Marr to All panelists : Indeed has our employees working remotely entirely until at least July 2021
10:11:45>> From David Marr to All panelists : That would be the earliest our offices will be opening up
10:12:43>> From Kathy Simmons to All panelists : It’s surprising to me, as a candidate seeking a new recruiting opportunity, how many companies’ job descriptions still require on-site work–even during Covid. I agree that on-site collaboration is important–at least a couple of times a week, but for those of us with a few years of experience, it’s surprising that there are not more remote opportunities available.
10:12:57>> From Amanda McNeil to All panelists : About 40% of my workforce was already remote and has been for over two years. We’ve been successfully conducting our recruiting process through Zoom or GTM during that time and it’s forced us to work REALLY hard to make sure it’s meaningful. You have to build in questions, too, that help weed out the candidates who really aren’t prepared for the remote work style. Usually when we ask questions correctly, our candidates self-select OUT of the remote opportunities even if they initially thought they’d like it.
10:14:23>> From David Marr to All panelists : 100% accurate Sean remote work is going to be come the new norm as we live in a time of technology that enables this to be an option, obviously this won’t be the case for some industires
10:16:53>> From Lisa Wrezel to All panelists : Could you all hear me just now?
10:17:12>> From Sean Rehder to Lisa Wrezel(Privately) : when you spoke, yes
10:17:24>> From Lisa Wrezel to Sean Rehder(Privately) : Ok just checking thank you
10:17:24>> From William Uranga to All panelists : Yep!
10:21:48>> From David Marr to All panelists : If you measure it, you can improve it but if you don’t measure it you don’t know where you’ve been
10:22:55>> From Peter Garneau : Does anyone have a Hiring Manager client survey they could share?
10:24:16>> From Teri Levy : Hi Peter – send me an email to [email protected]
10:24:23>> From Kara Goodbrand to All panelists : we get feedback on “survey burnout” from the business
10:24:38>> From Russell Jones to All panelists : Does anyone have a Hiring Manager client survey they could share?
10:24:55>> From Peter Garneau : Will do. Thanks.
10:25:21>> From Russell Jones to All panelists : I think surveys can provide uniformity for questions that are asked of managers or anyone lese
10:25:24>> From Russell Jones to All panelists : else
10:28:12>> From Sean Rehder to Russell Jones and all panelists : can you resend that to all attendees…
10:30:42>> From Catherine Hansen : @William, what kinds of metrics has management asked for?
10:35:56>> From Shail Jaisingha : To all panelists: For a company that is growing exponentially, what are some of the sourcing tools, programs and strategies a company should adopt to scale up and FIRE up their recruiting engine. Any examples or best practices that you can give would be great. This would be a major tune up or overhaul. Thank you.
10:37:28>> From Teri Levy : Hi Shail – we use a marketing company to help us develop and launch marketing plans for high volume large projects.
10:37:31>> From Bez Rengifo : @Shail, what kind of company and where are they at in growth and where do they want to get to by “x?”
10:41:22>> From Shail Jaisingha : Thank you Teri.
10:42:12>> From William Uranga : @Shail this depends on skills, location and level of talent needed. Then I would see what my major channels are delivering (referrals, applicants and sourced) and then start playing with new tools/programs that can positively affect the numbers #notashortanswer
10:42:41>> From Shail Jaisingha : Thanks Ben. We are a very specialized Cloud firm. The company is growing at the rate of 50%.
10:43:00>> From Jose Martinez : think its all about authenticity – understand the makeup of your organization – where are the areas of opportunity and share the narrative of where you want to be in the future and what steps you are taking to get there…also ensure the employer brand is representative of the employee population – sometimes the same employees are the ones featured on the careers site and linkedin pages
10:46:50>> From Catherine Hansen : @Lisa, what is your usual break-down of hires from referrals / applicants / sourced? How about your response rates for a typical role?
10:48:48>> From Shail Jaisingha : Thank you William. We are fortunate that over 50% of our employees are employee referrals. Are there any tools/sourcing that you would recommend other than some obvious ones like Entelo, LinkedIn etc..
10:50:11>> From William Uranga : You may want to check out other tools such as Rolebot, Hired, Appcast…
10:53:21>> From Shail Jaisingha : Awesome. Thank you William. We use Hired… Will look up Rolebot and Appcast.
10:54:37>> From Tracey Dimof : Thank you Sean and all the panelists!
10:55:26>> From Lisa Wrezel to Mark Federman and all panelists : Oh I can chat with you here too
10:55:31>> From Lisa Wrezel to Mark Federman and all panelists : Some good ideas huh?!
10:56:28>> From Catherine Hansen : Thank you everyone!
10:56:41>> From Ajay kumar : Thank you everyone!
10:56:43>> From Greg Schmaltz to All panelists : Thank you!
Some of the attendees…
| Name & LinkedIn Profile | Group | Title | Company |
