Recruitment Hacking - Cornerstone OnDemand

{
RECRUITMENT
H AC K I N G
HIRE THE BEST FIRST
}
For the inhouse
recruiter with the
hardest-to-fill
vacancies
02
Table of contents
Who is this booklet
for?
04
But why does an
inhouse recruiter
need to hack?
08
Talent attraction
2015
06
Getting started - the
love vs. hate
list
18
Preparing your recruitment process for a
candidate - led market
42
So what is
recruitment
hacking?
08
Time saving tricks
and techniques
20
Hacking your ATS
with third party
Apps
54
Your first steps
into recruitment
hacking
58
3
Who
is this
booklet
for?
This booklet has been written for the
inhouse recruiter with the hardest-tofill vacancies. The ones that get few
if any applications. The roles that are
in the greatest demand and have the
greatest impact on growth. But also
the recruiter with high volume roles.
With too many applications but of the
wrong calibre. Or the recruiter who
has to manage both ends of the talent
supply chain dealing with candidates,
agencies and line managers.
If you have an ATS, a career
site, use job boards, a bit of
LinkedIn, social and do the
odd bit of sourcing but still
have unfilled vacancies then
this booklet is for you.
The market has changed
and inhouse teams need to
keep up. This booklet aims to
show you how you can adapt
to the new market. And be
more successful.
Recruitment hacking may
be “new” but recruiters
have been doing this kind
of stuff for many years. And
as recruiting moves so fast
keeping up is critical for
hiring success. Right now
it’s a candidate led market
and the recruiters that can
track down and hire the best
people will win.
5
Talent
attraction
2015
In 2008 recession hit the world and
not until late 2014 have we seen any
real signs of the improving economy
hit recruiting. There are of course
always specific roles in any economy
that are hard to fill but only now are
we seeing demand increase across
the board.
To see how your roles compare take
a look at the results of the Manpower
2014 Talent Shortage Survey on the
opposite page.
TO P 1 0 J O B S E M P LOY E R S A R E
H A V I N G D I F F I C U LT Y F I L L I N G
GLOBAL
ASIA PACIFIC
Skilled Trades
Engineers
Technicians
Sales Representative
Accounting/Finance Staff
Management/Executive
Sales Managers
IT Staff
Secretaries/PAs
Drivers
Engineers
Sales Representatives
Skilled Trades
Accounting & Finance Staff
Sales Managers
Technicians
IT Staff
Management/Executive
Researchers
Production Operators
EMEA
Skilled Trades
Engineers Sales Representatives
Technicians
Management/Executive Drivers
Accounting & Finance Staff
Restaurants & Hotel Staff
Secretaries, PAs, Receptionists
Labourers
7
So
what is
recruitment
hacking?
2015 is a candidate led market
and it’s going to stay this way for
at least the next 3-5 years. For
many inhouse recruiters it will be
their first experience of this type of
market which means the screening
and workflow skills of yesteryear
will need to be replaced with
candidate sourcing and conversion
skills. Which is where recruitment
hacking comes in. But first some
background into the life/work
hacking concept.
life hacking
Pronunciation: [lahyf] - [hak-ing]
(v.) any trick, shortcut, skill, or
novelty method that increases
productivity and efficiency, in all
walks of life.
growth hacking
Pronunciation: [grohth] - [hak-ing]
(v.)
a
marketing
technique
developed by technology startups
which uses creativity, analytical
thinking, and social metrics to
sell products and gain exposure.
Sean Ellis coined the term “growth
hacker” in 2010 defining a growth
hacker as “a person whose true
north is growth”.
recruitment hacking
Pronunciation: [ri-kroot-muh-nt] [hak-ing]
(v.) using technology, shortcuts
and new ideas to save time by
eradicating/automating low value
activities so you can focus on the
high value activities that help you
find and hire the right people for
your business.
9
But why does
an inhouse
recruiter need
to hack?
As a recruiter you are under pressure
to deliver results, juggling the demands
of the candidate vs. line manager with
delicate negotiations on behalf of
either or both. But now you struggle to
find any (decent) candidates to juggle
so any life hacks that can increase
your productivity and/or efficiency in
finding them plus any growth hacks
that can help you “sell more” and gain
exposure to passive candidates will
only help you hire more people.
But if you carry on without hacking
your day will probably look like this:
11
Check email and end up
replying to more internal
than external stuff.
Check Facebook for a bit
of banter with mates.
Check Twitter and end
up following links to
great articles.
Check watch to realise
it’s already 11:00 and
you need to find some
candidates
Get coffee before
making calls; end up
talking at coffee shop
longer than planned.
Login to ATS and
find more irrelevant
applications to reject.
Back at desk check
email again and reply to
a few internal meeting
requests.
Realise it is lunch time so
leave calls to later.
After lunch buy that must
have item from Amazon
before they run out.
Login to LinkedIn to
check contact updates.
Waste time reading more
drivel.
Go through open browser
tabs before making calls
but get stuck into a few
great articles from earlier via
Twitter.
Realise it is 15:00 so get
a coffee before starting
your long awaited
candidate calls.
Get back to desk and
realise you have an
internal meeting about
hard-to-fill roles.
Get back to desk at
17:00 so decide to get
everything ready for
the big call day you
now have planned for
tomorrow.
13
Of course not everyone can be a full on “true
north” recruiter but by implementing some of the
recruitment hacks in this booklet you will be able to
get rid of time wasting activities and outperform your
peers.
A recruiter only spends around 25% of their time
actually talking to or meeting with decent candidates
which means 75% of their time is “wasted” on admin,
social, and email etc. My ultimate aim for recruitment
hacking is that the inhouse recruiter flips their
activities to 75% candidate and 25% other stuff. So
the two key measures need to be:
Number of candidate
interviews (per week).
Number of new hires
(per week or month).
Growth hacking focuses mainly
on “traffic to online conversions
(i.e. sales)” whereas recruitment
hacking should focus on “face-toface interviews to hires”. That is,
the focus should be on managing
performance not ( just) results. If you
only measure hires (results) then you
are too late to make a change that
can impact the result whereas if you
focus on the key activity that drives
hires (interviews) you are able to
make adjustments very quickly.
Your focus is to ensure (for example)
there are 2-3 interviews taking place
every day within your open vacancies
(it doesn’t matter who is doing them).
By having a daily activity measure
and making sure you deliver this
consistently, you will get more hires.
As soon as you see the number of
interviews dip this will at some point
impact the number of hires (results)
so you can look at improving it
before it impacts the number of
hires. A good recruitment agency will
have this kind of focus i.e. focus on
the activities that get them closest to
the money.
So as a recruitment hacker you
should be looking every day at how
many interviews you have planned
even if they are being done by
someone else; just make sure they
are happening. Focus your attention
on this one metric and the rest will
happen because one guarantee is
that no interviews = no hires.
15
THE FIRST RULE OF
RECRUITMENT HACKING
I S T O C H E AT
Sourcing candidates is hard graft so
get other people to find the next hire
for you. Like the cutting of the gordian
knot don’t assume you have to follow
the “rules” as results come first.
Use self-service functionality e.g. interview scheduling.
Delegate the interview process as much as you can.
Steal budget from job advertising as it won’t get you top level candidates anyway.
Swipe and deploy ideas from other industries e.g. growth hacking!
Ask for referrals from candidates and line managers.
Use third party sourcers to do the hard work if you don’t have the time or skills.
Use technology to automate low value “stuff” e.g. job posting.
17
Getting
started - the
love vs hate
list
To become more efficient you need
to methodically remove anything
that makes you inefficient, starting
with a simple list. It can be paper or
electronic (mine is on Google Keep).
I list out the things I do each day/
week and put them in the relevant
column i.e. love doing it or hate doing
it. For example an inhouse recruiter’s
list might look like this:
LOVE
Taking the brief
Sourcing
Telephone interviewing
Networking
Screening candidates
Negotiating offers
Making offers
I then set myself a time target of
75% love, 25% hate and share
this with my support team. What
is really important here is that
just because you hate it does
not mean someone else feels
the same. When you delegate
your hate tasks just make sure
you delegate to someone who is
happy doing them. But you also
have to get the balance right
between delegating to a person
vs. delegating to a machine. So
HATE
Writing job adverts
Searching the ATS database
Posting jobs
Sending rejects
Organising interviews
Admin
Welcoming new hires
as an example, I have delegated
my admin to a person (see ‘The
Team’ on page 39) but my email
to a machine (as discussed in the
next chapter).
By getting rid of the tasks that
you hate, do badly, and do
inefficiently you will save hours
per week and you’ll feel a lot
happier about what you achieve
in any given day. Providing you
stay focused.
19
Time
saving
tricks and
techniques
1121
MANAGING
YO U R I N B OX
E-mail sucks the life out of your day so this is the first
place to look for more efficiency.
A great email add-on is Sanebox which simply adds
a folder and works out which email is important and
what can wait until later. Most emails can of course
wait until later. Although Sanebox filters my email
nicely into read now (15-20%) vs. read later it was the
@saneblackhole feature that I loved the most. All of
those annoying newsletters that I could in effect stop
clogging up my inbox in one click without having to
go through an unsubscribe process. That feature
alone has saved me hours cleaning up my inbox. My
aim was to have very little (SPAM) email that I had to
put into @saneblackhole and after only a few months
I went from adding numerous emails to the blackhole
every day to only 1 or 2 a week.
In addition to @saneblackhole I can add my own
folders such as @SaneTomorrow @SaneNextWeek
etc. and decide how many days/hours/weeks my email
will be delayed. This is a really quick way of keeping
my inbox clean and my email managed without me
spending too much time actually managing it.
The next email trick to look at is tracking and sent
email reminders using an add-on such as Yesware.
This allowed me to save yet more time:
I can send an email to any of my team and know when
they have read it rather than wonder if they have.
Having this out of my head allows me to focus more
on what I need to do.
I can set reminders on email even if sent e.g. remind myself to follow-up on an email I sent (this is different to incoming email reminders using Sanebox).
I can easily see which emails have been opened, or not, and follow-up accordingly.
I can schedule emails to go out at a set time rather than when I write it as I know from
experience that some people tend to delete a lot of what they see first thing from the previous night rather than read it hence I want my email delivered at set times.
Other very good similar tools to Yesware are Sidekick
(from HubSpot) and Boomerang.
23
C O N TAC T
MANAGEMENT
Keeping contact records up to date and in sync across
your email client and ATS is probably harder and more
time consuming than keeping your inbox clean. So it
can be a big job! But there is also the “big” question
around CRM vs. ATS that has to be considered when
hunting down passive candidates. They are not
applicants at this stage so do you have the contact
details in your email contacts or in your ATS? As
a recruitment hacker you go with the path of least
resistance which is most likely going to be contacts to
start with and then the ATS once they actually apply
for a job.
One of my big hates is cutting and pasting new contact
details from an email footer or online profiles. All that
great contact information sat there winking at me but
always something that gets put off until later. Then
you have 10 to do and it’s a big job that just won’t get
done. But it’s not just new contacts, it can be existing
contacts with new information that you don’t currently
have. Or it could be a new LinkedIn connection who’s
contact information you now have access to and so
need to create a new contact record. And of course
the more active you are the more contacts you need
to maintain.
Enter Evercontact. The first thing Evercontact does
is check your inbox every 24 hours and adds new
contacts and any new details for existing contacts. I
prefer to approve these but it can be fully automated
with new updates just added for you.
If you want it to happen quicker you can highlight
the text and then using the Chrome plugin the text
is analysed and a new record created. You can also
do this with any text such as an email footer, LinkedIn
contact details, web page text etc.
Evercontact can also check the last 20,000 - 60,000
Outlook emails (Flashback) to see what contacts are
lurking in the deep and distant past.
Interview notes, reports, ATS updates etc. Yuk. What
25
INTERVIEW AND
MEETING NOTES
sane person likes doing any of this even though they know it needs to
be done as part of the process of making the hire. But even with all the
technology it doesn’t seem to have got any easier. Or has it?
I’ve tried various ways of taking notes in meetings to make reports, actions, system updates etc. easier. Using a tablet, using a tablet with stylus, using a laptop. They do work but I find a good old fashioned paper
notebook less intrusive than a laptop stuck between two people having
a conversation/interview. However, the principle of what I do works the
same for paper or keyboard.
27
EVERNOTE BUSINESS (EVB)
AND ZAPIER
Evernote is a tool that allows you to create notes from
short lists to lengthy research, no matter what form
your writing takes. You can use it to create and share
notes with people from any device quickly and easily.
The examples below are just the tip of the iceberg!
Zapier lets you easily connect the web apps you use,
making it easy to automate tedious tasks. Rather than
wait for third-party app developers to offer the SaaS
integrations you need you can simply do it yourself
with Zapier. Using Zapier as below allows me to make
another system such as Evernote do more than normal
and save me more time.
I use EVB for projects/campaigns as it just makes it
easier to find old notes etc. than email. To make this as
efficient as possible my process is:
I hand write my notes in an
Evernote Moleskin notebook.
I stick one of the notebook
stickers on the relevant pages.
Using the Evernote App
(Android or iOS) I then scan
the hand written pages and
the Evernote App recognises
the sticker and puts it into the
nominated notebook. The
handwritten text is also now
searchable within Evernote;
and it works!
29
But, there is no way in EVB to notify someone that a new
note has been added. This is where Zapier comes in:
Zapier checks EVB every
15 minutes.
When a NEW note is added
it triggers an email that I
configured (once) in Zapier.
Selected people get an
email telling them there is a
new note with details of the
note and the note URL in the
email.
If you have an administrator
(as I do) they then type up
the notes and using another
notebook email the typed
notes to the line manager.
There are additional steps that could be added but the aim is
to minimise effort post meeting but also get the information to
the relevant people ASAP. This is one of my favourite hacks
because:
- Notes/actions done within 2-4 hours.
- Save myself at least an hour per meeting in follow-up notes.
- Save myself 3-4 days of procrastination of ignoring my admin.
- Do less of the stuff I hate to do.
31
TIME
MANAGEMENT
With all the different recruitment activities going on keeping track of time
is hard but so is staying focused. It’s so easy to start the day with your
inbox followed by a bit of Facebook, Twitter and LinkedIn and before you
know it, it’s lunchtime. So how do you keep a check on what you do with
your time?
33
THE POMODORO
TECHNIQUE
The Pomodoro Technique is a very simple but
effective way to improve your work habits and
productivity, revolving around the use of the
Pomodoro 25 minute timer. I would advise you read
the dedicated book first and then decide what works
for you. I mainly use the tomato timer and with that
ticking away for 25 minutes I can stay focused and
ignore most distractions. I also have the App on my
phone and watch as well!
My summary of the theory is that you look at your
work list for the day, plan how many Pomodoros
(25 min sessions) you need plus breaks (as per the
technique) and then away you go. It helps to switch
off email, social, mobile and any other potential
distractions but this does of course depend on
where you work and how realistic it is for you to
ignore obvious distractions such as your colleagues,
your boss, your office cat and no doubt much more.
As a minimum I start my day with at least one
Pomodoro BEFORE I check email/social. It gives
me time to complete at least one or two key tasks (I
choose the worst task on my list first to get it done
early) and I can enjoy my first cup of coffee in peace.
I then finish my day with a Pomodoro to close off the
things I’ve put off all day to make sure they don’t just
get added to tomorrow.
To get started just start with one session first thing
and maybe one more when you get back from lunch.
If you try and change too much too soon you will
struggle and end up giving up which is often the
case when you go gung-ho into this technique and
try and live every moment by the timer.
Apparently it takes us 23 minutes to get back on
task once we’ve been interrupted which is why a
25 minute focus with NO interruptions can be so
productive compared to a “normal” 25 minute period
with lots of interruptions such as email, telephone
calls, social media etc. I’m sure you know how hard
it is to get anything done in a busy office so you
can think of your Pomodoro as a shield that blocks
everything out 25 minutes at a time.
35
RESCUETIME
As much as you might like to think you have been
Mr or Mrs Productivity, Rescuetime tells you the truth.
I use this on my PC, laptop and mobile. As you can see
below, I’m doing OK but could of course do better.
It’s a great tool though and particularly helpful if you
know you are easily distracted and wonder where
the days disappear to. Rescuetime may just be able
to tell you! For example, you can set an alarm when
you go over a certain amount of time on Facebook or
even block access at certain times in the day. Carrot
or stick, you have the choice to make it work in a way
that suits you. It may or may not save me time but it
keeps me focused.
THE
TEAM
Automation does a certain amount but there’s stuff
in that hate list that needs a real person and behind
every great recruiter is a great team.
Top recruiters are often described as “the hunters”.
Solitary creatures who go out into the wilderness,
alone, sometimes never to be seen again, sometimes
returning with the spoils that save their world. But
then there were cutbacks and the hunter had to
learn how to farm as well.
And as the farm demanded so much time the hunter
went out less often until eventually the hunting pretty
much stopped. But everything was fine for many
years until the people got complacent with what they
had and moved their attention elsewhere not seeing
the farm start to struggle. Until it was too late. So the
farmer gets replaced and new hunters arrive but
wait, the prey has moved on and just following the
old hunter tracks leads them to nothingness.
But even knowing the above tale I still see the
merging of sourcer, interviewer, administrator etc.
under one role: The Resourcing Manager. Hunters
are not farmers who are not hunters.
37
In a job led market you can get away with a bit more
when mixing up the jobs and tasks as budgets are
limited and everyone is called Jack but eventually
you have to find out what your people can master so
then you should hire more masters. Jack will only get
you so far. Which is where the team comes in. As a
real recruiter, a hunter, you need to be able to focus
on recruiting. The concept of recruitment hacking is
all about making time to recruit so don’t get sucked
into doing too much farming.
Of course there will be some tasks you don’t want/
like to do but that’s the idea of having a team. And
to build the right team you need to surround yourself
with masters.
Masters of admin.
Masters of marketing.
Masters of cold calling.
Masters of masters.
Of course, if you are in an organisation that has a
structure and process you may not be able to decide
on your team structure but that does not mean you
cannot find people or systems/technology that will
deal with some of the bad stuff. However, if you do
have some say then I would start with Kolbe.
W H AT I S
KO L B E ?
I get all of my team to take the Kolbe A Index so that
I get to know how they work vs. how I work which in
turn makes sure they plug my weaknesses but also
so that we are clear on how both of us work best. No
point hiring a farmer to hunt! Or two hunters but no
farmer.
39
GROWING
THE TEAM
The aim is to build your team to the point of it being
“self-managing” so that you can focus on what you
do best in order to deliver the most value to your
business. The less “stuff” you do the better. Even to
the point of not having to manage the team on dayto-day stuff if at all.
But I see much resistance to this as often we feel
it is quicker to do something ourselves rather than
delegate it. That may be the case short term, but in
the longer term delegation pays off. Invest some
time now for future gains. The receiver of your stuff
may even find better ways of doing it than you did!
So you may think you can be great on your own
but that depends on how great you really want to
be. The first hire is always the hardest but using
support tools such as Kolbe and technologies such
as Sanebox, Evercontact, Evernote and the various
others I have mentioned, you will find more time for
hunting. Unless of course you are a farmer.
T I M E S AV I N G S
ACHIEVED
I use all of the techniques I have shared in this
section and estimate my weekly time savings as
follows:
Sanebox: 2 hours
Yesware: 1 hour
Evercontact: 2 hours
Evernote Business and Zapier: 3 hours
Pomodoro Technique: 2 hours
That’s a total of 10 hours per week but also on top
of that I spend my hours doing more productive
and more enjoyable work. I’m not yet achieving the
magical 4 hour work week but I’m heading in the
right direction.
41
Preparing your
recruitment
process for a
candidate-led
market
T H E AT T R AC T I O N A N D
A P P L I C AT I O N P R O C E S S
With time saved and low value tasks off-the-table,
let’s take a look at a few ways you can focus on
optimising your recruitment process for a candidate
led market.
First-things-first. You need to attract talent to your
point of application. With such a wide array of
talent channels and networks, both on and offline,
spreading the message and netting the talent can be
time consuming and wasteful if you are not getting
the best use out of a decent ATS. So spend some
time thinking about the following:
43
Is it easy for you to post jobs to multiple relevant
locations including your own career site, social
channels and select job boards?
How does your career site fair in comparison to
other similar organisations? Is it easy to navigate?
Does the branding reflect the kind of organisation
you are, and the kind of applicant you want to
attract? Does it look like it was designed in 2015,
or 2005?
Do you take advantage of your colleagues’
networks, or are you missing out? Is it easy for
employees in your organisation to refer good
talent to you?
Can you get good intelligence from your ATS,
so that you know what job ads and channels are
working without spending hours in a spreadsheet?
Is the application process death-by-screeningquestion or is it like buying on Amazon?
45
Of course, if the answers to the above questions
are not positive, you need to consider changing or
configuring your ATS and careers site to one that
reflects a recruiter’s needs in a candidate led market.
With Cornerstone Recruiting, for example, inhouse
recruiters have the tools to easily source across
social networks, leverage employee’s networks for
top-quality candidates, and deliver configurable
career sites that reflect the organisation’s brand and
differentiators.
There are a few things, however, that you as a
recruiter can review and action immediately to get
ready for a candidate led market.
Consider the following:
1
2
3
Do your job titles make sense to the candi
date? People are time poor so your internal job title for a hard to fill role may (will) get missed.
Are your adverts cut and paste job descriptions from the dullest HR system on the planet or are they written to excite, entice, and inspire someone to join your amazing organisation?
Does your confirmation email suggest a reply in a week or so (or maybe never)
or does it make the applicant
(not a candidate anymore) feel important and expectant of a fast response?
The recruiting team , HR team and hiring managers
can easily rate and review candidates with
Cornerstone Recruiting
47
THE INTERVIEW
PROCESS
So you’ve trapped a few unicorns but now what? If
you make them jump through too many hoops you’ll
lose them very quickly.
1
Do you get back to them by phone within minutes of them applying or do you send them a system email asking them to fill in another form?
2
Is the interview set-up slick and efficient, with candidates able to easily ‘self-schedule’ their interview slot? Or is it back and forth, back and forth just to find a suitable date?
3
4
Are they treated like royalty when they arrive or the same as the sales people pitching their wares?
Does the interview process wow them so they’ll ignore any counter offers or does it end up putting them off?
To make the process great for applicants, it firstly
needs to be quick and easy for the recruiter. Make
sure there are no needless blockages or silos in the
recruiting process, and that everyone who needs
visibility and access, has it. With Cornerstone
Recruiting, the recruiting team, HR team, and hiring
managers, can easily rate and review candidates,
and give immediate feedback regarding the status of
positions and candidates - as illustrated in the below
screen-shot. This reduces blockages and speeds up
the process, ultimately making it a far better one for
the candidate.
49
THE ONBOARDING
PROCESS
The unicorn is not yours until they turn up on day one
with so many offers never turning into hires. Don’t
lose them at this stage. Top people are often held to
their notice period, which can be weeks or months,
so your job is not done until the unicorn sings.
1
2
3
4
Is it “job done” when the offer is made or do you stay in touch until they start?
Are you easily forgotten post-offer or do you wow them with support and gifts to reel them all the way in?
Is day one a bit of a mystery or is it all planned out in advance with a buddy ready for when they arrive?
Do they have nowhere to sit or do they have desk, PC, phone etc. already in place?
One way to keep the unicorn interested until start
day is by making them a virtual team member.
Cornerstone Onboarding allows you to introduce
new-hires to the team online during the preboarding
period, as well offer relevant training. This maintains
a level of engagement in the lead up to Day 1, as
well as familiarising the new-hire with the team and
the company culture, making the first few days and
introductions much easier.
51
Some of the stuff we’ve talked about in this
chapter is dependent on the tech you have
in place. But a lot of it is pretty basic, and
just something to build into your day-to-day
routine. By making some changes you can get
immediate improvements with minimal effort
and very little time. And probably no cost! So
before you start buying new kit, get the basics
as good as you can.
Of course not every role needs to have the
same process but if you’re hunting unicorns
make damn sure they are lured in. They don’t
come by that often but when they do, be ready
to pounce.
53
Hacking
your ATS
with third
party apps
The market is awash with new
technologies designed to improve
recruitment but in many cases, unless
they are tightly integrated into the
ATS, a lot of the efficiency is lost in
duplication of effort and multiple
logins. But some of the most popular
add-ons for an ATS today are:
- Multi-posting of jobs to job boards, aggregators etc.
- Video interviewing and screening.
- Federated/aggregated search across multiple databases such as LinkedIn and Monster as well as the ATS.
M U LT I
POSTING
Job boards used to be the only place to advertise
jobs but now there are job aggregators such as
Indeed and Jobrapido, social channels and of
course your own career site. Having a multi-poster
tightly integrated into your ATS not only saves time
in getting jobs posted but also pulls together source
tracking in one place to save you the effort of pulling
together multiple reports.
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VIDEO
INTERVIEWING
The use of video in recruitment has been around for
10+ years but only recently has the concept been
so easy to adopt. Although it is generally seen as a
screening tool it can be a massive time saver for the
inhouse recruiter and the Line Manager. The more
tightly integrated it is with the ATS the easier it is to
gain greater efficiencies.
The key focus here is to enable interviews as easily
as possible as interviews lead to hires. By using video
interviewing you don’t have to match up dates and
times between applicant and line manager saving
you a lot of time and effort. It also brings the best
applicants closer to the offer stage more quickly so
there are fewer face-to-face interviews and higher
conversions of interview-to-offer ultimately reducing
both time and cost of hire.
F E D E R AT E D
SEARCH
As a recruiter it’s unlikely you will be overly skilled at
sourcing and Boolean search techniques. And even
if you do have some knowledge you will know it takes
a lot of time. A federated search tool using semantic technology will in effect help you build intelligent
searches across multiple databases (free and paid)
and bring back the relevant profiles. The system will
not however index the information so it’s always up
to date but it also will not try and “guess” missing
information such as email address and mobile number. But, using Evercontact you could “scrape” any
contact data straight into your contacts and when
you get that first email back from a candidate Evercontact will automatically match it to the record and
update it for you. A few more minutes saved, a mundane task done for you.
Semantic search finds the right people, and recruitment hacks save you time so you can apply the human touch to bring these candidates into the recruitment process. The machine finds them, the human
talks to them.
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Your first
steps into
recruitment
hacking
Where you start will depend on the technologies
you have in your company, the set-up of your
team, your own preferences etc. But wherever you
start, don’t try and do too much first, and start by
implementing an easier hacking tactic or process
first.. This may not give you the biggest saving/value
but if you focus on something bigger that takes a lot
longer and a lot more effort to implement you may
never get it live as the day job will take over.
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ABOUT
PETER GOLD
Peter Gold is an ex-recruiter who built one of the
UK’s first Applicant Tracking Systems in 1998. In
2002 he sold his business and then worked with
major retailers such as Mothercare, The Body Shop,
Tesco, Pets at Home and many more on their digital
resourcing strategy as well as publishing numerous
white papers and books on the same subject. He
now works as a business coach with technology
vendors to help them build a more efficient business
they love.
He is on the advisory board of Plymouth Science
Park and is Council Director for The Conference
Board EMEA Talent Acquisition Executives Council.
He is also hacking his way towards creating a selfmanaging business and the infamous Four Hour
Work Week so that he can spend more time running
ultra marathons around the world.
ABOUT
CORNERSTONE ONDEMAND
Cornerstone OnDemand (NASDAQ:CSOD) is a leader
in cloud-based applications for talent management.
Our solutions help organisations recruit, train,
manage and connect their employees, empowering
their people and increasing workforce productivity.
Based in Santa Monica, California the company’s
solutions are used by over 2,000 companies
worldwide, spanning 22.2 million people across 191
countries and 42 languages. For more information
about Cornerstone, visit;
www.csod.co.uk
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