In our previous passive candidate engagement discussion, we talked about the most important information recruiters need to know is how your open position would be a desirable career progression for the candidate. To establish this, we need to collect intelligence about our candidates in addition to understanding the position itself. Assuming you’ll work with the hiring manager to gather both the requirements and selling points for the open position, we’ll focus our discussion on the candidate side in this blog. Read more…
Archive for the 'passive candidates' Category
The candidate engagement problem
Proactively sourcing for passive candidates is an important part of technical recruiting, even for companies with strong brands among developers, such as Google or Facebook, which seem to have plenty of active candidates to choose from. (It was reported that Google has a job application acceptance rate of 0.2% – 25 times more selective than Harvard, Read more…
What‘s the first organic search result in Google when you type in “technical recruiting?”
Since Google personalizes search results, for me, the answer was a blog titled, “Why are technical recruiters so clueless?”, by none other than the creator of Ruby on Rails web development framework – David Heinemeier Hansson of Basecamp, known in the software community as DHH. In this blog, David Heinemeier Hansson opened with –
“Are there any recruiters working in technology who get it? Anyone putting in just a minimum of effort to appear even half-way competent? If so, they need to speak up. The reputation of their profession is being soiled by completely clueless hacks.”
DHH then included an actual email that he received from a recruiter, urging him to apply for “a rapidly expanding, VC-funded tech startup positioned squarely on top of the social media marketing revolution.” Read more…
A presentation at Sourcing 7 Fall Shareback on November 20, 2014 at Amazon in Seattle. This is a case study to compare the results of LinkedIn native search and Google x-ray search.
We use a Web Developer position in Chicago as an example. The keywords in the Boolean string include Ruby, Rails, Sinatra, TDD (test driven development), and BDD (behavior driven development). We want to look for local Chicago candidates.
We learn how to improve our Boolean search string and when to use either Google x-ray or LinkedIn search.