Si> Recruitloop

THE AGILE

TECHNOLOGY

GUIDE FOR

MODERN

RECRUITERS

INTRODUCTION.......................................................................................................................................

STAGE ONE:Understanding the Market and What Competitors Offer Talent........................................................

STAGE TWO: Building Your Ideal Candidate Profile.....................................................................................................

STAGE THREE: Sourcing Candidates by the Hundreds...................................................................................................

STAGE FOUR: Getting Contact Information at Scale.....................................................................................................

STAGE FIVE: Reaching Out to Candidates....................................................................................................................

STAGE SIX: Screening and Interviewing Candidates ................................................................................................

STAGE SEVEN: Verifying Skills and Experience................................................................................................................

CONCLUSION............................................................................................................................................

About RecruitLoop....................................................................................................................................

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#TheStruggleisReal

Today’s recruiters are expected to be equal parts hunter and gatherer — to find unfindable talent and bring them “home” to an organization that fits. While much of modern recruiting still happens in more traditional ways — calling, emailing, and other forms of personal outreach — independent and agile recruiters are finding new ways to use technology hacks to source candidates where they hang out online, track their communications, and vet potential hires.

We know the struggle recruiters are up against in a vast tech landscape filled with promises and pitches — each tool can start to sound better than the last. That’s why we asked recruiters we trust — from influencers and thought leaders to experienced professionals in the independent recruiting trenches — to offer their recommendations of affordable, lightweight, and effective tools that have become essential to the way they recruit.

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Before we dive into the recommendations, we want to share the four primary criteria we used to filter each of these tools and hacks before bringing them to The Agile Technology Guide for Modern Recruiters. To the best of our knowledge, each of the recommendations in this e-book are:

· Affordable · Flexible and agile · Consumer-style technology that caters to individuals · Tools that offer recruiters an edge in efficiency or functionality they can’t find anywhere else

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Not every stage in this workflow will be relevant to the way you recruit, but you will find some bold ideas on how to improve the way you find and land quality candidates in the stages that apply to your work. Every tool has a selection of tags that apply for those that cross multiple stages, so be sure to reference the printable guide on page 58 for a comprehensive overview of which tools you can use to support each stage.

Have a recommendation for a tool that wasn’t included in this e-book? We would love to hear it. Tweet @RecruitLoop with your recommendation or send an email to community@recruitloop.com with the tool(s) you think should be on the list.

STAGE ONE

Understanding the Market and What Competitors Offer TalentYou’ve got a sparkly new requisition in your hand and you’re feeling the thrill of the hunt. For most recruiters, the first step is gaining a foundational understanding of the market for the position. We like to call this stage “Mapping and Tapping” — where you might start with mapping the market — learning the market value of the position you’re looking to fill — and tapping candidates from competitors.

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GLASSDOOR

•  Search title variations for a glance at average compensation and value for the role.

•  Browse competitor company profiles and reviews to identify unique benefits the organization may offer in comparison and view relevant open jobs they have listed online.

$ FREE

www.glassdoor.com

UNDERSTANDING THE MARKET

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ADZUNA

•  View average salary data and research similar descriptions for “every job, everywhere.”

•  Powerful resume valuation tool to research the average market value for a particular candidate.

$ FREE

www.adzuna.co.uk

UNDERSTANDING THE MARKET

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ANGELLIST SALARIES

•  View average salary and equity data for competitors by market, skill, role, and location.

•  Search the startup job board to discover similar open positions.

•  Post jobs free to 180K+ candidates.

$ FREE

www.angel.co

UNDERSTANDING THE MARKET

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TEXTIO

• Find out if your job listing is in line withbest practices with a tool that tells youhow your job description will stack up asfast as you can type it.

$ FREE

www.textio.com

UNDERSTANDING THE MARKET

"Textio is still in beta, but it allows you to just cut and paste a JD, and it ranks it a

score based on everything from word choice to suggesting titles that might be

more aligned with the market, and do a ton of other really useful stuff to make

sure that your job posting reflects best practices optimized from a pretty

kick butt learning algorithm. The next ‘it’ product — and rightfully so."

Matt CharneyPartner and Executive EditorRecruiting Daily mattcharney

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STAGE TWO

Building Your Ideal Candidate ProfileWhile this isn’t a move in every recruiter’s playbook, with expectations for that intangible quality called “culture fit” at an all-time high, building an ideal candidate profile can be a way to set yourself apart. To start, consider or ask your client about a team member that represents the organization’s culture — is this person autonomous or team-oriented? Are they outgoing or introverted? What about them speaks to the culture? Your profile should also include skills and specific experience you’re looking for in an ideal candidate — especially if they differ from the minimum requirements.

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RECRUIT’EM

•  Automates Boolean search to help you get more than 100 returned results on LinkedIn, Google+, GitHub, StackOverflow, and XING based on keywords and similar titles.

•  See out of network connections when you filter by educational level, keywords, similar titles, and location.

$ FREE

www.recruitin.net

BUILDING PROFILES SOURCING CANDIDATES

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ABOUT.ME

•  Search profiles by keyword to find example lookalike candidates.

• Discover common online communities, activities, social networks, and other interests potential candidates share.

$ FREE

www.about.me

BUILDING PROFILES

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PIPL

•  A comprehensive people search engine to help you find other usernames, associated websites, location, and more demographic and behavioral traits of potential ideal candidates.

•  Search by name, email, username, or phone number.

$ FREE

www.pipl.com

BUILDING PROFILES SOURCING CANDIDATES

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STAGE THREE

Sourcing Candidates by the HundredsSourcing candidates can be done with shocking efficiency online. With the right tools, you can save time by automating a lot of the sourcing process. And while sourcing active candidates is a common practice, sourcing for passive candidates is a newer art.

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ACTIVE CANDIDATES

The standard job listing still works for some roles. If you decide to post to the popular job boards, increase efficiency by using a tool that will give you access to hundreds of job boards with a click.

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ZIPRECRUITER

•  Post your listing to more than 100 job boards with a single click.

• Try user-friendly digital onboarding with ZipHire.

SOURCING CANDIDATES

$ 99/MO

www.ziprecruiter.com

BREEZY

•  Import candidates from around the web with a single click using the Google Chrome extension.

• Post to more than 2,000 job boards and manage your candidate pipeline using a Trello-inspired workspace on any device.

SOURCING CANDIDATES

$ 19/MO

www.breezy.hr

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JOBADDER

•  Manage job orders, manage your candidate workflow effectively, advertise to more than 200 job boards and recruit in more than 20 countries.

• Build customizable careers websites and integrate job advertisements with social media.

SOURCING CANDIDATES CANDIDATE OUTREACH

$ 100/MO

www.jobadder.com

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SMARTRECRUITERS

•  Easily post to any job board as well as the company career website or Facebook page, perform assessments and track applicants.

• Candidates can apply with one click.

• Mobile-first platform so you can recruit on the go.

SOURCING CANDIDATES

$ 100/MO

www.smartrecruiters.com

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THE LADDERS

•  Search potential candidate matches and get access to full candidate profiles including contact information and salary information.

•  Post jobs to more than 6 million active candidates.

SOURCING CANDIDATES

www.recruit.theladders.com

$ FREE

CONTACT INFORMATION

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PASSIVECANDIDATES

In the 2015 LinkedIn Talent Trends* report, 75 percent of 18,000 full-time

employees surveyed considered themselves passive candidates,

however, only 61 percent of companies focus on recruiting passive candidates. 85 percent of employees surveyed said

they would be willing to talk with a recruiter. If you’re not looking for

passive candidate unicorns, now may be the time to start, and if you’re

already looking, here are some tools to support you in your search.

*https://business.linkedin.com/talent-solutions/resources/recruiting-tips/global-recruiting-trends 22

HIRINGSOLVED

•  The only global Talent Search Engine that works in all languages, for all skill sets, in all locations, worldwide.

•  Search and source globally, clone your perfect candidate, find talent in any field, and keep track of top candidates while you collaborate together.

SOURCING CANDIDATES BUILDING PROFILES

$ 50/MO

www.hiringsolved.com

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CONNECTIFIER

•  Leverage Connectifier’s series of complex algorithms to get powerful insights into a person’s online professional presence.

* Contact sales@connectifier.com for a quote.

SOURCING CANDIDATES

$ *

www.connectifier.com

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STACKOVERFLOW

•  Find top developers around specific topics of expertise in a leaderboard-based system that ranks potential candidates by skill level and participation.

* For a great resource on how to source candidates on StackOverflow, check out this blog post guide from SourceCon: http://bit.ly/1AGDjAV

SOURCING CANDIDATES

www.stackoverflow.com

$ FREE

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GITHUB

•  Search and find developers by skill set using the built-in advanced search tool, trending repositories, or Boolean search.

* For a great resource on how to source candidates on GitHub, check out this blog post guide from SourceCon: http://bit.ly/1f8VPIg

SOURCING CANDIDATES

www.github.com

$ FREE

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DATA.COM

•  Get access to millions of candidates and company lists when you “give one contact, get one contact” with title, direct phone number, and email.

$ FREE

www.data.com/connect

“Data.com is my go-to tool when I want to look up a company in a particular

industry or candidates for a position based on title. It's a great tool for sourcing

candidates or building a new call list.”

Danny PowellRecruitLoop Recruiter powelldannyc

SOURCING CANDIDATES

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STAGE FOUR

Getting Contact Information at ScaleArmed with an understanding of the market, a picture of what your unicorn candidate looks like, and a pool of potential fits, it’s time to start reaching out to contenders to schedule interviews. Depending on where you found your selection of potential candidates, you may or may not have all of the necessary contact information you need to reach out. That’s where this list of tools will come in handy.

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CLEARBIT

• Turn partial information into a fullcontact with social lookup, companylookup (by domain name), andgeolocation.

CONTACT INFORMATION

$ 99/MO

www.clearbit.com

FULLCONTACT

•  Unify your contacts and sync with Google for an always up-to-date, easy-to-use CRM.

* Free up to 5,000 contacts, $99/month+ with 5K+

CONTACT INFORMATION

www.fullcontact.com

$ FREE*

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PROPHET

•  Using this Google Chrome extension on the most popular social media sites, Prophet will show you the most likely email combination for a candidate based on their name, company, and other social data.

•  Currently in Beta.

CONTACT INFORMATION

recruitingtools.com/prophet

$ FREE

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SIDEKICK

•  Get more out of your inbox with powerful profiles, analytics on who opens emails when, and schedule emails for later.

$ FREE

www.getsidekick.com

"I am a big fan of inbound marketing for recruitment, so knowing how effective

my emails are, even from Gmail is important. This tool gives me great insight

about who opens my emails and when."

Craig FisherHead of Marketing - Talent AcquisitionCA Technologies fishdogs

CONTACT INFORMATION

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RAPPORTIVE

•  If you’re a Gmail user, you can connect to Rapportive to see a contact’s associated social media profiles and other available information about them online right in your inbox.

CONTACT INFORMATION

www.rapportive.com

$ FREE

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STAGE FIVE

Reaching Out to CandidatesReaching out to candidates is where you put all of your people skills to practice. While a lot of modern recruiting involves utilizing smart tools to set yourself up for success, the magic still happens in building relationships with candidates.

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To start, consider these strategies to help you conduct outreach like a marketer: · Utilize multiple touchpoints. If you want to make sure you’re getting in front of someone, be sure to have several options to reach out to them — email, phone number, SMS, paid advertising, and social media profiles are common.

· Be human. This should go without saying, but remember your candidates are busy people with career aspirations to either move beyond their current role or to find satisfying work. Remember candidates are people too and focus on building a relationship with them — if they’re not a good fit for a particular role you have available at the time, you never know what may change in the future.

· Target and personalize your messages. Whatever you do, don’t copy/paste. While you can templatize details of the role or your own introduction, be sure to personalize each message to speak to that candidate. It may take a bit more time, but ultimately, a standardized message will take more time if it doesn’t resonate with any of the recipients enough to respond.

· Create an impressive email signature. One tip from our recruiting community came from Danny Powell — be sure your email address and signature look professional. It may seem logical, but you would be surprised. If you don’t have your own domain, that’s okay, just don’t use AOL or MSN for your email address as those senders have an association of being out of date. Instead, use Gmail or sign up on RecruitLoop.com to get your own personalized email address.

· Run small experiments and test often. Not sure if you have the formula right for outreach yet? Start small and reach out to a few people using what you have today and course correct as you go. If you’re seeing a low response rate or you don’t seem to be getting through to candidates, adjust and test again with a small group.

· Leverage automation where possible. So much of modern recruiting is in finding hacks and tools that increase efficiency so you can focus on what you do best. Wherever possible, use automation hacks to simplify your workflow — just be sure automation doesn’t interfere with personal relationships. There are many hacks online about creating your own email auto-responders based on a selection of criteria, using filters to keep your inbox organized, and more.

OUTREACH

•  Leverage language A/B testing, automated follow-ups, Salesforce contact syncing, and powerful analytics to improve the way you reach out to candidates.

* Contact Outreach for a demo and pricing.

CANDIDATE OUTREACH

www.outreach.io

$ *

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ASSISTANT.TO

•  Schedule meetings with ease from your Gmail inbox (coming soon to Outlook).

• Automatically detects time zones.

$ FREE

www.assistant.to

"Assistant.to literally saves me hours every week. It syncs to my Google calendar

and allows me to embed available times inside of emails. This makes it really easy

to schedule all kinds of meetings with candidates, clients, and partners without

the manual back and forth."

Lars SchmidtFounderAmplify Talent thisislars

CANDIDATE OUTREACH SCREENING AND INTERVIEWING

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TOUT

•  See when a candidate views your email or clicks on included links.

•  Streamline scheduling and get reminded to follow up when it counts.

$ 30/MO+

www.toutapp.com

CANDIDATE OUTREACH

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YESWARE

•  Email tracking and analytics to help you see which candidates engage with your emails when.

•  Send later and set reminders to save time and say on top of your inbox.

•  Click to call directly from your inbox.

* Free up to 100 tracking events/month, $12/month+

$ FREE*

www.yesware.com

CANDIDATE OUTREACH

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CLOZE

•  Intuitive unified inbox, follow up reminders, and simple search for contacts with the keywords you care about.

•  Smart social media management tool integrates with Twitter to automatically create lists of people you’re in contact with most.

$ FREE

www.cloze.com

CANDIDATE OUTREACH

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HOOTSUITE

•  Manage social media mentions and relevant conversations with a unified inbox.

• Set up streams around keywords and keep in touch with “big fish” candidates on social media so you can reach out through multiple touchpoints.

$ FREE

www.hootsuite.com

CANDIDATE OUTREACH

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MENTION

•  Use smart keyword searches to monitor relevant conversations on social and get alerts — for example: “Looking for a job,” “Just applied,” etc.

www.mention.net

CANDIDATE OUTREACH

$ 29/MO

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PERFECT AUDIENCE

•  Use retargeting technology to deliver banners to job seekers who may have viewed the company careers site, but did not apply for a role.

•  Deliver ads around the web as well as on Facebook and Twitter.

* Price based on cost-per-click (CPC)

$ *

www.perfectaudience.com

CANDIDATE OUTREACH

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FACEBOOK ADS

•  With arguably the lowest cost of any online paid media platform, leverage Facebook ads for those impossible-to-place roles with a maximum campaign budget you, your organization, or your client are comfortable with.

* Price based on cost-per-click (CPC) or cost-per-impression (CPM)

$ *

www.facebook.com/ads

CANDIDATE OUTREACH

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STAGE SIX

Screening and Interviewing CandidatesThe pool is getting narrower and includes only your top, interviewable candidates. Screening and interviewing can easily be done over the phone, but if you to use technology to give you a leg up, you came to the right place.

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SKYPE

•  Conduct video interviews with any Skype user on any device.

• Send files and keep your interview process organized with a record of communications.

$ FREE

www.skype.com

SCREENING AND INTERVIEWING

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RECRUITLOOP VIDEO

•  Unlimited one-way interviews with branded campaign pages, customized questions, enhanced team collaboration, and user-friendly candidate management.

* www.recruitloop.com/video-interviews

$ FREE

www.recruitloop.com*

SCREENING AND INTERVIEWING

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FACETIME

•  For any candidate who’s also an Apple user, interviewing through FaceTime can be just as easy as making a call.

• Now available on any Apple device, including Macbook and iMac.

$ FREE

www.apple.com/facetime

SCREENING AND INTERVIEWING

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SPARKHIRE

•  For those who need something more robust, SparkHire offers unlimited one-way and live interviews delivered with custom branding, social media integration, and an iOS app so you can interview on the go.

www.sparkhire.com

SCREENING AND INTERVIEWING

$ 49/MO+

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STAGE SEVEN

Verifying Skills and ExperienceAs an independent recruiter, there’s only so much skills verification that can be done. If you’re an agile or “lean” internal recruiter, there is likely more of an expectation on evaluation of experience. Regardless of where you are, here are some tools that can help.

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CODEEVAL

•  Test coding skills with company challenges ranked and screened with a built-in scoring system.

• Maintain a free team page to showcase existing in-house developer talent.

$ FREE

www.codeeval.com/companies

VERIFYING SKILLS

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GOOGLE FORMS

•  Try using Google Forms to deliver a templatized questionnaire if you’re screening for culture fit or other intangibles.

$ FREE

www.google.com/forms/about

VERIFYING SKILLS

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ASSESTANT

•  Online hiring assessments with built-in and custom questions, email branding, and proctoring.

www.assestant.com

VERIFYING SKILLS

$ 0.90/EA

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SMARTERER

•  Lightweight, dynamic skill assessments with more than 800 examples and a library of crowdsourced skills tests.

www.smarterer.com

VERIFYING SKILLS

$ FREE

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It’s Not All About the Tools

Modern recruiters are up against a lot and the expectations are higher than ever for rapid placements that fit the culture and can become top performers within the organization.

After all of these tech recommendations, it may seem odd to say tools don’t make or break the recruiter. This list is full of tools that are affordable, can increase your efficiency, and give you an edge in recruitment, but ultimately, they don’t do your work for you. Guard your time and ease into new tools to see how they support your workflow.

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"Technology must be like oxygen: ubiquitous,

necessary, and invisible."

- Chris Lehmann

Tweet This

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Like this e-book?Share it with your friends and colleagues!

Tweet This Facebook LinkedIn

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STAGE 1UNDERSTAND THE MARKET

STAGE 2BUILD PROFILES

STAGE 3SOURCE CANDIDATES

STAGE 4CONTACT INFORMATION

STAGE 5CANDIDATE OUTREACH

STAGE 6SCREEN/INTERVIEW

STAGE 7VERIFY SKILLS

CLEARBIT

ASSISTANT.TO

FaceTime

MODERN RECRUITING TECHNOLOGY GUIDE

About RecruitLoopRecruitLoop is building a safe, sustainable platform for companies and great recruiters to work together. We connect clients with a marketplace of verified independent recruiters who help with any part of the hiring process. For Talent Professionals, we provide a platform of tools and resources to help grow your business and be better at your job. Think of us as your back-office solution and sales and marketing machine.

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