March 17, 2017 by Anna Peters
To be a successful in federal government recruiting, you need deep knowledge of staffing systems and federal hiring practices and laws. However, you must also be willing to use innovative technologies and alternatives to posting on USAJOBS. College Recruiter spoke with Kyle Hartwig, Senior Human Resource Specialist with the National Institute of Health (NIH). Hartwig developed a tool for federal government recruiters who are engaged in targeted outreach. The tool has 7 steps which guide recruiters in finding and engaging talent for hard-to-fill positions. There is a link below to the full 7 steps. Here you can read a summary and watch our 5-minute interview with Kyle to hear major tips and takeaways.
This tool attempts to address unique challenges in federal government recruiting.
According to Hartwig, a lot of agencies are afraid of doing active outreach. The reason is that they are concerned about is ethics. There are very stringent laws associated with hiring. Thus, HR specialists in agencies across government often shy away from taking real steps to find talent for unique roles. More often than not, many federal agencies don’t feel they have the freedom to recruit and find their own talent. With strict or even confusing federal staffing regulations, recruiters often opt for simply posting the opening on USAJOBS, or a few other places. After that, they just wait to see who applies. Hartwig says he built this tool because “we owe the American public our best efforts to keep our agencies fully staffed and running at capacity to fulfill their missions.”
In another vein, many federal HR specialists are unaware of the specific competencies necessary in each role they recruit for. Understanding those competencies would allow them to actively pursue ideal talent. Hartwig says that this is possible. “I’ve found proactive and specific talent sourcing and outreach to be a challenge in the Federal government but not impossible.” His tool allows HR specialists to use best practices while also following federal guidelines.
Don’t buy into the myths.
Congress certainly provides guidance for government recruiting and hiring practices, and we definitely need to follow all regulations. But there are myths out there that perpetuate assumptions about recruitment and hiring practices. Hartwig says, “Don’t immediately think there’s a regulation against this, or there’s a law that prohibits this,” or there is a reason not to employ certain recruitment practices. Many times, Hartwig says, if you investigate further, you’ll find these are myths. Don’t be afraid to expand your outreach to beef up your candidate list. Hartwig says he is often confronted with the assumption that outreach is easy. Wrong. Outreach—the kind that results in high quality hires—takes a lot of work. “Working with an entire hiring team, and finding the exact target skills of the desired candidate is not easy.” The 7-step tool, however, breaks it down into a methodical process.
The seven steps in the tool are not ground breaking. They are quite simple: Continue Reading
November 10, 2016 by Anna Peters
Who is Pete Radloff?
Principal Technical Recruiter, comScore, Inc.
What you’ll hear from Pete at the Bootcamp:
How to convert interns into permanent, full-time employees upon graduation
Why you’d be wise to listen to Pete’s advice:
Pete Radloff has 15 years of recruiting experience in both agency and corporate environments, and is the Principal Technical Recruiter at comScore, as well as a Lead Consultant for exaqueo. He has also worked with brands like National Public Radio (NPR) and LivingSocial. Pete’s experience stretches across several areas of talent acquisition, including recruitment and sourcing, social media, employment branding, recruitment operations and the training and mentoring of recruiters. He’s known for his pioneering sourcing techniques, exceptional knowledge of the college market and his honest writing in numerous recruiting publications.
Pete’s specialties are technical and non-technical recruitment, social media recruiting, employment branding, candidate sourcing, recruiting operations and management. Building recruitment processes from scratch or enhancing existing processes. Employee Referral Program development, ATS selection and implementation, college/university recruiting and relations and Recruiter and Interviewer training development.
The College Recruiting Bootcamp will be focused, fast and mentally challenging. Join us in D.C. on December 8, 2016 at the SEC headquarters. Reserve your space today!
April 26, 2016 by Bethany Wallace
You stand up, straightening your new suit jacket. The recruiter smiles broadly and extends her hand.
“Thank you so much for your time today. You should definitely hear from us within the next two weeks about our hiring decision.”
It’s in the bag, you think to yourself while you shake hands with her, smiling and thanking her for the opportunity to interview with her company and colleagues.
You get in your car, call your mom (you know your mom is the most important person in the world, no matter how old you are), and brag about the job you basically already landed.
But wait. Your part isn’t finished in the job search, even if you do land this job. You have to follow up.
What is this following up that I speak of, you might ask?
Check out the following five-minute video for five quick tips for following up after job interviews.
If the video is not playing or displaying properly click here.
1. Ask recruiters during the interview process when they expect to fill the position (the hiring timeline).
If the recruiter or hiring manager offers up information during the interview about when you can expect to hear back from them, great. If not, ask! Don’t leave the interview without information about when it might be appropriate to call or email to check on whether the position has been filled. When you check on whether the position has been filled, don’t just ask, “Has the position been filled yet?” Ask if the position has been filled, but if it hasn’t, ask if you can provide any further information to help them make their decision and to ensure them that you’re the right candidate to fill the position. The first step in following up is asking for permission to follow up.
2. Follow up no sooner than advised, and follow up with the right person.
Do not nag recruiters. Human resources professionals and talent acquisition leaders are busy people and are usually trying to fill multiple roles simultaneously. The worst thing you can do is call an employer immediately after an interview and continue to call every single day after your interview. As a wise woman once said, “Ain’t nobody got time for that.”
If you have contact information for the recruiter or hiring manager who interviewed you, follow up with that person. It’s best to follow up with someone who’s going to remember you rather than to follow up with someone who has to look you up in a computerized system.
3. Send actual thank you cards (not emails) to every person who interviews you.
Yes, this is the digital age. And sure, recruiters and talent acquisition leaders use smartphones and laptops and love apps as much as you do. However, they also love to receive snail mail—not bills, but handwritten cards and letters. There’s just something novel these days about receiving real mail. If you take the time to write a kind thank you note to your interviewer(s), it won’t go unnoticed. In fact, many interviewers mention that those candidates who send thank you cards stand out from candidates who don’t. Who doesn’t want to stand out when following up? Why not spend 1/3 of a dollar and a few minutes of your time to thank your interviewer for interviewing you? Your gratitude might pay off.
4. Send thank you cards immediately after the interview.
Don’t wait too long to send thank you cards. Becky Warren, Career & Disability Services Coordinator at the University of Arkansas Community College at Batesville, suggests bringing stamped thank you cards to interviews and filling them out in your car immediately after the interview (and mailing them before leaving town). By writing and mailing cards almost immediately after the interview, you are more likely to remember details of the conversation you had with the employer. Include compliments and kind words based on conversations you had with the interviewer in your thank you cards. I enjoyed hearing about how you began your career as a technical writer. I hope to land this job and get started on a similar career journey.
5. Keep in touch even if you don’t land the job.
What if you don’t land the job? Should you feel sorry for yourself and indulge in chocolate for days? Maybe for one day, sure. Afterwards, pick yourself up and invite your interviewers to connect with you on social media. Send them an email thanking them once again for the opportunity to interview. Ask them to keep you in mind for other job openings within their organization.
This is part of professional networking. Never close a door once it’s opened. You never know when your paths may cross in the future. While one open position wasn’t a fit for you, there may be another opening in three months that’s the perfect fit. If you maintain an open line of communication—and demonstrate a gracious attitude when you’re not selected for the original job opening—your interviewers just might remember you the second time around when they’re sourcing for candidates.
April 09, 2015 by William Frierson
Social media is an extra weapon of recruiters to screen candidates. It would be hasty not to take advantage of this effective opportunity which is free, despite the fact that it is a bit time consuming. Social media is an effective device. At the point when employers recruit and interview candidates, social media can give significant information to help hiring professionals make their decisions. It’s vital however to choose if the reward is more prominent than the risk, and if so take measures to decrease the risks involved. Continue Reading
December 21, 2012 by William Frierson
It’s an easy debate to have, the passive vs active candidate debate. It goes a little something like this:
Experienced recruiter patiently explains that the reason a candidate is passive is because they already have a job and aren’t really looking for another one. This makes them attractive to recruiters and hiring managers in several ways:
Follow this link:
August 13, 2012 by Steven Rothberg
Even as employers appear reluctant to ramp up hiring, a new survey shows that the majority are committed to retaining the workers they have and are focused increasingly on employee engagement as the most effective means of achieving that goal.
In the survey of human resources professionals, 80 percent said their companies were focused on employee engagement and 67 percent said the focus on engagement is greater now than it was before the recession. The survey was conducted by global outplacement and executive coaching consultancy Challenger, Gray & Christmas, Inc. among attendees at the annual conference and exposition of the Society for Human Resources Management held recently in Atlanta.
“As the job market continues to improve, albeit slowly, more and more workers are starting to seek new opportunities. In recognition of this, employers are stepping up their efforts to hold on to the talent that was critical in helping the company survive the downturn,” said John A. Challenger, chief executive officer of Challenger, Gray & Christmas. Continue Reading