Why Recruiters Should Use Educational Videos As A Vital Part Of Their Recruiting Strategy For Recruiting Millennials

Recruiting, in the most basic sense, involves a text-based job post (with maybe an image or two of the company logo or ad) with a list of requirements and qualifications that are expected of the candidate, followed by a brief description of the company and why it is great to work there. Well, if you’re looking to recruit millennials and Generation Z candidates, then these text-based job posts are simply not going to cut it anymore. In fact, you may have just killed your recruiting strategy with it.

Rather, video recruiting is the new kid on the talent sourcing block. And it is making waves and leaving all the old recruiting strategies in the dust. But, if you prefer to go old school, though, fret not: You can still use the tried and true recruiting strategies you know. Just ensure that you add educational videos to your recruiting strategy. For this kind of engagement is what millennial and generation Z candidates will truly respond to.

Here’s how you can make video recruiting work for you effectively:

Give them educational videos, because your millennial candidates want to learn:

More than anything, millennial candidates appreciate being mentored, taught new skills, given new and practical information, and taught the ropes. Many of them prize a learning experience more than company perks and even brand reputation. So the best way to recruit millennial candidates into your company is by showing them that you do have something you can teach them. And, as educational videos are any day more engaging than, say, an educational blog post, your candidates will react much more positively to teaching and training videos than any other form of content.

Do note, though, that this in no way means posting educational blog posts or podcasts or infographics is unnecessary. Go right ahead. In fact, any medium of educational content will likely catch your candidate’s interest. But an educational video will simply assure that you catch your candidate’s interest. For, millennials are more inclined to video content than any other form.

Don’t tell, show:

As the saying goes, “Talk is cheap.” And millennials believe that. So don’t expect to impress the candidates by talking about your company and how great it is to work there and what all a candidate can learn there. Instead, show what your company is about and what it can do. (And we don’t mean self-promoting videos.)

Make educational or training videos that teach candidates about something that they are interested in. Make a teaching video that gives a glimpse into the company’s culture without making it the main subject of the video. Maybe you can even offer a free tutorial video or a product demo video related to your company and business. Whichever kind of video content you choose, though, if you show a video that interests and is useful to your audience, then you’ve made a much better impression on your millennial candidates than any self-promotion video or video ad could ever do.

And, speaking of self-promotion videos…

Avoid self-promotion videos at all costs in your millennial recruiting strategy:

Millennials do not believe most of what they are told. In fact, most of them don’t believe anything that you or anyone else tells them. They are very skeptical about offers that seem too good to be true. So, if you make a video that basically keeps talking about how great the company is for its entire duration, then it’s much more likely that your millennial candidate will tune out and even make sure that they don’t consider your company’s job postings.

These candidates are looking for value, not full-fledged marketing videos for the company. What are they supposed to learn from that?

Instead, if you give such candidates a true look at your business through a video, they are much more likely to be engaged. For example, consider giving your potential candidates a behind-the-scenes look at your company: Offer them a video that talks about how they tackled a particular innovation of an aspect of their business. Feature your employees and get them talking on camera about a project or process. Or else, you could even make a video talking about what a particular job position entails and what a candidate can expect to do and experience in that role. Get an employee or team member (who has a similar role) to explain it, for that will make the information more authentic (and thereby, more engaging).

Your employees can be the teachers:

Your employees are the best information source for your videos. In fact, feature those who are willing on your educational videos. Feature entire teams of your employees working together if it is a feasible option. Whichever route you go, the main aim is to give your candidates a glimpse of the work culture at your company.

Identify which area(s) of your business needs recruitment and make videos based on those needs:

General videos about your company and educational videos about a task or process are good. But, also make at least one video where you’re highlighting the area(s) of your business that you are actually recruiting for. And here, talk about the job and make sure the meaning, purpose, and value that this job offers are clearly put across. This engages the candidate in the job post. And, if it catches his or her interest, and if he or she finds it a match to their own career goals, then you’ve just won a potential candidate.

Basically, the deal is that video content is currently ruling the roost on the World Wide Web. And millennials love this mode of content and engage with such content frequently. Hence, as a recruiter, it’s only natural that you also jump on the video content wagon. It will certainly yield more returns than static job posts will.

Why Facebook Is A Better Avenue For Candidate Sourcing And Recruiting Than Linkedin

LinkedIn is the social media network that usually takes precedence when one thinks of recruiting potential job candidates. However, while LinkedIn’s a good sourcing tool, as a recruiter, one should not underestimate the potential of Facebook as a sourcing tool either. For, while you’ll get more complete professional profiles (on potential hires) on LinkedIn, Facebook has three times as many users that you can find and recruit.

Aside from the large database of potential recruits, Facebook’s own tools and platform is extremely supportive of candidate recruitment – if a recruiter knows how to use Facebook to their recruiting advantage.

Here are a few great ways in which you can make this happen:

Secure a greater number of both passive and active candidates:

Facebook is the social media platform of self-expression and self-promotion. It is the perfect platform in which a recruiter can gain an audience of followers and “friends”. And, in essence, that means a recruiter can gain a whopping number of followers – both active and passive job candidates – through their Facebook profile.

However, you could get that on Linkedin too. The advantage of Facebook, though, is that it has around three times as many users as Linkedin, which consequently means that you have a bigger pool of candidates to market to on Facebook rather than on Linkedin. Plus, Facebook is free and you have a lot of freedom to fill your Page or Timeline with the kind of content that recruiters will flock to. Whereas, Linkedin’s best recruiting features often lie in their paid plans.

As for the actual marketing strategy, you need to employ on Facebook to gain potential candidates as it is a lot like a company marketing on Facebook to your clients or customers. The only difference is, you are selling a job offer here to potential candidates, rather than selling a product or service to potential customers. And with that comparison of marketing potential alone, it should be easy for a recruiter to gauge how widely they can reach potential job candidates on Facebook.

Use targeted advertising on Facebook to reach potential job candidates:

You obviously know that Facebook allows you to run great paid targeted ads (and paid ad campaigns) for your brand and company. What you might not know is that you can use this very same feature to make sure that your content reaches a targeted niche of potential job candidates on the social media platform. And again, Linkedin ads are a good deal more expensive than Facebook ads.

In fact, check out the Power Editor in your Facebook advertising account: You will find a fantastic array of targeting options to choose from. From your target audience’s geographical location and preferred job titles to their interests and remuneration bands, you’ll find that this advertising tool covers all the demographics of the niche candidates you’re looking for.

The overall goal for your ad (or ad campaign) – whether that means the candidate(s) watches your video, clicks on a link, visits your career page, or even just downloads an app – is specifiable too. And you can even track how much you’re paying for each candidate’s particular engagement too (via conversion tracking).

Some additional factors to keep in mind in order to make your recruiting ad more likely to succeed, though, is to make sure that the correct target audience is defined. Ensure that eye-catching visuals are used in the ads along with an engaging copy to catch the reader’s interest. This will help to reach the highest target and to create the strongest impact possible, and then tracking the results and conversions of the ads in order to refine the ad strategy.

Retarget candidates who’ve shown an interest in your business

Just as businesses target old customers and those who have visited their website or shown some interest in the company’s product’s and services, recruiters can target potential candidates on Facebook who’ve shown interest in their business as well. Basically, the goal behind this is to keep your brand and company within the candidate or customer’s sights. And, with the familiarity, the user will also be enticed to take positive action and react favorably to the brand. In a way, it’s a form of subliminal direction: The more frequently the message is seen by the user, the more likely they are to accept the enticement and follow the instruction of the message.

From a recruiting standpoint, this enticement and follow-up method can be a real boon. For instance, it’s likely that a potential candidate may see a job offer or opening on your careers page while they’re multitasking – perhaps during a commute to work while checking Facebook updates on their smartphone. Now, if they have a copy of their resume to upload, they might very well do it right then. However, in case they don’t have a copy on hand to upload, they might very well forget about the offer later in the day, even if their initial decision was to apply for the job. This is where repetition helps: The reminder is more likely to get the candidate actually applying for the job than a single occurrence of the position would. And this can only be done by retargeting interested candidates.

Sourcing candidates on Facebook is thus a very viable form of candidate sourcing. Because, besides the tools and functions that Facebook offers to recruiters, the fact is that Facebook is simply used more than any other social media platform – and more frequently as well. And consequently, recruiters have a much better chance of being seen by a potential candidate on this social media platform, more than on any other platform.

Besides, Facebook as a social network is a leading source of passive candidates as well, which often consists of the largest pool of highly skilled recruits currently available in the job market. And that alone makes candidate sourcing via Facebook a must-do for any recruiter.

Passive Candidate Recruiting: Why Its Important And How To Effectively Recruit Passive Candidates

Who are Passive Candidates?
Passive candidates are those who are not looking at your job postings. They aren’t even looking for a job, let alone looking for any recruiter’s specific job offer. In other words, these are the candidates whom you as the recruiter would love to hire on your team as they have the necessary skills and goals you’re looking for, but who are not actively looking for jobs in the first place.

Well, you’ll find a good number of passive candidates out there. And hence, your dilemma: How do you get someone interested in your job offer when they aren’t even looking for a new job?

Where You’ll Find Passive Candidates:

Before we get to how you can convince these candidates into considering your job offer, you first need to know where you can find them. And this elusive creature’s general habitats are: Social media networks, freelance and contractual employment platforms, student bodies, and, generally, in other job positions. These are all people who are perfectly content where they are for the moment and, hence, are not looking for either a new job or a job change. Chances are that the thought hasn’t even crossed their minds.

However, you have spotted these special (potential) hires in one or more of the locations mentioned above – most likely through friends, professional referrals, or (mainly) on social media. And while they seem content where they are, you (the recruiter) know that they would be a fantastic fit for the job position you’re looking to hire.

So now comes the next step; How would you entice these candidates away from their current comfort zone and into you waiting job position. Or, in plainer terms, how do you tell these candidates that there is a better job position waiting for them that they will be even happier with (than where they are now).

How to Attract Passive Candidates to Your Company:

So now you’ve zeroed in on your target(s) and are willing to fight for them. Great! But before they can join your company, and before you can make your job offer, these passive candidates first have to be aware that your company exists, and they have to believe that it’s a great place to work.

Here’s how you can do that:

Keep your employees happy and make sure that people know that your employees are happy:
Flexibility, room to grow, comfortable office perks, and plenty of breathing room to complete their tasks are all that employees generally need, to be happy at work. Having a meaningful job and knowing they are appreciated is also something that is essential for happy employees (as well as a well-run business). And you need to ensure your employees have these advantages; for keeps. Then you need to make sure that the world knows how happy your employees are to work in your company. Include it in the hiring page, and you’ll have a much better chance of getting your passive employees interested.

Let your brand speak for itself:
Keep your brand and company an active member of all social media channels. Let your website speak to the audience and interact with relevant circles via your brand’s social media accounts. For, in today’s age of instant communication, everything has a voice and a personality. And it’s important to let your own brand’s voice and personality speak for itself. It is what is going to attract passive candidates to your job posts in the long run.

Use hashtags and social media groups to engage with relevant users:
It’s through the hashtags and social media groups that are relevant to your industry that you can find social media users, with the potential to become passive candidates for your job posts. So it’s paramount that you engage with these circles of users on social media and keep up active and thoughtful interactions with them.

Create your own social media account(s) if necessary in order to engage with potential passive candidates on social media:

Perhaps, your brand’s official social media accounts are not personal enough to engage with users past a certain point. Or maybe, the voices of those accounts have limits to what they can engage in. Whichever is the case, if you find that your brand’s existing social media accounts don’t fulfill your needs when it comes to finding and engaging with passive candidates, then you (as the recruiter for your brand) can and should set up a new social media accounts to interact with passive candidates on your brand’s behalf. This is even preferable in some cases, and it’ll give you much more direct access to passive candidates too.

Understand that recruiting passive candidates is about relationships and that it is a long-term strategy:
Engaging with passive candidates via social media and maintaining their interest in your brand and company is paramount to finally being able to recruit them. Hence, it’s vital that you forge relationships with such candidates in order to keep them interested. After all, if they are perfectly happy or content where they are, then they’ll need additional incentive to move to your new job opening. And the truth is that today’s candidates will be more likely to do so if they have a favorable impression of the company and a positive relationship with the brand. For, a bad word from the existing employees might be enough for a passive candidate to dismiss your brand’s job post. Whereas, genuinely good employee feedback will interest them more than anything else could.

Also understand that recruiting passive candidates is a long-term strategy: They’re not going to jump for your job offer overnight. Rather, as the relationship positively builds, they’ll be more inclined to consider future job openings in your company, even if they are satisfied in the position they already hold.

Recruiting Metrics: The Key Facets To Observe When Optimizing Your Recruitment Funnel

What are Recruiting Metrics?
Recruiting metrics refer to the measurable processes, stages, aspects, facets, and factors involved in the recruiting process. It is what tells you how fast or how slowly the recruitment process is moving, and why. In essence, recruitment metrics are how you can figure out the strengths and weaknesses in your recruiting process (or recruitment funnel).

The Recruiting Metrics to Track:
There are a number of recruitment metrics that you can track. But in order to optimize you recruitment process, there are three main groups of recruitment metrics that you’ll need to observe: The recruitment pipeline speed, the conversion rate between recruitment stages, and the candidate conversion rates by the recruiting source.

Before getting to the recruitment metrics in question though, we first need to consider the sources through which talent is usually recruited.

Types of Recruitment Sources
There are 4 main avenues through which recruiters source potential candidates: Through job post applications, through direct sourcing, through social media networks, and through referrals.

Job Post Applications
This is the most basic form of talent sourcing. Such candidates are those who directly apply to the job postings set up by recruiters for each of their job openings. (Note: Such job candidates are called active candidates as they searched and applied for the job themselves.)

Direct Sourcing
This method is where recruiters directly look for and find candidates. Recruiters look for such candidates by searching for them online, on social networks, by finding their profiles themselves, or even by meeting them at directly. (Note: Such job candidates are called passive candidates as they were found by the recruiter rather than actively searching and applying for the job themselves.)

Sourcing Via Social Media Networks
These potential candidates are found on social media networks – either by the recruiter finding the candidate’s social media profile independently, or by the recruiter finding the candidate’s profile via their own connections and social media networks. In essence, social media network sourcing for potential candidates can be considered a part of direct sourcing. However, social media has become such a huge phenomenon now – with such a hefty number of potential candidates being found here more than in any other talent source – that this can well be considered a separate source of talent all on its own. (Note: Such job candidates are called passive candidates as they were found by the recruiter rather than actively searching and applying for the job themselves.)

Referrals are candidates who were referred to the recruiter from one source or the other. The referral in question here could be a friend, a co-worker, a social media connection, or anyone else considered in some way capable of recommending a person’s skills. It is on the recommendation of the referral that a particular candidate is sourced and recruited as a potential hire. (Note: Such job candidates are called passive candidates as they were found by the recruiter rather than actively searching and applying for the job themselves.)

It is from these different sources that a recruiter generally picks potential job candidates. And the process of deciding whom to finally hire is what is called the recruitment process or the recruitment funnel.

In order to optimize the recruitment funnel, here’s how these main recruitment metrics should be observed and measured:

Recruitment Pipeline Speed:
This metric refers to the overall speed at which a recruited candidate gets hired. In other words, this metric answers the question, “How long does it take a candidate to get through the entire recruitment process and get hired?”

If candidates are taking too long to get through the pipeline, you need to check at which stage of the pipeline the candidates are being stalled at. You will also need to consider if candidates are getting through the recruitment pipeline too quickly or too slowly. For, if the candidates are moving through the recruitment pipeline too quickly, then it’s likely that a few unsuitable candidates may have slipped through the radar.

At the same time, if candidates are moving through your recruitment pipeline too slowly or not at all, then you as a recruiter might well be losing a lot of good hires. After all, if you take too long to hire a candidate, they might accept another job offer that comes their way. Plus, the more you delay the process, the more time the business loses without a hire to fill the job’s role.

What you need to do here is get to the points which is causing the delay and then consider the data of where you need to loosen or speed things up. And, in the case of too many speedy hires, you need to see where and how in the recruitment pipeline that you need to tighten the filters.

Conversion Rates between Recruitment Stages:

Recruitment, of course, consists of multiple stages. And just as you need to check the pipeline speed in every recruitment stage (like mentioned above), it is equally important to measure the speed at which candidates are moving between the various recruitment stages as well.

Are candidates passing from one recruitment stage into the next one rather too fast? Or are too many candidates not getting past a recruitment stage at all? The former scenario might mean your recruitment criteria are too liberal and generalized. And the latter could mean that you’ll wind up with too few to no final hires at all.

Neither scenario is good for your overall recruitment goals. So you’ll need to analyze the data at the problem stages in order to fix the glitches there.

Candidate Conversion Rates by Recruitment Source:

As a recruiter, you need to keep an eye on which of your recruitment sources are producing more final-hires. Are you hiring more referral sources? Or maybe job post applicants? Maybe you’re not hiring anyone from your social media network sources for certain job posts? Whichever is the case, this metric will let you decide on which sources you should focus more of your time and resources on and which sources to spend less time on.

Recruitment metrics are what can separate an effective recruitment funnel from a poor one. And luckily, there are a lot of online tools available for the recruiter to measure a wide array of recruitment metrics.

How To Recruit Top Technical Talent When You Are A Startup or A Small Business Enterprise

Recruiting for top technical talent can be a cut-throat occupation. And that is especially true now when tech startups and Internet companies are cropping up anywhere and everywhere. Plus, it’s not just the tech-related businesses that are looking for great technical talent; all the companies out there need sound tech teams in today’s technology-run business world. In fact, it’s practically business suicide not to have a hand in the tech-talent cookie jar in this century (businesses must at least have them in the form of consultants and/or contractual employees related to the field).

So, yes, it’s been established that all companies need good technical talent as a part of their team. And while the number of such technically skilled people out there is growing, there is still a scarcity of good technical talent.

But what do you do when you’re hiring technical talent for a startup or small business? You need to hire the cream of the crop. And you don’t want to settle for those who’ve scraped the bottom of the tech barrel and simply added one or two basic skills to their repertoire while not trying to learn or do anything further.

However, as a startup or small business, you can’t hope to compete with big-shots in the realm like Google, Amazon, and the like: Such companies can reel in the top technical talent out there with their brand names and incredible perks and a whopping good offer on the pay scale – None of which a startup or much smaller business can compete with.

Or can it?

Today’s workforce and skilled job seekers are actually as versatile as the variety and numbers of software out there. And that means that their goals and what they’re looking for in a job or career are equally versatile as well. So yes, recruiters of small businesses and startups can compete with the bigwigs for the top technical talent out there. You just need to work a little harder to get these recruits.

How to Attract Top Technical Talent to Join Your Team

So now that you know this dream is possible, it’s time to get down to the “how”. And, the very first thing you need to know is: Be prepared to fight for the top technical talent you want.

You need to attract them to pick your job opening over the other (seemingly or truly) more glamorous job openings they could accept. And the best way to do that is to understand what the potential technical hire in your sights is looking for in a new job.

Is he or she looking for more growth? Or is it to learn new skills or the more hands-on skills? Is the mission and goals of the company that you are hiring for, at par with his own goals for a meaningful career? Can you offer them the pay package that they’re looking for even if you can’t add any extra perks with it? Are there perks and advantages that you can offer them to make up for a slightly lower pay package as compared to other offers? Do you think this talent will fit into the position’s work culture and the overall goals for the business in general? Will the company’s work culture and goals beneficially fit the talent you’re hiring in turn?

In short, know what you’re potential recruit wants deep down, and then offer it to him or her. And then be prepared to convince him or her that the team you’re hiring them for, is the best fit for them.

Here are the various ways with which you can do so:

Offer your job position as a smart career move for the tech recruit:
Does the position you’re offering, has new learning opportunities and the full potential for career growth? If yes, then offer that to your potential hire. Show them what they can benefit from picking the position you’re offering. Even if it’s a startup, tell them that smaller teams mean smaller pay divisions and larger opportunities to move up due to less competition. Explain the hands-on approach the business takes and the opportunities to learn more that such a position entails.

Offer the startup’s work culture and goals as a match to the technical talent’s own:
In the past, people went to work to pay their bills and found meaning in the things they did outside of work and with their family and friends. However, a lot of talent today is looking for meaning and a purpose within their work life as well. They don’t even mind if their work sometimes spills into their personal lives either, for if their work gives them a sense of purpose, they don’t mind spending some of their personal time to forward their professional goals.

Offer work flexibility and a transition stage to the top technical talent you’re hoping to recruit:

If you’re going after top technical talent, then it’s likely that they’ll have more than one offer, and that they might be skeptical about joining a much smaller business or startup. In such cases, it’s a smart idea to suggest a more flexible recourse: Offer them the opportunity to work contractually with their company or as a freelancer. This way, they get an idea of what it is like to work with the team while still having the freedom to consider other job offers and checking out the scenario in other companies.

Remember, though, that you’re not just trying to recruit this person because he or she is a good fit for your job position’s needs, but also that you’re doing this because you know the job and the business will fit the talent’s work culture and goals as well. (If it is a one-sided need, then you’ll most likely lose the recruit sooner or later.) Because, once the talent sees how well he or she works with the team and with the company’s overall goals, they’ll be much more inclined to make a move to a full-time position in the same company.

In essence, you’re working so hard to convince top technical talent to choose your job position because you are already convinced that he or she (or them) will do splendidly there – And not just because of their talent and credentials, but because of what the business you’re hiring them into offers them as well.

A Sourcing And Recruiting Plan To Reach And Recruit The Best Talent In The Market

Recruit The Best Talent In The Market
As a recruiter, you probably already know that finding good candidates to fill the job positions you’re recruiting for is often ridiculously hard – and not to mention tedious. However, most of the trouble recruiters face is due to the fact that they still follow redundant recruitment strategies. And that’s no good when dealing with today’s decidedly fast-paced, modern, and tech-savvy candidates. Rather, what you need is a 40-40-20 sourcing plan in order to effectively recruit the best talent available for your job openings.

However, before we jump to what the 40-40-20 sourcing plan actually entails, let’s tackle what the usual problems are when it comes to the talent sourcing process:

The Factors Currently Limiting Your Sourcing Plan

1) Spending a Major Amount of Time on Job Postings:
Instead of focusing on referral candidates and social media networks to find prospective candidates, most recruiters still spend a major portion of their time, energies, and resources on finding candidates through job postings. And that simply doesn’t work in today’s scenario: Social media is where you’ll find the best candidates nowadays. Plus, your own network of connections often has the best sources of candidate recommendations for your job openings.
2) Focusing on Finding Higher Numbers of Potential Candidates Rather Than High-Quality Potential Candidates
Recruiters often think that having a higher pool of potential candidates to search through raises their chances of finding the best candidates for their job postings. However, having a high number of job candidates to pick from does not guarantees that you’ll find the kind of employees you’re looking for. In fact, you’ll many times find yourself wasting a lot of time and energy sifting through numerous candidates only to finally find maybe a few solid hires. And sometimes you’ll find none, which means that all the time you spend on that exercise was a waste.

Instead, recruiters would have much better luck in finding good hires if they concentrated on finding just a few high-quality candidates to sift through. In fact, in such a scenario, a recruiter might even have the fortune of being able to hire all those candidates they were looking for.

3) Allotting Less Time to Each Candidate:
Many recruiters believe their first impression of a candidate should decide whether or not that candidate is right for a post. In fact, there are a dozen seminars that even advises job seekers and students that the first 20 seconds of meeting a person is all anyone focuses on.

However, this is a redundant and impractical hiring practice. You won’t really know the potential of a candidate unless you spend a decent amount of time communicating with them. Sometimes, you’ll have interview sessions spanning days or weeks with a single candidate. But, depending on the post you’re hiring for, and considering that you’re looking for someone who will not only fill the post but also last a long time within that company, the time you take at this stage – to interview and assess and communicate with each candidate – will be well spent.

4) Asking a One-Size-Fits-All Set of Interview and Assessment Questions:
If one size truly fit all, most clothing and fashion companies would be out of business. However, that is exactly the kind of questions that most recruiters limit themselves to when they start interviewing and assessing potential hires. Understand that this is a dying practice, that preferably should have already died a long time ago.

Instead, focus on what the post you’re recruiting for actually entails. Consider the kind of candidate you want filling this post as well as the skills this candidate will need in this post. Then, keep an open mind and form your own questions from the very start of the process.

5) Using Generalized and Boring Job Postings:
Job postings are not the beginning and end of talent sourcing and recruiting – not by a longshot. However, that does not mean you can pay little attention to how it’s crafted. You will still get applications through these job posting. So you might as well make them effective enough to attract the kind of candidates you’re looking for in the first place. After all, you know now to craft effective interview questions. That same rule applies to job postings as well.

These are some of the major practices that are still limiting and obstructing most of the sourcing plans and strategies made by job recruiters. But once a recruiter identifies these setbacks and works around them, then their sourcing plan will have better chances of success.

Speaking of sourcing plans: After restructuring these redundant recruitment practices, recruiters should consider following the 40-40-20 sourcing plan in order to recruit the best talent available out there. Here’s what it entails:

40% of Recruitment Resources should be Aimed at Direct Sourcing:
A recruiter should spend 40% of his or her time and resources into finding direct sources to recruit from. Don’t try to find a 100 or more direct sources either; just around 15 to 25 of such sources will do. What you need to focus on with direct sourcing is the quality of the candidate: That is, you’re picking candidates that you know are qualified for the job and that they are the cream of the crop. And all you have left is getting a direct interview with these sources in order to confirm what you already know. Chances are likely that, if you get all of these 15 to 25 sources interested in the opening you’re offering, then at least 40% of them (if not all of them) will become hires.

40% of Recruitment Resources should be Aimed at Social Networks:
Spend 40% of your recruitment time checking out candidates that you can find through your own social networks. That way, not only do you know that such candidates are qualified, but you can also ask your own co-workers and connections whether they would recommend these candidates. Such candidates also have good chances to become hires.

20% of Recruitment Resources should be Aimed at Job Postings:
20% of your time as a recruiter is all you need to devote to job postings. However, ensure that these job postings are effectively described and that they are aimed at attracting the right kind of candidates for your job openings.

Seven Awesome Reasons You Should Consider Using Our Recruitment Assistant Tool

Web-stepup Recruitment Assistant Tool

With the demand for digital skills in the workplace at an all-time high, and the candidate pool extending to a global level in this age of freelancers and Internet technology, there has never been a time when recruiters needed assistance more to match the right job with the right candidate.

And that is precisely what Web Step-Up’s Recruit-Assist Tool is designed to do: Provide a recruiting tool with extensive recruiting services that will aid recruiters and ease the entire process while still helping them find the right candidates.

So, if you’re a recruiter for any kind of web skill professional, here’s why you should definitely consider using our Recruitment Assistant tool:

1)         We have the best job-candidate matchmaking tool you can find

Recruit-Assist has a large pile of Job Description (JD) templates from which you can choose from. But more than that, these JDs can easily be customized to match your job requirement perfectly – meaning that you have a complete and perfect job description that also doubles as a specified profile for your job requirement. You also have a bank of screening questions you can choose from (which can also be customized), which will further ensure that you get candidates who are the perfect march for your job requirement.

2)         Find anyone: freelancers, full-timer hires, part-time hires, and long-term and short-term      contract employees

No matter what the employee mode that you’re trying to hire, our recruitment assistant tool will help you find them. In fact, if you’re looking for a combination of the above (like, perhaps a combo of full-time employees and freelancers), you’ll find the solution at Recruit-Assist. In short, you can assemble your own team of workers – no matter how varied the contract-time or skills set – with no problem at all. Plus, we also offer a special “Next 2 Weeks” platform that will aid you in finding candidates who are available for a two-week project.

3)         Browse through the pre-assessed test scores of potential candidates for a digital skill hire

We conduct a WEB-SAT test (The WEB Skills Assessment Test) every month where skilled web and digital professionals are assessed and scored. The test candidates consist of candidates looking for both full-time and freelance work. And these scores are something you’ll have access to with our tool; and you can compare the scores of the candidates too.

4)         Track your recruitment efforts to better organize your recruitment processes and strategies

Finding candidates for web and digital skill hires involve multiple and simultaneous approaches in order to find the right candidates. Hence, it’s most likely that, as a recruiter, you’ll be searching for candidates along multiple platforms – most commonly trying to harness the talent pool one can find on social media, recruitment databases (on online portals), and even specialist job sites. What our recruitment assistant tool does to help you out here is that it helps you track your recruitment sources to find out which sources get you better views, applications, and final closures. And this, in turn, will help you organize and design your recruitment strategies all the more effectively.

5)         Save time on common recruitment practices

The simplest yet most effective part of our recruitment assistant tool is that it is extremely convenient and easy to use. It takes care of a number of common and important recruitment tasks that would have otherwise taken a huge bite out of your schedule. Some of these services include taking care of emails you have to send, helping you sort through your candidate profiles, and also providing you with a comparative analysis of all your candidates.

6)         Take advantage of the questions used to assess candidates from other recruiters

Crowdsourcing is yet another aspect of our recruitment assessment tool that you definitely shouldn’t miss out on. To explain it more extensively: We have a huge database of recruiters using our tool. And these recruiters themselves would have generated and designed a lot of questions (in addition to what the tool provides) that helps them take full advantage of the tool and find the best candidate. And, if you’re a recruiter, also using the tool, then you can make use of these questions from other recruiters (which are stored in our central repository) too.

7)         Assess the flair of a candidate along with his or her current level of technical (web) skills

We have an extensive question bank that recruiters can make use of while looking for candidates. And these questions can help you assess not just the current technical (web/digital) skills of the potential candidates, but also the flair of the candidates you are considering to hire.

Our recruitment tool thus helps to even out the road of your hectic recruitment processes.


recruit assist tool


The Web Step-Up Match-Making Technology : A Peek Into What Helps Us Make Great Job-Candidate Matches

A Peek Into What Helps Us Make Great Job-Candidate Matches

Web Step-Up’s Recruit-Assist tool is one that helps recruiters find, sort through, organize, and close on fantastic candidates that are just the right fit for their web skills hire.

On a more expansive note, here are the features of the Web Step-Up platform and technology that make it such a great job-candidate match making tool:

Extensive and Customizable Job Description Templates

 Web Step-Up has a huge repository of JD (Job Description) templates for a variety of job requirements. And, as a recruiter on our platform, you can not only choose one for your job requirement, but also easily customize your chosen template to ensure that the profile matches your specifications and standards. This, predictably, makes it much more efficient at gaining candidates for the job description. The well-structured format has all the relevant details that will help gain a potential candidate’s interest in the job.

Availability of a Large Bank of Screening Questions

 Hiring for digital skills or web skills can be tricky – not least because of how inter-related the posts are, but the sheer extensiveness of and blurring of lines between the various skills. Hence, an old and apparent set of screening questions nowadays is not very useful: It will, at best, be generic in its assessment.

That’s where Web Step-Up helps with its giant bank of screening questions: Here, recruiters can find a fantastic supply of screening questions for practically any skill, thereby allowing the recruiter to more deeply assess a candidate and consequently choose better matches for the job because of it. And, again, the recruiter can customize these questions as they wish.

Facilitates the Advanced Assessment of Candidates

 Recruiters will find that Web Step-Up provides them with a comparative analysis of their candidates – as they require them, and for all skills that they’re hiring for. This, in turn, saves the recruiter oodles of time on comparing the candidates themselves. And they can also much more easily see the strengths, limitations, and appropriateness of the candidates for a particular job requirement (which, in turn, helps them match candidates to a job that much better).

Extremely Easy, Convenient, and Quick Creation of JDs (Job Descriptions)

 Creating a job profile for a particular requirement is as easy as a pie with Web Step-Up’s technology. In fact, if you don’t have many (or only a few) customizations or changes to make regarding the job in the JD template that you’ve chosen, you can have the job profile ready in just two minutes flat with Web Step-Up’s tech platform.

Gain Access to a Network of Freelancers

 Web Step-Up allows recruiters the option to find every kind of employee – from full-time workers to freelancers. Especially freelancers! For, with web skills mostly falling in the territory of freelance workers today, Web Step-Up’s platform pays special attention to freelancers. Hence, whether you, as a recruiter, are looking to assemble a team of both freelancers and other candidates – or even if you want an entire team of freelancers – then you can easily find them with Web Step-Up’s technology.

In fact, few recruitment tools give freelance candidates the amount of priority and attention that Web Step-Up does. And consequently, recruiters also get to dig into global talent, as freelance candidates are not limited by geographical constraints (especially in the realm of digital skills).

Hence, recruiting using Web Step-Up’s platform will enable you to access an entire network of freelancers. And, the special platform on Web Step-Up allows you to recruit candidates for two-week projects (alone) as well.

Consequently, pulling in the freelance candidate pool to the extent that Web Step-Up has, additionally improves the chance of finding the right candidate for your job requirement.

See the Web Quotient of Candidates with Their WEB-SAT Test Scores

 Web Step-Up actually conducts a monthly assessment test of their own: WEB-SAT (The Web Skills Assessment Test). And candidates looking for job, be it freelancers, full-time workers, part-time workers, as well as workers available for two-week projects can take the test. These candidates are them assessed and scored, the results being referred to as their “Web Quotient.”

Recruiters using Web Step-U’s technology will be able to see these scores. And hence, they’ll have something other than their screening questions to use when they’re trying to assess a candidate for a job.

This web quotient measures the competency of a candidate in web/digital skills, thereby making it easier for recruiters to match candidates to the web skill they are recruiting for.

Hence, Web Step-Up’s technology is among the best matchmaking tools there is when it comes to matching candidates to job requirements.

Five Cardinal Mistakes to Avoid while Making a JD for a Digital Skill

Mistakes to Avoid while Making a JD for a Digital Skill

Simple words can express a lot. This is applicable especially to job description (JD). So, special care should be taken while writing a JD. For, in arena of digitization and technology, words matter, but visuals certainly leave a greater impact for top quality results. This does not mean a JD must be flooded with pictures however; rather it should be less detailed and self-explanatory.

When hiring for a digital skill, the factors to be necessarily mentioned in the JD includes the job requirements, learning potential, job goals, and technological aptitude. A JD must also always be crisp in order to make the right impact.

Recruiters, while preparing a JD, should consequently also avoid the following few errors in order to make sure they get the best results while hiring for a digital skills profile:

Keep it Crisp

A job description should never have too fancy a vocabulary or a list full of detailed descriptions about every aspect of the industry. Rather: The simpler, the better! It won’t confuse the reader and will thereby enable the candidate to understand the requirements of the digital skill requirement. This simple approach will encourage applicants to understand the job post and also apply for, at the earliest.

Job descriptions must have clear point in bullet lists, and avoid multi-paragraph length descriptions.

Make sure the JD has specific roles and responsibilities as well. This is necessary because every candidate in this field is specialised and will only be interested in the job if they know what they are getting in to.

 Specify the Quantity and Quality of the Job Requirement

A digital professional will always want to know the kind of work (i.e., quality of work) you are offering, as well as the quantity (number of projects) of work that it entails. A digital applicant mostly looks for variety, challenges, and flexibility of the timeframe in every project. Remember that a project which requires digital skills will always have a continuous demand for work, because this is an ongoing process with no legitimate end to it.

Every project requirement will vary; some projects will have marketing, a few will have promotions and branding strategies, and some will  only have maintenance work. Therefore, it’s important to specify the type of work the projects require.

Average Client Portfolio

A job description can also include the basic portfolio of the clients, operational areas, target audience, competitors, vision, strategy, outcomes, and plans (in brief) as well. But, this should be very brief, just for the candidate’s understanding of the profile of the job. This will also help recruiters find interested people who understand the type of work, or those who have done similar kinds of work before. It will narrow down the search to finding the best candidate. In fact, questioning a candidate on exact client requirements in the interview will help in finalizing a candidate who can deliver the perfect outcome.

Here, be sure not to elaborate too much since it may also have a negative impact on the applicant. It may lead to performance anxiety, arouse performance pressure (even before performing), as well as inferiority complex.

Branding over Marketing

Marketing and branding, though similar, are also very different. The strategies used for either require candidates with different levels of proven track records and advanced digital skills in the specified field. Thus, if these criteria are included in a JD, then certified applicants from Google, or else, at least trained ones, can be sourced from portals or hiring agencies.

If these few pointers are avoided from a JD, then you will definitely find an appropriate candidate with a high level of digital skills appropriate to your requirement. JD is just a brief explanation of the job requirement. Highlighting the key points is all that is necessary.

Hence, penning down a JD can take time, especially for digital skill requirements – as it has to be planned with minimal instructions, while still indicating the scope for discussion and arousing interest in the profile among potential candidates.


Uber Judgement: The Implications for Companies Hiring Freelancers

The Implications for Companies Hiring Freelancers

The modern day recruitment process has changed, not the least of which is the improved outlook of companies towards hiring freelancers. Compared to the traditional way of only hiring people to work in-house, having freelancers on aboard is now regarded beneficial – not just due to the massive cost reduction (mainly in terms of specialized infrastructure, training costs, and technology).

Companies which aim to hire full time employees may need to connect with agencies in order to manage the required manpower, scrutinize potential candidates, and interview and select them; as well as to complete other formalities that are at par for the course in this process. Some legal contracts are also involved here as well, unlike when a company recruits freelancers.

At the same time though, the lack of processes does not mean a freelancer is not authorised or holds lower credibility. For, an organization can enter into a contract with freelancer and keep things transparent – on either side – and work quite well together.

There are tax holiday nations, which have no taxation policy for people: And recruiters can target these nations to hire the best freelancers for all kinds of work that available within the company.

A few further implications of hiring freelancers, which recruiters should consider, are listed below:

Global Access to Talent

Companies involved in current-time recruitment processes can focus on picking global-level talent that is perfect for their particular business processes and operations. This global access consequently helps them find the best people, even if the cost of such services is higher than in the past. However, the skills of the talent (i.e., freelancer) will often be compensation enough with this initial set-up cost and payment. And this price is still much lesser than what it would have been if the talent was working full-time and with the actual company’s office and resources. Additionally, if companies manage small set-ups – especially virtually – in few nations, it will further allow them to have a global presence without needing to show up in the actual location.

Every process in a company gives rise to a specific requirement for a skilled talent, which you may or may not find around in a local search for a full-time position. However, when the option of hiring freelancers is considered, you are much surer to find a suitable person that will be qualified, experienced, and skilled enough.

High-Scale Productivity with Freelancers

There are many mid-level and small-level companies who have plenty of work in hand. But the required infrastructure, space, and systems to recruit in-house people are often a challenge. In such cases, these companies need ample production resources at a cost-effective value, without compromising on the quality of work. And, this can be done by hiring a freelancer: This kind of remote hiring process can help deliver bulk quantities of work at less cost and without overhead infrastructure. And this in turn will help the small-scale company stay and flourish in the market; and it may even compete at par with its larger competitors this way.

 Low Infrastructure & Production Cost

When companies recruit freelancers, they understand that it will reap no extra infrastructure cost, set-up cost, training cost, or maintenance cost. These usually make up part of the CTC (cost to the company) for any full-time employee. Whereas, when companies hire freelancers, the contract is on the basis of the prevalent infrastructure and for available resources, including the maintenance. For, freelance hires often use their own equipment as well.

(However, companies must also have be prompt in payments and milestone reviews during the term of the contract in order to enable optimal level of work-quality.)

 Experience & Technical Training

A major cost of most companies is in training their talents for any business process they’ve been hired for. Plus, every resource is unique and demands special attention, especially when they are learning new skills. Big employers and organizations have separate training units especially for this purpose. And technical training is quite expensive as it requires a special workforce to handle such operations. This is one area where major funds are utilized.

However, most of these costs are either cut down extensively or even completely if a company is hiring freelancers!

Experienced freelancers mostly operate virtually, with no workplace. This style of remote working is trending due to the advancements of technological applications. Ease of communicate has additionally reduced the old barriers for hiring freelancers, and has thus opened up new doors for worldwide manpower resources.


When companies hire freelancers, they get valid and current information about them from industry honchos or through online sources. The background verification and skill-set can be checked through provided sources or separately. Testimonials and recommendations from industries and customers certainly help as well, especially when it comes from a known person. Plus, freelancers can often start working immediately after the basic formalities, unlike a sourced candidate from another company since they do not need to serve a notice period.

The freelance community and workforce is thus growing rapidly, which has facilitated businesses in hiring, and also in considering their present and future business strategies. With the use of collaborative and smart technology, the hiring of freelancers has enabled companies to redefine the workplace by making it equally effective with remote talent alongside full-time employees.