{"id":999881272,"date":"2011-10-27T17:34:00","date_gmt":"2011-10-27T17:34:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=859093313"},"modified":"2011-10-27T17:34:00","modified_gmt":"2011-10-27T17:34:00","slug":"recruiting-hr-tips-2012","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/recruiting-hr-tips-2012","title":{"rendered":"Thirty Innovative Recruiting Tips for 2012"},"content":{"rendered":"

Recruiting is a tough job. It\u2019s especially tough if you\u2019re doing it the same old tired way. There are tons of new technologies, new ideas and new attitudes to finding and hiring the absolute best talent. We asked some of the best and brightest recruiters (at the ERE Recruiting Innovation Summit<\/a> and online) to give us their most innovative tips for 2012. Here\u2019s their advice. TIP 1: Chase Down the ‘Unrecruitable’ <\/strong>When sourcing candidates, Robert Friedland, founder and president of Essential Human Capital<\/a> asks, “Tell me about the candidates who I have zero chance of bringing to the table.” Friedland wants to know who is extremely happy in their current job, well-compensated, and has no reason or time to consider his position. Although counter intuitive, it produces excellent results, he says. In one case, Friedland provided four exceptional candidates who were way beyond his client\u2019s expectations. Three rejected the opportunity for the security of their current job, but the fourth accepted. Observes Friedland: \u201cThe rising star who is disinterested today may be a motivated candidate next week.\u201d TIP 2: Don\u2019t Get Locked to your Desk<\/strong> \u201cRecruiting is not a passive activity, the best need to be wooed,\u201d believes Richard O\u2019Malley of The O\u2019Malley Project<\/a>, \u201cFind out where the talent is and chase it down.\u201d TIP 3: <\/strong>Find the Best People First, Train Later<\/strong> \u201cAlways<\/em> be looking for and open to hiring the right people, not just when you have a slot to fill,\u201d says Ford Kanzler of PR Savvy<\/a>. \u201cRecruiting only on occasion means you typically get the best of a bad lot.\u201d Kanzler admits to hiring people with zero PR experience. What matters more is that the candidates have the right attitude and smarts. Eric Papp<\/a>, a trainer of Gen Y employees, agrees, \u201cHire for attitude and train for skills.\u201d Yotam Benami, CFO of Wholesale Applications Community<\/a> remembers one company (unnamed) that hires based on values and abilities, not skills. “They believe skills can be learned relatively easily and it’s the core values and abilities of the candidate that matter to ensure fit with the culture and performance,” Benami says. TIP 4: <\/strong>Make Sure Everyone Likes the Candidate<\/strong> \u201cFor any new candidate, the majority of the staff will meet them and if everyone likes the candidate, they\u2019re hired. It\u2019s how we get really motivated people who enjoy spending time with the whole team,\u201d says Joyce Hsu, director of communications for ResellerRatings<\/a>. \u201cOn the other hand, if anyone has reservations, it takes them off the candidates list.\u201d Keeping the whole team happy is ResellerRatings\u2019 CEO\u2019s mantra for hiring and productivity. \u201cWhen I come into the office, my job is to make sure the employees are happy. If they are happy, they will make the company profitable,\u201d says Scott Wainner, the CEO. TIP 5: <\/strong>Be Where Your Best Employees Are<\/strong> Your best talent is good at what they do, and good at who they know. Quoting the old saying, \u201cBirds of a feather flock together,\u201d Joan Williams<\/a>, vice president of Human Resources at Willco, suggests you not only ask your star employees for recommendations, but also ask what organizations they belong to, what publications they read, and what activities they participate in. Follow up with all these outlets and place ads in the magazines and newsletters. Attend the meetings and make a pitch for your company. In one example, a colleague was looking for a star engineer to work an assignment in Vietnam. He went to a popular Vietnamese restaurant and talked to the owners. Through their connections in the Vietnamese community, Williams\u2019 colleague found the perfect candidate and hired him. TIP 6: <\/strong>Target Recruitment Ads to Your Top Fans<\/strong> The best people to hire are the ones who have already shown an affinity for your brand. Utilizing the Facebook ads filtering mechanism, Jayson Gaignard of TicketsCanada.com<\/a> — a ticket reseller for sporting, music, and cultural events — only serves up ads to people who frequently \u201cliked\u201d the site’s events on its Facebook page<\/a>. This filtering option ensures that the ads only appeared for the true fans of TicketsCanada.com, thus weeding out the unnecessary volume of applicants that often plague the online talent scouting process. Gaignard calls this technique \u201cSocial Talent Acquisition,\u201d and has successfully scouted and hired three new employees using this technique. TIP 7: <\/strong>Answer the Question, \u201cWhat Can I Expect to be Doing at This Job?\u201d<\/strong> Sean Walberg, a web developer at Wave Accounting<\/a> suggests a way to improve the traditional bulleted requirements job listing. Instead of a standard listing…<\/p>\n