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Recruiting Without the Resume

March 15th, 2016


No resume? Why not? Many recruiters are doing away with using a resume as the sole tool for deciding whether or not to bring someone in for a position. It is a digital world. Having a stack of 100 resumes sitting on your desk is definitely not something that is going to benefit you.

What you need to do is to find ways to learn about these applicants in a more digital format. Everything from Klout scores to Google search results matter. LinkedIn, Twitter, YouTube, the list goes on and on.

What can you do? To find out more about a potential candidate’s ability to fill your position, consider these tips. Perhaps the resume is too outdated for your needs. It is possible to change your recruiting methods to use more of a method that encourages openness and a fun vibe. Here are some tips.

  • Consider contest-driven hiring processes. Use contests and assessments to allow applicants to set themselves apart from others. Rather than focusing on their paper skills, you’ll be able to see their performance. Staffing agencies often offer these.
  • Consider a timed business challenge. Many businesses run contests for a set amount of time. They encourage submissions that are fun and creative. You can do the same. Give people a goal, a time frame, and tell them to use creative tools to demonstrate their skills. It is a part of social interviewing.
  • Build a strong brand. You may be using brand awareness to market your product or service. However, you also need to brand yourself as the type of employer worth working with. You want young workers to be able to communicate with you and see you as the type of employer they want to work with not just right now, but for years to come. Today’s young employee would rather work with a company with values that align to their own rather than getting paid more.
  • Ensure that innovation is a requirement. Creativity and innovation are critical components to any competing business today. Hire for innovation. This may be done in various ways, such as encouraging business challenges and providing input on design on a new service, or asking them to pitch ideas. By incorporating this into the hiring process, employers can be confident they are hiring for the right things.
  • Use competition and interactivity. Gamification in the hiring process could be the move you need to make. These programs are already being used to teach and train applicants in things like critical thinking and teamwork.

The use of these methods may seem a bit out of it for some of the old style recruiters. Yet, today’s paper resume just does not provide the information and details necessary to ensure that employees brought into the company will meet the needs of the company.


When and Where are Job Seekers Online? Mobile Vs. Desktop Breakdown

June 11th, 2013

As a hiring manager, you’ve probably heard a lot about the various methods for getting in front of the best candidates. While the vast majority of job seekers are searching for jobs online, through career directories, social networks, and published advertisements, many others are using traditional local community services to find work. How and where you focus your candidate search can determine the success or failure of your business recruitment strategy.

Modern day job search behavior

It’s been estimated that nearly 50 percent of all job seekers are looking for opportunities using their mobile devices, such as smart phones and tablets. The remaining are using home computers and laptops to access this data. Based on a recent report from StatCounter, as of “May 2012, 10.11 percent of Website hits/page views come from a handheld mobile device.” This number is growing daily. “Portio Research ‘s Mobile Factbook 2013 predicts that mobile subscribers worldwide will reach 7.0 billion by the end of 2013, 7.5 billion by the end of 2014 and 8.5 billion by the end of 2016.”

Mobile web browsing and job searches have become popular because more people have access to affordable smart phones and mobile devices, which helps them take their job hunt on the go.

How to attract mobile vs. desktop job searchers

To make the connection with job seekers who are either using mobile devices or laptop computers, here are some guidelines to follow.

Mobile Job Seekers

  • Create job advertisements that have simple mobile-friendly text and leave out the images.
  • Use mobile friendly job board to publish online jobs and profiles.
  • Develop a branded presence for your targeted industry or candidate market.
  • Connect with mobile job seekers via social apps and text messaging.

Desktop Job Seekers

  • Provide detailed, yet web-friendly job descriptions and advertisements that are easy to read.
  • Use SEO keywords within the job advertisements and company career pages to reel in online searches.
  • Use text, visual and video content to establish your corporate brand and culture.
  • Create online application forms and screening in one simple format online.
  • Set up auto responders and a scheduling system to personalize the recruitment process.

As a recruiter or hiring manager, be sure to honor the ways that today’s job seeker is looking for career opportunities. These guidelines should help you reach high quality candidates in a strategic way.

Hiring great talent is difficult enough, and starting a mobile search strategy can be time consuming. Partner with a trusted staffing agency to help you recruit top talent and fill your next position. Concorde Personnel has the network and resources to help you land the employee you are looking for.

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