The 3-2-1 Recruiter's Digest

Welcome to the third edition of the 3-2-1 Recruiter's Digest from TalentLyft !

Each month, we bring you:

• THREE actionable tips backed by our resources
• TWO valuable stats to help you orient your recruitment efforts
• ONE powerful TalenLyft feature to help you recruit more efficiently

Let's get right to it!

3 Actionable Tips

How to source great candidates fast with boolean search?

We all understand the need for recruiters to dig deeper than the active job market in order to find great talent. The real game-changers are often those not actively seeking new opportunities, the so-called passive candidates.?

So how do you find them without having to scroll through hundreds of profiles all over the Internet? The answer - boolean search .

Imagine finding at least five or ten perfect candidates in just half an hour. By mastering a few simple operators and modifiers, you can dramatically cut down on search time, making your recruitment efforts more efficient and effective.

Boolean search revolves around three fundamental operators: AND, OR and NOT. Here’s how they work:

• AND - This operator is your go-to when you want to narrow down your search. It’s like telling the search engine, "Hey, I want profiles that have both of these terms."
• OR - Think of OR as a way to broaden your search. Using OR is like saying, "I’m interested in either of these options."
• NOT - Use NOT when you want to exclude something from your search. It’s the equivalent of saying, "Show me this, but without that."

Modifiers add another layer of precision to your searches. Here’s how to use them:

• Quotation Marks ("") - When you want to find an exact phrase, wrap it in quotation marks.
• Parentheses () - Combine operators for more complex searches
• Asterisk (*) - The asterisk is a wildcard that helps you find variations of a word stem

There are also a few secret tactics like using:

• filetype syntax
• site search syntax?
• Title search syntax
• Text search syntax
• URL search syntax

Read the full article to find out exactly how to use all these to do an effective boolean search on Google and LinkedIn with concrete examples, along with some great sample boolean search strings for recruiters.

Read the full article here

What recruiting software to pick?

Good recruitment software will not just automate the mundane paper-based processes but also help you make strategic hiring decisions, reduce time-to-hire, build relationships with candidates and team members and improve the overall quality of your hires.

However, with so many to choose from you might get overwhelmed by the sheer number of options out there. Choosing the right recruiting software requires a deeper understanding of your company's specific needs, the size of your organization, and the industry you operate in.

For example, the needs of a tech startup of 10 people will be very different than those of a hotel hiring 300 people every summer.

Apart from the specific features a software has, important factors to consider include ease of use, integration with current systems, scalability to support growth, and the software's ability to provide insightful analytics.?

• Startups and small businesses might benefit from more straightforward, easy-to-use software that doesn’t require extensive training. What’s also important is that it is cost-effective and offers scalability as they grow. Another valuable point of recruiting software for small companies is employer branding tools like the ability to build a careers page .
• Medium-sized businesses often use a variety of HR and productivity tools so they should look for recruitment software that can seamlessly integrate with their existing systems and can be customized to fit their specific processes and workflows. This allows for a more tailored approach to candidate management and evaluation. More sophisticated ATS features are also crucial for managing more complex recruitment processes efficiently.
• Large?enterprises?may require robust, all-around software that can integrate seamlessly with existing HR systems and manage a large volume of applicants across various departments. What can also be useful are advanced analytics and reporting features to gain insights into recruitment metrics, optimize processes, and make data-driven decisions.

As far as industries go, different features of a tool will have more value for companies from one industry than the other.

We’ve compiled a list of the 12 best recruiting software that could be just the solution you need, depending on your industry and the size of your company. Read the full piece to read all about each of the top 12 and how to know what exactly you need depending on your industry and company size

Read the whole piece here

How to write a job posting that attracts the right candidates

In today’s talent market when job seekers are constantly seeing hundreds of job ads all over the Internet, you need something special to stand out. A well-crafted job posting can be the difference between attracting top talent or being overlooked.

To write a great job posting, you need to answer 5 questions every candidate has in mind when looking at a job ad:

• What is the job?
• Where is your job located?
• Who is your ideal candidate?
• Why would someone want to work for your company?
• How can interested candidates apply?

Then you need to turn those answers into a properly structured job posting which usually contains the following aspects:

1. Job title and location
2. A brief engaging intro
3. Role description
4. Compensation, perks and benefits
5. Job requirements (must-haves and nice-to-haves)

In our latest article, we break down each of them to see how to do it right. We also backed it up with some of the best examples (like the one you see below) and provided some great promotional strategies. There's also a a free job posting template you can download and use to create your next job ad!

Read the full article here

2 Useful Sets of Stats

Candidate Experience stats

81%?of candidates surveyed said a positive experience influenced their decision to accept an offer (CareerPlug)

54%?of candidates have abandoned a recruitment process due to poor communication from the recruiter/employer (Criteria)

72%?of candidates are likely to share their bad experiences online or with someone directly (CareerArc)

Also, 72% of candidates say the smoothness of an interview process would affect their final decision on whether or not to take the job. (Cronofy)

Want to learn how to conduct better interviews?

Download our Ultimate Guide for Conducting Job Interviews

Why are candidates ghosting you and how to prevent it?

Ghosting is common and the reasons for it candidates mention the most are:

40% of candidates mention receiving another offer

22% of candidates said the salary wasn’t up to par? 15% of candidates claimed to be unhappy with the benefits package

13% of candidates mentioned poor communication with the recruiter

Even though it sounds like some of these can't be prevented, you could be wrong. The answer - building relationships!

Read the article to get a closer look into why candidates are increasingly the ones ghosting you and learn to break out of some negative practices that might impact your?recruitment!

Read the article

Finding qualified candidates requires is only getting tougher. To help you stand out, we've prepared The Ultimate Guide to Finding Qualified Candidates !

1 Powerful Tool

Struggling with getting approvals for job requisitions?

When a hiring need appears, easily create a job requisition in TalentLyft with all the necessary fields and send it out for approval.

Link the requisition to an already existing job or create a new one.

Set up custom workflows for getting approvals and include both internal and external stakeholders to always keep everyone on the same page in real time.

Track all the requisitions that have been created and their current status showing what stage of the process they’re in along with the approvers that have or have not given their approval.

Create a requisition and get it approved today! Don’t worry, it’s free.

Start hiring