AIRS Cert Exam

3 aspects of any employment opportunity that are important to any candidate

great company, team, job

Metrics for Recruiters

great way to identify any issues or problems in the process by "raising a flag". Of course, it's important to note that the metric doesn't always tell us HOW to fix the problem but where the problem lies; ex: source yield, time to fill, cost per hour

Costs of a bad hire

hr time spent, ad, manager time spent

Beyond basics

be proactive in search

PeerSearch

Search for their name along with details you know about them on a search engine

follow their digital footprint

Search for their name using LinkedIn® or Facebook®

job description review

Take some time to review the job description. This initial review can help you develop questions to ask during the intake call and spark research ideas to prepare.

When searching for alumni lists of people with degrees in computer science from 2017, which search string works best?

"class of 2017" "computer science" alumni

candidate preferences

75% of millennials prefer messages over calls which can include social apps. It is less disruptive and provides the candidates with feelings of more control; texting requires permission verbal or written

Building a candidate profile

A completed profile enables a recruiter to speak in detail with a candidate and be a knowledgeable and credible company representative. The ability to answer a variety of candidate questions promptly and with accurate information helps facilitate the engagement process.

quick resume searches

A quick search on a search engine to find online resumes is a great tool to add to your current toolbox. Use the word resume along with job titles, skillsets, location and industry terms to locate documents quickly. Use "quotation marks" when you want exact phrases and the -minus sign to omit certain results from your list.

social search

A recruiter's primary responsibility is to find a person and engage them in a career conversation. Engagement happens on social media more than anywhere else. Of course, some sites will be better for some positions over others. Consider adding sites like Facebook®, Twitter®, and LinkedIn® to your tiered strategy.

subject line of email

According to Marketo®, words are not the only important thing to pay attention to in the subject line. Apparently, the ideal length of a subject line should be 7 words or 41 characters. Considering that most people today read their emails on mobile devices which makes sense that the subject line would need to be shorter.

An AIRS strategy for identifying common motivators of candidates is...

All of these(Find the hole in the Professional Trinity, Close compensation upfront, Ask open-ended questions)

salary research

As an effective recruiting consultant for hiring managers or clients, recruiters need to conduct market research upfront. Hiring managers are not always aware of how their budget matches the current industry market. Consultative recruiters work with their hiring managers to ensure they understand the talent and market landscape

examining niche websites

As mentioned before, some advertising tools are free and others are paid. It is imperative to keep your budget in mind. If you only have enough in the budget to use one niche site, leverage a tool like SimilarWeb.com® to evaluate these sites and compare to others. Find information about average monthly visits, number of page views, and more

gaps in professional trinity

Asking open-ended questions allow the candidate to "open up" about their motivations and concerns regarding their current job, team, and company. Closed-ended questions that require only a single answer like yes/no are still valuable when confirming details.

improve candidate application process

Be the expert on the application, send application confirmation, ask the hiring manager what they want to see when presented a potential candidate, plan the interview, follow up after interviews, provide closure,

Recruiting environments

Corporate, Agency, Modern talent acquisition roles

knock out questions

Deal-breaker or knock-out questions are selected to prevent candidates we cold call from having a bad experience .We only use the deal-breaker questions to prescreen candidates we are cold contacting before we send them to apply on the website. If they do not pass the requirements, we let them know so they don't waste time applying and feel they had a bad candidate experience.

airs closing checklist

Find the gap in the professional trinity, Continuously close throughout the process, Close compensation upfront, Enlist and coach hiring managers, Document what is promised, Walk through the offer with the candidate, Educate the candidate on counteroffer facts in advance, Ensure a deal and dig for a start date

leverage every contact

Focus on top performers and Ask every contact (internal and external)

top candidate vs top performer

Focusing on interviewing to identify top performers is not only good for the process, but helps candidates really understand what will be expected of them in this role 01:11

calibration resumes

Gather 3-5 resumes or profiles to share with the hiring manager with the goal of calibrating the needs versus the wants of the hiring manager.

Cultural add vs cultural fit

Help nudge a hiring manager away from a mono-culture burdened by group think. Having a more diverse team improves outcomes, increases performance, and improve creativity

during intake session

How frequently would you like updates?, What level of detail?, What medium?

Corporate

In a centralized recruitment model, all hiring decisions and recruitment responsibilities fall on a single unit for the entire company. In a decentralized recruiting process, a dedicated recruiter is dispersed to each business unit based on department or geography.

post interview

Just because the offer is made does not mean the process is over.

beyond resumes

Keep in mind that not everyone has a resume online. There will likely be more names on the Internet than just resumes. Pair keywords and phrases that make sense to find lists of names like an alumni list.

linkedin school pages

Many universities have a landing page on LinkedIn®, just as many companies do. Use a school's name as a keyword search and filter by "school" results. These pages will organize their graduates under the "alumni" tab with additional filters to sort by year, location, company, work experience, and more.

candidate experience

Nearly 60% of candidates have had a negative candidate experience.72% of candidates who have had a negative recruitment experience share with friends on social sites.

beyond the subject line of a email

On iPhones® the first 60-70 characters (15-18 words) are visible. This is called the "preheader". As discussed, the subject lines gain the attention, but the preheader can provide the motivation for action. These 2 sections should work together.

Which technique helps identify a passive candidate's digital footprints, interests, and peers?

PeerSearch

finding contact information

PeerSearch, Follow their digital footprint, Leverage tools to identify or verify contact information

screening process

Prepare the screening process prior to making calls to save time and stay organized, Use the same outline and process for each candidate to ensure every candidate is well vetted for the hiring manager and that every candidate receives the same experience; outline the process, deal breaker questions first, compensation upfront, uncover candidate motivators

Which AIRS tool gives a comprehensive list to help provide a broader picture of the position?

Profiling guide

time sensitive industry intelligence

Take some time to proactively look for resources. This can help you learn more about the industry and find new websites with people and opportunities to post jobs. It also helps initiate conversation during the intake session.

targeted competitors

Recruiters look for two main types of candidates depending on their organization's industry. Some recruiters need to source from direct competitors to locate talent as local competitors do not employ candidates with the skills their organization needs to hire (e.g. drilling engineer or life actuary). Corporate positions that are not industry specific can be filled with candidates from local competitors as long as candidates have the right skills and experience (e.g. hr manager or Linux administrator).

Agency

Recruitment Process Outsourcing (RPO) is when a company transfers all or part of its permanent recruitment to an external provider. In the traditional recruitment agency model, a recruiter is as involved with the recruitment process and the candidate as much as the client wants.

what can be leveraged to find candidates

Referrals from hiring manager or other employees, Referrals by networking with people or contacts, Alumni lists of people or faculty, Members or officers of professional organizations, Social media

employer brand research

Take a moment to explore your company's careers page as if you were a candidate.

body of email

The body of the email should be short and sweet. Keep in mind that the detail of the job can be saved for the job description which can be attached as a document or accessed by a hyperlink. Focus more on what's in it for them to encourage them to schedule a phone call. Highlight what candidates want: growth opportunities, flexibility, great benefits.

close compensation upfront

The process of closing should start from the very first conversation with a candidate. We want to uncover not only their desired base salary, but any and all compensation related concerns (base compensation, health coverage, dental benefits, retirement options, tuition reimbursement, etc.). Ask what they are looking for, give salary information when applicable, then confirm a mutual understanding.

testing the talent pool

To prepare to educate hiring managers on industry data and regional talent pools, take some time to leverage these resources.

Question prep

Use the subject matter expertise of the hiring manager to your advantage!

importance of social

When posting jobs on social and professional networking sites, take care to not simply blast jobs. Rather, research and engage with users, leverage groups for a quick people search, and highlight what's in it for someone to explore our career opportunities (benefits, culture, flexibility, growth, etc.). Remember that we're not simply advertising a job opening, we're advertising a career opportunity. This requires us to put on that sales and marketing hat to think about how these advertising tools can be used as a medium to share why a person should work with us. Make sure to go beyond job posts and create a brand explaining why your employer is a great place to work.

best practices for managing recruitment process

application time and process, knock out question letter, application confirmation, disposition process

People who make decisions in hiring process

candidates and hiring managers

Leverage tools to identify or verify contact information

cellular directories

Talent Acquisition

people making important decisions, people focused

Recruiters and dual mindset

people-focused and business-focused.

effective sourcing strategy

requires an all encompassing approach to find talent and adding names to your pipeline; advertise, leverage, source

engaging best practices

research, prepare, screen, listen

Modern TA Roles

social media, brand managers, etc

How people make decisions

system 1, fast work mode; system 2, slow decision mode

engagement goes beyond first conversation

take time to build rapport, uncover motivators, determine fit and compensation, screen, and continue to manage the relationship throughout the process and onboarding phase.

AIRS profiling guide

tool to help manage the recruiting process