Blog about online recruitment solutions and services

TalentPuzzle's Online Recruitment Blog was created to provide valuable content to the HR and recruitment agencies community about trends and innovations in the recruitment industry. Besides various topics such as Recruitment Process Outsourcing, Cost Per Hire, social media recruitment and cultural effects, we are focusing on pros & cons of different web based recruitment methods.

How to Attract Top Technical Talent?

Attracting Tech talent

There are two types of employers in this world, the type that candidates want to work for and the type that thinks every candidate wants to work for them. If you are in the latter you need this infographic more than anybody.

It’s never been more important to be realistic, especially when you are targeting the upper echelons of technical candidates; they have a lot of options. What makes you so special? If you want to catch them, you have got to be realisticcreative, and COMPETITIVE!

Many startups (and established brands) who use Talentpuzzle to find their Software Engineers, PHP developers, iOS developers, Data Scientists (and many more) have the expectation that they can treat these positions like any other commercial role. The reality is that in today’s market you need to be super savvy to secure the best. Check out our kickass infographic for all the facts, figures, hints, tips and tricks to help you attract the Top Technical Talent…. (As seen on Mashable!)

How To Attract Technical Talent Infographic

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*Quiz* Which Game of Thrones Character Do You Recruit Like?

Recruit like Daenerys Targaryen

In honour of the Game Of Thrones finale, Talentpuzzle.com have put together a Game of Thrones quiz to get GOT fans in the spirit of the finale and take your minds of the year long wait that follows. Take the quiz and discover who your recruitment GoT persona is…

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Watch: Chipotle’s Content Marketing: An Emotional Appeal

Chipotle’s employer brand video has gone viral because it connects with viewers in an emotional way. The video’s intention is to capture the viewers emotions through unpleasant imagery of the mistreatment of animals in the mass produced fast food market. At the end the main character, a scarecrow, has the desire to change things and creates a new product for the market with fresh ‘untreated’ ingredients.  Chipotle’s content marketing has definitely inspired many, view the video here:

What can you learn from Chipotle’s  Employer Brand video?

1. You can use emotional content to connect with your current and future employees; in fact it’s probably one of the most effective ways to connect with this audience.

2. Tell your story through different mediums, be it a blog, slide show, video, or pictures. The way you choose to express your brand is an expression of the brand. Flashy video’s aren’t for every company but perfectly curated blog posts might be.

3. Memorable and emotional content will attract talent that you may never have had access to if you had just stuck to the usual channels (i.e. job boards and career sites). Content in general has the power to expand your reach, they key is to distribute it to channels you didn’t utilise before.

4. Connecting with people has always been the most successful way to build and cultivate lasting relationships. If people feel connected with your brand they’d be more willing to share content, give referrals and be cheerleaders for the brand.

5. Let them feel like they can be hero- It is tempting to create content where the company is the hero and the employees are the ones that need to be saved. However that narrative is old and uninspired. The good candidates don’t want to be just a supporting character in your hero narrative they want to feel like they can be the hero when they join your cause.

What did you learn from the Chipotle’s Employer Brand video?

Share your thoughts in the comments or tweet us @talentpuzzle.

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TalentPuzzle Recruitment Agency Best Practice Guidelines

The agent warrants that their recruitment services will be performed in a professional manner consistent with industry and TalentPuzzle standards. If TalentPuzzle is informed of poor standards and notifies the agent explaining the nature and reason for the warning, then the agent will be required to urgently correct their level of services in order to comply with best practice standards outlined below.

TalentPuzzle profile

  1. Agents must complete their profile before they engage on any vacancy.
  2. The agent’s profile should include up to date contact details and link to the company website as well as a company logo/ consultant photo.
  3. The profile should showcase the agents’ capabilities. Focusing solely on the industry sectors the agent operates in.

Engagement

  1. Agents should only seek to engage on vacancies where they have the expertise and remit to submit ‘quality’ CVs.
  2. Engagement requests must be tailored to the client and specific job and be accurately drafted (guidance on what should be included in an engagement request is outlined in the table below).

Engagement Request

What to include

Why are you best qualified to work on the role?
  • Why you are a specialist in this field
  • How you source/ manage your candidates
  • Comprehensive overview of agency/consultant
  • Synopsis of potential candidate
  • Indication of when the client could realistically expect CVs.
Examples of similar roles you have filled
  • Salary
  • Level
  • Location
  • Industry sector
Similar Clients or testimonials
  • Be as specific as possible about your track record with other clients.
  1. Once engaged it is the agents responsibility to make contact with the client. (TalentPuzzle recommends a meeting where possible).
  2. The agent must keep the client abreast of any changes in circumstances that will/have affect an agent’s ability to send suitable CVs.
  3. If the agent is not able to source candidates they should request to be disengaged on the role.

CVs

  1. Only CVs that fit the job specification can be submitted onto the marketplace.
  2. Agencies should aim to send CVs within the first 48 hours of being engaged in the role. If this is not possible the client should be contacted to provide an update.
  3. Spamming CVs is not permitted. TalentPuzzle advises only sending quality CVs as the agents’ rating will be affected impacting on their ability to be engaged.
  4. The format of the CV must be checked. It is advisable that recruiters advise their candidates on CV best practice.
  5. Agencies should put the name of their agency on the CV and save it in a standard format name (TP/Candidate/Agency).

Candidate Management

  1. All candidates (where possible) should be met by the agent.
  2. The agent must provide the client with a full breakdown of salary details and expectations, rationale for move and an overview of their career history.
  3. The agent must have the express consent of the candidate before their details are submitted for a vacancy.
  4. Interviews should be confirmed with the candidate on the day of the interview.
  5. The candidate should be fully briefed by the agent before an interview (location, interviewers’ name, format of the interview etc).
  6. After interview the agent should relay the candidates’ feedback to the client by the close of play on the same day.

Thanks for reading the TalentPuzzle Recruitment Agency Best Practice Guidelines. We hope you reap the benefits of using the recruitment marketplace.

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3 Reasons Why Your Time To Hire Will Never Decrease

Today I’m going to address a popular discussion within recruitment; time to hire. The average time to hire is around 4-6 weeks. First week: Job ad goes up, CV reviews and screening. Second/Third Week: Interviews are arranged, Offer goes out. Fourth/ Fifth/ Sixth week: Completion of the candidates 4 week notice period.

If only it was that simple, it seems that the first 2 weeks have extended well into the third and fourth weeks as you aren’t attracting the right candidates, I think I have a pretty good idea why. Read on…

1. Awful Candidate Experience

This can be anything from essay long application forms, time consuming tests, multiple round interviews, the list can literally go on (…and on). Youth Unemployment in the UK may be at all-time high and yes some people will be desperate for a job but you don’t want the desperate; you want the dedicated. I have lost count of the number of applications I have abandoned during my job search due to a ridiculously long process.

Overcome it by: Keep the application questions short and simple. Make it a quiz and get creative. Screening questions can filter out most irrelevant CV’s, those that pass can upload a CV and get given a time for a phone interview. It’s that simple.

2. Your Offers aren’t Competitive

Budgeting constraints are real, but if you can’t afford the very best, you are really going have to get creative with your benefits and perks to attract them. Money isn’t everything, after all people flock to ‘unpaid’ internships just because they like a company. You have to get competitive.

Overcome it by: Create a list of achievable perks, flexible work hours, extended vacation pay, course sponsorships, FUN team building days. You want to become a place where people want to work.

3. You only use Job Boards and Career Sites

The result is a selection bias, it is the act of making decisions and choices based on what you have available. Job boards are not where the hot talent hangs out it is where the active job seekers are but chances are you want the really talented people who are likely to be gainfully employed by someone else. The time to start your social recruitment came and went, it isn’t new, it is expected.

Overcome it by: ‘Spend a portion of time away from the job boards’  says The Social Media Headhunter, Jim Durbin. The purpose is to eliminate selection bias when reviewing candidates. Social recruiting allows you to view candidates objectively and based on other factors that you won’t traditionally get from just a CV.

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