Archive for the ‘mobile recruiting’ category

In a recent article “Hiring New Grads? Don’t Make These 3 Mistakes” appearing in The Daily Muse, Trent Hazy compares the process of recruiting graduating college seniors to dating in middle school. As the naïve college student reaches out (flirting) with employers, the recruiter often ignores sound advice that could have come from well-meaning parents.

Hazy lists three rules, patterned on dating protocol, to avoid overlooking or losing good candidates.  He takes into account several values that are overall good qualities a recruiter can possess, including social intelligence, patience, respect and tenacity.  Consider them especially as they apply to highly competitive software development, engineering and IT jobs:

• Don’t be too-quick to make a decision during the interview – after all, not everyone falls in love at first sight. A nervous performance at an in-person or video interview doesn’t mean the candidate can’t excel in your organization. Remember, they’re new at this. Go the extra mile to meet them over lunch or take them on a tour around your site. In these venues, you’ll be better able to judge personal qualities like leadership and creativity. Best of all, go where they are – set up an information table at the university coffee shop or host a Q&A session on campus about your business or industry.
• Give the relationship time before making a decision. Go beyond the resume and interview. Ask for a sample of the student’s work, such as a class project description or paper, that’s relevant to the position or industry. Also, consider paid summer or after graduation internships in which you can assess the candidate’s real performance on the job. You may find gold that was hidden under interview clutter.
• Treat the student – or date – with respect, just as you would any other professional candidate. Remember that you’re representing your organization and brand. Students deserve common courtesy, so return emails and calls quickly, and don’t keep them hanging on your decision. Even if you don’t hire this candidate, it’s possible your paths will cross in the future through your common industry interests.

And here’s another thought: technology is an essential part of life for students going out into the workforce, so embrace everything that social media recruiting has to offer. Post open positions, college events and internship opportunities on Facebook – you can make it even easier through automated interfaces like LinkUp.com. Don’t forget LinkedIn and Twitter. Also, consider creating a mobile app that links directly to your organization’s career website.

Just like dating, recruiting is a courtship, especially for highly-sought after post college grads in fields like software development and engineering.  Follow these basic dating rules and the resulting relationship will benefit you, your organization, and your new employee.