"The push-back from recruiters is they shouldn't be the one to tell the stories. "We aren't marketers," they say. Plus, they're too busy doing their jobs. They need someone else to create the employment brand that defines the stories needed to generate WOMP. However, I'd argue that's not true. Recruiters are already telling those stories. They do it each time they try to woo a top candidate to their company. So, why not carve out a little time to build and promote these stories online so you can use them on a larger scale?"

1. Recruiter Hack - When You're Not Google, You Need This... Oct 28 2014  2,964Views  59Likes  5Comments  Share on LinkedIn  Share on Facebook  Share on Google Plus  Share on Twitter I had the best time last week at Talent Connect. Myself and 4,000 other recruiting professionals got the inside track on what the future of recruiting looks like. Recruiters Are Getting Hammered By Both Sides

2. One observation I had is recruiters are currently stuck between two tough groups: 1) Overwhelming number of job applicants who all want feedback on their candidacy. Recruiter inboxes are overflowing with emails asking for hiring updates from candidates that aren't making the cut. 2) Hiring managers and executive teams still think it's a buyer's market and that "purple squirrels" can be found for half their going rate. (Don't know what a purple squirrel is? Look it up and it will make you laugh!) Being a recruiter right now = not easy. Unless, you recruit for Google... Recruiting Is Much Easier When You're Google At the conference, one of the keynotes was by a Google hiring leader. He showed us how Google has refined their hiring process. They are doing some very innovative stuff. However, as I chatted with recruiters post-presentation, I heard the same comment, Sure, that's great if you're Google. But, nobody knows my company. I don't have people pounding down the door to work for us. I have to hunt and sell like crazy to get the good candidates to even talk to me. I agree. The war for talent is on, and recruiters are on the front lines of the fight. Don't believe me? Here's an example... Software Developer Gets 15 Recruiter Emails/Week While on the plane to Talent Connect, I overheard a software developer tell the guy next to him he is currently getting fifteen requests to chat from recruiters each week. He said he ignores most of them because once he checks out the company they represent online he's not interested. He went on to say he's proud of the work he's currently doing and his company is taking good care of him. Then, he said something I'll never forget, "A company would have to have a really compelling story for me to switch." Not the Google of Your Industry? You Need WOMP!

3. A talent study by LinkedIn shows 75% of the talent pool are what we call "passive" candidates. Just like the software developer above, these people DON"T visit job boards. They're currently working and basically happy. However, they aren't totally satisfied with their current roles, and they know their situation could change in a moment's notice. Therefore, if the right opportunity was put in front of them, they'd consider it. Recruiters who want to recruit these passive candidates usually have to do so one-by-one. They research and send tailored emails trying to entice the professional to take a phone call. It's grueling work full of rejection. Like I said before, "not easy." However, there's an alternative. A way to improve the chances passive candidates will consider your open positions. It requires creating WOMP - Word Of Mouth Potential, for your company. Storytelling = WOMP Telling company stories that attract the attention of passive candidates will be the single most disruptive recruiting technique of 2015. [Read more on how it will literally steal top talent from companies right under their noses.] It's a simple concept: showcase stories about the company that help top talent get a sense of what the corporate culture is like. Allow them to visualize themselves working for your company so they are drawn to you as an employer, a/k/a create your WOMP. The technical term is "employment branding," but don't be fooled. It's storytelling, plain and simple. It's the use of marketing techniques to attract the right talent - and when done right, it can help a no-name employer hire the best talent for their company. But, Who's Got Time for That!?!? The push-back from recruiters is they shouldn't be the one to tell the stories. "We aren't marketers," they say. Plus, they're too busy doing their jobs. They need someone else to create the employment brand that defines the stories needed to generate WOMP. However, I'd argue that's not true. Recruiters are already telling those stories. They do it each time they try to woo a top candidate to their company. So, why not carve out a little time to build and promote these stories online so you can use them on a larger scale? In my humble opinion: recruiters have a chance to be the hero of the organization by launching the company's employment brand. Who doesn't want to be seen as a rockstar by their employer? Let me make it easier for you...

4. Storytelling for Recruiters eCourse (Only Free for 7 Days) We just built an online course that teaches recruiters how to define and tell the right stories for their company so they can build their #CompanyWOMP and attract hot talent. We teach you how to take the risk out of the process (no PR nightmares please!), so you can get executive approval. We show you how you can make your job easier and find those purple squirrels faster. The class normally costs $295. However, we are opening up the enrollment for free for one week. After attending Talent Connect, I realized a lot of fabulous smaller companies need a way to compete against the Google's of their industry. What can I say? I love an underdog story! Sign-up for FREE & Tweet Your #CompanyWOMP (May Win Feature Post!) If you are a recruiter, I invite you to sign-up for this course and then tweet with the hashtag #CompanyWOMP what you plan to show talent about your employment brand. I'll be watching and choosing the best company tweets to get a FREE post co- written by me and featured here on LinkedIn to my 850K+ followers. ;) Click here to sign up and get access to the course for free >> BONUS: I host weekly *live* webinars for recruiters as part of this e-course where you can get your questions answered in real-time. Once you sign up, you'll get more info on how to participate. Let's create some amazing company stories that you can proudly share with talent. Your job shouldn't have to be so hard. It's time to put some fun back into recruiting! ######### Have we met? My name is J.T. O'Donnell, and my company makes it easier for businesses and professionals to find each other. Our site, CAREEREALISM, is the job board alternative. We showcase company stories to the 800,000+ passive job seekers who visit our site so you can attract the best talent. I write on the subject of storytelling for employment branding. Here are some of my recent articles: 5 Things Great Companies Aren't Afraid to Reveal #1 Way Top Talent Will Be Stolen in 2015

5. Why Employment Branding is the New "Going Green" Want to work together on your Company WOMP?I'd love to present to your organization or work one-on-one with your company. Call us at 603.926.2800 or email employmentbranding@careerealism.com and we'll set a time to learn more about your needs. Let's tell your company stories together! Image above by Shutterstock Report this  Share on LinkedIn  Share on Facebook  Share on Google Plus  Share on Twitter  Written by J.T. O'Donnell 193 posts Following  Featured In Recruiting & Hiring 1,566,053 followers Follow