Recruiting Tools Hiring Managers Can Use: Q&A with Angela Bortolussi
Angela Bortolussi shares tools and tricks that even hiring managers can use to recruit talented new team members.
Photo: Angela Bortolussi via Instagram
Tool-savvy recruiting manager and Recruiting Social partner Angela Bortolussi thinks hiring managers need to get more involved in the recruiting process. We hopped on a call to talk about the tools hiring managers can use to attract the most talented people in their industry.
“Your team is your best recruiting tool…”
Why should managers get more involved in recruiting?
Hiring managers can actually have the edge up on recruiting because they really understand the position, which comes in handy during the initial reach out to potential candidates.
However, there is a bit of learning curve. You’ll have to figure out where you want to target your recruiting efforts as in, find out where your audience is located online and the best ways to connect with them.
But once you understand that, you can use that knowledge to reach out to passive candidates on a more casual basis than recruiters often can, like meeting for a coffee, or inviting them in for a quick visit to the office so they can see the culture.
What are some of the best recruiting tools for time-crunched managers who are responsible for filling their own roles?
Your team is your best recruiting tool. They can help you push out job opportunities, and of course help promote referrals, as well.
You can also hold an open house—especially if there’s been any recent layoff at a company that employs the type of talent you need to hire. TechCrunch actually announces tech industry layoffs—so do many business newspapers. It’s a great way for hiring managers to see which companies are letting go of people so they can really target talent from those companies. They can even ask the recruiters who work at those companies to send over some of their employees.
Are there any free job boards that are worth posting to?
I find specialized or industry-specific job boards to be better than general job boards. So for example, for my tech roles I will post to Stack Overflow Careers. Indeed, of course, is the biggest job board site – it’s also free to post to.
LinkedIn Groups is a great free tool to use to post jobs. Join a group that’s focused on a particular specialization—whether that’s AngularJS engineers or product managers—and then you can post a job, without having to pay for it, to a bunch of people you know are likely qualified.
Are there any tools to help people seek out referrals?
If your company is using an internal communications tool like Slack, Skype or HipChat, creating a specific channel to engage with talent will ensure a great candidate experience and can definitely help attract better quality candidates.
Other than that, a social media calendar is a great free way to get referrals for your company. Utilizing the social media calendar is the best free way to get referrals because it gives employees a sense of what to say online to bring people to your career site, as well as giving candidates a good opportunity to reach out to somebody at the actual company.
Are there any tools that can help save time in all of this?
Assistant.To is a great time saver. It gets rid of all the back and forth involved in setting up a meeting and simplifies it down into one quick step.
Canned Response in Gmail is also a great time saver. I find that in most of my outreach I use the same saved template. I just change it up in terms of the job opportunity, but the bones of it stay very much the same for each role that I work on. This saves me a ton of time in the long-haul because I’m not starting from scratch.
You can also join different mailing lists around recruiting—Recruiting Tools, and Recruiting Life are good ones to stay up-to-date on new free tools. You can also join mailing lists for the industry you’re in or professions you hire you. This will save you a lot of time figuring out ways to connect and reach out with people you are recruiting.
“It’s about engaging with the community that you’re in and staying relevant.”
Are there any common mistakes that hiring managers make in their recruiting efforts?
I think sometimes, because hiring managers aren’t used to interviewing, they grill the candidate. They’re focused on the job opportunity they need filled and how to fill it so they end up losing sight of the overall point of the conversation, which is to engage with the candidate.
Hiring managers sometimes forget that before candidates can answer any questions, they want to be educated on what they culture is like and where the company is headed. That gets the candidates engaged and wanting to talk further. After that, they’re more open to having a conversation about their skills and abilities because then they can relate it to the job that’s at hand.
Another thing that’s super important is that hiring managers always need to remember to respond to candidate emails, and keep them informed—not leave them in the dark. This will help will help with the candidate experience and improve recruiting efforts overall.
Should hiring managers be working on their recruiting efforts even when they’re not actively hiring?
Hiring managers should continue to network even when they’re not actively recruiting. People might think it’s time-consuming, but it’s about engaging with the community that you’re in and staying relevant. If everyone on your team puts in a little extra time on networking, then it becomes a lot easier, and your company is on the radar of the people you want to attract. It’s about having a presence in your industry.
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