Mobile: The Next Frontier in Recruiting

December 16th, 2014

As candidates are becoming more technologically savvy, it is necessary to stay on top of the trends in order to reach the best candidates. It is important to make connections with the candidates on their terms, which is now including a user-friendly mobile presence. If candidates attempt to apply for positions on their mobile devices, but have difficulty, they will likely pass you by.


Today, three out of four candidates believe that the job search and application process is time consuming and stressful, deterring more passive applicants from applying. This could eliminate top talent that does not want the headache of dealing with difficult job application processes.

For the first time ever, the majority of internet usage is initiated through mobile devices. Research shows that 55 percent of recruiters surveyed said they utilize a mobile career website to support their recruiting efforts, yet many believe that their current system is not easy or user-friendly. It was also found that 14 percent saw reduced time-to-hire and 13 percent found higher-quality candidates from a mobile presence.

In order to bolster the mobile recruiting platform, your company must first ensure the mobile recruiting website is functioning well. It should be easy to navigate, user friendly and optimized for mobile. Since candidates applying on mobile devices often don’t have access to all of their documents, it is important to make the application process simple, such as allowing the option to submit a Jobvite or LinkedIn profile. Though it may not seem like a complex addition, it will benefit the candidates who are seeking to apply for jobs quickly or are currently in another role.

On top of having a user-friendly mobile website, your company should work to leverage the mobile usage with social media. In fact, research states that 70 percent of smart phone users visit Facebook on their mobile device! Why is this becoming more important? Leveraging social media has increased candidate quality by 44 percent over merely utilizing traditional recruiting techniques like phone screenings and resume searching for specific skills and experiences. Social media is more than just a glimpse into a candidate’s skills and experience, but also allows companies to see if culturally she would be a strong fit.

Employers are starting to realize the necessity to implement a mobile recruiting strategy. Not only will it improve the candidate experience, but will likely also increase application quality and quantity.


The Puzzle that is Holiday Season Hiring

December 9th, 2014



In the past, December has been seen as a difficult month to hire. The fourth quarter, in general, is the most complex hiring period throughout the entire year. Often, hiring managers and CEOs try to fill the remaining openings in the end of the year, even reaching out to recruiting firms to assist in finding the best candidates. Businesses don’t stop working during the holidays, like they have in the past.

Though job opportunities are continuing to be posted, a challenge does arise with getting all the decision makers into one space. Many employees choose to take their vacation days during this time of year. Even with the bustle of the holiday season, this is a great time of year to hire. Great candidates will still be seeking jobs, excited to ring in the holiday season with a new position. The end of the year could have lower application numbers than other times of the year, but it is not impossible. It is important, instead, to have strong hiring practices or recruiting partner in order to find the best candidates choosing to seek a new role during the holiday season, ones who both test well in the required skills and have strong resumes.

Applications may have tended to slow down, but it no reason to halt finding the best candidates. A few reasons why less resumes are being hosted could be due to:

End of Year Rewards: If a company gives gifts or bonuses at the end of the year, employees could stick around to see if they would receive one rather than seeking a new position.

Holiday Scheduling: Who wants to change jobs during the holiday season? Many choose to avoid the stress of holiday scheduling and put off seeking a new job into the New Year.

Vacation: If job applicants have planned to take vacations during the holiday season, they likely won’t want the stress of changing jobs on top of planning vacations. Many job applicants will also prefer to utilize their accrued vacation at their current job before they lose it, rather than wait for it to be accrued again in a new position.

Resolutions: What better New Year’s resolution than getting a new job with the fresh start of the New Year?

Despite some candidates being deterred due to possible end of the year festivities, many great candidates will not be taking slowing down in a job search during the holiday season. Work does not stop at the end of the year.



Infographic: When to Hire

December 2nd, 2014

Recruiting involves attracting talent for a job at the right time. However, how do you know when the right time is? Data Scientist Kasia Senderowska conducted a study for SmartRecruiters on when the right time to hire is.


Find Your Voice in Your Resume

November 25th, 2014


Most candidates already know how to write a resume. You begin with your contact information and continue with jobs in reverse chronological order, education and skills. The issue lies where writing a resume in this manner, with standard resume language, will brand you like the majority of applicants.  A hiring manager does not prefer to read a resume that looks like it was created by a robot, instead of a human being. Choose, rather, to stand out and put your human voice into your resume. There is no reason to sound like a robot.

Start the human-voiced resume with a summary. This incredibly important piece of the resume frames you, as the candidate, your background and your next career steps. Once the hiring manager reads your summary, they can have a better understanding of who you are and your background.

The summary will be followed by job history. A candidate’s job history is not equivalent to tasks and duties. Instead, focus on what you did at the job to fix, discover, create or upgrade the position from when you started in the role. How did you leave your mark on this particular role? You can share your past accomplishments in three parts. First, you can explain what was missing or broken. Second, you can share your solution; what you did to solve the problem. Finally, you can finish by explaining the impact of your actions. Demonstrate why your solution was the right resolution for the problem at hand.

The hiring managers who understand a candidate will benefit from their experience and deserve their employment. Not every hiring manager will understand a candidate.

A human-voiced resume tells a story, the more fluid, the better. It shows the candidate’s career overtime, explaining to the hiring manager what they desire to know. It also uses the word “I” in a conversational tone and full sentences. It characterizes the resume as the candidate and their voice, rather than the dry language of a typical resume.

In a human-voiced resume, the hiring manager can see every action in their mind in the candidate’s voice. It focuses on being visual, so that the hiring manager can seek to envision you in their company.

There is no reason to have your resume lost in the black hole. Instead, focus on catching the hiring manager’s attention in a positive way.


Infographic: Happy Thanksgiving!

November 25th, 2014

Thanksgiving is now almost upon us. We, at TopLine Strategies, wish you a happy Thanksgiving and safe travels! Enjoy all the love of family and good friends, and the delights of warm hearts and a well-prepared celebration. For these we give thanks.


eBook: Let’s Talk

November 18th, 2014

Google’s People Chief, Laszlo Bock, spoke at LinkedIn’s Talent Connect Conference about how they hire their employees. Contrary to popular myth, they do not focus on brain teasers, but instead focus on meaning. It is important to give structured interviews to really understand the candidates and to ensure that they would fit into your company’s culture, but at the same time bring something new into the mix. It is important to see the candidate not for their past titles, but instead the work and skills the person has. Can they see a problem, step in, help solve it and be able to give power to others to handle future challenges.

It is important to not compromise on quality of the candidates. Give them a reason to want to join your company and give meaning. This can, at times, be achieved through really getting to know your candidates during the interview process. Allow them to drop the interview façade and meet the person behind the resume. Push for a job conversation instead of a job interview.

Check out the eBook below to learn more about five common interview questions and their conversation counterparts:


Rather than pushing for an interview, seek conversations with quality candidates. Let’s talk.



Top 10 Ways to Recruit Millennials

November 11th, 2014


In today’s recruiting age, many believe the way to keep millennials is with a full range of perks, whether free food, dry cleaning, gym membership, etc. However, these individuals are in for a rude awakening. Millennials account for 1/3 of the total United States population and $170 billion in spending each year. Today, human resources should focus on matching motivations and giving their employees the tools to help them grow. They often care more about the opportunity to grow and develop more as a professional than the amount of money on their paycheck. Check out these top 10 ways to recruit the best talent of the millennials.

Don’t merely recruit—instead, initiate relationships and engage the best talent

  • Advertising to attract the millennials is a waste of time and money. Companies should instead use social media to influence the generation about their company and make their presence known. This could turn the interview process into more of a dialogue, rather than the old-style interrogations of earlier generations, since the employers could now focus on identifying, attracting and hiring the best talent. Relationships can also be nurtured through promoting challenges, internships and projects for young talent.

Collaboration vs. Managing

  • Today, more than ever, the traditional approach of supervising and managing is not effective. Strong managers are instead building teams and engaging with their employees. This often happens with decentralizing their decision-making function, embracing new technologies and communicating like peers. Collaboration becomes a two-way street and maximizing the generational mix of employees.

Improve performance real-time—don’t wait for annual reviews

  • Millennials are used to two-way conversation, especially with their immersion in interactive technologies. They gravitate to quick, constant feedback. Rather than waiting until the annual review, long after most of the performance has taken place, continual feedback will lead to improved performance and quicker results.

Offer flexible work options

  • Millennials don’t want to have to force fit their lives into an inflexible job. Instead, offer an environment that gives opportunity to blend their business and personal lives together in a way that makes sense for them. Flexibility can mean telecommuting from home or non-traditional hours.

Engage in social media

  • Find them on the platform they use most: social networks. By creating and maintaining social media profiles, you open the door to new potential employees and give them a path to easily get to know your company, its products and services, as well as a chance to network and interact with company employees.

Put a real name behind corporate communication

  • If you utilize a corporate social media account for interacting and hiring potential candidates, call out specifically whom they are interacting with, even if as simple as adding initials. This will give interactions more of a personal connection, which millennials would greatly appreciate.

Know your “why”

  • No matter what else HR might tell a millennial, they ultimately will want to know why they should take the job. How will it help them with their overall goals?

Be respectful of all recruits, including those not chosen

  • It’s important to maintain strong relationships with millennial recruits, whether they receive a job with your company or not. They will be the first to tell their network about their experience. If they have a strong experience, a recruit can become a recruiter, even when not hired as the recruit.

Live the company brand and culture

  • Culture is crucial for millennials. If your corporate culture is suffering, it will hinder your chances with much of the millennial generation. It is important to be honest and genuine about the employer brand and present it well. If the employer doesn’t live up to their values, millennials will simply quit. Loyalty will come with living up to the brand’s promises.

Accept failure

  • Millennials are drawn to entrepreneurial environments that have a culture that accepts failure as a part of the learning and innovation process. It is entrepreneurship and a stake in the future that millennials want. Give them that chance.



eBook: Top 5 Reasons to Let Your People Work Virtually

November 4th, 2014

When habits and mindset are not inhibiting productivity, in today’s professional environment, many associates would prefer to work virtually. Whether due to greater freedom or empowerment, there are many benefits to giving associates an alternative to the traditional workspace.

Check out this eBook below to learn more!


Infographic: Social Media and Recruiting

October 28th, 2014

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8 Questions Every Candidate Should Ask During Job Interviews

October 21st, 2014

Many candidates have questions they have prepared for an interview, but as a hiring manager, what are some of the best ones that you have heard? Read below for some of the best ones. question 疑問 はてな

1.  What role will I fill?

When it comes to an employee’s role in a business’s strategy, the job title explains only so much. When a candidate asks this question, it will provide clarity as to if they will need to be an ideas person, a mentor to other employees, a creative force, a rule follower, a rule breaker.

2. Why does this role matter to the growth of the company?

This question can be used by the candidate to explore the expected level of engagement. Will the position be a low- or a high-impact role? Will it be universally respected within the company or will they be the undercover hero?

3. Who would my colleagues be?

The best interviews include three to four team members. That way the candidate can insight into team dynamics and personalities.

4. What would I be doing that makes your job easier?

The answers to this question will inform the candidate of the immediate problems each team member is hoping the new employee will solve.

5. What are additional important skills I will need to do this job well?

This will give the prospective employee better insight into if the company needs someone who is also a self-starter or works well in teams.

6. How does the company measure success?

This question will give the candidate a better idea of whether or not they will be successful. The common work habits of people who have this position gives insight into whom the company considered successful.

7. What would you expect from me this month, in three months, and in a year?

When a candidate asks this question, they are trying to gauge what the role is that you had in mind for them to deliver in the next coming months.

8. What is your mission?

Employees are most happy when their goals align with those of their employers. This is one of the most important questions a candidate can ask. It allows for them to see if you both want the same things.

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