The Seattle Seahawks have Grit, Recruiters do You?

A Game for the Ages

Dateline: January 18, 2015 – It was 1st and 10 at the 35 yard-line for the Seattle Seahawks in a tied game, 22-22 against the Green Bay Packers. The game was in overtime – tied at the end of regulation due to a furious comeback by Seattle in the 4th quarter. It was a complete miracle that the Seahawks were even in overtime given that they had trailed 19-7 in the 4th quarter with 5:07 to play.


Stat Geeks would later report that with 5 minutes to go, the Seahawks had only a .70 (less than 1%) chance of winning the game. At the 3:07 mark the chances had slimmed to .10–meaning Green Bay had a 99.9% chance of winning the game. Through a series of unbelievable plays by the Seahawks including two goal line stands, a fake field goal that scored a touchdown, a recovery of an onside kick (which has a success rate of only 20%), and an incredible 2 point conversion – somehow some way Seattle found themselves tied at the end of the 4th and heading into overtime.

The Seahawks would win the coin toss and then on the sixth play in OT this would happen…

Game over: Seahawks win 28-22.

I happened to be on the field that day, in Seattle, working the chains with the NFL Officiating Crew. So I had a front-seat to take in one of the best games in NFL history. Not only was the game an all-timer, but in hindsight there were important lessons to be learned from this game that are easily transferable to the world of professional recruiting.

The stakes for the Seahwaks and Packers were gargantuan – a chance to play in Super Bowl XLIX in Glendale, Arizona. So, obviously this wasn’t just ‘any’ NFL game. The Seahawks were coming off winning Super Bowl XLVIII and, therefore, trying to orbit in the rarefied air of NFL teams that have repeated as world champs (only 8 teams in NFL history have achieved this historic task).

In the first half Seahawk QB Russell Wilson had struggled mightily against a very stout Packers defense. Wilson, known for protecting the ball and rarely turning it over, threw three picks in the 1st half. In the 2nd half things didn’t go a whole lot better (until the end). Wilson threw another interception in the 4th with 5:13 to play. Every interception had one receiver on the other end being targeted: Jermaine Kearse. Prior to the game-ending 35-yard pass reception for a touchdown Kearse didn’t have a catch and 4 of Wilson’s INT’s had been going Kearse’s way. Indeed there was reason for the home team to be incredibly frustrated on this particular Sunday in Seattle. It clearly would have been acceptable to come to conclusion that winning the game just wasn’t in the cards. But that wouldn’t be the Seahawks way.


Football is a tricky game and so the analysts and ‘experts’ often spend an inordinate amount of time pontificating about who ‘should’ bear the blame when interceptions/turnovers occur. Some will say it’s mostly the quarterback’s fault, while others will say that receivers should do whatever they have to in order to prevent defenders from getting the ball. It’s one of those arguments that will never be truly ‘solved.’

Nevertheless, the Seahawk offense had endured a very rough game and the story was beginning to take shape that the defending Super Bowl champs weren’t going to make it to back to back Super Bowls. Given all of the setbacks in the game, Seattle never gave up, stayed the course, and kept believing they could to win the game.

Given the opportunity to analyze an incredible game like this a few questions come to mind:

  • How does a professional sports team continue to persevere and ultimately ‘win’ despite having so many things go wrong?
  • Isn’t it human nature to let the reality set in that, “Today just isn’t our day” or “We’ll get ’em next time”? How does one stay mentally sharp under these circumstances? 
  • What factors could be involved in describing what it took to mentally and psychologically stay in the game and continue to work hard, compete, and ultimately win?

The Power of ‘Grit’

Angela Duckworth, a psychologist at the University of Pennsylvania has been studying a concept that might be helpful as we think about the characteristics of the Seattle Seahawk team. The concept? Grit. At the Duckworth Lab, at Penn, Dr. Duckworth focuses on how to predict achievement and “Grit” is a pivotal factor in her research. Duckworth defines grit as: a positive, non-cognitive trait based on an individual’s passion for a particular long-term goal or end state, coupled with a powerful motivation to achieve their respective objective. If we break it down to two words: passion and perseverance.

Duckworth has met Coach Carroll and the Seahawks team and concurs that as a team they embody “Grit” very successfully. In the Pete Carroll and John Schneider era they have filled their rosters with undrafted free agents that weren’t highly touted and have often been passed over. The result is these players are often obsessed with proving themselves and are adept at bouncing back from adversity. These types of players have the proverbial ‘chip on their shoulder’, which it turns out, can be very helpful when your team is down 19-7 in the 4th quarter of an NFL NFC Championship Game.

Perhaps in professional recruiting it would be a good idea to embrace tough challenges and relish the opportunity to help solidify ‘tough to fill’ positions? Might it also be beneficial for companies you are working for to be able to easily identify your passion and perseverance for helping them connect the right people with the right opportunities?

Recruiters Need ‘Grit’ to Be at their Best

The need to possess Grit (dedication and determination) is also a trait that Recruiters desperately need. One of Crelate‘s early adopters was Shannon Anderson of Seattle, WA. Shannon has been in the business of talent acquisition for over 25 years, including 14 years in-house where she built recruiting and sourcing teams for a large corporation at Microsoft and for start-ups with Ignition Partners Venture Capital. She also founded two executive search firms and partnered with Google and Amazon in their emerging growth years to build out their technical executive ranks. Now she is a principal for Recruiting Toolbox, a training and consulting firm that teaches companies how to recruit and interview better. There is no question that over the years Shannon’s passion and perseverance have been tested.

Recently I was chatting with Shannon and I asked her to relay an instance in which she needed to muster ‘Grit” and she told me an interesting story. When she was recruiting for Google there was a very difficult job to fill that she worked on for over a year. The position required a very narrow set of skills in a niche area. Also, Google was seeking a diverse candidate who needed to match the demographics of the market. This would prove to be a challenge for sure.

After months of research and talking to hundreds of folks, the ‘right person (or should I say unicorn) for the job’ was finally identified. After trying every trick in the “Recruiting Playbook” Shannon could not get the candidate to respond at all. Finally, she found one of his former professors who had been retired for 20 years. Shannon asked him about his former student, what motivated him, what he knew about a potential career path, and reasons he might be interested in making a career change.

The Professor showed a little grit of his own and was able to locate a 10-year old Christmas card and, therefore, provide Shannon legitimate contact information (which lead to a correct phone number and email). At long last she was able to connect with the guy who exclaimed, “Wow, you must REALLY want to talk to me!” After a few discussions it was determined that his career aspirations were not in alignment with the Google job, so ultimately Shannon didn’t get a hire. However, the moral of the story is Shannon felt incredibly proud of her efforts and the grit and tenacity it took to pursue this candidate for over a year in an effort to fill a vital position for Google. Displaying this kind of grit will no doubt pay off in the long run and given Shannon’s impressive bio it’s obvious that her grit has helped her be incredibly successful in recruiting.

Furthermore, having gone through this kind of adversity made Shannon even more effective in future recruiting efforts and likely helped her gain the respect of Google. Passion and perseverance are ‘verbs’ – something you have to practice and do on a routine basis. In the Seahawks case their grit earned them a trip to a Super Bowl. In Shannon’s circumstance it aided in her professional development and helped build her tenacity.

Shannon’s final comment was telling, “I think I’ve been doing this so long that I don’t realize that some of the stuff I’ve done shows real grit; it just sometimes seems so normal to me that almost every hire I make has some element of grit involved in getting it to the starting line or over the finish line! This is normal for a lot of recruiters, maybe that’s the story.” Indeed, it is.

Take Away

Just like the Seattle Seahawks showed their true passion, perseverance, and grit on a blustery Sunday in January and won a game that will go down in NFL history as one of the all-time great games – recruiters should think about ways to identify and model grit in all of their professional endeavors. It was a privilege to witness the power of grit on championship Sunday from the Seahawks. Definitely a day I will never forget. It’s also cool to talk to recruiters and see how they embody grit and leverage it in their daily work lives. Professional recruiting is a competitive gig and so having grit could be a real separator between being successful or not.

Want to see where you stack up on the Grit Scale? Take the Grit Survey to find out.

The beautiful Lytro photos included are from Seattle-based photographer Michael Sternoff. You can find him on Instagram and Twitter. Also, on the audio call of the last play was Kevin Harlan via Westwood One Sports. Thanks also to Shannon Anderson for providing a compelling example of the “Power of Grit”!


Source: The Seattle Seahawks have Grit, Recruiters do You? – Crelate


5 Signs it’s Time for an Upgrade to Your Candidate Management System

An Effective Recruiting Solution is a Must for Professional Recruiters

Recent studies show that professional recruiters continue to be in high demand in the U.S. and abroad. Businesses routinely list “recruiting and retaining talent” as one of their top challenges for 2016 and beyond. What is also abundantly clear is that recruiting is constantly changing and the future is clearly digital. Therefore, it is essential to have the best candidate management tools available if in the recruiting space.

What is more, we are seeing that candidates expect a fast/easy application process. Also, a recruitment’s ’employment branding’ is key along with employers needing to focus on ‘passive candidates’ and using data analytics (social networks and other digital profiles) in the recruiting process. A talent management solution should be consistently updating to meet recruiting challenges.

Recruiting agencies, executive search firms, legal search firms, and corporate recruiters if your current Applicant Tracking System (ATS) is proving cumbersome and unusable–this article is for you! Crelate is building software for recruiters that helps them solve their difficult HR Tech challenges.  Five signs it’s time for an upgrade to your recruiting software.

#1 Excel Spreadsheets are the Primary Organizing Tool for Sourcing

Crelate Customers Often Migrate from Excel

Excel is a great product and useful for many important business tasks. However, it isn’t so hot when it comes to organizing a pool of potential placements with all of their pertinent. Dozens of our customers have migrated over from Excel-based solutions and universally they self-describe as a “complete mess”.

Also, recruiting professionals can easily access their database of candidates and get the important information they need to continue connecting the right people with the right opportunities if they have a full-featured product. Endlessly scrolling through Excel columns looking for important data is an incredibly inefficient process. By using a superior ATS recruiters can avoid wasting valuable time.

#2 Candidate Management Tools haven’t been Updated Since Parachute Pants were in Style

Candidate Management Needs Recruiting Software

If your current recruiting software is built on Microsoft Access or requires remote desktop into a remote computer to access there are better options available . In the software business a couple of things are paramount. First, it’s important to have vendors provide new features on a regular basis. Second, the features added to the application should be useful and lessen the friction that often exists between users and technology.

Therefore, new shinny features may or may not make the lives of recruiters easier and more productive. Your candidate management provider should constantly be in conversations with their user community to understand clearly the challenges that recruiters face on a daily basis–and specific ways that technology can lessen the burden. Enhancing the user experience is the goal and having an on-going dialogue makes this possible.

#3 Recruiting Software is Not geared toward Applicant Tracking and Building Relationships

At the absolute core of an effective recruitment software is the ability to easily and quickly help recruiters build relationships with potential customers and clients. Recruiters are in the business of connecting with a lot of people quickly in order to marry the best candidates with the right opportunities. Recruiting solutions need to have efficient ways to track conversations, notes taken, key dates, connections among recruiting communities, and so on. Moreover, it also needs to be accessible as well as available on the go–though mobile and/or tablets. Additionally, recruiters need a Recruiting CRM that will help them track all of their current business relationships with companies. Further, CRM solutions can track future deals that are in the pipeline. Crelate is currently building a CRM to add to our platform.

#4 Clamoring for a Better way to Organize your Work Day

Crelate Helps You be Productive

Recruiters are super-busy and often have several appointments every single day. What you need is an ATS that will assist you in being productive and keeping track of you commitments. Your ATS should provide calendar invitations to everyone on your team and give you notifications throughout the day/week with reminders. Also, it would be great if a recruiting solution could allow users to quickly assign tasks to their team. Furthermore, tasks such as resume parsing, initial meet and greets, phone screens, interviewing, or checking references can be easily managed with Crelate. Consequently, your ATS should make the entire process of recruiting work more smoothly and with less headaches.

#5 Motivated to Explore the advantages of Cloud-based software Over your Old System 

Finally, you may have heard the phrase “Cloud Computing” but are unsure that it means. Cloud computing is based on the internet by allowing users to easily access software through applications built through the internet (as opposed to programs or software downloaded on a physical computer or a server). The cloud is where most of us spend our daily lives. Everything from updating your Facebook status to checking a bank balance is part of being in the cloud. In addition, cloud-based solutions offer: flexibility, automatic software updates, increased collaboration, the ability to work anywhere, document control, and better security. It’s time to upgrade your candidate tracking solution to a cloud-based software and explore the incredible advantages of cloud solutions.

As recruiters continue to make connections for clients and candidates in the digital age, having an effective candidate management tool is going to prove to be critical. Check out what Crelate has to offer by setting up a free demo today!

Source: 5 Signs it’s Time for an Upgrade to Your Candidate Management System – Crelate

Three Findings from Deloitte’s “Global Human Capital Trends 2016 Report” for Recruiters

Deloitte’s Global Human Capital Trends 2016:

Over the past few years major disruptions have occurred in HR and corporate structures and organizations. Recently, Deloitte conducted a comprehensive global study of human capital trends and published those findings in a robust report titled: Global Human Capital Trends (GHCT) 2016–The New Organization: Different by Design. According to the researchers, “Sweeping global forces are reshaping the workplace, the workforce, and work itself.” The findings in this report are incredibly relevant and important for professional recruiters to be aware of and potentially take action on.

The data were compiled from more than 7,000 survey responses from corporate leaders in over 130 countries around the world. This blog post will present a few of the highlights from the report that will impact recruiting/hiring now and in the future.

The knowledge and wisdom gained from this study are two-fold for recruiting agencies, corporate recruiters, executive search firms, and/or legal search firms: (1) The study offers ideas for how recruiting agencies might want to run their businesses, and (2) The investigation provides many ‘nuggets’ of information into how your potential customers are running their organizations. If you have this knowledge it can only help you gain an advantage in the hyper-competitive world of professional recruiting. Part of running a successful business is truly understanding the ‘business challenges’ that your customers face on a daily basis.

The researchers begin by identifying 4 overarching changes that are affecting corporate structures: Demographic shifts (50-60% of workforce are millennials); Pressure for Increased Speed for Time to Market (rapid disruption of business models); Digital everywhere; and a Different Social Contract for Workers.


The top 10 trends identified were: Organizational Design, Leadership, CultureEngagement, Learning, Design ThinkingChanging Skills of the HR OrganizationPeople Analytics, Digital HR, and Workforce Management.

Three of these trends (Organizational design, Culture, and Engagement) will be discussed. After summarizing the high points of the report on these three key trends I’ll point out ways these items will specifically impact recruiting and talent management.

Organizational Design & Structure

One key point of departure identified, in the study, was significant changes in organizational structure. The authors concur, “as companies strive to become more agile and customer-focused, organizations are shifting their structures from traditional, functional models toward interconnected, flexible teams.” Another way to think about the trend toward teams would be viewing them through the prism of a Hollywood movie production team and less like traditional corporate structures. Essentially, akin to a movie-set, people are coming together to tackle projects, then disbanding and moving on to new assignments once the project is complete.


The implication for professional recruiters is re-thinking your organizational design in order to parlay the benefits of teams instead of the more traditional structure focused primarily on individuals doing specific tasks. In other words, professional recruiters would be encouraged to work together to connect talented people with amazing opportunities, instead of working ‘alone’ to achieve these goals (presumably working individually on a list of candidates and clients).

Here are a few suggestions that the GHCT study offers:

  • Looking at your organizations design: think about re-organization that includes “mission-driven” teams focused on customers, markets, or products. Perhaps it makes sense to assign a ‘team’ of recruiters/hiring managers to work on one specific job type or talent pool.
  • Critically analyzing your rewards and goals: think about your performance management around ‘team performance’ and ‘team leadership’ rather than focusing solely on individual performance. Moreover, reward people for project results, collaboration, and helping others. If a team is assigned to find talent for a specific client incentivize a team of 5 to get 25 placements done this quarter (instead of placing the task of each individual recruiter to get 5 placements on their own).
  • Implementing new team-based tools: put in place tools and measurement systems that encourage people to move between teams, and share information and collaborate with other teams. For recruiters this would mean structuring your firm in a way that encourages team members to work together to achieve company-wide goals for placements. Also, this would encourage communication and networking to ensure that the entire team/company is being successful.
  • Allowing teams to set their own goals: teams should be held accountable for results – but let them decide how to perform, socialize, and communicate these goals among the team. Instead of managers mandating what the goals are, allow the teams to collectively and creatively come up with ways to be held to account for their performance measurable’s.

Shaping Culture

Another vital trend in this study was the impact of culture on business strategy. The authors define culture as, “the way things work around here”. Also, culture is the system of values, beliefs, and behaviors that shape how real work gets done within an organization. As opposed to seeing culture as primarily an HR issue/problem, “CEOs and executive teams should take responsibility for an organization’s culture (with HR supporting that responsibility through measurement, process, and infrastructure).” Leaders should embody and actively engage in the kind of ‘culture’ they want their teams to reflect.

Interestingly, 28% of survey respondents believe they understand their culture well, while only 19% believe they have the ‘right culture.’ Change is so prevalent for organizations in 2016 that an effective culture can be the determining factor for if an entity can successfully weather the storms of change.

The implication for recruiters, in terms of culture, is ensuring that the executive leadership – in conjunction with HR – has thought deeply about the system of values, beliefs, and behaviors that shapes how placements are made within your recruiting agency. What are some ‘universal’ cultural values that your firm places a great deal of faith in? What types of qualities do you want your recruiters to look for as they place people? More specifically, GHCT encourages the following:

  • Prioritizing culture by CEO’s: Executives must clearly understand their company’s cultural values, determine how they connect to business strategy, and take responsibility for shaping them. Also, executives should routinely take their own inventory and analyze whether their own behaviors reinforce the desired culture.
  • Understanding both the current and desired culture: critical for leaders to examine current business practices to see how, and if, they align properly with desired culture. If there are practices that are counter-productive they should be thrown out and new ones implemented that edify the desired culture.
  • Measuring culture: Use empirical tools to understand employee attitudes and actions. HR should take the lead in this effort and get the results back to leaders for assessment (in a timely manner).


Engagement – Always On

And finally, yet another trend identified in this study was employee engagement (which is closely tied to culture). Engagement is, “how people feel about the way things work around here.” The researchers also note that engagement is, “…a strong focus on listening to employees, workforce health and well-being, job redesign, and an enterprise-wide analysis of all dimensions of employee engagement.” Most companies still only evaluate engagement on an annual basis (64%), but in order to be truly effective managers and leaders should, “be proactive, implement the right tools, and give business leaders a continuous stream of data … and promote a culture of listening, and ensure that reward systems are consistent with engagement and retention goals.” True engagement means being ‘always on’ and continuously listening for what employees want and need from their jobs.

Engagement is also crucial because millennials are less loyal to organizations than ever before. Additionally, companies are tasked with a continued need to attract workers with technological and other specialized skills (as all companies digitize their businesses). And, finally, an organization’s employment brand is now open and transparent, so job candidates can easily see if a company is a great place to work (think of all of the “Best Place to Work” lists that are routinely populated on social media channels).

For professional recruiters the trend toward engagement can be meaningful in at least a couple of different ways. One, engaging all recruiters/hiring managers in effective ways can improve the culture/engagement/loyalty of team members. And, two, understanding the employee engagement of your customers (i.e., companies you are working to place candidates with) can aid in having successful placements where the candidate and the customer are both satisfied with the ‘marriage’. The researchers conclude:

  • inspirational201631Redefining engagement: By moving past the notion of turning your organization into a great place to work; also means “reaching down to the team and individual levels to foster highly engaged teams of employees doing work they love to do”.
  • Creating a sense of passion, purpose, and mission: Providing free perks can be nice, but companies that succeed in having highly engaged employees focus on driving meaning, purpose, and passion among their workers.
  • Linking compensation to engagement: Managers must get on board with tying team leaders’ compensation to their team members’ engagement. This sends a powerful signal and drives a sense of accountability about engagement efforts.
  • Doing “stay” interviews: In addition to having ‘exit’ interviews to find out why employees are leaving, also use ‘stay’ interviews to learn what it would take for an employee to stay at a company.

This article has outlined 3 of the 10 trends that the Global Human Capital Trends 2016 Report covers. More highlights to come regarding HR trends that will no doubt have long-lasting impacts on professional recruiters. Suffice to say, the landscape of work is changing rapidly and it is critical that professional recruiters are aware of the trends and adapt their businesses accordingly.

For more information on this study check out the Full Report.

Source: Three Findings from Deloitte’s “Global Human Capital Trends 2016 Report” for Recruiters – Crelate

High School Graduates Should Embrace Flexibility & Recruiters as They Enter College

Take Heed Millennials it Could be a Bumpy (But Exciting) Ride

It’s summer and, therefore, about 3 million students in America have graduated high school and are making plans for what to do next with their lives. In my family I have a niece that has graduated and so I’ve been giving some thought to the question (if she were to ask me): “Uncle Jason what advice do you have for me as I embark on my next adventures post-High School?”

I have posed this as a hypothetical question given that millennials often come across as having all the answers and so never give even a fleeting thought to ask an elder for advice or counsel about their futures. This thought-process has been going on for many decades, just par for the course.

Looking back I probably had the ‘know it all’ mindset as well. I wish I would have been a little more open to advice from older and wiser folks, things might have went more smoothly for me professionally. I would advise, therefore, to accept guidance from credible people that care about you—you’ll likely be glad you did.

Where does my credibility come from you ask? I am a Gen X guy who believed (almost with a religious zeal) that education was important and the more you had the better off you would be professionally. So, from 1993 until 2010 I embarked on an educational quest to attain a Doctorate in Sociology so I could teach and do research (read: save the world). Boy did I have “Big” plans.

Along the way I earned a B.A., with cum laude honors (Missouri State University), an M.A. with honors (University of Kansas), and a Ph.D. (University of Kansas). Little did I know (or care to pay attention to) the major structural changes occurring in higher education (over the past couple of decades) when I was in the midst of my educational marathon. Namely, one critical trend has been colleges and universities shifting from full-time tenure track to part-time contingent faculty teaching opportunities as a cost-saving measure. The pay and benefits for PT faculty is considerably lower than for FT faculty–and obviously this has had a major impact on recently minted Ph.D’s.

In 1969, 22% of the faculty were non-tenure track and 78% were tenure-track positions. Today, those numbers have flipped–33.5% of positions are tenure-track and 66.5% are non-tenure track/ineligible for tenure. Of course higher education is just one of many professions that has seen considerable change over the past several decades, but as a student it would have been smart for me to research the field more to know exactly what I was getting in to.

It is against this backdrop that I decided to make a major career change at 38 years of age. This certainly wasn’t what I planned when I was in my 20’s. Therefore, I think these life experiences qualify me to say a few words on the topic. Also, for more than a decade I was employed at three or four institutions of higher learning… so I’m keenly aware of some of the potential pitfalls of higher education.

So, even though no one I know that has graduated in 2016 has asked, I’m still going to take this opportunity to provide young people some advice that I think they should hear. Words to the wise I wish someone would have told me when I was 18 and heading off to college at Missouri State University in Springfield, Missouri.

Perhaps the easiest way to organize my thoughts is around a series of “Lies, Damned lies, and Statistics” (thanks Mark Twain) that we routinely tell our young people as they are growing up that can have negative consequences. At the end I will also pose a to-do-list of how to avoid the pitfalls that trap so many of us. As will be shown, having a recruiter on your side could serve as a real life-saver.

The truth is that millennials have been lied to in a myriad of ways so let me be your “friend at the factory” as Dr. Phil says.

The Lies

“You can be whatever you want when you grow up”

This is a classic lie that when I was growing up in the 1970’s/80’s was told over and over again ad nauseam. From the get go this doesn’t even make logical sense—even though I know it sounds great when saying it to our kids. The primary problem with this line of bull is there clearly aren’t enough “good jobs” to go around and so someone has to do the less desirable jobs (of which there are plenty).

Furthermore, it’s just a fact that some people aren’t cut out for (or have the ability to do) “the most desirable” “highest paying jobs.” You have to work with the hand you are dealt.  Some of us get a pair of Aces but most of us get a 4 and 8 off suit.

What’s more, there are approximately 12 million people who work full-time in the U.S. and the reality is an overwhelming majority (easily 3 out of 4) do not like their jobs. Several studies have indicated upwards of 70% “Hate” their jobs.

According to a recent article on, in 2015, 42% of people indicated that if they somehow became instant millionaires they’d be at the office the next day. I must call BS on this as well, and say that number is likely closer to 10%. Also noteworthy was 73% of respondents in the survey said they work “primarily for a paycheck”. This clearly supersedes all of the other ‘pie in the sky’ reasons we like to think people work: to be fulfilled, to give back to the community, to feel like I make a difference and so on.

What would be more appropriate would be to say, “Work like hell to attain highly sought after skills, abilities, and aptitudes and then be cautiously optimistic that you will reach your goals and dreams.” In other words, have a few ‘fallback’s’ ready to go in-case things beyond your control happen (and they do ALL of the time). This is also a great opportunity to seek out a professional recruiter so they can help you figure out the best career path for you.

“It’s more important to love what you do than worry about how much money you will make”

This one is a real heart-breaker for me because, as a sociologist, I told myself this lie a LOT over the years as I plowed along getting paid next to nothing to educate our youth. It’s ridiculous. If you don’t make a decent enough wage to meet your basic needs AND then have a little left over for fun and to save for the future you WILL be miserable, period. I will concur that money doesn’t = happiness. However, in order to do 90% of what you want to do in American society, it takes money. Plenty of people in America (believe me) don’t LOVE their jobs but LOVE cashing those checks if they are lucky enough to make a high salary.

“Your professional success directly correlates to how hard you work”

In other words, the harder you work the more likely your chances at professional success (and the less you work… yada yada). Oh my I could write a whole book on this lie (and maybe someday I will) – but suffice to say this part of the “American Dream” is completely dead for many people. There are millions in our country that work their asses off and get paid barely enough to survive and have a decent standard of living (and most of us are forced to work 2-3 jobs just to keep our heads above water). Since the early 1970’s the data clearly show that a gigantic majority of Americans are working harder (many more hours and increasing their productivity) for less and less pay. Millennials: be prepared to work your ass off and it *may* not translate into professional success. Sorry, that is the truth.

The Damned Lies

“Don’t worry about your Student Loan debt because once you graduate you will ‘magically’ have an amazing job that will pay you plenty to pay off those ‘pesky’ loans in no time”

This is truly a damnable lie if I ever heard one. There are many lies rolled into this one, so a little difficult to unravel. For one thing, given how expensive college has become there are a miniscule number of jobs (right out of college) that pay enough to allow a recent graduate to comfortably make their payments on the $40k or more (on average) they owe in student loans. A study in 2012 showed that in the past three decades the cost of a college degree has increased by a whopping 1,120%.  So, the cost of a college education has skyrocketed to the moon and 51% of all American workers make less than $30,000/year. What could go wrong here?

Furthermore, it’s astonishing to learn about America’s student loan debt, namely how completely out of control it is. My prediction is Student Loans are the next ‘housing bubble’. Estimates are that over $1.35 trillion is owed by current and former students and rising every day. Let me write out that number so you can let it sink in properly: $1,350,000,000,000. In by-gone eras where tuition was reasonable and wages steadily went up for *everyone* student loans were not a problem. This game has totally changed and young people need to go into college knowing the risks and potential rewards.

“The degree or degrees you earn from America’s ‘esteemed’ institutions of higher learning will virtually ‘guarantee’ you a ticket into the ‘Middle Class’” 

This one has been dead and buried for several decades now, but somehow often we still believe it (I think because we REALLY want it to be true). The facts show that much of the 2008 post-recession job growth has been in low-wage jobs. For those that choose a major where those skills, abilities, and aptitudes are in high demand – there’s a *chance* you can make it into the middle class, but there are NO guarantees.

“Colleges and Universities will provide you with excellent career counseling upon your graduation” 

Absolutely not. The hubris of our institutions of higher learning is such that most are still stuck believing in the stale notion that “You’ll have no problem getting a job because you graduated from our prestigious university” – News flash no one cares anymore about institutional hubris and reputation. Most employers could care less, believe me. You MUST go out and actively promote yourself and get on the networking train (early in the process). While you are deciding what to major in, you might also want to explore recruiting firms and start fostering relationships with these critical folks as soon as possible.

The Statistics

I could provide a treasure chest of anecdotes on how statistics lie like a sidewalk, but for brevity I’ll just point out one that routinely bothers me.

“Even though college costs are completely out of control, college is still worth it” 

The article will inevitably go on and on providing some BS statistics about how ‘in general’ it’s still a good idea. Tell that to the person who has an over-priced degree or degrees and can’t land a decent job to save his/her life. Believe me, they could care less about some dumb ‘longitudinal study’ showing how great college is—no matter what the costs and sacrifices are.

Just because some statistic says that those with an A.A. or B.A. make ‘slightly more’ over their lifetimes than someone without those degrees should NOT make the scam of college magically “worth it.”

What Should you Do?

So, hopefully you haven’t jumped off a cliff at this point and become too depressed. I’ve tried to present the state of affairs in a truthful fashion (based on personal experience and data when it’s available) so you know the rules of the game and what to expect. Now let me put some ‘verbs in my sentences’ and provide a tangible ‘to-do-list’ of things that I wish I had done. Take these seriously and you have a chance to be much happier than the 7 out of 10 people who dislike their jobs.

  • Contact several recruiting firms in your area and try to find a potential match early in your schooling. Do NOT rely on your college/university to provide any assistance in this critical process. Professional recruiters have grown by leaps and bounds over the past couple of decades and can be an absolute life-saver for those trying to navigate the tricky labor market waters.
  • Manage your expectations! Don’t believe the hype about how great your professional life is going to be – understand the realities of the U.S. economy in 2016 and that there are only so many things YOU can control.
  • Work very hard. Be ready to consistently put in maximum effort in the classroom and in your professional pursuits.
  • Do not wrap your ‘happiness’ in what you do for a living. This is so much easier said than done (honestly I still struggle mightily with this one). Seek professional help if you can’t disavow yourself from this notion.
  • While in college explore what types of avocations and other activities you would like to contribute to your community that are NOT work related. It is likely that these pursuits will be where you truly find happiness and fulfillment. In my case I’ve chosen to be a football and basketball official—incredibly rewarding.
  • Base your choice of major/minor not ONLY on what you are passionate about but also where there is the most demand. As much time as you study the things assigned to you by your generally out of touch professors spend a sizable amount of time also studying what the hot jobs are and how you plan to get one of those jobs.
  • Put ‘networking’ as one of your goals/skills as you work toward your degree(s). Be sure you have a LinkedIn profile and be extremely careful about what kinds of ‘social media’ you share with your potential employers.
  • Do a Return on Investment (ROI) analysis in regard to how much risk (student loan debt) you are willing to take on given the salary you *may* earn post-graduation. Be willing to go to a less expensive school (and be proud as hell to do so) knowing that you are making a much sounder financial decision than your peers who are overpaying at vastly overrated schools (that likely have an unhealthy opinion of themselves).
  • When you work during your college years (whether in the summer or during the regular school year) open up an IRA savings account with a trusted financial adviser. I don’t care if you can only afford to contribute $10/month, do it. This will help you learn the power of investing smartly and why it’s so important to save as much money as you can. You will be amazed at how your money can grow—if you have 30+ years to let it grow (and you do).
  • The Economy/Market are fluid and apt to abrupt change (in the supply and demand of labor) – so be ready to be flexible and nimble as you navigate your professional trajectory. Totally disregard the notion that you will spend your entire career at one or two entities. The reality is you will likely be on the move much more frequently.
  • Enjoy your college experience! If you only view it as a ‘means to an end’ for a high paying job you will truly miss out on many of the wonderful aspects of college that have nothing to do with materialism or financial gain. One of my fondest memories of college was being part of (and President my Junior year) of a Co-Ed Service Fraternity (Alpha Phi Omega) at Missouri State (Beta Mu Chapter). It was with this group that I learned the power and satisfaction of doing for others in one’s local community. I still try and carry out this mission at 40. The seed was planted when I was 18.


Congratulations to all 3+ million millennials who graduated in the spring. You should feel proud of your accomplishments and look forward to having a successful professional career. However, it’s crucial to know the game you are getting into and work hard at adapting to changes in the economy and the labor market. The ‘old’ rules just don’t work like they used to. As long as you go in with your eyes wide open you will have a much better chance of navigating successfully around the potholes that are inevitably in your paths.

Featured Service: Student Loan Hero

Source: High School Graduates Should Embrace Flexibility & Recruiters as They Enter College – Crelate

“Be the Grease” aka the WD-40 Between You and Your Talent

‘WD-40ing’ the Way for Recruiters:

Jason S. Capps, PhD, Content Marketer at Crelate, Inc.

When I was growing up in the Midwest in the 1980’s I saw my dad spend many a weekend working on his ‘baby’, a 1957 Chevy Bel Air Convertible. He bought the car in 1975 and did a complete restoration over the next three decades. Along with being obsessed with the car my dad was also a big fan of WD-40. “Jason, WD-40 can fix all kinds of things, just spray it on and watch the magic,” he would say as he attempted to get a rusted bolt loose from the engine block of the ’57. WD-40 was also effective for shining up all of the chrome on his classic car.

The great thing about WD-40 is the fact that it is so incredibly versatile – it could be used to ‘fix’ all kinds of things for my dad (aka the ‘weekend warrior mechanic’). If we needed WD-40 and ran out there was no choice but to make a trip to the auto parts store and get more, there were no substitutes for it. Likewise, if we were attempting to do a job that required WD-40 we had to have it or be completely blocked.

1957 Chevy Bel Air Convertible

Indeed WD-40 has many uses – perhaps as many as 2000 – and is always involved in ‘greasing’ a path for people to make difficult tasks much easier. In the recruiting world I am curious how often recruiters need to act like “WD-40” in order to make it easier to loosen that ‘rusty bolt’ (i.e., the open job requisition) from the engine block (i.e., the talented members of your ATS)?

As a recruiter have you ever felt blocked, stilted, or slowed down because of a cumbersome ATS? In our ongoing “Be the Grease” series I openly wonder, “How can an applicant tracking system or talent relationship management system (TRMS) be a game changer for smoothing the way for recruiters to be more efficient and effective?” If you’ve ever uttered the phrase, “Man this system sucks, if only I had something better!” or “I could be great at recruiting if I could just find a more efficient way to keep track of all of my talent” then this article is for you.

One way for recruiters to be the WD-40 is to have recruiting tools that foster relationship-building and engender time saving measures so that connecting with candidates and clients can be the focus, instead of wrestling with a cumbersome ATS. In other words, it’s important to have the right technology solution that ‘sponsors’ and ‘encourages’ greasing the path for linkages between recruiters and candidates. There are several ways we think the right technology can help recruiters do more of what they are highly motivated to do. One of those ways is an ATS/TRMS should make getting candidates into your database a quick and easy process. Recruiters often meet people that could be a good fit for a current opening, or for an opening in the future, and need an effective way to capture their information in an efficient manner.

Import from a Virtual Business Card or Resume

So, the typical scenario might be that through a friend of a friend a potential candidate has sent you their virtual business card and/or a resume they would like you to take a look at. You quickly scan it and are interested in the person and excited to get them in your ATS! It’s precisely at this moment that technology needs to get out of the way and allow you to quickly get their contact materials into your database.

Crelate makes this process super easy. When creating a new contact, simply click on “Import from vCard” or “Import from resume” and then upload the document that contains the contact information for an incoming candidate (the process is identical whether importing a vCard or resume). Once the vCard or resume is uploaded you can then add tags and/or add customers to this candidate and you can also add them directly to a job, noting where they were sourced from, setting someone else as the owner, and/or categorizing them as a ‘client contact’ or ‘candidate’.

Grelate’s Import Feature for new Talent

Next, once you have all of the information you want, click on “Start Import” and let Crelate do its work. You are then allowed the opportunity to ‘Make Edits” and click on “Continue” to get that candidate into your ATS. Finally, you will see a “Summary of import” for the candidate and be able to open up their record and begin ‘being matching them with their next job placement.

Crelate’s Candidate Profile Feature

Capps57#8This is just one way that a Recruiting CRM should help recruiters quickly capture information, from the talented people they are working with, so that the magic of wedding the right opportunity with the right talent at the right time can consistently happen.

Just like my dad used WD-40 to ‘grease’ his way toward restoring a classic car you can ‘grease’ your way to happier customers and more satisfied candidates by having an awesome ATS at your disposal. An effective ATS can allow there to be far fewer ‘blockages’ between customers and candidates.

There is no substitute for WD-40 and likewise there is no substitute for great recruiting tools for your recruiting business. There are ways that effective technology solutions will help make you be the rock star recruiter you are striving to be.

Source: “Be the Grease” aka the WD-40 Between You and Your Talent – Crelate


Report by Madgex Shows Job Seekers Busy Day + Night (Even from Bed) on Job Boards

Job Seekers on Job Boards Day and Night

Jason S. Capps, PhD, Content Marketer at Crelate, Inc.

As people become more heavily dependent on a variety of high tech devices, in their lives, it is important to understand the impact of these devises for HR, employment and recruiting. A recent study shows, specifically, the trends for job seekers in the global market. The bottom line: candidates are particularly active mid-morning and in the early evening, but also, somewhat surprisingly, active late in the evening as well. It could serve recruiters and hiring managers to pay heed to these trends for maximum return on sourcing efforts.

Since the increasing reliance on smartphones, iPads and tablets studies show that people are accessing technology more and more at all hours of the day and night in a variety of places. Apparently the average person spends more time on their phones and laptops than sleeping. This means most of us are badly breaking the rules of ‘getting a good nights’ sleep’ habitually by accessing technology so close to bed time.

I wish I could say that I turn off my iPhone 90 minutes prior to falling asleep (as sleep experts prescribe), but that would be a big fat lie! My excuse: my alarm is on my phone, therefore, I MUST have it on my bed side table. Of course, I often am accessing my Twitter feed, Facebook, and email right up to the point where I doze off. And apparently, I’m not alone in my smartphone ‘affliction’ as scores of job seekers are right there with me.

Madgex is a company that powers job boards for over 500 brands. Recently, they conducted an interesting study on job seeker behavior that is worthy of attention and comment. Madgex conducted a ‘diary study’ where they measured the daily habits of folks actively looking for a job. The goal was to accurately depict the ‘typical way’ that job seekers went about conducting their ‘job seeking’ behaviors without interfering with their routines.

A few of the highlights included:

In the Morning:

  • About 33% of job searches occur in the morning before work (though very few applications are sent during this period)
  • Many job seekers do a quick browse for opportunities during their commute to work
  • A typical job seeking session in the morning lasts 10-30 minutes and includes checking job alerts, notifications, and researching new opportunities on job boards
  • Also, the peek times that people visit job boards and apply for jobs is mid-morning
  • Most job seeker activities convene on Mondays or Tuesdays

During the Work Day:

  • During the typical working day, job seeking happens in short, quick bursts on a desktop or during breaks (often using a combination of mobile and desktop)
  • Social networks such as Facebook, Twitter, and LinkedIn are often perused for the latest opportunities
  • High numbers of applications are sent around midday and in the afternoon during the week

In the Evening:

  • More time will be spent taking a deeper look at potential opportunities and more research is conducted on companies and roles being advertised
  • This is also the time when resumes, CVs, and applications are worked on
  • It’s very common for people to be using a laptop or mobile while relaxing (and multi-tasking by doing job seeker behaviors)

Later in the Evening:

  • Interestingly, 12% of all of the ‘job seeker time” (searching, researching, and applying for jobs) occurred while in bed

On the Weekends:

  • Job seeking activities see a significant drop off on the weekends, as most candidates believe that not a lot happens over weekends

For professional recruiters and hiring managers, given how important content marketing and sales has become for sourcing quality candidates the information in this report is intriguing.

The implications are it’s crucial to think about the timing of when you are posting jobs to your job board and choosing to interact on your social media channels to maximize reach and eye balls to your open opportunities.

It’s not enough to have a great job posting or fantastic piece of content marketing–research shows that timing may be everything in order to be successful at finding the right candidate for the right opportunity.

For access to the full report and to learn more, click here.

Source: Report by Madgex Shows Job Seekers Busy Day + Night (Even from Bed) on Job Boards – Crelate

Crelate’s Glossary of Terms for Hiring Managers

Crelate’s Top 17 Must-Know Terms for Hiring Managers

Jason S. Capps, PhD, Content Marketer at Crelate, Inc.

In today’s business environment, for small to medium-sized entities, often the hiring process is delegated to someone in the company that is already overloaded with many other pressing tasks. If you are, or have the potential to be tapped with, the responsibility to serve as a “Hiring Manager” we hope this brief list of key terms can assist in getting up-to-speed quickly regarding the most efficient ways for landing quality hires in a timely fashion. Here are 17 terms that are critical for Hiring Managers:

Background Check/Pre-Employment Screening – The process of investigating the backgrounds of potential employees; is commonly used to verify the accuracy of an applicant’s claims.

Candidate Portal – A web portal where applicants or candidates can see a list of available positions and apply to specific jobs or submit ‘general information’ for future opportunities.

EEO – Equal Employment Opportunity – Federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. Laws apply to all types of work situations: hiring, firing, promotions, harassment, training, wages, and benefits.

In Mail – LinkedIn’s method of allowing recruiters to directly message potential candidates about career opportunities. This is a ‘business-oriented’ form of social media that has the advantage of providing context for recruiters and candidates.

Interview – A one-on-one conversation used to determine the suitability of an applicant for a position of employment. If the interview process involves multiple interviews (with several people), this is sometimes called a “Loop.”

Job Board – A web site that aggregates job openings from many companies.  Think of these as “Google for job openings.” There are many different job boards out there, ranging from targeted to specific sets of candidates, sometimes by industry, geography or level, while others aggregate any job.  The boards are usually free for candidates, but often charge to those posting jobs.  Some offer free postings and then charge to have your posts made more visible to job seekers.

JD (Job Description) – A formal account of an employee/potential candidate job responsibilities; way to clearly identify and spell out the responsibilities of a specific job.

Phone Screen – Step in the recruitment process before an in-person interview where the suitability of a particular role or purpose is evaluated. This often narrows the applicant pool, is more efficient and less costly (than other options), and is a step prior to an in-person interview.

Pipelining – Part of the recruiting process where hiring managers purposely maintain a database of candidates to fill potential requisitions. The hiring manager forges a relationship with candidates that go beyond what’s on his/her resume–and tracks all interactions with them–calls, emails, in-person meetings, interviews, placements and so on.

Questionnaire – List of questions that recruiters can ask potential job candidates in order to expedite the sourcing candidates process.

Reference Check – Step in the recruiting process whereby references (provided by candidates) are checked/verified by hiring managers/recruiters.

Resume Parser – The conversion of a free-form resume document into a structured set of information suitable for storage, reporting, and manipulation by software. It helps recruiters to efficiently manage electronic resume documents sent electronically.

Req (Requisition) – Request by supervisors who want to hire additional staff (or replace employees who resign or are terminated). A recruiter will compose job postings based on requisitions and discussions with hiring managers or department supervisors. Requisitions are part of the ‘checks-and-balances’ procedures that many organizations follow for workforce planning and staffing actions.

SEO – Search Engine Optimization – process of affecting the visibility of a website or a web page in a search engine’s unpaid results–often referred to as ‘natural,’ ‘organic,’ ‘or ‘earned’ results.

Sourcing – The process of finding potential candidates.  This could be posting to job boards, calling on friends for referrals, or searching resume databases.

Sponsored Job Posting – An advertisement created by an employer/job sponsor/hiring manager, or a recruiter that alerts current employees or the public of an immediate or future job opening within a company or recruiting agency.

Talent Relationship Management – Software that brings the very best of traditional Customer Relationship Management (CRM) functionality to bear, while also focusing on recruiting, networking, on-boarding, growing, and maintaining lasting relationships with individuals.

Source: Crelate’s Glossary of Terms for Hiring Managers – Crelate

Crelate’s Glossary of Terms for Professional Recruiters


Crelate’s Top Must-Know Terms for Professional Recruiters

Jason S. Capps, PhD, Content Marketer at Crelate, Inc.

Professional recruiters that are in the market for an effective Applicant Tracking System (ATS) / Talent Relationship Management System (TRMS) will no doubt benefit from a brief refresher on several key terms that are relevant for today’s recruiters. Here are 23 terms that are critical for Professional Recruiters:

Activity – A task in the recruitment workflow that needs to be completed so the process can continue (also could be part of creating a candidate profile).

Boolean Search – Search that allows the user to combine words or phrases using the words AND, OR, NOT (Boolean operators) to limit, broaden, or define your search (this aids in producing more relevant results).

Candidate Portal – A portal where job candidates can apply to specific jobs or submit ‘general information’ for future opportunities.

EEO – Equal Employment Opportunity – Federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. Laws apply to all types of work situations: hiring, firing, promotions, harassment, training, wages, and benefits.

Full Text Search – In text retrieval, full text search refers to techniques for searching a single computer-stored document or a collection in a full text database.

In Mail – Way for recruiters to message personally potential candidates about career opportunities. This is a ‘business-oriented’ form of social media that has the advantage of providing context for recruiters and candidates.

Job Board – An advertising and publicity vehicle for hiring managers to post current job openings in a central location.

JD (Job Description) – A formal account of an employee’s/potential candidates job responsibilities; way to clearly identify and spell out the responsibilities of a specific job.

Phone Screen – Step in recruitment process before an in-person interview where suitability for a particular role or purpose is evaluated. This often narrows the applicant pool, is more efficient and less costly (than other options), and is a step prior to an in-person interview.

Pipelining – Part of the recruiting process where hiring managers purposely maintain a database of candidates to fill potential requisitions. The hiring manager forges a relationship with candidates that go beyond what’s on his/her resume–and tracks all interactions with them–calls, emails, in-person meetings, interviews, placements and so on.

Questionnaire – List of questions that recruiters can ask potential job candidates in order to expedite the sourcing candidates process.

Reference Check – Step in the recruiting process whereby references (provided by candidates) are checked/verified by hiring managers/recruiters.

Resume Parser – The conversion of a free-form resume document into a structured set of information suitable for storage, reporting, and manipulation by software. It helps recruiters to efficiently manage electronic resume documents sent electronically.

Req (Requisition) – Request by supervisors who want to hire additional staff (or replace employees who resign or are terminated). A recruiter will compose job postings based on requisitions and discussions with hiring managers or department supervisors. Requisitions are part of the ‘checks-and-balances’ procedures that many organizations follow for workforce planning and staffing actions.

SEO – Search Engine Optimization – process of affecting the visibility of a website or a web page in a search engine’s unpaid results–often referred to as ‘natural,’ ‘organic,’ ‘or ‘earned’ results.

Send Out – A potential job opportunity ‘sent out’ to potential suitors.

Sponsored Job Posting – An advertisement created by an employer/job sponsor/hiring manager, or a recruiter that alerts current employees or the public of an immediate or future job opening within a company or recruiting agency.

Stages – Parts of a recruitment process that is set up by the hiring manager or recruiter – things could include: new candidates, initial coffee meeting, phone screen, interview, shortlisted, reference check, and so on.

Submittal – A person or thing that has been presented to others for a decision- For instance, the submittal of an employment application.

Syndication – The process of publishing job openings/positions on job search engines such as: Indeed, SimplyHired, Glassdoor, Monster or Job board syndication is when a candidate applies to a listing they find on a job board–their application will go directly to your recruitment software site.

Talent Relationship Management – Software that brings the very best of traditional Customer Relationships Management functionality to bear, while also focusing on recruiting, networking, on-boarding, growing, and maintaining lasting relationships with individuals.

View – Allows recruiters to see all of their upcoming tasks/activities and also quickly and easily track how their candidate placements are going (what stage(s) they are in).

Workflow – Progression of steps (tasks, events, interactions) that comprise a work process, involve 2 or more persons, and create or add value to the organization’s activities.

Source: Crelate’s Glossary of Terms for Professional Recruiters – Crelate

“Be the Grease” – Spend Time Recruiting Not Entering Data

Be the Grease

‘Greasing’ the Way for Recruiters

Jason S. Capps, PhD, Content Marketer at Crelate, Inc.

One day I was working in the Crelate Inc. West Coast office and Co-Founder, Aaron Elder came into my office and proclaimed, “We want to help recruiters ‘Be the Grease’”! I was immediately intrigued by the metaphor and asked for a little more clarification. Aaron indicated he had been thinking about the relationship between recruiters and their two constituents: customers and candidates. My interest was piqued so I said, “Tell me more!”

Aaron then said that an effective Applicant Tracking System (ATS) and Talent Relationship Management System (TRMS) should do everything possible to ensure that recruiters and talent relationship managers have as much time as possible to be a conduit (aka “grease”) between their customers (employers) and clients (candidates) – with the ultimate goal being connecting the right people with the right opportunities in the most efficient way possible. Technology should edify the process and not ‘get in the way’ of recruiting professionals. I thought this was a great way to think about recruiting and I immediately thought of the gears (i.e., wheel bearings) and wheel axle on a bicycle and the role that grease plays to help keep the bike running in tip top condition.

The grease reduces friction between all the key components and allows the system to function. Some experts indicate that the axle bearings need to be cleaned and repacked with grease every 500 miles. Perhaps like bicycles, that need a tune up ever so often, professional recruiters also need a technological ‘tune up’ in order to further their placement/business goals.

Wouldn’t it be nice to have an ATS that fosters ‘greasing’ the way for recruiters to make connections between those that have open jobs and those that are looking to make moves to new opportunities? What are a few specific ways that a solution can help recruiting professionals ‘be the grease’?

There are several ways we think the right technology can help recruiters, here are just a two small examples of how Crelate strives to help reduce friction and save you time as we humbly strive to help you “be the grease”!

Paste Parser

When creating a new contact, simply paste an address, signature block or bit of contact information into the “Paste Parser” and we will fill out several fields for you! Then hit “OK” and you will be taken to the contact record where other key items can be added to the record.





Chrome Parser Tool

While browsing the web, or viewing a candidates profile on your favorite sites or their profile pages, the Crelate’s Chrome Extension makes it easy to grab key candidate/contact information.  Simply click the Crelate button in your browser and watch as Crelate automatically parses the candidates information, including profile pictures. Then it’s simple for you to edit and import all of the demographic info into Crelate. Similar to the paste parser the Chrome Extension will create a new candidate and populate the information from the candidate record from the profile page.






These are just a couple of the ways that an ATS/TRMS should ‘be the grease’ between customers and candidates and, therefore, allow recruiting professionals to have all the time they need to build relationships in their communities. The key take-away is your ATS/TRMS should be useful for quickly importing candidates from a contact record. This will, no doubt, aid in fostering long-term relationships with customers and candidates and help make both customers and candidates successful.

Source: “Be the Grease” – Spend Time Recruiting Not Entering Data – Crelate

A Must for Recruiters: Paying Attention to Your Job Candidate Experience


Candidate Experience is Primary

Small InstagramCapps
Jason S. Capps, PhD, Content Marketer at Crelate, Inc.

Interested in attracting top talent to your recruiting firm? If so, it’s crucial that you put the “Candidate Experience” toward the top of your to-do-lists. Providing meaningful candidate engagement and outstanding candidate experiences will go a long way toward growing your pipeline and ensuring sustained success.

One challenge modern recruiters, hiring managers, and talent relationship managers have is crafting and managing the “Candidate Experience” and ensuring that Talent enjoys an interactive, engaging and personable process when going through the necessary hiring stages.

One entity that has been providing incredibly insightful feedback directly from the candidates, on their experiences, is Talent Board. Talent Board, in their own words, provides “companies access to aggregated candidate experience data-sets and support(s) the Talent Acquisition discipline with benchmarks and best practices that support continuous recruiting innovation.”  Recently, Talent Board conducted an extensive survey regarding how companies were doing in addressing the candidate experience and several interesting patterns emerged.

Talent Board 2015 – Candidate Experience Report

The 2015 Talent Board North American Candidate Experience Research Report was written by Madeline Laurano (Co-founder of Aptitude Research Partners) and Kevin W. Grossman (VP of NAM Program at Talent Board). The researchers collected feedback from 130,000 candidates who applied to over 200 companies. Clearly there was plenty of data to sift through and read the tea leaves on.

In lieu of holding my cards close to the vest, I’ll cut to the chase and proclaim: the #1 takeaway from the report was consistent communication is a key aspect for engaging talent. It was noted that only 40% of recruiters are required to respond to candidates at all, which is not an effective tactic. What are recruiters that are ‘doing it correctly’ doing?

  • Listening more
  • Setting better expectations about the recruiting process
  • Holding themselves accountable for the candidate experience talent acquisition performance AND measuring it regularly and consistently
  • Are perceived by candidates as having a ‘fair’ process – candidates feel like they are being given ample opportunities to share why their knowledge, skills, and experiences make them a good fit for jobs they have applied for

5 Key Takeaways for Recruiters

This report is quite extensive, a few nuggets that we think recruiters should pay attention to include:

  • Candidates are becoming more sophisticated – 76% of candidates conduct their own job search research across multiple channels prior to applying
  • Job boards are not dead – Even though candidates are relying less on job boards, organizations have increased their investment in this sourcing tool from 37% in 2014 to 45% in 2015
  • Communication with Candidates is very weak – Nearly half of candidates never received an indication of the status of their application
  • Employers are letting more candidates through the funnel – over 80% of candidates answer general screening questions during the application process, only 50% are asked for job specific skills and less than 1/3 are asked to take assessments
  • On-boarding is still a missed opportunity for the candidate experience – Once a candidate is on-board, organizations have an opportunity to find out what went right and what went wrong – yet only 16% of recruiters/employers ask for feedback during the on-boarding phase

Talent Attraction and Sourcing

Source: “2015 Talent Board North American Candidate Experience Research Report”

Recruiters are keenly aware that in order to build an effective pipelines of talent it’s critical to leverage both active and passive candidates. In order to attract talent, according to Talent Board’s study, it’s important to do the following: Understand the influence of effective content marketing, Understand the sophistication of today’s candidates, and Align your brand with the employer brand.

Just like modern marketers focus on prospects (leads) and customers – so should recruiters approach candidates with the same mind-set. As the chart shows candidates surveyed indicated several types of marketing content valuable for accessing potential ‘fit’ before applying. The top 3 were: Organization Values, Product/Services, and Employee Testimonials. As a recruiting agency what types of content marketing are you providing for candidates?

Also, candidates today are doing their homework on potential employers/recruiting firms. Multiple channels are being used to gather information so candidates can take more ownership of the journey. Channels such as the Company career site, Job notifications or agents, LinkedIn career pages, and Online groups provide candidates with access to information. Are your channels up-to-date and providing the best information for candidates coming to your company sites? 

And, finally, employer branding, online content, and SEO are increasingly more important as recruiters are in the business of showcasing their brand–and ensuring that it aligns with the employer brand. Are you actively discussing your ‘brand’ and learning about the ‘brands’ of your customers?




As recruiters and talent relationship management professionals planning and managing the “Candidate Experience” can be daunting and difficult. However, as this report points out the most important item to put at the center of your efforts is: communicating better with potential candidates. Luckily, there are several creative and interesting ways you can choose to communicate more effectively and grow your business.

Laurano and Grossman summarize by asserting, “As organizations mature in talent acquisition strategies, they must provide more opportunities to communicate with candidates and offer transparency through every stage of the candidate journey.”

For access to the full report and to learn more, click here.

Source: A Must for Recruiters: Paying Attention to Your Job Candidate Experience – Crelate