Is Your Recruiting Process Helping You Attract Top New Talent?

Recruiting new talent for your organization is a vital function for any growing company. Attracting new talent doesn’t just help ensure that key positions are filled and your staff is maximizing productivity. It’s also a means for gaining a fresh perspective and infusing new energy and insights into your workplace. But the standard recruiting practices of posting a job and vetting resumes may not be enough to draw in star performers. Leveraging the latest technology and finding unique ways to engage prospective applicants can help attract top candidates. Here’s a closer look at several strategies that can help you attract new talent.

Streamline Your Recruiting Process with Technology
Many candidates are looking for companies that have a streamlined recruiting process designed with applicant ease in mind. A good process not only helps attract the best candidates, but it feeds into a great candidate experience. Vetting resumes, scheduling interviews, managing feedback loops, and prioritizing communication become less time intensive. One important aspect of this process is optimizing for mobile technology. Many candidates want to be able to review company information, look at job descriptions, and apply from smartphones and tablets. Features such as LinkedIn integration can also help, by allowing candidates to apply in fewer steps. Evaluate your recruiting process for inefficiencies, and look for gaps where a high quality enterprise-grade applicant tracking system can help.

Leverage Social Media and Specialized Job Boards
Social media channels can help you reach new candidate streams, beyond the major job boards or your own company’s career site. Find ways to promote your company’s open requisitions on professional social networking sites such as LinkedIn. Encourage your recruiters to use social media to network with prospective applicants, and to share job opportunities with targeted industry groups. Another strategy to reach deeper into candidate pools in specific fields is to look for industry-oriented job boards. Professional associations can be a good source of candidates with these factors in mind.

Prioritize Training and Development
Great talent is on the lookout for companies that prioritize training and development. Training and development can run the gamut from strong internal training programs, management development tracks, and a willingness to sponsor appropriate outside training for key staff. Candidates are seeking companies willing to invest in their careers and provide a clear growth trajectory, insomuch as possible, is very attractive.

Emphasize Benefits and Work-Life Balance
Compensation is important when candidates are considering your company. But being known as a business that offers great benefits or prioritizes work-life balance can also help attract new talent. Consider featuring top-level information about your benefits plans on your company’s careers page, and be sure to have details that you provide to applicants before they’re considering a job offer. If you offer work-life balance benefits such as onsite daycare, flexible schedules, or the ability to work remotely, promote these as they can be major selling points.

Attracting new talent to your company has numerous benefits throughout the organization. By developing a streamlined process, using a quality applicant tracking system, and reaching out to candidates through social media and specialized job boards, your company will be well on the way to attracting star performers.

A Day in the Life of a Paychex Recruiter

Recruiting is changing at an unprecedented pace, and businesses must quickly adapt to keep pace with the competition for top talent. We sat down with Debra, a Paychex recruiter, to learn more about the changing dynamics of the recruiting environment and what these changes mean for today’s recruiters.


What is your number-one source of hire and how do you promote it?
Since I predominantly recruit for areas outside of my home geography, it’s imperative that I build a virtual network to open up new avenues for identifying top talent. I have found the most success on LinkedIn. In my 10 years in recruiting, LinkedIn has evolved from a nebulous website that very few professionals use, to my first stop when recruiting for a new opening. I not only use it as a starting point, but I also use it to cross-reference candidates found elsewhere.

As far as promotion, other than posting positions, I connect with every candidate with whom I speak and spend at least 3-4 hours a week building my network for future opportunities. LinkedIn works much like the Kevin Bacon game; the more people you’re connected to, the more individuals you’ll be able to reach for sourcing.


How do you interact with other departments and hiring managers?
I recruit for our Major Market Services division and cover an area ranging from Maine to Virginia and Ohio. As a remote recruiter, I don’t have a lot of opportunity to work face to face with my hiring managers, so the bulk of my communication is written and over the phone.

Paychex also uses an inter-office instant messaging (IM) program that allows me and my hiring managers to have more impromptu conversations throughout the day. I also work closely with our training, benefits, and compensation teams to assist my candidates throughout the interview and onboarding processes.


What tools make your life easier?
Once you find great candidates, you need a system to house their data, reference back to them, and share with fellow recruiters on your team. Our team recently migrated our applicant tracking system to myStaffingPro. With this migration, we had the capability to customize the system to our needs, as opposed to using a vanilla “out-of-the-box” program that would require us to shoehorn our business requirements.

In addition to being able to search resumes easily, keep notes from prescreens, and upload documents, myStaffingPro is integrated with our assessment program, our onboarding/background-check screening service, and our back office/payroll. This makes everything seamless and efficient. Not having to bounce in and out of multiple programs to workflow a candidate is a huge time saver.


How has recruiting changed in the last 10 years? What impact has social media had on recruiting?
Let’s put things in perspective. Close your eyes and imagine your social media footprint in 2005. You may have used AOL or their instant messenger, AIM. You probably still had a MySpace page or a Friendster account. Facebook was only a year old and had only 6 million monthly users. LinkedIn was still relatively obscure and Twitter wasn’t even born yet. Instagram was five years away from its debut.

When I started recruiting temps in 2005, often I was looking for people who were actively seeking work. I had a few options — job boards like Monster or HotJobs, job fairs, and walk-in applicants. But when you are looking to fill permanent positions, you must not only consider people who are looking, but also people who are currently employed and happy where they are. Passive candidates aren’t typically on job-posting sites, at job fairs, or stopping by your office to say hello. How did you target passive talent in 2005? Cold-calling into companies and networking events.

Now consider your social media footprint today. Facebook, Twitter, Instagram, Pinterest, the list goes on. There are nearly 1.3 billion people accessing Facebook monthly, with 728 million of them using their account daily. LinkedIn now has 260 million members, Twitter has close to 240 million, and Instagram has over 200 million. Those numbers are staggering. People are connecting in unprecedented volume and frequency because of social media. Candidates are more accessible today than ever before; you just have to know how and where to search.

Today’s recruiter needs to be social media savvy, diversified, and nimble. We need to have our finger on the pulse of whatever new avenue is just around the corner and how today’s sites are evolving. What will Facebook, Instagram, and Twitter look like in 10 years? What will inevitably replace them?


What task absorbs most of your time?
This is an interesting question and the one that took the most rumination to answer. I could easily say that recruiting and sourcing activities take up the bulk of my time, and that wouldn’t be a lie. But what do those terms mean? For me, it’s a combination of scouring my networks for candidates and conducting screening.

Also, maybe equally importantly, is reading articles about other companies within our industry, making note of changes to other organizations that may avail us of talent on the move, and sharing that information with my teammates while receiving similar competitive intelligence from them. Becoming more informed is a cornerstone to successful recruiting. Knowing the ins and outs of my own organization and what the responsibilities of the job are will absolutely help me talk to a candidate about what they can expect here at Paychex. But does it help me understand them as a candidate? Does it help me understand how to target a particular market, what’s in it for the candidate, or what might motivate them to seek new opportunities? That’s the differentiator in a candidate-driven market.

Best Advance in Talent Acquisition Technology

myStaffingPro is pleased to once again be awarded Brandon Hall’s Best Advance in Talent Acquisition Technology. myStaffingPro was recognized for its vast number of social mediaSales2013-Gold-small.jpg tools that assist with and strengthen social recruiting activities, including one-click access to the company’s social media pages, requisition posting to Twitter and Facebook, an RSS feed of job openings, a “share” button allowing candidates to easily share openings with their networks, and social media sign-on with contact information and work history parsing capabilities.

The entries were evaluated by a panel of veteran, independent senior industry experts, Brandon Hall Group senior analysts and executive leadership based upon the product innovation, unique differentiator, value proposition, and measureable results.

To learn more about myStaffingPro applicant tracking system’s social media tools, please visit

Applicant Tracking Treats

This Halloween, treat yourself to something delicious with myStaffingPro applicant tracking system. Although we aren’t made of candy corn, or even pumpkin, myStaffingPro does offer these delicious treats:

  • Mobile career site that allows applicants to apply with their mobile phone
  • Social media tools that enable recruiters to share openings, and applicants to parse information into their online application. Recruiters benefit from an increased recruiting reach, elevated employment brand, and transparency, while applicants enjoy a shorter application process.
  • Award-winning candidate experience (Our customer, Midmark Corporation, is a recurring winner of the CandEs)

Treat yourself to an applicant tracking system this Halloween by visiting

Success with Free Recruiting Tools

Once again, we’d like to tip our hat to our customer, Midmark Corporation. In 2012, they achieved recruiting success using a variety of myStaffingPro’s free recruiting tools. According to our sourcing reports, 38.5% of applicants and 10.3% of hires are from these free tools.


% Apps



Social Media






Free Job Boards







Furthermore, the traffic from these FREE recruiting tools brought in more applicants than:

  • Agencies
  • College/Universities
  • Community Organizations
  • Job/Career Fairs
  • Newspapers
  • Word of Mouth

As with the overall traffic, the number of candidates hired from myStaffingPro’s free recruiting tools exceeded those hired from newspapers, career fairs, community organizations, etc. Congratulations to Midmark on their execution of our free recruiting tools! We can’t wait to see how successful you are in 2013.

To learn more about myStaffingPro’s free recruiting tools, please visit

Social Media Recruiting Success Story

LMidmark Case Study - Copyooking to get employee involvement in social media? Take a cue from our customer, Midmark Corporation.

Get the Midmark Corporation Case Study

The case study explores Midmark Corporation’s recruiting challenges and identifies how:

  • Social media expanded their recruiting reach
  • Internal employees were educated and encouraged to participate in social media
  • myStaffingPro provided the tools and technology to achieve their goal

Interested in learning how myStaffingPro applicant tracking system can help you achieve social media recruiting success? Visit to download the case study and request a one-on-one demonstration of myStaffingPro applicant tracking system.

Recruiting Techniques for Facebook

Recruiting techniques using social media employs an entirely different approach than that of traditional recruiting methods. There is a vast cyber landscape of thousands of job seekers and passive applicants to tap into, who are all using the Internet.

Facebook Social Media Business Profile

First and foremost, ensure that the company or business recruitment page is designed well on Facebook. This can be accomplished by ensuring that:

  • A Facebook business or careers page is created, using proper guidelines.
  • The Facebook business social media page is regularly viewed, updated and revised as appropriate.
  • Plenty of engaging content, photos, events and videos to entice prospective candidates is included.
  • Ads are created and used with the Facebook account.
  • Statistics are tracked for both the Facebook social media page and the ads.

Facebook Content Recruitment Strategies

  • Develop the best web content and information possible that speaks to the business environment to which you want to attract recruits. The best talent will respond to the most relevant information that job seekers and professionals desire.Emphasize how working with the company will benefit the applicant, such as competitive salaries, flexible work environments and growth capability. Put all of this information in social media blogs, articles and on other social media sites and then connect it to the main Facebook hub.
  • Interact with fans. Respond to each and every request. When a particular comment seems relevant or useful, validate it by continuing the conversation.Post regular status updates, but refrain from bombarding fans with too many news feeds. Pull the information about fans into a separate document for possible use in future recruitment efforts and for other social media marketing efforts.
  • Designate a specific person to respond to fans for consistency. This can also create a more personal approach so that potential candidates can get a glimpse into what it might be like to work at the company.
  • Post pictures. Use photos from the company workplace and events. This will give potential applicants a feel of what kind of environment they may work in.Candidates could have a more serious interest in your company, when connected with visual images. Photos can also inspire more social media interaction. Use and monitor Facebook Insights to determine the most popular posts.
  • Include creative videos that describe what it is like to work at the company, with actual employees whenever possible. Highlight the main advantages associated with working in that environment.

myStaffingPro Contest: Submit an Image to Win!

1…2…3… CHEESE!!! (click!) We all know what this means, it’s time to take that photo! I know some of us out there don’t necessarily enjoy having our picture taken, but how much would you enjoy it if your picture could win you some big cash?

Starting June 1st, myStaffingPro is hosting the myImage Contest. The myImage Contest allows contestants to post a picture of themselves using myStaffingPro applicant tracking system on the web. Contestants can submit entries by posting their image to social media sites or by emailing them to “marketing (at)”. Contestants will be entered into the drawing for every picture submitted. Those that post their entries on social media sites will be entered twice into the drawing.

How to submit entries:

On Facebook

  1. Take picture
  2. Upload to Facebook
  3. Tag myStaffingPro Applicant Tracking System

On Twitter

  1. Take picture
  2. Upload to Twitter
  3. Tag @mystaffingpro with the hash tag #MSPphoto

By E-mail

  1. Take picture
  2. Upload & save to computer
  3. Attach saved picture in email
  4. Send email to

The rules are simple:

  • Must be 18 years or older to participate
  • If a link is incorporated into your entry, it must point to a URL from myStaffingPro’s marketing website: or from myStaffingPro’s blog address: The URL cannot be linked to the user interface at

Now, you’re probably wondering what’s this “big cash” we’re talking about. Well, after entries are submitted, the first place winner for best photo will receive a $250 Amazon gift card and the runner-up will receive a $100 Amazon gift card. Easy money for something all of us are familiar with already because of Facebook, Twitter, Instagram, Google+, and so on!

So what do you have to lose?! Put your picture-taking skills to the test and submit it before the contest ends July 20th!!!

Be Like Midmark Corporation and Achieve Social Media Recruiting Success

Should we or shouldn’t we.  Should we or shouldn’t we.  I’ve read hundreds, maybe thousands of blogs about social media and recruiting.  As a marketer, I’ve always been on the “for social media” band wagon.  Now, I finally have the proof to back it up!

On Monday, we released a case study in cooperation with Midmark Corporation about how they utilize social media and myStaffingPro applicant tracking system to overcome the recruiting challenge of gaining visibility.

Get the Midmark Corporation Case Study

The case study explores Midmark Corporation’s recruiting challenges and identifies how:

  • Social media expanded their recruiting reach
  • Internal employees were educated and encouraged to participate in social media
  • myStaffingPro provided the tools and technology to achieve their goal

Interested in learning how myStaffingPro can help you achieve social media recruiting success? Visit to download the case study and request a one-on-one demonstration of myStaffingPro applicant tracking system.

The Consumerization of IT: CEO & Founder Robert Schulte Weighs In

For human resources professionals, the effects of the consumerization of IT are hard to miss. Even entry-level employees have access to powerful tools, applications and networks in their personal lives. Many organizations find these same technologies infiltrating the workplace. From employee and manager self-service portals to the growing number of social media elements in performance and learning management, the technology employees expect to find in the workplace is changing.

But how will this shift–the consumerization of IT–impact the way an organization recruits, engages and manages its workforce? What opportunities and challenges does it present to human resources? I recently caught up with Robert Schulte, founder and CEO of HR Services Inc. to discuss this trend, and he had some great points:

According to a survey conducted by Avanade, 73% of executives consider the consumerization of IT a top priority,and 79% will make new investments in embracing this trend in 2012. What factors are driving this?

SCHULTE: The shift is happening from the “bottom-up”. Employees are beginning to recognize that technology can make their lives/jobs easier and they are beginning to embrace the software that they used to avoid/detest. Vendors are beginning to understand that they need to make their software “usable not confuse-able”. Software that is easy to use and helps people accomplish tasks will be adopted from the bottom-up. IT professionals will not have to force people to use this type of software, they will simply have to enable them.

There’s a widely-held view that access to consumer technology (social media, the Internet, mobile apps) will offer too many distractions, and negatively impact productivity. Do you agree or disagree?

SCHULTE: Social media, the Internet, mobile apps do have the potential to distract employees from doing their work, but good employees know how to use common sense and discipline to prevent these distractions from impacting the way they work. Poor employees will find other distractions to negatively impact their job (water-cooler gossip, day dreaming, etc.). If you take the lead in providing good direction for employees on how to use these tools to benefit the organization, most will use them to become more productive, not less productive.

Where is the greatest opportunity for Human Resources to embrace the consumerization of IT in their organization? Recruiting? Learning and development? Performance management?

SCHULTE: In that we are a talent acquisition (recruiting) software company, I obviously think that the sourcing and recruiting areas have great opportunities for those who embrace the new social technologies (Facebook, Twitter, SEO, etc). We still see many customers struggling with the way they incorporate these technologies into their recruiting processes. Those that have embraced these concepts are seeing referrals increase and advertising costs decrease.

There’s a lot of conversation around the need for HR to position itself as a more strategic and consultative, rather than administrative and transactional, function. How might consumerization help (or hurt) efforts to that end?

SCHULTE: I believe that a large part of consumerization is shifting to “self-service”. When processes become easy for the employee to perform without interaction from HR, HR has more time to be strategic.

Many organizations struggle with the unique challenges specific to recruiting and managing an increasingly mobile and tech-savvy workforce. How can HR tackle these challenges head on, and support leadership in these endeavors?

SCHULTE: I believe this new mobile, tech-savvy workforce is actually easier to manage. This workforce wants to be given the tools to do the job, but then they want you to get out of the way to let them do their jobs. HR can tackle the challenges by helping to provide an environment that’s focused on getting the job done and is not over-burdened with rules and procedures that make these people less productive.

About Robert: Robert Schulte founded HR Services Inc.  in 1993 after a need arose for a local Human Resources Outsourcing firm. Since inception, Robert’s forward thinking mindset has transformed HR Services Inc. from a HRO to a leading applicant tracking system vendor. As the CEO, Robert oversees the day-to-day operations of HR Services Inc., while also actively participating in the future development of myStaffingPro.

Robert holds a Bachelor’s degree from The Ohio State University and a Masters of Business Administration from Ashland University.

About the Author: Kyle Lagunas is the HR Analyst at Software Advice—an online resource for talent management software buyers guides and more. For the full roundtable discussion, find the original post on his blog: