High-Tech High-Touch Recruiting: How to Attract and Retain the Best Talent By Improving the Candidate Experience

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High-Tech High-Touch Recruiting: How to Attract and Retain the Best Talent By Improving the Candidate Experience

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High-tech recruiting tools can only help you find candidates. In order to retain the best talent, you need to blend "high-tech" candidate search tools with traditional "high-touch" relationship-based recruiting methods.

Despite global economic conditions, companies are always looking to attract and retain the best talent. Unfortunately, almost 30% of US job seekers leave a new job within the first 30 days. Why? Many new recruiters rely too heavily on high-tech tools to attract candidates and may not have learned the fundamental relationship-building skills that help recruiters ensure that clients and candidates are a good match.

High-Tech High-Touch Recruiting provides recruiters with an end-to-end process for recruiting the highest caliber talent who, after they are hired, will become engaged employees. While emphasizing the overall importance of building "high-touch" relationship-building skills, the book outlines how these can be blended successfully with "high-tech" tools such as AI-powered software applications to identify a large pool of qualified job candidates. Once you've identified candidates, the author cautions against the sole use of text and email communication and suggests that recruiters conduct a general interview in order to better ascertain whether a candidate is the best fit for the role.

High-Tech High-Touch Recruiting comes with online resources including sample offer letters, recruiting scripts, job requisitions, interview scorecard, a listing of characteristics of best hires and guidelines for a 9-step telephone interview process.
Chapter - 00: Introduction;
Chapter - 01: Start with updating the hiring process;
Chapter - 02: Identify the best talent and communicate effectively;
Chapter - 03: Interview to hire the best talent;
Chapter - 04: Clarify timing with hiring authorities and candidates;
Chapter - 05: Extend offers that will be accepted;
Chapter - 06: Employ techniques to eliminate surprises;
Chapter - 07: Nurture candidates pre- and post-hire and obtain referrals;
Chapter - 08: Create a balanced approach to recruiting;
Chapter - 09: Selling your services as a third-party recruiter;
Chapter - 10: Conclusion
Barbara Bruno has trained over 25,000 recruiters in 13 countries and is based in Crown Point, IN. She consults to some of the largest recruiting companies in the world, including Management Recruiters International, Robert Half, Pride Staff, Express Employment Professionals, Fortune Personnel and DAV in South Africa. Her company, Good As Gold Training and HR Search, offers in-person and virtual training services and tools. She has received the highest national award from the Staffing and Recruiting Profession, The Harold B. Nelson Award, and was inducted into the National Association of Personnel Services Hall of Fame.
A must-have for everyone in the recruiting profession.

Trinette R. Cunnigham, CPC, CTS, President, National Association for Personnel Services (NAPS)