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<\/p>\n
Whoopty Do, John. What does it all mean,<\/a> and what can I do about it? Well, I thought you might ask. As such, here are some thoughts that may help you:<\/p>\n <\/p>\n Coughlin’s First Law<\/strong>:\u00a0You’ve met before, you can meet again.\u00a0<\/em><\/p>\n You found them. You got in touch with them. You had a great phone call. The interview went swimmingly. Your offer was second to none. You\u2019re excited. They seem excited… Everything is going in the right direction aaaaannnd your candidate says, “No.” Heard this story before? I thought so.<\/p>\n It\u2019s OK. The candidate may be lost for now, but shouldn\u2019t be forgotten. A year from now, you\u2019ll be hiring for a similar position, and when that day comes, who is the first person you should call? Yup. In this way, whether you realize it or not, even though the candidate didn\u2019t join the team today, you are building a network and a database that will serve you well over the long run. Even better, unlike in your parent\u2019s day, you have tools at your finger tips to ensure that all the information that you are collecting about your candidates is stored and easily accessible at all times. Not just their resume, but the notes<\/a> that you took immediately following your first phone call, the way she takes her coffee, anything. Make sure that you have a system and process in place that will allow you and your colleagues to build a talentpool and store all the information you need to be successful in the long run.<\/p>\n <\/p>\n Coughlin’s Second Law:\u00a0<\/strong>Always be iterating.<\/em><\/p>\n The definition of insanity is doing the same thing over and over and expecting a different result. Your sourcing strategy. Your interview process. Whatever. If you aren\u2019t getting the results you want, try something new (If you\u2019re still reading this post, chances are that you know deep down inside that you need to try something new). If you\u2019re trying to hire a developer, try advertising to developers (on a site like RubyNow<\/a>), or ask a developer you know to reach out to his or her network, or search a developer database,\u00a0or attend developer events. You must be always looking to improve your recruiting process. If your Applicant Tracking System<\/a> sucks, and your hiring managers are complaining to you,\u00a0try looking at newer, better options.<\/a>\u00a0Whatever changes you need to make, make them today. It will help you fill your open positions, and heck, it may even get you excited about coming to work again.<\/p>\n <\/p>\n Coughlin’s Third Law:<\/strong> Use social media.<\/em><\/p>\n I couldn\u2019t think of a witty header on this one. It\u2019s simple. Recruiting is a social activity. Social media is, well, social? 1+1=2. I am always surprised at the amount of people that I talk to that are still apprehensive about using social media to find candidates<\/a>. If you have Facebook<\/a>, Twitter<\/a>, Linkedin<\/a> etc. you are connected to thousands of people. Let the world know that you are hiring, and I promise you will get a good response. If your company has a Facebook, Twitter, Linkedin etc. page, take the example that I just calculated and add a couple zeros to the end of it.<\/p>\n Now, take what you\u2019ve learned here today, and go make the world a better place…<\/p>\n <\/p>\n SmartRecruiters<\/a> is the hiring platform, everything you need to source talent, manage candidates, and make the right hire.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"Find the best candidate on earth, and hire that person before someone else does. The end-goal of recruiting is and will always be based around this simple notion. How then, can we stack the cards in our favor to make sure we make the best hire? We need to be able to learn quickly, keep […]","protected":false},"author":121,"featured_media":18787,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"episode_type":"","audio_file":"","cover_image":"","cover_image_id":"","duration":"","filesize":"","date_recorded":"","explicit":"","block":"","filesize_raw":""},"categories":[8,838],"tags":[24],"series":[],"acf":[],"aioseo_notices":[],"episode_featured_image":"https:\/\/www.smartrecruiters.com\/blog\/wp-content\/uploads\/2013\/04\/Laws-of-Internet-Recruiting.jpg","episode_player_image":"https:\/\/www.smartrecruiters.com\/blog\/wp-content\/uploads\/2020\/01\/Podcast-icon.jpg","download_link":false,"player_link":false,"audio_player":false,"episode_data":{"playerMode":"dark","subscribeUrls":{"apple_podcasts":{"key":"apple_podcasts","url":"https:\/\/podcasts.apple.com\/us\/podcast\/hiring-success-podcast\/id1472174987","label":"Apple Podcasts","class":"apple_podcasts","icon":"apple-podcasts.png"},"google_podcasts":{"key":"google_podcasts","url":"https:\/\/podcasts.google.com\/?feed=aHR0cHM6Ly9oaXJpbmdzdWNjZXNzcG9kY2FzdC5jYXN0b3MuY29tL2hpcmluZy1zdWNjZXNzLXBvZGNhc3Q","label":"Google Podcasts","class":"google_podcasts","icon":"google-podcasts.png"},"soundcloud":{"key":"soundcloud","url":"https:\/\/soundcloud.com\/smartrecruiters\/sets\/hiring-success-podcast-1","label":"SoundCloud","class":"soundcloud","icon":"soundcloud.png"},"spotify":{"key":"spotify","url":"https:\/\/open.spotify.com\/show\/3bM8YzLjM2G9qJXLBBySaB","label":"Spotify","class":"spotify","icon":"spotify.png"}},"rssFeedUrl":"https:\/\/www.smartrecruiters.com\/blog\/feed\/podcast","embedCode":"![\"john](\"https:\/\/www.smartrecruiters.com\/blog\/wp-content\/uploads\/2013\/04\/john-bio-150x150.jpg\")
John Coughlin<\/a> believes Internet Recruiting is not an option, it is a necessity.\u00a0To learn more about SmartRecruiters, email John@SmartRecruiters.com.<\/em><\/p>\nCoughlin\u2019s Laws of Internet Recruiting<\/a><\/blockquote>