2020 recruiting advice for employers

Finding the best candidate for your job

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Recruiting strategies cover

My last article of 2019 will be a compilation of thoughts and tips that employers can use to make the most of their recruiting efforts in 2020, not only for library positions but other knowledge and information workers.

I hope you find them helpful and don’t hesitate to contact me if you have any further questions or need immediate recruiting help during or after the holidays.

Three magical words to look for in every resume

Algorithms in candidate tracking and talent acquisition platforms do a good first cut at screening job applicants, but they can’t spot the differentiators and nuances you need to identify the best person for the job.

According to Inc., Google receives some two million applications annually. One tactic the company uses to identify the best of those applicants is the “XYZ” formula. The Inc. reporter says:

“Google talks about looking for the ‘XYZ Formula’ on successful applicants’ resumes: Accomplished [X] as measured by [Y], by doing [Z].”

As the Inc. writer describes it, the XYZ factor can be found by looking for three basic words that are mostly ignored: from, by and to. For example, you want to look for language in a resume or cover letter like the following:

Recruiting strategies quote

The XYZ formula can be a great way to review applications and resumes for the experience and outcomes you want, even if you don’t have nearly as many applicants as Google!

Essentials for finding good job candidates

Brand your business to attract talent

The concept of employer branding is becoming increasingly important. To reach the best candidates, both passive and active candidates, you need to explore all your options and implement as many different ones as possible: 

  • Begin with market research. Understand where and how your current best employees learned about you and your opening, and continue to post jobs or reach out there.
  • Look at your job description as an advertisement. Clearly describe your needs and expectations, while at the same time selling the job and your organization by positioning them in the best light.

Implement a multi-channel strategy

You have many options for making your openings known:

  • Online job boards. I recommend listing on multiple sites that includes one of the big online job boards like Indeed, along with niche job boards for specific skills, like LibGig. 
  • Leverage all social media networks. By keeping an active and engaged presence, you can build a following for greater reach and impact for free, and explore the paid and sponsored advertising options that could help you. Make sure you’re maintaining an active presence on platforms like Glassdoor and LinkedIn, as they’re attracting more candidates doing their own employer research. 
  • Talk to current employees. Ask current employees about their networks and incentivize them for referrals.
  • Use your resources. Take advantage of local resources like universities and other educational institutions and state job services.

Finally, make sure your website helps paint a picture of what it’s like to work for your organization, like our own “Working for LAC Group” page.

Consider working with external recruiters

Well-known companies like Google that have potential employees going to them directly can choose from a wider and deeper talent pool. You may not have that recruiting advantage and many employers lack internal resources and recruiting expertise. 

Working with outside recruiters allows you to tap into a recruiting infrastructure that’s already in place to identify and recruit the skills and experience you’re seeking. For example, LibGig is focused on library staff and other positions in information management and services; we already have active job seekers as well as currently employed workers in our applicant pool, which shortens the recruiting process.

Plus, recruiting is my team’s focus so we are experts in finding the best match for your employment objectives and company culture to help ensure a good fit. The combination of our candidate pool and recruiting process enables you to find and hire the best candidate, faster and more efficiently.

Recruiting preparation for 2020

As we’re entering a new year, I’ll finish up with some tips and resources to help you create your recruiting plan and strategy for finding the workers you need in 2020.

Library and librarian recruitment

Check the related link below to my post on The Library Journal’s (LJ) 2019 LIS Pipeline, Placements & Salaries report. LJ subscribers can get access to the complete findings and though my summary was directed toward job-seekers, job-posters will get top-line information and benchmarking data on pay as well as an idea of the different types of libraries and library jobs they’re competing against.

General recruiting trends

  • Technology continues to evolve rapidly, leading to emerging markets and players that are attracting and competing for talent. 
  • Demographic shifts are creating a new dynamic—some Baby Boomers are retiring while others are staying in place and Millennial and Gen Y are the bulk of the workforce, creating a multi-generational setting. There is also greater diversity in terms of race, ethnicity, gender identity and other factors.
  • With the exception of some traditional workplaces, a typical career ladder is becoming a thing of the past. More employees are remaining individual contributors rather than managers, whether that’s by choice or necessity since org charts have flattened. They may move in a zig-zag pattern rather than going up rungs on a ladder, which employers need to embrace and understand.
  • A methodical, responsive hiring process with good communication is more important than ever. In a candidate-driven market, you don’t have the luxury of keeping a good potential employee hanging.

I like to tell candidates that first impressions matter and they matter to employers as well. You need good employer branding to attract talent, a good recruiting experience to win them and a supportive work environment to keep them.

Again, don’t hesitate to contact me if you have any questions or immediate recruiting needs.

Related links

Brad Rogers

Brad Rogers

Brad Rogers is the Director of Recruiting and is responsible for running LibGig operations and web services and managing recruitment for LibGig and all LAC Group’s divisions.
Brad Rogers
Brad Rogers

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