Headhunting Techniques (Part 2)

Review part 1 here: https://aniday.com/blog/ky-thuat-headhunting-p1-1118

3. Jobsites:

Regarding jobsites, many of you may be more knowledgeable about this topic than I am. However, I would still like to share some information that I have gathered about jobsites:

Besides the two channels, LinkedIn and Facebook, which have proven to be extremely effective sourcing channels for various positions at zero cost, I would like to share some paid channels that can be used for hunting, namely Vietnamworks and TopCV.

Vietnamworks is a familiar job posting and sourcing channel for many companies and recruiters. In their recruitment packages, Vietnamworks provides employers with a certain amount of credits. On Vietnamworks, you can use simple boolean search by using double quotation marks " " to get more accurate results.

TopCV is a young startup, but I have a special affinity for this website. The website is quite convenient as it has a "looking for a job" button. This button helps employers to conveniently access candidates with real and immediate needs. TopCV is a relatively young platform, so the majority of CVs on TopCV are from young professionals. Most of them are recent graduates or professionals with 1-3 years of experience, and they are more concentrated on TopCV compared to senior-level candidates.

When I was still working at my previous company, an education company, I was fortunate to participate in a project that measured the effectiveness of all the recruitment channels currently prominent in the market, corresponding to specific positions. The results were quite surprising for the data at this company. I say surprising because the jobsite I thought would be at the top of the list actually ranked second.

The results of the most efficient recruitment channels, measured by the number of successful candidates who became employees of the company, are arranged in descending order as follows:

• Careerlink

• Vietnamworks (half of Careerlink's effectiveness)

• Vieclam24h (approximately the same as Vietnamworks)

• Mywork

• Timviecnhanh

• Lookjob

The tested positions are: Admissions Consultant (telesales), general education and training, accounting, marketing, IT-network, and human resources administration.

Among them, positions related to Admissions Consultant and general education and training account for 35% of the total successful candidates.

The results from job sites will vary for different companies and different positions. The information provided here is for reference purposes only.

4. Recruitment Tools:

I received a comprehensive sharing from Mr. Kiem regarding this section. However, out of respect for the instructor and to save time for all of you, I will focus on the tools that I often use and that bring effective results.

- Creating beautiful data sources:

Typically, companies post job openings and wait for candidates to send application emails. This process requires recruiters to enter data again. To address this issue, I have a solution which is to use Google Forms. Candidates will register and submit their CVs through a pre-designed Google Form. All information will be automatically recorded in a Google Sheet file, eliminating the need for recruiters to manually enter data.

However, Google Forms may seem simple and not aesthetically pleasing, and sometimes it may be perceived as unprofessional ;)

So, I would like to introduce a website called typeform.com. This website has beautiful themes and can identify the source of candidate applications. However, it comes with a cost, and I would have to spend around $20/month.

- Sourcing:

Following the Boolean section, I will introduce a website that can help you create Boolean strings with pre-defined keywords, which saves you from thinking too much :))

The website I use the most is Hiretual.com. With this website, you can use it for free. I think the interface of Hiretual is quite user-friendly and easy to use, so you can give it a try.

Once you have created a Boolean string using Hiretual, you can search with this string on Google or paste it into LinkedIn. Previously, Hiretual also supported searching on LinkedIn, but recently it has been blocked.

The experience of using Hiretual is not to use too many complex keywords to search for candidates. Whenever you come up with a keyword, you should check if the suggested keywords from Hiretual are what you expect, and you can remove some irrelevant suggestions. This will help you get more accurate results.

- Some other useful tools:

+ Thebalance.com and Resource.workable.com: these are reference sources for job descriptions and related skills for specific positions.

+ Grammarly.com: this is a website that helps you correct English errors. You can use it for free for two weeks per person.

+ Talenttoday.com and learnabilityquotion: these are two recommended websites for testing the skills and personalities of candidates and employees within a company. However, they also provide valuable references for companies looking to build tests for their employees. In fact, I highly value evaluating candidates through tests that demonstrate the actual work they will be doing. In most cases, companies and candidates do not have the patience to go through multiple rounds of testing and interviews like Google does (if anyone has read "Work Rules! Insights from Inside Google that Will Transform How You Live and Lead" [Work Rules - Google's Rules]). Therefore, it is effective to always evaluate the job-related skills and re-evaluate the skills and personalities once again in the next interview round.

+Canva and behance.net: These are two design support websites. Canva provides templates for designing posters, presentation slides, name cards, invitations, and more. Behance.net is like a photo library where you can freely choose. On Behance, you will find images with the same concept, and incorporating these concept-related images into your design will make it more cohesive and fluid.

Source: Ms. Trang Tran (https://www.linkedin.com/in/charlietrangtran/)