The very first Luxembourg Tech Recruitment Meetup took place on Feb 21, 2018, and it gathered an audience that consisted of professionals in IT Recruitment, software developers and those who are simply interested in this field.

Matt Aberham, a Senior Recruiting Manager at Amazon, kicked off the event with his engaging career story, followed by the details of how technical recruiting at Amazon is done in general: where they look, what they look for, how they evaluate, and how they close. Did you know that Amazon has chosen a technology agnostic approach for its technical hiring, which means that their goal is to hire simply the best computer scientist independent of the technology stack they have been working with in the past?

Then Valentina Brysina, IT Recruitment Lead at Docler Holding, shared some insights about how she makes use of the latest and greatest tools to achieve outstanding recruiting results. She was persuasive that it’s a must for an IT Recruiter to keep pace with the new stuff out there, and to be on the social media platforms where the talent, you are trying to recruit, is. As Valentina stated, “The biggest risk that one may take is to stay the same and not to try anything new.” She mentioned several tools that she enjoys working with and highlighted the importance of storytelling across the social media platforms.

Yuliya Ramanenka wrapped up the session by sharing her experience on how to conduct a salary negotiation with the candidates coming from outside of Luxembourg. She pointed out the importance of non-monetary aspects and how by building the relationships with the candidates, a recruiter should bring up the advantages of Luxembourg depending on what matters for a given candidate.

All the speakers have shared the specific examples and cases from their experience, and have demonstrated that adopting new approaches and trying different methods is the way to stay on top of the recruitment game.

Guys, with all kidness in the world and all love for my profession... Recruiters and headhunters get the worse reputation of all time. At least 1 claim about bad recruitment in the feed per day! Even sales people and marketers are getting smarter, speak out, give keynotes: how to treat other humans, take care of your client. They speak and teach each other, so they aren't those bad guys any more. Recruiters do a bad job, they don't know what they speak about, they are this and that.. spammers, "she doesn't know a thing in Java development, but she decides if I get hired". Here is my favorite: Recruiters are useless. And yet everybody around cries, they need ressource onboard today. Machine learning will replace recruiters? Software engineers are best recruiters ? It's ludecrist. Before machines get very humanized with feelings, compation, technology can be a help for recruiter to become better. Highly technical guys will not one of a sudden go around the world and search for talents, understand the market place of human resource, learn to market his job ... he needs to become a recruiter. Tinder for hiring will come out? it's already there, check ... ... . And 1 of these apps will explode, but talents can already apply directly. Why will they come to you on that Tinder, unless you are Google or AirBNB. Employer branding will become even more important .. brand of feelings and treatment that employees get at your company. All these are excuses. Recruiters, including myself, it's time to learn, hack this culture. It's the greatest time by the way.

It's the shift of attention into all social media platforms. Let's speak out, while it's here. We need to test and learn to do a better job. I do need to be a nostradamus Technology will exist for a while. And somebody will need to work on that.

For many years, LinkedIn has been one of the major sources of candidates for most recruiters and companies, even though many articles, tips and books have discussed how to source outside LinkedIn on other social sites like Facebook, Twitter and Instagram.

LinkedIn is still the place where recruiters start their search for candidates - and, in

many cases, is the only place. Nevertheless, a few interesting solutions can help recruiters abandon the comfort zone of LinkedIn and find more candidates in other places.

Following are three tools that will help you find candidates who were hidden to you because those candidates don’t have profiles on LinkedIn.

All these apps will help you expand your search outside LinkedIn and give you more interesting information about candidates. Every application has a different focus, but all of them can be interesting solutions if you are looking for a way to replace LinkedIn or expand your search on other sites.

And because sharing is caring, in the comments, please say which tools you are using or which sources you prefer.

Talentwunder

URL: https://talentwunder.com

This is a search engine that will help you search across 51 social networks with 1.6 billion profiles. The 51 social networks include sites like LinkedIn, Xing, Behance, Facebook, Meetup, GitHub, Twitter and more.

The great advantage of Talentwunder is that you have one dashboard for all your searches. You don’t have to use a unique string for every site and you don’t need an account for every social network.

The "disadvantage" of this application is that you will no longer be able to use the excuse that you don’t have time to look for candidates on Twitter because you still have plenty candidates you need to reach on LinkedIn. Because of that, your search will be more quick and effective.

Talentwunder also lets you see a candidate’s willingness to change his or her job by using predictive analytics and social signals. You can also get information about their willingness to relocate to another city or country. That information can sometimes be very handy.

HiringSolved

URL: https://hiringsolved.com

HiringSolved isn’t just an app that lets you find candidates who have a profile on the internet; it also combines billions of social data points into a global talent database with automated sourcing and candidate matching capabilities. TalentFeed+ enables HiringSolved's technology to operate with customer ATS, CRM and HRIS data.

As you know, for every recruitment agency or company, the ATS is still the best way to find suitable candidates. Whether you have thousands or millions of records in the system, HiringSolved will allow recruiters to find these candidates much faster than they did before. Also, this TalentFeed+ connection with your ATS will help you find candidates who were lost in your ATS for a few years.

HiringSolved also has an AI interface called RAI. RAI allows recruiters to operate HiringSolved's software suite simply by talking to RAI, so RAI will be your private recruiting assistant. As with Talentwunder, HiringSolved will also show you how open the candidate is to changing their job or relocating.

AmazingHiring

URL: https://amazinghiring.com/

The third system is called AmazingHiring. It’s a quite interesting (and amazing) solution that focuses on profiles other than those on which the previous two systems focus.

AmazingHiring searches several websites and social networks (It's about 60 sources, incl. social media and professional communities), but focuses much more closely on searching for technology candidates, particularly IT. If you are looking for a software developer, data scientist, system architect, UI/UX designer, managers, graphic designer, network administrator and so on, AmazingHiring is for you! Of course, you can also find other profiles, such as those of recruits who focus on technical positions.

IT specialists do not need to update their resumes or keep their LinkedIn profiles updated; even with outdated profiles, they will get lots of offers. That is why many people in that industry don’t spend their precious time on LinkedIn, but prefer to contribute to sites like GitHub and Stack Overflow. AmazingHiring allows you to search millions of profiles on these and other websites all over the world. Each candidate has a profile card in his/her system that is created by linking the candidate’s social profiles to more than 50 Internet sources. Every month, AmazingHiring extends its database to new profiles and adds candidates from other locations. If you're a recruiter responsible for hiring people for the technical field, AmazingHiring should be one of your sourcing tools.

AmazingHiring has an incredibly intuitive dashboard and can be used by a recruiter who cannot create Boolean strings. The dashboard can also be used as a small ATS for managing candidates, allowing you to see which candidates you have already contacted, which candidates have already responded to you and which candidates are still in the process.

The AmazingHiring team is also behind the First European Hackathon, which was pretty amazing. You should keep eye on them more closely, so you don’t miss the next one or any other cool things from them.

Conclusion

All these systems could replace LinkedIn or be interesting additions to your sourcing tools. Maybe they won’t be complete replacements for LinkedIn at the moment, but they are already great sources of new candidates who aren’t on LinkedIn for a reason, or whose profiles on LinkedIn have minimal information.

Each application I mentioned has its pluses and minuses; it also depends on what candidates you are currently seeking.

All three systems will help you be more effective and find candidates who were hidden to you, especially when you were sourcing only on LinkedIn. If you’re leading a team, thanks to these applications, your colleagues will no longer be able to give you the excuse that they don’t have time to search on networks other than LinkedIn.

These apps are still evolving, and they are offering more things to recruiters, but if you would like to get out of your LinkedIn comfort zone, they’re worth a try.

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"Check if the salary is equal to our team's rate".

"We pay equal salaries to pay equal conditions".

As a recruiter for 7 years I've heard it so many times from key Managers, CEOs and lower level Managers.

Guys, we are equaling people. As long as new joiner doesn't hear us making our hr decision, it's fine and the right of the company. Well, you decide about your employees hard work for next 1-2 years.

How about equaling quality?

Let me break it down for you.

The one who does average has no reason to do any better if everyone in the team is "equal". Perfect kinda situation: no worries, I come at 9 AM... 4.55PM ready to leave.

Another 'weird guy" who naturally struggles for 120% or 150% is taken as an average. Well, he isn't only demotivated, he is devastated.

Luckily not every 150%-er wants money, but believe it or not, he wants something in return from the company, or he will just go to another one.

That same Bill Gates once said: "A great software engineer is worth 1000 times an average one" .

Laszlo Bock, former VP of People operations at Google, advocates implementing at least a 50% pay spread among employees. "It's going to feel wrong ...but unless you do this your competitors are going to pick off your best people".

And you'll have to be okay with equal quality... actually average quality.

Meanwhile "the unfairly underpayed" are self-aware why the other one "unfairly"payed more. Moreover, this is the healthy push for the whole team to execute better.

There's nothing new in these facts. It's old as the world. Why do you think servers have tips, and it's just the way it works in capitalistic US. Same way how managers of Abercrombie succeed to have their pretty consultants usually so friendly and helpful.

The different ability of employees to work is recognized by these companies.

So, as managers we are free to chose the quality of our employees' effectiveness.