The founder of Another8, a recruiting consultancy that goes beyond simply trying to fill clients’ staffing vacancies, Scott Robarge champions the development of staffing processes in his clients’ firms, mostly fast-paced, early to mid-stage venture capital backed startups in the San Francisco Bay area. With those clients, he establishes a collaborative partnership oriented toward crafting a talent acquisition strategy for both the near term and long term. Knowing how a good recruitment or applicant tracking software (ats) should perform, Scott Robarge is enthusiastic about a fairly new application called Greenhouse.
Greenhouse is oriented toward improving recruitment processes, by doing things like mapping out a concrete hiring plan, building interview kits for hiring managers, imposing structure on the interview process, and creating a report from each interview. Further, Greenhouse collects the data about the company’s use of referral, social media, and more traditional advertising media, to evaluate the quality of each approach.
One of the problems inherent in the recruitment process in many companies is that different hiring managers within a company conduct their interviews differently and prioritize different skills and qualities in candidates. The interview kit that Greenhouse creates cannot completely eliminate these differences, but it can get them asking the same questions during their interviews.
Often overlooked in the hiring process is the fact that candidates are evaluating employers as well. Most candidates will have multiple competing offers and the candidate experience will play a role in their decision. Companies that use Greenhouse and follow its guidance can deliver candidates a more polished, professional impression and, in the process, develop reputations as great places to work.
Scott Robarge brings an engineering background to his work as a recruiter in the San Francisco Bay area. As the owner of consulting firm Another8, Scott Robarge helps technology companies find the talent they need to realize their business goals. Scott Robarge earned an engineering degree at the University of Michigan and continues to follow collegiate athletics there. University of Michigan sports fans enjoy the opportunity to watch their favorite teams play in one of the Midwest’s largest and oldest sports venues, Michigan Stadium. The Wolverine football and lacrosse teams play in the stadium.
Envisioned and promoted by Fielding Yost, the stadium cost approximately $950,000 to build and marked its opening auspiciously on October 1, 1927 with a shut-out victory in which the Wolverines defeated Ohio Wesleyan, scoring a total of 33 points. In the last decade, the stadium has hosted over 100,000 fans at a time for home games, prompting the resumption of upgrades that have increased the stadium’s capacity from the original 72,000 to almost 110,000. Lacrosse represents a fairly new addition to the stadium’s lineup; the first game there occurred on March 17, 2012. Unfortunately, the Wolverines lost to Bellarmine at this inaugural game; nevertheless, in subsequent years, lacrosse attendance began to rise.
Scott Robarge has served as a recruiting consultant for more than a decade. Prior to founding the recruiting firm Another8, Mr. Robarge helped recruit candidates for companies such as Greylock Partners, Merced Systems, and Salesforce.com.
In today’s economy, more and more companies are turning to recruiters to draw top talent to their organizations. While this may seem like an easy task, it takes skill and a wide array of contacts to find the appropriate match between candidates and companies.
Recruiting through LinkedIn – LinkedIn provides several options for recruiters to find talent, including paying to post a job for 30 days, buying job credits to pay less for each job posted, or using LinkedIn Talent Advantage, which provides tools exclusively for recruiters. You can also post an announcement or job listing for free by utilizing your status box.
Recruiting through Facebook – Facebook offers both paid and unpaid options to find candidates. Recruiters can post a job free of charge in the Facebook Marketplace or Facebook Pages. For those who don’t mind paying, purchasing a Facebook ad allows for a more targeted search, as ads enable you to pinpoint the exact audience or industry for which you are recruiting.
A veteran recruiter in the high technology sector, Scott Robarge is the founder of Another8. Scott Robarge utilizes a variety of software and web-based tools to identify and profile potential recruits. Among social media alternatives, LinkedIn has emerged as an effective site for recruitment activities.
With a current membership of 120 million professionals, LinkedIn remains the most business-focused among significant social media sites. More importantly, LinkedIn addresses the needs of recruiting professionals by providing three levels of professional membership specific to their specialty. Depending on their account level, members can search member profiles by several parameters, including advanced keyword searches. Recruitment firms or their client companies can also create “company pages” on LinkedIn to raise their profile and visibility among job-seekers. Additionally, recruiters can join groups that are industry-specific candidate pools, and they can correspond with members in those groups to further identify matches between postings and appropriate professionals with LinkedIn profiles.
For more information on utilizing LinkedIn as a tool for recruitment or job-seeking, please visit www.linkedin.com.
The Alzheimer’s Association is pleased to announce the date for its Longest Day event, to be held June 21, 2013. This sunrise-to-sunset event is held each year to honor those living with Alzheimer’s and their caregivers, as well as to raise awareness for Alzheimer’s education, research, and treatment. The Alzheimer’s Association is encouraging all of its supporters to participate to make this year’s event a great success.
Nearly 5.1 million Americans are living with Alzheimer’s. The disease is thought to be the most widespread cause of dementia for older people; they experience the loss of cognitive and behavioral abilities to the extent that it interferes with their daily lives.
For more than three decades, the Alzheimer’s Association has worked to advance support for individuals effected by Alzheimer’s all over the world. Since 1982, the organization has raised more than $300 million to assist on-going research for a cure.
About Scott Robarge:
A longtime supporter of the Alzheimer’s Association, Mr. Robarge is an experienced recruiting professional who specializes in attracting top talent for technology companies.
As every modern job seeker and hiring manager knows, computerized applicant tracking systems are a blessing and a curse. ATS programs automatically scan submitted resumes to collect and parse relevant information for employers, quickly reducing a large applicant pool by filtering out all but the most qualified candidates. Unfortunately for businesses and job seekers alike, the programs are fallible and often misread or omit important information. To maximize the chances that your information is seen by the hiring manager, remember these important tips for optimizing your resume.
1. Do not send a PDF file. Most ATS programs have difficulty collecting information from them.
2. Use simplified, standard terminology. In particular, use the phrase “work experience” to head your work experience section, rather than “professional experience” or any other term.
3. Eschew tables, charts, and other graphic elements. ATS programs have no reliable way to interpret such information and almost invariably ignore it or misread it.
4. Favor longer, simpler formats over condensed ones. Never lead with employment dates when detailing work experience, because these will be misunderstood by the ATS unless they are printed after the business name and job title. Feel free to put each relevant piece of information on a separate line, even if it causes your resume to take up more space on the page.
By bearing these pieces of advice in mind and carefully considering how an ATS will scan and parse the data from your resume, you can ensure that all or most of the relevant information you have to share will be properly understood by the program. This helps to prevent the all-too-common occurrence of qualified candidates being passed over for arbitrary reasons, and it increases the chance that those qualifications will lead to a job interview.
About the author: Recruitment professional Scott Robarge has provided workforce recruitment services to clients for many years, both as an employee and as the founder of his own recruitment consultancy, Another8.
An experienced recruiter, Scott Robarge emphasizes the importance of technology and social media for businesses seeking new employees in today’s market. As Scott Robarge points out, Facebook remains the largest social media network, making it an excellent tool for recruiters.
Companies should create a Facebook page for their products or services and can easily add a tab for available positions after creating an account. This tab allows potential employees to consider the available positions and apply to them without ever leaving the social network.
Organizations focused on recruiting must consider the message that their posts send to possible employees. Once individuals “like” the company, they will receive updates in their newsfeed, which becomes the main platform for organizations to demonstrate what makes them different from other employers and give readers a sense of their unique culture. Posts should remain topical and engaging, making the company seem like a place where candidates would want to work. A company’s profile should provide a clear sense of its mission and goals while highlighting its strengths and notable past achievements.