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Archive for October, 2013

Search for Employees Like Your Would Find an NFL Coach

October 21, 2013 Leave a comment

hiring star employeesIt’s critical and cost-effective to have processes in place to attract, hire, train and retain employees – your organization’s most valuable resource. Applicant tracking systems (ATS) streamline the recruiting and hiring process by replacing the do-it-yourself spreadsheets and logbooks with a comprehensive and easy to use platform. Want to hire a superstar employee? Believe it or not, if you follow the same rules laid out by NFL draft lead writer Matt Miller in his article “Rules to Follow When Hiring an NFL Head Coach” and an applicant tracking system, you can’t go wrong. Rule #1: “Never hire a college coach who didn’t dominate at that level.” A potential employee who has not excelled in their current position cannot be expected to perform well in a different or more advanced position if their skill set does not match the skill set required. ATS assists you in determining if a potential employee can do the job required using metrics you specify. Rule #2: “Never hire a Bill Belichick coordinator.” Effective hiring processes provides a clearer picture of an employee’s potential based on their skills and their performance. This prevents hiring someone for a position beyond their abilities, skill set or training. Rule #3: “Do hire former Pac-12 coaches.” You know what has proven to work in the past. Using this knowledge, you can identify and specifically focus on the best venues to find talent that has proven to effectively serve the needs of your company. Rule #4: “Always hire a defensive coordinator over an offensive coordinator.” Rather than attacking the hiring process with spreadsheets and logbooks, create a professional career site targeted to your specific recruiting needs giving you the competitive edge in every hiring situation. Rule #5: “Never hire a former NFL player.” Applicant tracking systems makes it easy to see which applicant has taken the time to educate and train themselves to comprehend the full extent of the job because all the information about them is immediately available to you. You can easily track their successes and their skills to determine if they are capable of performing at the level your company requires. Rule #6: “Do hire former NFL quarterbacks.” When looking for star employees, technologies such as applicant tracking systems will enable you to identify team players who have successfully served in leadership roles where much was accomplished both by the team and the individual. Rule #7: “Never hire an SEC head coach.” ATS systems allow you to define your specific criteria enabling you to rely on your experience of what has not worked in the past preventing you from repeating the same mistake twice. Rule #8: “Always be open to new ideas.” An applicant tracking system and other technolgies can benefit your company by enabling you to focus your time and resources on strategic and effective recruiting solutions to attract superstar employees. It’s a win for everyone!

How To Extend Your Company’s Hiring Reach

October 4, 2013 Leave a comment

social recruitingOne of the hardest things to do within your job is to fill open jobs. Whether your company has an actual location or is based online, you will find that it’s important to find qualified individuals as well as individuals who want to work for your company. If you aren’t one of the biggest names, you may need to convince people that they want to come work for you – and this is why you will need to extend the hiring reach of your company.

Whether you are recruiting on your own or using a recruiter, you need to make sure you have enough candidates to make good hiring moves for your company. Once you get all of the candidates loaded into an applicant tracking system, you can then find individuals who meet all of your needs.

The first thing you have to come to terms with is that posting a job does not guarantee traffic. Just as your marketing department will tell you that they have to drive traffic to the company website, you have to drive traffic to the job postings.

Accounting Today offers a variety of suggestions, including promoting the job posting on social media. There are a lot of business professionals on the social media sites today. Despite this, there are a lot of firms who are not using social media sites to reach out to professionals. LinkedIn profiles are a big one, though it can also be done with a business page on Facebook and a handle on Twitter.

Once you get started on the social media sites, you will want to keep up the communication with the goal of social media recruiting efforts . Talk not only of the job opening but of your company and why people would want to work there. If you have cutting edge technology, let people know. Your social media discussions can work twofold – helping you promote your company and the open job positions.

Social advertising is another thing to look into. You can target people better with LinkedIn and Facebook and it is much less expensive than traditional print advertising. This means you get a better ROI as long as you are using the right geographic area and paying attention to the keywords.

If you take the time to optimize your career landing page and the job descriptions with keywords, you can get more hits. Think about what people would use in a search engine to look for jobs – and then include those within your website.

You have a network of friends and business associates. These should not be forgotten when you are extending the reach of your hiring methods. Post some job positions and then ask people to share the link and retweet and do whatever else it is that they do.

Your HR efforts are only as good as your reach. Extend your reach and watch how much easier it is to recruit.