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Archive for October, 2014

4 Hiring Problems Your Company Needs to Overcome

October 20, 2014 Leave a comment

Job seekers in search of employment are similar to single people who are in search of love. Each fears the unexpected as well as the unknown and the prospect of rejection is quite daunting. Both groups are desperate to meet expectations and present themselves in a positive light. It’s a race to impress and when one doesn’t present himself in an adequate manner, he is dismissed from consideration. What most employers don’t realize is that they are in a position that is similar to that of job seekers. While employers conduct interviews, they are also being interviewed by job prospects as well. Companies need to put their best foot forward in order to lure the most qualified candidates.

Write A Thorough Job Description

Organizations on the prowl for new talent should spend ample time creating a thorough job description. When describing an open position, organizations should provide extensive details about the position’s responsibilities, qualifications and expectations. Those that fail to adequately describe the job will end up recruiting a pool of candidates who are unclear as to what the job is really about and whether they’ll enjoy it. They might not know that they aren’t a good fit for the position until it is too late and the result will be a waste of everyone’s time and effort.

Avoid Quick Hires

Applicants are leery of employers who offer an open position immediately after an interview. It reeks of desperation and prospects question whether they’ll get slammed with an avalanche of work when they set foot in the office. Prospects want to feel like they’ve been vetted and cautiously considered for the position. Otherwise, they’ll feel neglected and possibly disrespected. Applicants study the company that is hiring, so the company should thoroughly study their applicants as well.

Always Reach Out To Those Who’ve Interviewed

After someone comes in for an interview, the employer should follow up with some sort of communication. Employers should call, e-mail or snail mail a message thanking the applicant for his time and explaining whether they’ve chosen another candidate or that they’d like him to come in for a second interview. Employers that fail to perform a quick follow up will frustrate job seekers and potentially ruin their own reputation within the community. Applicants want to know if they are still in consideration for the opening after an interview. If they never hear back, they’ll be discouraged from re-applying for another position in the future.

Not Making Use of Technology

Hiring managers can make use of high tech solutions to simplify the hiring process. Software like the applicant tracking system (ATS) makes the search and response process simple. This software can post job openings to various websites and navigate through the responses to identify prospects that businesses are looking for. Hiring managers will love the fact that they can establish an ATS to list openings, search for applicants with specific backgrounds and even send automatic e-mails to candidates about interview requests and their hiring status. This way, candidates always receive a timely follow up and know where they stand.

More importantly, high tech solutions like ATS make it easy for hiring managers to find the talent that they need. For example, if a company is looking for candidates with an MBA, 10 years of experience and a fluency in Spanish, the software can find those applicants in a moment’s notice. The end result is a system that searches for talented prospects much more efficiently than a team of human resources employees.

Categories: Uncategorized

Hiring by Committee – Will It Work For Your Business?

October 6, 2014 Leave a comment

When a position opens up within your company, of course you want to do everything you can fill that position with a qualified and motivated worker as soon as possible. According to Business Insider, the best way to make this happen is to form a specialized hiring committee that can focus their efforts on finding the ideal candidate for the job, conducting interviews, and coming to a consensus over who will be the best fit for the company.

However, a hiring process is only as successful as its committee. Read on to explore tips for setting up a hiring committee.

Choosing the Right Members

The first and perhaps most important step in creating a hiring committee is selecting the right people for the job and delegating responsibilities properly. Specifically, all hiring committees should have a Chair–a person who will lead the group and oversee the general hiring process.

All members of the committee should also be assigned specific duties. These duties should be carefully outlined so that there is no confusion over who is responsible for what. Furthermore, since there are bound to be disagreements among committee members throughout the process, it’s important that a written plan for handling conflicts be put in place ahead of time.

Defining Assessment Criteria

To prevent committee member bias and to ensure that everybody is on the same page, it’s also a good idea to set forth specific candidate assessment criteria before the hiring process begins. Hiring managers and committee members should be responsible for agreeing upon assessment criteria as a group.

Following interviews and correspondences with candidates, all committee members should be prepared to make comments on whether or not a particular candidate met the agreed upon criteria.

Using the Right Technologies

These days, there are so many programs out there that can help employers scope out potential candidates and track applications. These technologies, such as Applicant Tracking Systems, can save employers and their hiring committees a great deal of time. And when you run a business, time equals money. No employer these days should go without one of these programs while looking to hire a new employee.

Deciding on an Interview Format

Another important part of putting together a successful hiring committee is to agree upon an interview format that will work best for the company. Sometimes, this will be based on the number of qualified candidates applying for the position.

For example, when dealing with a large group of candidates, a group interview may be best for the initial stages of narrowing down the pool. For smaller groups, one-on-one interviews may be ideal. Either way, all committee members should be aware of their responsibilities during the interview.

Setting up a hiring committee is something that should be taken very seriously. By following these tips, any business owner can set up a more successful committee to find the right talent.

Categories: Uncategorized