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Posts Tagged ‘hiring tips’

Don’t Scare Away Great Hires In Your Industry

June 30, 2014 Leave a comment

When it comes to hiring there are a few different things that every potential employer should think about. The first is of course how to avoid scaring away talent in your industry. It is not all that uncommon for employers to scare away talent with unrealistic expectations, too much of a workload, or large requirements. These factors can make a world of difference when it comes to the hiring process as a whole. There are a few different ways to prevent scaring away top talent and knowing how to keep these candidates coming is the best way to prepare.

  1. Create Realistic Expectations- the first thing any employer needs to do is create realistic expectations. This means set standards and goals that are attainable. Do not require that every candidate have a doctorate in microbiology unless it is crucial to their ability to complete the job. Make sure that the qualifications that you need are essential to the job. Though making outlandish requirements can help weed out excess applications, it can also scare away good potential candidates.
  2. Make Sure You Are Clear- another way to scare off potential candidates is by not stating clearly what the requirements of the job are. One great way to get the proper candidates is to tell these individuals just what will be required of them and what will not. Being very clear about expectations and what is required is the best way to insure that you are getting the right candidates for the job at hand. It is important that you clearly state what is required so that if a candidate does not feel they can complete what is require by the job, they can go without applying.
  3. Give Ample Time For Interviews- the last way you can scare off potential candidates is by not giving them enough time to show you their talent. If a talented individual believes that they will be rail-roaded and not given enough time to show their talent, they are less likely to apply. It is important that you give ample time for interviews, take the time to listen to what a candidate has to say, and that you give them an adequate platform from which to show their talent and abilities.

Keeping these issues in mind when embarking on the hiring process is the best way to insure you only get the applicants you want and that you do not end up losing tons of applicants in the process. Taking the time to understand what a potential employee may see in your hiring process and knowing how to go about hiring is the best way to insure you do not scare off great employees

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Hiring Tips: Finding Your Needle in the Haystack

November 1, 2013 Leave a comment

It turns out that job seekers don’t always know what you are looking for in an applicant. While you as a hiring manager may be seeking various people to fill a position, you’re likely finding that only about 1 percent of the applicants are capable of performing the job at the level you require them to.

You can set the bar high by using an applicant tracking system. This means you can enter applicant data into a system and then sift based upon the criteria you are looking for. This can be a lot easier than sorting through hundreds of resumes, only to find that a handful are worth setting up an interview with.

According to a recent article on StaffingIndustry.com, approximately 72 percent of job seekers are confident they know how to present their skills on a resume and in an interview. However, based upon what you are seeing, it is considerably less than this in reality. This means that you need to focus on making sure that job seekers actually know what you are looking for.

Instead of posting a position that says you are looking for a technician or consultant, or administrator, be specific on the skillset that you need. When job seekers and hiring managers close the gap in terms of establishing the skills required for the job, the U.S. job market has the potential of turning around.

Research from the Career Advisory Board at DeVry University shows that the unemployment rate may not be entirely the fault of the economy. It is because of the widening gap between hiring managers and job seekers.

You can close the gap in a variety of ways. When you post a job, take the time to detail what you are looking for. This will ensure applicants can tailor their resume to ensure they are highlighting their skills. You will be able to find the qualified individuals faster because their details will show up in the applicant tracking system. Instead of only finding 15 percent of applicants qualify for a position, you may find closer to 60 percent or higher – and this gives you more of a variety to choose from.

Ultimately, your goal is to reduce turnover. Some turnover is going to be part of the business. When you can find more qualified individuals, they are likely going to stay on the job and they will be more productive during the workweek. You won’t be able to find these individuals until you can accurately define the job requirements for them – and let them know about how high the bar is set for them prior to them applying for any open position that you have within your company.

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.

 

What’s Missing From Your Hiring Program?

July 26, 2013 Leave a comment

Economically, the United States has been recovering slowly from the long recession. Unemployment rates drop nationwide as new jobs come available. According to USA Today’s Paul Davidson, the housing market fares best overall with auto sales close behind and growth in manufacturing in spite of heavy storms that hit the Mid-West slowing the lumber industry. The fed reports growth of approximately 200,000 jobs a month so far this year.

The economy appears stable and employers are hiring at a faster pace. The pool of experience is deep, but with more jobs opening, it is time to secure the best team possible. Creating a cohesive, focused work environment is important and the trend for achieving the desired workforce is employee referral programs.

Employee referrals are vital

Employee referrals make up the largest source of new hires on the market today because referrals are:

  • Less expensive than other sources
  • Higher new-hire retention rate
  • Incentives to the referrer
  • Fits into the company cultural

The trick is getting the employees engaged and active in the new technologies available for referral programs.

The advantages of social websites

Social websites, like Facebook, are great resources to use for networking. Over 80-percent of the population use social websites to keep in touch with friends and family. They also use the internet when job hunting. Combining the two activities is a natural progression. Facebook can help get the most qualified applicant to take the next step toward employment with;

  • Videos highlighting company culture
  • Testimonials from employees
  • Company insurance plans and other benefits
  • The potential for growth within the company

Networking finds the best candidates, quickly. A job alert sent to employees involved in the employee referral program quickly nets text messages to people they know who need jobs. In an instant, word of the opening spreads to a large pool of qualified candidates. Multiplying this response by the number of social and job search websites available, the employee pool deepens immensely.

To sort through the pool, applicant tracking software comes into play to make the search less daunting. The software scans resumes and keeps those matching the position. It posts jobs on predetermined websites and job boards. The software also generates personality questions to narrow the field even more.

For specific qualifications, keyword searches will find friends and acquaintances with specialized skills the organization needs. The speed in which qualified candidates receive news of the job opening depends only on the speed of the network the cell phone uses.

Cell phones and tablets

Cell phone usage continues to rise nationwide and the trend will continue into the unforeseen future. All the major social networks have applications available to make networking possible on cell phones and tablets. Employees involved in the networking program will reach acquaintances spanning websites like: 

  • Facebook
  • Twitter
  • My Space
  • LinkedIn
  • CareerBuilder.com

Employees offered a referral bonus look deeper into their network to find the person best suited to the job. When employers pay $2000 and more to employees who refer the best job candidates, only the most qualified applicants get the job alert.

Technology like an ATS or employee referral program offers many resources for finding and hiring the people who fit the jobs best. Using all the available networking tools and media outlets gives a measurable advantage to those who use them.

Great Hires Go The Distance

March 22, 2013 Leave a comment

great hiresHiring the right employees is the first step to building a great company. But finding the right people is only half the battle, you also have to make sure that you can keep them. It doesn’t do your business any good to find and train great new employees, only to have them turn around and leave for something else.  In fact that type of hiring practice can end up sinking a company.

Attracting and keeping great employees is all about innovation. That means learning and adapting to changes and challenges in every aspect of the business, from including the way you hiring and recruit new employees. Hiring the right employees can be a big part of that innovation and making sure that your employees stick around

Hiring the right employees is not just about hiring the employees who have the fanciest credentials and the most degrees. It is also about making sure that those employees fit in well with your company. That means your new recruits must be just as excited about the work your company is doing as you are about hiring them. If they are not excited about the work, chances are they won’t stick around long enough for it to be worth hiring them.

It’s also important to for the company to create an atmosphere of excitement and enthusiasm. If the employees who currently work at your company aren’t excited to come into work or at least act like they are excited to be there, it will be next to impossible to find enthusiastic, committed new hires who want to stick around and grow with your company.

But figuring out which applicants those might be can be just as hard as attracting them. This is why it is so important to stay up to date with the latest hiring techniques and practices in order to stay innovative and have a leg up ahead of the competition. Your competitors also want to hire the best most enthusiastic employees without having to try and poach them from you later. They are sure to be using up to date, state of the art technology and techniques to find and hire new recruits, and you don’t want to be left in the dust just because you are using the same tired old tricks.

Many companies are using some form of applicant tracking system to help them find, recruit and hire the best applicants for the job. This technology is a database filled with names, resumes, and other important information about applicants and potential applicants.   The top of the line ATS makes your hiring process more efficient – it lets your company become a lean, mean hiring machine.   By staying on top of hiring technology you are ensuring that your company will find and retain the best employees, and therefore stay healthy and productive.

The Hiring Slump is Over. Now What?

December 17, 2009 Leave a comment

Obama’s job stimulus package will target several fronts to create more jobs for Americans, including green incentives to retrofit homes, building energy-efficient infrastructure and providing relief to small businesses across the country.  Between these initiatives and a bevy of other job stimulus strategies, it seems like a surefire plan to get the US job market back on track.

However, once this happens, and there is a surplus of job openings and available talent – then what happens?  For the past year and a half businesses have been in hibernation, attempting to run as lean as possible due to the economic downturn.

Downsizing has been the norm and hiring has definitely become somewhat of a rarity for the majority of US companies. When the job market picks up, and we have a surplus of talent as well as openings, how can businesses best get back on track and manage their resources for the hiring onslaught?

Open Up the Gates

Whether you are a small business that receives help from the stimulus or a larger company that suddenly gets a ton of green contract work; open up the gates to let the talent out there know that you are hiring again.  For the past year and a half you’ve probably let many of your new talent funnels get outdated – whether it be the employment section of your website, or a job board you regularly post to.  Take the time to make sure you are up to date with all the previous resources you utilized, as well as some new tactics that have emerged since you’ve been out of the hiring game.

Hiring Software

One new management resource for hiring that is constantly evolving is hiring software.  Modern day hiring software can make the lives of hiring manager and recruiters within your company far easier.  Not only does hiring software make recruiting simpler, it makes it more efficient.  Whether it is tracking a large number of job applicants, auto posting to job boards, sending out automated thank you letters or keeping up with a variety of statistics, hiring software can pretty much do anything nowadays.

Don’t Overdo It

Learn something from the past two years.  Running trim and slowing down your hiring lets you hone in on the important parts of your business: the cogs that are integral for survival.  Although the lean, mean days are starting to disappear, don’t suddenly jump into needless spending mode.  Get a hold of some statistics to determine what worked and what didn’t and capitalize on this newfound knowledge.