Author: Buyer Advertising

The Importance of Relocation Assistance When Hiring Talent from a Long-Distance Location

Posted on by Buyer Advertising

image_04When recruiting talented professionals from around the country, offering paid moving expenses may make the difference in whether or not the candidate selects your job offer. Hiring talent from a long-distance location is a considerable risk for that new employee, and paying for some of their relocation costs can help make their transition smoother. Consider these types of moving costs and whether or not your company should cover them when hiring talented individuals who live a long distance away from your location.

Packing and Transportation of Belongings

Paying for the packing, crating and transportation of the new employee’s belongings is a basic part of relocation expenses. Some firms choose to offer a flat-rate reimbursement for these costs while other firms directly pay the moving company for these services. This expense usually includes the employee, their spouse and their children’s belongings and furniture, and it includes insurance in case the moving company damages belongings while they are in transit.

Automobile Shipping

For a cross-country move, your new employee may wish to have their car or truck shipped to their new location. The employee and his or her family may take a flight rather than spending a week driving across the country. The costs of shipping their vehicle may be a reasonable expense for your company to reimburse due to the long-distance move.

Lodging, Flights and Meals

Your new employee may incur thousands of dollars in expenses for lodging, flights and meals while in transit between their original location and where they are moving in order to work for you. Paying for the employee’s airplane ticket, hotel room and meals is a wise step in recruiting a highly talented professional. You might consider giving the new employee a voucher for these costs, or you might have the new staff member submit their receipts and then get reimbursed from your human resources or payroll department.

Offering paid moving expenses is a gesture that your human resources division can make when recruiting top talent. This benefit may help to increase the loyalty of the professionals you hire.

Effective Methods of Utilizing LinkedIn to Promote Hiring

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image_016The Internet is becoming a useful tool in hiring. More specifically, HR professionals are turning to LinkedIn to find and recruit top talent. Back in 2010, 78% of recruiters were using LinkedIn to find candidates, but five years later, that percentage has risen to 95% [1]. LinkedIn not only offers a platform for you to build your employer brand, but it also enables you to attract qualified job candidates and select the best match. It’s easy to get started:

Creating a Company Profile

Networking is a huge advantage to using LinkedIn. By creating a company profile and adding your staff, you have established connections to link you with potential candidates through your current employees. If you are looking for a graphic designer, it is easier to find a network of designers through someone you already have on your staff. According to a Nielsen study, the average number of connections for LinkedIn members is around 60 people [2].

Marketing Your Company

There are many companies on LinkedIn, which is why it is important to market your company and set yourself apart. LinkedIn is a social media outlet and has many of the same qualities you would see on Facebook. You can post status updates, share company announcements and even can set your current status as “hiring.” This lets people know that you’re an active, engaged company that others may be interested in working for.

Posting a Job

When you are ready to post a job on LinkedIn, make sure that you have researched the role. You can use this information to create a job description that will attract the ideal job candidate. A good job description will include the necessary skills, education and experience to carry out the duties of the job. LinkedIn will then send your job post to those who best meet the criteria.

LinkedIn also has a sponsored job option, which increases the likelihood of people applying for your position. Once your job has been posted, it will receive high placement in the “Jobs you may be interested in” section. Your company gets charged on a pay-per-click basis. This is a great way to increase the pool of potential candidates.

Because LinkedIn allows you to reach more job candidates with a pool of over 330 million professionals, it is a great way for you to find the right job candidate.

 

[1] http://www.socialtalent.co/blog/how-recruiters-and-job-seekers-use-social-media-in-2015

[2] http://www.entrepreneur.com/article/242721

How Mobile Can Play a Pivotal Role in Hiring Quality Staff

Posted on by Buyer Advertising

image_14Mobile recruiting of candidates is the act of engaging potential employees on a mobile device. This method benefits both the recruiter and the candidate by increasing interactions and making communication more convenient. When developing these connections, human resources staff and hiring managers should consider existing apps and technologies that are already made and able to be customized to their company’s specific recruitment needs.

A Growing Trend

The popularity and convenience of mobile smartphones them a powerful tool for recruiting. A 2014 Glassdoor survey of 1,000 employees and job seekers found that 89% of those surveyed use a mobile device during their job search, and 45% use their mobile device to search for jobs at least once each day [1]. Currently, employers who have embraced mobile recruitment have been focused on two trends in particular: mobile-optimization and mobile applications. Making mobile connections can involve using apps, text message delivery systems on a mobile device in order to aid in the recruitment and job search processes.

Shifting Strategies and Expectations

Mobile connections are creating a paradigm shift in the way that human resources managers are recruiting and communicating with candidates. Gone is the formal written expression of interest, and in its place is a brief text exchange between the HR office and the desirable professional. Texts, chats and short video messages are playing an exceptional role in the recruitment of the Millennial generation as they are comfortable in a world of smartphones, iPads and handheld devices. Given that approximately 75% of the workforce will be comprised of Millennials within the next 10 years, it’s important to consider a mobile recruitment strategy in order to not lose out on potential qualified talent [2].

Leveraging Technology for Recruitment

Recruiting great candidates for your job openings through mobile connections means that you no longer have to be tied to your computer, and neither does the candidate. You can text confirmations and send candidates a Google Map link with directions to your office. Creating a responsive design for your website also helps with mobile connections as this design makes it easier for candidates to scroll through your job listings and initiate an application. Mobile video is the greatest tool for recruitment. You can live stream business activities and provide employee testimonials of your company’s success.

As mobile technology advances and becomes more popular, job seekers want to complete every stage of the process, from the search to the application, from their phones and tablets. More companies are embracing the mobile application and finding ways to make the process easier for candidates.

[1] http://www.inc.com/jerome-ternynck/the-past-present-amp-future-of-mobile-recruiting.html

[2] http://hiring.monster.ca/hr/hr-best-practices/recruiting-hiring-advice/attracting-job-candidates/investing-in-mobile-recruiting.aspx

How to Use Twitter to Effectively Find Top Candidates

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image_03Offering a platform of just 140 characters, Twitter may not seem like the most helpful tool for recruitment. However, it can be an effective way to find top candidates. These tips detail some of the top ways to recruit candidates through Twitter.

Ask for a Retweet

One of the keys to successfully using Twitter as a recruitment tool is to request an RT, or retweet. Asking an already large audience of followers to retweet a post about a job opportunity can significantly increase the pool of candidates. Says recruitment expert Tom Gimbel in Entrepreneur, “When asked, most people are willing to retweet, and you can easily leverage your network and get your message spread. [1]”

Include a Shortened URL

Tweets are limited to 140 characters, so don’t waste precious letters spelling out a long URL for a job application site. Instead, shorten the URL through a site like Bitly, which will give recruiters more space to craft a succinct explanation of the job or a call to action.

Use Appropriate Hashtags

Many candidates in search of specific jobs will use hashtags on Twitter. Recruiting tweets should include specific hashtags as well as more general job-seeking terms. According to an article in Inc., key general hashtags might include #recruiting, #hiring or #staffing [2]. For specific career opportunities, also include hashtags for skills needed, like #Germanspeakers or #programmers.

Tag Major Recruitment Twitter Users

Small businesses that don’t have a large existing group of Twitter followers may want to tweet job openings to major recruitment players on Twitter. These social media recruitment platforms, such as TweetMyJob, can help those searching for employees reach a wider audience [3].

Time Tweets to Get the Most Views

One LinkedIn article reminds recruitment professionals that the timing of Tweets can play a big role in how many views each will receive [4]. Using tools like CrowdBooster can ensure that each Tweet gets maximum visibility in the preferred time zone.

Twitter can be a way to recruit professionals in virtually any industry, and these tips ensure that recruiters can effectively find top candidates through this social media platform.

[1] http://www.entrepreneur.com/article/226960

[2] http://www.inc.com/guides/2010/05/using-twitter-for-recruiting.html

[3] http://www.huffingtonpost.com/2morrowknight/tweetmyjobs-and-social-re_1_b_1371164.html

[4] https://www.linkedin.com/pulse/20140403173251-2061783-why-twitter-is-a-recruiter-s-secret-weapon-and-how-to-use-it

Does Your Business Deliver Video Content to Attract Professionals?

Posted on by Buyer Advertising

image_16In order to recruit and retain the right professionals for your organization, you have to be up to date and familiar with technology. Some of today’s most successful marketing trends involve the use of video content such as interviews with your current staff and a glimpse at the facilities and inner workings of your business. Studies have shown that people prefer to watch a video for information than read that same information in written form [1]. When you are searching for the next candidate to fill a position at your organization, consider these video content marketing strategies:

Video Content for Attracting Professionals

One of the most useful types of video content to attract young professionals is gamified content. This includes virtual tours of your work environment and a competitive game in which candidates get to spend a day in the life of a manager or another type of staffer at your organization. To recruit the cream of the Generation X crop, gamification may still be successful, but include other video content that highlights the culture of your organization. Show employees having walking meetings, gathering in the break rooms or working in their flexible spaces.

Where to Showcase Your Video Content

In addition to what you include in your marketing and recruitment videos, the places where you post and link to them are also important. At the very least, your recruitment videos should be posted on your social media accounts and on your website as social recruitment is slated to be the biggest hiring trend for 2016. YouTube, for example, is currently the third most popular website in the world with over 800 million unique users visiting each month which makes it the perfect place to find a new audience [2].

If you work with any college or university alumni associations, ask that your video content be posted there as well. Professional associations are another place to link your video content for attracting tech-savvy professionals to your business. Recruitment websites are key locations to include your video content as well.

Retaining Your Great Hires

Once you have attracted and hired the professionals that your organization needs, your next task is to retain them. Recognize your successful staff by giving them verbal praise for a job well done. Consider showcasing their achievements in your next recruitment video. Marketing your successes shows potential hires that you maintain a rich and rewarding work environment.

[1] http://174.129.240.118/resources/employment-branding/10-reasons-you-shouldnt-recruit-without-video/

[2] http://recruiterbox.com/blog/5-great-recruitment-videos-on-youtube-and-why-they-work/

Can Facebook Help You Find Quality Talented Professionals?

Posted on by Buyer Advertising

image_01When your business needs to find talented professionals to join your team, knowing where to look can be a challenge. In today’s social media-driven world, people are flocking to websites such as Facebook not only to share photos and status updates but also to find jobs. Putting your company on Facebook helps to get the word out fast to an audience of interested and skilled professionals.

A recent survey by Facebook found that 70% of respondents agreed that Facebook is an effective recruiting tool because it allows recruiters to cast a wide net and connect with more potential job seekers than other services because of the widespread use of Facebook [1]. With over 1 billion users, Facebook can be a valuable source for recruiting qualified professionals.

Paid Ads

One way to find talented professionals to recruit is through Facebook ads. You can choose how and when your ad appears, so if you are not offering relocation expenses, then you may wish to only have your ad show up when your physical location is within 60 miles of a user’s IP address. You can also try pay-per-click ads, for which you are only charged when someone clicks your advertisement. Facebook ads allow you to specifically target the type of candidates that you desire. For example, if you need someone familiar with Share Point, you would include that in your keywords. You may choose to run the ad constantly or only during specific hours of the day.

Facebook Pages

Facebook pages are a free resource that you can utilize to your benefit. Essentially a profile for your business, this page is public and allows you to update it with your job postings. You can also include pertinent links with information that the best candidates will want to know, such as the health care benefits, amount of paid time off and other perks of working at your company.

Facebook Marketplace

The Facebook Marketplace allows you to place free, basic ads for the job openings available at your business. In a marketplace ad, you are able to include the job description, location, reason why you need to fill the job and other basic information. You are also able to upload an image of the job’s location or any other image that you think would be useful in recruiting skilled employees.

Facebook’s enormous membership, combined with its precise targeting mechanisms, allow recruiters to pinpoint their ideal candidates and leverage them to build an online talent community. Facebook Ads average around $0.25 per 1,000, which is only 1% of the cost of TV advertising [2] – the result is a low-cost, but highly effective recruitment campaign.

 

[1] https://www.facebook.com/notes/social-jobs-partnership/recruiting-survey-social-media-helps-connect-job-seekers-with-employers/404484379619706/

[2] https://moz.com/blog/1-dollar-per-day-on-facebook-ads

Why Recruiters Should Be Hiring People They Wouldn’t Be Friends With

Posted on by Buyer Advertising

image_018According to Joel Peterson, the Chairman of JetBlue Airways, the first mistake in recruitment is hiring someone just like you [1]. When making friends, it might be natural to gravitate toward people who look like you, went to the same school as you or are the same gender. In the workplace, however, recruiters should be hiring people from diverse backgrounds, even if they might not be friends in a different setting.

Diverse Groups Can Solve Tougher Problems

A study put forth through the Proceedings of the National Academy of Sciences shows that diverse groups are better at solving complex problems than homogeneous but high-performing groups [2]. Hiring qualified candidates is key, but so is hiring a diverse team with a range of backgrounds and experiences that can add value to problem solving.

Diversity is a Key Driver of Innovation

A recent Forbes study showed how a diverse workforce can greatly increase innovative ideas [3]. Thinking outside of the box is easier if every member of the team has a unique worldview. The same study revealed that feelings of inclusion may encourage team members to work harder and prove their worth through innovative ideas and an increased drive to perform at the highest level.

A Diverse Group Can Attract a Larger Consumer Demographic

The Center for American Progress believes that a diverse workplace can bring about a number of economic benefits, just one of which is appealing to a larger consumer demographic [4]. A team with varied and diverse upbringings, cultures, ethnicities, genders and life experiences will be able to utilize these differences to create advertising campaigns that reach a bigger percentage of the total population. This, in turn, can increase consumers, users and profits for any given company.

Diverse Hiring Practices Means a Wider Hiring Pool

When recruiters expand their scope to include candidates they wouldn’t normally be friends with, they are widening the hiring pool significantly. At the same time, Glassdoor reveals that recruiters may have an easier time attracting top talent if they have a diverse workforce, which is a plus for many candidates at the highest level [5].

[1] https://www.linkedin.com/pulse/20130529070259-11846967-top-10-hiring-mistakes-1-hiring-yourself

[2] http://vserver1.cscs.lsa.umich.edu/~spage/pnas.pdf

[3] http://images.forbes.com/forbesinsights/StudyPDFs/Innovation_Through_Diversity.pdf

[4] https://www.americanprogress.org/issues/labor/news/2012/07/12/11900/the-top-10-economic-facts-of-diversity-in-the-workplace/

[5] http://www.glassdoor.com/press/twothirds-people-diversity-important-deciding-work-glassdoor-survey-2/

The Pros and Cons of Hiring Candidates With Online Degrees

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image_12According to the National Center for Education Statistics, as many as 12.5 percent of current college students are exclusively taking classes online through distance learning programs, and an additional 13.3 percent take both online and traditional college courses [1]. This means that employers are facing an increased number of applicants with online rather than campus-based degrees. There are both advantages and drawbacks of hiring candidates with online degrees.

Pro: Basic Working Knowledge of Computers

In order to successfully earn an online degree, students will need to be relatively computer savvy [2]. In a world where most employers expect their applicants to have a minimum of a basic working knowledge of computing, it can be reassuring to know that an online degree holder is capable of posting in online forums, streaming live lectures and researching on the Internet.

Con: Less Prestige in Top Company Positions

According to one 2010 study, online education credentials become less acceptable to companies the higher the position being applied for [3]. While an online degree may be considered acceptable at the entry level, a full 42 percent of hiring managers surveyed would not hire an applicant for a CEO or CFO role with just an online education. This is partially because of the perceived prestige for a business that is led by executives with a traditional or even Ivy League education.

Pro: Demonstrated Capability of Self-Motivation

Unlike traditional campus degrees, online degrees don’t have the accountability of professors calling on students in class or student centers filled with frantic studying for finals. In order to complete an online program, students have to find their own motivation. According to Forbes, motivation is one of the top qualities to look for in a candidate as it shows a willingness to work hard whether or not someone is watching every step of the way [4].

Con: Potential for Unaccredited School or Degree Mill

One drawback of hiring a candidate with an online degree is the time it will take to determine whether their degree is accredited. The U.S. Department of Education considers a degree mill to be a school that essentially offers diplomas for a fee rather than for a passing effort [5]. Identifying these schools and ensuring the legitimacy of an online degree may require more resources when hiring ne

[1] https://nces.ed.gov/fastfacts/display.asp?id=80

[2] http://nation.time.com/2012/10/18/can-an-online-degree-really-help-you-get-a-job/

[3] http://www.shrm.org/research/surveyfindings/articles/pages/hiringpracticesandattitudes.aspx

[4] http://www.forbes.com/sites/work-in-progress/2013/02/26/how-to-determine-motivation-in-a-job-interview/

[5] http://www2.ed.gov/students/prep/college/diplomamills/diploma-mills.html

Determining Whether an Applicant Tracking System is a Necessity for HR Professionals

Posted on by Buyer Advertising

image_05Before you make a decision about whether or not to use an applicant tracking system, consider what has happened to give rise to their use.

Gone are the days when job applicants typed their resumes, wrote a cover letter, mailed it and went through the same process for the next job. Now, applicants can post their resume online, and in just a short session at their computer, they can submit their resume to 10, 20 or more jobs without even considering if they meet the job requirements. The result? Recruiters are buried in online submissions.

To counter the enormous influx of resumes, many from clearly unqualified candidates, companies have resorted to applicant tracking systems to cull the number of resumes by identifying keywords that must appear in the resume before an actual recruiter sees it.

Often, a company will receive 250 or more resumes for an open position. Their applicant tracking system will only allow about 25 percent of those to move forward, but are they the right 25 percent? While the numbers support the success of using these systems, when you dig a little deeper, there’s often a gap between the use of keywords and the actual skills required for the job. Just because an applicant’s resume is worded to “beat the system” doesn’t mean he or she is qualified.

Applicant tracking systems are increasing in use, and they serve a real purpose, but there are some characteristics that should be considered before purchasing and installing one:

  • Make sure the system you purchase is mobile friendly. If it isn’t, you could be losing qualified candidates who move on to a more mobile-friendly application process at another company.
  • Ensure that your system allows qualified candidates who aren’t hired to go into a recruiting pipeline.
  • The filters in your system should not be too restrictive. For example, while an MBA may be preferred, a master’s degree in another area might be acceptable as well.

Many HR professionals see more value in a well-trained recruiter who can scan a large stack of resumes and sort them quickly into “unqualified,” “maybe” and “call for phone screen.” As job seekers become more familiar with the system, they’ll get better at presenting themselves as someone who uses the right words instead of someone who can do the job.

Ways to Minimize the Expense of Hiring New Employees

Posted on by Buyer Advertising

image_04Hiring new employees can be a substantial drain on profits for any business. The Wall Street Journal addresses an obvious tactic that could be of help: Reducing employee turnover [1]. Fewer departures mean fewer new hires, which can save a company money in the long run. Regardless of turnover, however, businesses will always need to make staffing changes. Here are key suggestions that can minimize the expense of hiring new employees.

Utilize Social Media to Attract Talent

A study conducted by the Center for American Progress shows that companies pay an average of 21.4 percent of an employee’s annual salary while trying to hire their replacement [2]. Part of this expense is the retraining period, paying a temporary replacement and setting aside time for interviews. To cut costs in other areas, consider utilizing free social media to attract talent. Posting about available jobs on a Facebook page or through Twitter and Instagram can reach a large audience and provide immediate feedback.

Hire From Within

Susan Adams, writing for Forbes, believes that hiring candidates from within rather than from outside the company can be a smart way to cut costs [3]. Not only will hiring from within mean less time recruiting, interviewing and processing applications, but internal hires often receive lower salaries. Promoting from within can create stronger company loyalty, which means fewer promoted employees heading to competing firms in the years ahead.

Limit Your Scope to Local Candidates

Limiting recruiting to a local area can feel like limiting the field, and it may not be recommended for top-level or niche positions. For the bulk of new recruits, however, it can be an easy way to cut costs. As an Inc article points out, recruiting from a local area means that checking references is simpler, and relocation costs won’t be a concern [4].

Reduce Time to Hire by Speeding Up the Interview and Screening Processes

An easy way to reduce cost per hire is by reducing the time per hire. Don’t drag out the process any longer than it needs to be. Screen applicants in bulk and schedule back-to-back interviews. Monster suggests giving recruiters lots of details and feedback so that they can source the top talent more efficiently [5].

[1] http://guides.wsj.com/management/recruiting-hiring-and-firing/how-to-reduce-employee-turnover/

[2] https://www.americanprogress.org/issues/labor/report/2012/11/16/44464/there-are-significant-business-costs-to-replacing-employees/

[3] http://www.forbes.com/sites/susanadams/2012/04/05/why-promoting-from-within-usually-beats-hiring-from-outside/

[4] http://www.inc.com/john-greathouse/5-reasons-to-hire-locally-no-matter-where-you-are.html

[5] http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/managing-hiring-costs/reducing-time-to-hire-checklist.aspx