Category: Focus on Recruitment

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

Posted on by Buyer Advertising

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

Eight Roadblocks in the Search to Finding Qualified Candidates for Any Job

Posted on by Buyer Advertising

image_13An open job position means that it’s only a matter of time before the resumes start flooding in. Sorting through and eliminating the candidates who aren’t the best fit can be quite the undertaking.

Here are eight roadblocks that hinder employers from finding qualified job candidates.

  1. Technology: Many big brand employers rely on tracking systems to lend a hand in the job search. Resumes are scanned for keywords, and in turn, the employer is able to quickly find candidates who meet the specifications. However, this process allows many qualified candidates to fall through the cracks.
  2. Poor Branding: The strength of your employer brand can directly link to recruiting top talent. A poor employer brand can significantly cut your talent pool in half because many people won’t want to work for a company with negative perceptions.
  3. Cultural Fit: While hiring people that fit in the company culture is great, it should not be the deciding factor. Attitude and aptitude are not synonymous. Employers should assess the candidate’s ability to do the job first, and later analyze whether they would be a good cultural fit in the company.
  4. Vague Job Description: It is important to be as detailed as possible when writing a job description. If a candidate is unsure of what the job entails, he may not apply for the position. On the other end of the spectrum, you may get resumes from a number of under-qualified people.
  5. Years of Experience: Employers often jump the gun and hire people with the most years of experience. Years of experience does not always equate the most qualified candidate.
  6. Passive Candidates: These candidates are sometimes difficult to reach because they are already employed and are not actively looking for employment. However, if the right opportunity presents itself, it is very possible to recruit a passive candidate.
  7. Recruitment Competition: With the job market continuously growing, employers may have to compete with other companies in order to recruit top talent. This doesn’t necessarily mean you have to offer a higher compensation or benefits package, but if you want the best, you may have to work for it.
  8. Overly Specific Keyword Searches: Don’t make it difficult on yourself to find potential job candidates. Being too specific for keyword searches may lessen your talent pool.

The truth is qualified candidates are out there actively searching in the job market. It is your responsibility to evaluate your recruiting process and revamp it or make the necessary changes if needed.

 

The Importance of Entertaining New Recruits before Selling the Job Opportunity

Posted on by Buyer Advertising

image_24Every successful C-Level executive understands the importance of recruiting and maintaining the best possible talent. It is the continual influx of new and competent individuals that allows a company to grow and expand. However, the very best talent always has multiple opportunities, and you have to show why yours is the most desirable.

In fact, today’s prospective employees are more discriminating and demanding than any generation before them. Numerous personnel and hiring experts have written about the ever-expanding expectations of this generation of job-seekers. In the world of social media, every company’s culture is under the microscope and sites such as Glassdoor ensure there are very few secrets about what life in your company is like.

On top of this factor, media discussions of the work environments at such companies as Twitter, REI, and HubSpot raise the bar for acceptable cultures. In light of these realities, it is important to show your prospective hire that the job you are offering is not the time clock-oriented and boring situation they fear.

While not everyone is expecting a playroom at work, it is possible to address the basic concerns about your company. Among other things you should include in the interviewing process, adding a little entertainment can be a win-win situation for both parties.

When you schedule a time to relax in the hiring process, you get to see another side of your best recruits. Likewise, they have the opportunity to see that their prospective fellow workers are not the dreaded corporate drones. Of course, the form of entertainment is an open choice. Certainly, the traditional formal dinner at a restaurant is not the only or best way to entertain your recruits. That may be a part of the hiring cycle, but it is seldom regarded as a form of entertainment.

Consider taking a group of recruits to a ball game, or adding recruits to a company picnic. Some companies even have special boxes they periodically use for sports, theater, or other out-of-the-office recruiting. Ensure those who participate in this part of the hiring process understand their role is not only to entertain the recruits but also to observe and evaluate their interactions and reactions.

You’ll find that the right form of entertainment is an effective addition to attracting the right recruits in today’s increasingly tight market for top talent.

 

Designing a Recruitment Page that Works Well on Mobile Devices

Posted on by Buyer Advertising

image_11Recruiting top talent can be difficult in a competitive market. A solid recruitment strategy is very important in attracting the right candidates to your company. As technology continues to evolve, you should keep up with current trends.

With that in mind, it’s important to understand that smartphones have surpassed desktops regarding the primary method individuals use to access the Internet. Mobile platforms – smartphones and tablets – combined to account for 60% of total digital media time spent in 2014 according to research by comScore [1]. In addition, 86% of active candidates surveyed by Kelton Research use their smartphone to begin a job search, and 70% of active candidates want to apply via a mobile device [2].

When designing a recruitment page, the functionality of the website is critical to reaching users who are not only working from a desktop but also from a mobile device.

Utilizing new Technology

Recently, Google has developed an algorithm tailored specifically to mobile devices, making it easier for the user to find websites that are mobile compatible. This new algorithm introduced by Google rewards mobile-friendly websites by providing a boost in rankings, taking precedence over non-mobile optimized websites. In this ripe field of cutting-edge technology, incorporating a mobile- friendly recruitment website gives your company an advantage.

Design Time

Your IT team is your best friend when it comes to designing a website that is functional across a variety of platforms and devices. What works with an iPhone will not always work the same with an Android. However, you do not necessarily have to make two different versions of a website to make it mobile friendly. Small adjustments, such as changing the view from portrait to landscape and decreasing text size, can help make your website accessible from virtually any device.

Reaching out to More Prospects

Millennials, especially, have embraced technology to its fullest. Downloadable apps are available for almost every major website. Imagine a mobile app for your company that would allow prospective recruits to search and apply for jobs, upload their resumes, receive job alerts, join talent groups, and hear firsthand what it’s like to work at your company. As job seekers are using their smartphones more and more in the job search, it is your responsibility as an employer to adapt to these changes in technology. The results will be beneficial to potential employees and your company.

[1] https://www.comscore.com/Insights/Blog/Major-Mobile-Milestones-in-May-Apps-Now-Drive-Half-of-All-Time-Spent-on-Digital

[2] http://thehiringsite.careerbuilder.com/2015/01/19/2015-is-year-of-mobile-recruiting/

Hiring Techniques for Balancing Short and Long-Term Corporate Goals

Posted on by Buyer Advertising

image_21Finding, vetting and hiring a new employee is an expensive proposition. For example, it is estimated that the costs for even a high-turnover, low-paying job is at least 16 percent of the annual salary for the position [1]. For more significant positions, the total costs can easily exceed $40,000 to $50,000. Moreover, the costs of terminating an employee can be multiple times this number.

Hiring Processes that Fit the Task

Because of these realities, it is important to develop hiring processes that deal with both short and long-term needs for your organization. If a specific position is identified to fill a seasonal or limited time period, there are ways to save on the costs of adding that employee without compromising the process.

For example, many companies incorporate expensive tests in their hiring cycle to evaluate an individual’s long-term capabilities. This is especially the case where there is an expectation of growth and promotion. If that is not a practical consideration for a more temporary position, those types of investment are easily eliminated. On the other hand, certain proven techniques, such as drug testing, should not be taken out of the hiring equation for even short-term assignments.

Another effective way to deal with limited staffing needs is to consider the temporary employee market. An increasing number of qualified individuals now place themselves at the disposal of temporary agencies and corporations. There are many reasons highly qualified talent might pursue temporary opportunities, and you can find employees for everything from assembly work to C-Level executives who will work on short-term projects.

Protecting the Culture

Of course, looking at temporary employees does not mean accepting a compromise in quality or expectations. This is especially the case is the need extends beyond a few months. It is important to only bring in shorter-term hires that fit the corporate culture and are willing to show the same commitment and performance during their tenure as expected from established staff.

Taking the time to streamline hiring processes that fit the need will help you meet corporate goals while saving on the costs involved.

[1] http://www.cbsnews.com/news/how-much-does-it-cost-companies-to-lose-employees/

 

Using Technology to Anticipate Your Future Hiring Needs

Posted on by Buyer Advertising

image_08Whether you are a startup business or an already established company, planning ahead for the future is a necessity. Being prepared for the future means considering where your company is at today and where you would like it to be tomorrow. Find out how technology and strategic workforce planning can go hand in hand to help you anticipate your employment needs for the coming years.

Utilizing technology can make workforce planning more efficient and provide improved results. Special workforce planning software allows you to analyze your company’s current workforce trends and make educated projections for trends in the future. By plugging in internal and external data, software can help you arrive at more accurate results. Not only can software help you plan for the future, but it can also help guide you along the way by monitoring your progress and alerting you to any variations from the master plan.

Another key benefit is that software can help your company adapt to changing conditions. The talent that was critical for success a few years ago may not suffice in an environment with new challenges that demand new solutions. Workforce planning is not limited to software only, but utilizing your technological resources wisely can better support your executives, HR department, and hiring managers throughout the process. Have a one-on-one session with your IT consultant and discuss the kinds of workforce planning software that are available and which one in particular would be a good fit for your company’s needs.

In summary, using technology to plan for the future creates a culture where workforce planning is based on data and better equips executives in evaluating how changes in objectives and the environment impact staffing levels. Most importantly, approaching workforce planning in a way that fits your company’s needs and aligns with your future goals is key to a successful future.