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

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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

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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

How to Get Employees Excited About Your Company’s Brand Image

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image_29Forbes reminds businesses that strong brands aren’t created exclusively in the marketing department [1]. Instead, every employee in the company contributes to its brand and image. Having employees who fulfill their contractual obligations is a far cry from employees who act as brand ambassadors even when they are off the clock. These suggestions help get employees excited about your company’s brand image.

Involving Employees in Social Media Campaigns

Employees have a unique and credible position in social media. Unlike executives or owners, who the public may believe have an agenda, employees can feel like a more realistic, friendly and legitimate source of information. That’s why it is so important to have employees feel free to contribute to and participate in social media campaigns. At Nokia, for example, employees are encouraged to talk about the brand on personal social media, and they have the freedom to give their honest opinions [2]. Social media expert Jenny Kuglin also suggests having staff take photos at work, during holiday parties or whenever something exciting happens involving the brand [3]. Using these photos on social media is a captivating way to show the genuine side of the brand, and it also excites the employee who took the picture.

Give Employees Product or Service Discounts and Perks

Small Business Trends pinpoints one of the key ways to generate interest in a brand: provide employees with discounts to offer friends and family [4]. This makes employees feel like an insider with valuable information, which in turn makes them more likely to speak positively about the brand. Those who receive the discount will have a better overall experience to know they got a deal, which keeps the positive momentum going.

Recognize Their Efforts

Turning employees into brand ambassadors and making them feel genuinely excited about the brand is not an easy task. When it does happen, reinforce what a great thing it is by recognizing the employee. According to Entrepreneur, this could be as simple as commemorative shirts for staff or a mention at a meeting if someone gets positive attention for the brand on social media [5].

Together, these tips can be integral in getting employees excited about your company’s brand.

 

[1] http://www.forbes.com/sites/williamarruda/2013/10/08/three-steps-for-transforming-employees-into-brand-ambassadors/

[2] http://linkhumans.com/blog/how-nokia-employees-brand-ambassadors

[3] https://www.rivaliq.com/blog/expand-your-online-branding/

[4] http://smallbiztrends.com/2014/09/turning-employees-into-brand-champions.html

[5] http://www.entrepreneur.com/article/241560

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

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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.

 

When to Introduce Recruits to the Company Handbook

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image_28According to Sarah E. Needleman of the Wall Street Journal, the hiring process is one of elimination, getting rid of unsuitable candidates to end up with the best choices [1]. Along the way, there are screenings of cover letters, application reviews, personal interviews and even studies of past employment. Many hiring managers wait until after a candidate has been hired before showing them the company handbook, but that might be a mistake.

Benefits of a Company Handbook

A company handbook, which in today’s digital world need not always be printed and bound, does the following:

• Shows employees where to go for HR help
• Introduces the dress code or behavior policies
• Explains management and leadership techniques
• Showcases benefits for employees

However, a company handbook can do a lot more than serve as a map for new recruits. In some cases, like the investment firm The Motley Fool, the company handbook was made public and served as a recruitment tool [2]. By outlining perks of employment as well as an irreverent, appealing company culture, the handbook actually brought in more candidates for future positions.

Introducing the Company Handbook Before the Interview Phase

Because a company handbook can reinforce the brand of a company, introducing the handbook to top talent can encourage a desire to want to belong to an organization that leads the industry or is simply a fun place to work. According to the U.S. Small Business Administration, a company or employee handbook can also include details like any standards of conduct, compensation protocol and vacation leave policies [3]. Recruiters will notice that these are often key questions and issues brought up at interviews. Streamline the interview by offering candidates access to the company handbook in the days or weeks prior to a face-to-face or video meeting.

Reintroduction on Day One in the Office

When new recruits show up for their first day of work in a new position, having a physical copy of the company handbook is often a smart idea. Include a page or document, typically called an employee acknowledgement page that can be signed by the employee verifying that it has been read and agreed to [4]. It’s a good idea to offer to meet one on one to discuss any aspects of the company handbook that are confusing or unclear to the new hires.

 

[1] http://www.wsj.com/articles/SB10001424052748703808904575025250789355156

[2] http://www.businessinsider.com/how-one-company-is-using-its-employee-handbook-as-a-recruiting-tool-2014-8

[3] https://www.sba.gov/content/employee-handbooks

[4] http://www.inc.com/guides/2010/06/what-to-include-in-employee-handbook.html

 

How Annual Performance Reviews Can Help or Hurt Employee Retention Rates

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image_06The findings of a survey from the Harvard Business Review show that 65 percent of employees feel more engaged with their company when their performance reviews are aligned with corporate goals [1]. Achieving employee engagement is key when it comes to employee retention, so unlocking the potential of the performance review is important. However, it turns out that an annual performance review can both hurt and help employee retention rates in a variety of ways.

Annual Reviews Might Not Be Enough

Annual reviews, in and of themselves, can be a positive thing and a great way to engage employees, offer credit where it is due and ensure that both employee and manager are on the same page. Margaret Jacoby, writing for the Huffington Post, believes that relevant feedback needs to be offered throughout the year [2]. More opportunities for open communication can ensure employees are satisfied and willing to stay on in the company.

Winging an Annual Performance Review

Whether an employee performance review is an annual event or something that takes place quarterly, it is perhaps the only chance for a mid- or entry-level employee to have a frank discussion about pay, job title and expected duties. When the reviewer goes into the meeting without adequate preparation, it can be a slap in the face to employees who have worked hard for recognition. Worst of all, according to Forbes, is simply offering the same advice or review as the year before [3].

Providing Detailed Feedback

When offered in a timely fashion and combined with quarterly appraisals to keep employees on the right track, an annual performance review can go a long way in promoting staff satisfaction, which in turn leads to higher retention rates for a business [4]. One way to provide a satisfactory annual performance review is to offer detailed feedback. The manager providing the review should do their homework, offer praise in the areas required and speak candidly with employees.

A thoughtful quarterly or annual review can be a tremendous tool for managers interested in increasing employee retention rates. However, reviews that are poorly done, delayed or not accompanied by year-round feedback could actually reduce employee engagement and satisfaction.

[1] https://hbr.org/resources/pdfs/comm/achievers/hbr_achievers_report_sep13.pdf
[2] http://www.huffingtonpost.com/margaret-jacoby/the-worst-advice-ever-hea_b_7444356.html
[3] http://www.forbes.com/sites/ericjackson/2012/01/09/ten-reasons-performance-reviews-are-done-terribly/
[4] http://www.businessweek.com/managing/content/jan2011/ca20110114_156455.htm

The Importance of Entertaining New Recruits before Selling the Job Opportunity

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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

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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/