Tag: hr strategy

How Conducting a Behavior-Based Interview Can Help You Find the Right Candidate

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How Conducting a Behavior-Based Interview Can Help You Find the Right Candidate

As the economy makes leaps and strides past recession, employers are ramping up their hiring processes in response to the surge in talent. In order to find the best candidates, many hiring managers are using behavior-based interviews. According to the U.S. Department of Veteran’s affairs, the best predictor of future behavior is past behavior[1]. Consider three reasons why this interviewing process can help you find the right candidate for each of your available positions.

Identifying Essential Experience

Because what has happened in the past is highly likely to happen again, asking interviewees about their previous experiences in particular situations will help you get a grasp on how they can handle stress, deadlines and other pertinent situations. You might ask questions such as what an applicant did when other team members didn’t hold up their end of the deal on a project or how they handled an irate customer. This helps you get a feel for the applicant’s personality as well as his or her mastery of customer care and teamwork.

Capturing Skill Sets

Every job has essential skills that must be mastered in order to achieve and maintain success. To get a behavior-based idea of an applicant’s relevant skills, you could ask a question such as, “How did you increase conversions on your most recent online marketing campaign?” This type of question gives you inside perspective on a worker’s mastery of specific types of skills, their flexibility to change what isn’t working and swap it out for something else, and their willingness to work toward and achieve a goal that benefits the organization.

Meshing with the Corporate Culture

In addition to finding candidates with the right experience and skill set for the job, you’ll also want to make sure they will fit into your corporate culture. This is a fantastic time to ask hypothetical behavior-based questions, such as “What would you do if there were no supervisors in the office for an entire week, and none could be reached by electronic means?” These types of questions help you figure out who will be the most likely to succeed in your organization.

[1] http://www.va.gov/PBI/index.asp

Recruitment Using Social Media: How to Turn Connections into Candidates

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Building a solid company starts with recruiting and hiring solid people who share your corporate values. One way to connect directly with high-caliber candidates is through your current social media connections. Last year, 73% of recruiters successfully hired a candidate through social media. [1]

With unprecedented access to large numbers of people, social media sites provide an effective tool for finding candidates with the experience and skills that your company needs.

The following information offers some tips for productive efforts when using social media as a recruiting tool.

Think Quality vs. Quantity

Without much debate, it is best to build the quality – not just quantity – of your connections. While social media sites enable you to widen the recruitment pool, you must be careful to reach the right people. Having 50 potential candidates who appear to be a close fit for your company is more valuable than 500 people who use their connections as a numbers game. Less is definitely more when incorporated as a targeted strategy to recruit the right people.

Potential Candidates are Recruiting You, Too

Do not forget: social media works as a two-way street. You are looking for connections that lead to great candidates; your connections are looking for connections that lead to a great place to work. Make sure that your social media presence projects the right image and perception. This involves having current and relevant information on all the social media sites where your company is active, as well as the company website.

Ask questions. Perhaps they want to know something about your company that is not common knowledge. Ask how they plan to become an effective employee or better person. Answers may reveal who might be a good fit.

Savvy Recruitment Ideas to Get Started

A keyboard and computer screen may separate you from social media connections, but some offline conversations can still apply. Use appropriate sites to engage connections with good conversation topics. Start by describing what a typical day is like working at your company. Share team profiles, insights into the culture and statements from employees to give an inside glimpse.

Another discussion starter is sharing industry news. People who are interested in working at your company are also interested in hearing about the latest industry information.

Pay attention to which strategies work best for attracting the ideal candidates.

[1] http://www.entrepreneur.com/article/245097

How HR Analytics Can Transform the Workplace

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Analytical data can be used to improve many aspects of business. In the HR department, the efficiency of employees will directly impact the success of the organization. According to a 2013 survey by talent analytics software vendor SHL, 77% of HR professionals are unable to determine how their enterprises’ workfimage_015orce potential is affecting their bottom line, while less than half (44%) use objective data regarding talent performance to guide business decisions[1].

By scrutinizing data collected using HR analytics in reference to hiring costs, compensation platforms and turnaround rates, HR professionals can develop a detailed report giving them an edge when it comes to finding and retaining quality candidates. This information can also be used to predict workforce performance and identify potential high-quality members.

Performance Versus Responsibilities

In many cases, exceptional employees in one area could be weaker in others. By analyzing the information available, you can place specific employees in positions where they will excel. Putting a person in an area he or she is not familiar with could be setting the employee up for failure. Assigning positions based on strengths and demonstrated abilities from employee performance reviews can enhance the workplace. Although you may hire someone for a specific task, you never know what he or she is capable of in other locations.

Strategies Are Only as Good as the Data Collected

Not every HR staff member knows how to collect and collate various forms of data in order to develop a strategy. Companies will often turn to workforce management solutions and applications to help collect the information. Analytical software for the HR department will do all of the necessary calculations for you making it easier to spot flaws in the system. For example, do you know how much money is wasted when a new hire fails and is let go? These platforms may also show where that employee failed in his or her responsibilities in the first place.

[1] http://www.citeworld.com/article/2137364/big-data-analytics/how-hr-analytics-can-transform-the-workplace.html

How to Effectively Implement an Employee Referral Program

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image_01Contrary to what some people might think, not all employers can access an infinite flow of resumes at any time to find a qualified job applicant. For most hiring managers and HR professionals, their schedules are filled with daily tasks that make it harder to devote enough time to recruitment. Nevertheless, part of their role within the company is to find candidates that have the skill, ability and cultural fit for their organization.

One possible answer is hiring via employee referrals. Some studies show that a top source for quality hiring comes from employee referrals. Companies who use employee referral programs have average retention rates of 46 percent, and referral programs can save organizations $3,000 or more per hire [1]. The challenge then becomes implementing a sustainable, well-functioning employee referral program to make the hiring practice less challenging.

Develop a Comprehensive Program

Simply asking employees to hit the streets and recruit is not enough; you should develop a comprehensive plan that clearly communicates the program’s objectives and hiring goals. Even if you engage your top sales team, this does not automatically make them the best recruiters.

Communication and training should be part of the employee referral program. This will acquaint your employees with policies and company rules surrounding recruitment. Additionally, training gives you an opportunity to teach employees how to talk positively about the company.

Some organizations find that asking employees to look for talent at industry conferences or association meetings expands the opportunity to find prospective recruits. The goal is to encourage employees to refer new acquaintances in addition to people they already know.

Select Common Sense Awards

How you decide to reward employees for referring quality candidates is typically based on your desired level of employee engagement. While cash rewards are typically the top incentive, some employees are equally satisfied with extra time off or travel bonuses.

If you choose cash rewards, you might want to pay employees in portions. You can pay part of the reward upon hiring a candidate, and more is paid after the new employee completes the probation period. Final payment could be made after the employee’s first anniversary.

Organizations can gain several benefits through an effective employee referral program. The program helps to reduce the burden on one person or department for finding top talent. When implemented effectively, the program can increase employee engagement.

 

[1] https://www.recruiter.com/i/10-employee-referral-program-fast-facts/

Presenting a Possibility-Rich Opportunity to Diversity- and Military-Related Candidates

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image_014Currently, many companies are seeking to add to the diversity of their workforce as well as attract qualified veterans. In setting these goals, they are finding it necessary to adjust their recruitment and hiring processes. To attract sufficient numbers of qualified candidates, these businesses are learning that it is important to focus on the opportunities and career paths they offer.

Going Beyond the Traditional

The market for both diversity- and military-related employees is more competitive than in the past. As these individuals enter the market, they are seeking situations that are more attractive than the standard positions normally available. Such candidates come to the job market with different perspectives, experiences and expectations.

Many veterans have enjoyed significant responsibilities during their time in the military. With a strong emphasis on leadership and getting the job done, these potential members of a team will be looking for jobs that promise the ability to grow and use their leadership capabilities. Even if the entry-level position they are offered is somewhat limited, it must be understood that there is an opportunity to advance and achieve a position of responsibility within a reasonable period of time.

Likewise, candidates from diverse backgrounds will critically evaluate a position to see if it has a reasonable path for growth and advancement. There is a natural expectation that these individuals will experience barriers and limitations in life, and they are most attracted to companies where they see evidence of full acceptance.

More than Words

To create such an environment, it is important to provide early and abundant evidence that opportunities do exist and are attainable. Achieving this result includes introducing candidates to successful members of the team who have come from similar backgrounds and flourished within the company structure.

Implementing and maintaining programs that assist with the transition and development of employees from these programs also provide solid evidence of a commitment to aiding these prospects in becoming valued and successful additions to the workforce. Providing clear examples of how these programs work and are effective in making potential opportunities into realizable goals is essential in the recruitment process.

 

 

How to Balance Long Term Goals and Short Term Objectives in the Recruitment Process

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image_21As an HR leader, planning for the future is an important part of the recruitment process. Recruiting people without any plan in place can end up being a disaster for a company in the long run. It is important for HR personnel to be able to balance both the long-term goals and near-term objectives that have been set in place.

To have a cohesive staffing policy, a blend of long-term goals and near-term objectives should be implemented. Near-term objectives related to staffing are generally easier to identify and fulfill, but without long-term goals, they are not conducive to successful business. With an increasingly competitive labor market, companies simply cannot survive without a long-term plan and vision with regard to hiring new employees. Employers who set long-term goals as a part of their recruitment strategy tend to have a higher employee retention rate. Near-term staffing strategies are ideal for entry-level jobs, while long-term staffing strategies work best for positions requiring a specialized skill or talent.

Ultimately, your recruitment plan is unique and should be tailored to the goals of your business. You will want to ask yourself some questions in order to determine those goals. For example, what skills are needed to meet the objective? Once you have outlined the generalities, you will want to lay out the specifics. Of course, finding the best person for the job is a No. 1 goal.

Some other recruitment goals you may have include:

  • Attracting high-quality candidates
  • Increasing employee referrals
  • Retaining your employees
  • Marketing your company
  • Determining your overall recruitment goals

Before implementing staffing plans, you need to consider future implications that may arise. Recognizing and responding effectively to change is the key to operating in a positive manner. When conditions change, staffing policies should be assessed and reviewed for any repercussions that may come about.

The benefits of balancing both long-term goals and near-term objectives are going to save your business time and money in the future, leaving you to focus on more important efforts such as employee growth and development. Having a dynamic recruiting strategy will give your company an edge in uncertain market conditions.

The Importance of Articulating & Positioning Employer Branding

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image_03In recent years, labor markets have become increasingly competitive, which in turn has become a major concern for employers trying to attract and retain employees. Finding the perfect candidate who not only has the skills, but who also will contribute to the strategic goals of the organization can be a difficult task. HR leaders need to know the importance of articulating and positioning employer branding in order to gain a competitive advantage.

Just as consumer branding attracts customers, employer branding serves as a means for attracting talent to your organization. Before marketing your brand, make sure you fully understand what your brand stands for. By gathering information both internally and externally, you’ll see what makes your organization’s brand engaging, compelling, and unique.

In order to position your brand in the marketplace, you must first create an accurate view of what it’s like to work at your company. Be real and upfront with people. Instead of using stock photos on the company website, take real pictures of employees working in their actual work environment. When you clarify your brand in the marketplace, you will attract more candidates that are in line with your goals.

Once you have your brand positioned, you need to consider a method of reaching your desired audience. The Internet should be one of your main marketing tools as it is a great platform to reach a large pool of job candidates. Social media is also trending among employers looking to reach young, emerging talent. Of course, newspaper, radio, and television ads are also good traditional methods. Even involving your employees can be a great way to reach people and disseminate the message you want to share.

Employer branding can help attract key talent, increase the number of employee referrals, and even improve the quality of job candidates. As an HR leader, you have the responsibility of sustaining your employer brand. It’s not something you can check off a list; maintaining your brand is an ongoing project. Once you actually see the results of what articulating and positioning employer branding can do for your company, you will have a noticeably stronger business.

 

The Importance of Selling the Job Opportunity

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image_017Every employer wants the best staff that his or her money can buy. In order to attract the most desirable candidate, you need to sell the opportunity as you would any other product. The purpose of this is to attract top individuals to your organization. These prospective employees need to feel like working for your company is the ideal career choice.

Peaking Their Interest

When you post a job opportunity, there is little doubt that you may see an influx of resumes and applications. With the job market the way it is, even unqualified individuals may send in their information. By putting more effort into selling the job, you may increase the interest of candidates that excel in the position. With his or her skills and knowledge, the candidate can find a job in a variety of locations, and you want your organization to stand out among those prospective employees that have superior qualifications.

The Competition

The employees of competing organizations are what drive its success. If you don’t secure highly qualified staff members, you could be inadvertently strengthening the competition’s hold within the market. By enhancing the listing of the job opportunity to engage those individuals, your company could become stronger as a whole. Cases in point, brand name organizations such as Apple and Google are successful because of the people working within the establishment. Talented employees can drive the success of virtually any business platform.

Being More than a Brand

While many people will seek employment from various companies simply because of the brand name, others may want to know why they should apply. What kinds of opportunities are available for growth? What is the general atmosphere like? Questions such as these can speak to a potential candidate and give him or her information about what it would be like to work for your company. Certain working atmospheres can play into people’s personalities creating an enjoyable environment. The happier staff members are to remain at their jobs, the less likely you’ll have to find replacements and train new employees.

Selling the job opportunity doesn’t need to sound like you’re begging for qualified staff. You need to focus on why a person would want to work within your organization. This can help you find the right staff member who will be an asset to the team and enhance the company profile.

The Importance of an Accurate Job Description

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image_01Writing an accurate job description when your company has an opening is not just crucial for getting qualified applicants, but it’s also essential from a legal standpoint. Taking the time to create a detailed and accurate job description is the first step in the applicant screening process. This single step can save your organization countless hours of time and an immeasurable amount of human and financial resources, as the cost per hire averages more than $20,000 nationwide.

Compliance with the Law

The job description written by the human resources department and manager plays an important role in determining whether the organization is hiring staff within the requirements of the law, such as whether or not a person is physically capable of doing the job in accordance with the Americans with Disabilities Act (ADA). Accurate job descriptions allow both the employee and the organization to set wage standards and salary increases in compliance with the Equal Pay Act. A job description also determines whether an employee is exempt or non-exempt.

Better Recruitment

An accurate job description helps human resources departments recruit qualified candidates for open positions. A well-written job description includes the necessary skills, experience and expectations that the manager has for the position. When an applicant is reviewing job postings, he or she will then be able to match his or her strengths and skills with what is listed in the description of the position. The applicant will also be able to use the job description to determine what his or her career path will look like at your organization.

Performance Evaluations

Job descriptions help human resources personnel and managers evaluate whether an employee is fulfilling his or her expectations in the organization. With a job description, the employer is able to convey the requirements of the job to the employee. When it comes time for an annual performance evaluation, managers and human resources staff can measure the employee’s accomplishments against those set in the job description. This ensures that there will be no confusion over expectations for the employee’s job duties or what your organization will consider when evaluating the worker’s performance on the job.

 

The Importance of Candidate Screening, Evaluation, and Background and Reference Checks

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image_06When hiring new employees, screening, evaluating and examining their background and references are essential. These practices not only help to ensure that you’re hiring a high-quality staff member, but they also help to protect your organization from workers with a poor reputation, low work ethic or those who have committed a crime. Consider the following three reasons why these hiring practices are necessary before bringing new staff into your company.

Establishing the Qualifications of an Applicant

Checking the references and evaluating the claims made on an application or cover letter helps human resources staff determine whether or not a particular person is qualified to do the job that he or she has applied for. References provide insight about a person’s work habits, such as whether the worker shows up on time or has frequent unexplained absences. Screening and evaluating an application is how employers are able to verify that an applicant has the degree and experience stated on the form.

Evaluation of an Applicant’s Fit

Evaluating a job applicant’s past positions, experience and accomplishments helps determine whether or not he or she will be a good fit for the organization. Combined with speaking to the applicant’s references, a human resources professional can determine whether a job applicant has the right personality to fit into the culture of the organization. Employees who fit into the organization’s culture are more likely to succeed and stay with the company.

Protection of the Company

Conducting a background check on a job applicant ensures the safety of staff and the integrity of the organization. A background check may reveal that an applicant is not suitable for a specific position. A person convicted of theft may not be appropriate to hire as a bank teller or cashier, while someone convicted of drug possession or trafficking may not be appropriate for working in a pharmacy. This type of information can only be divulged through a comprehensive background check.

Because the hiring process takes a company’s time, energy and financial resources, taking these steps helps an HR department wisely manage these assets.