Tag: hr

7 Steps for Recruiting Hard-to-find Passive Candidates

Posted on by Buyer Advertising

image_02Passive candidates are highly sought after for their skills yet difficult to obtain in the current job market. Because they are already employed, passive candidates are typically content in their careers and not actively searching for new job opportunities. Find out how a 7-step process could help you in recruiting passive candidates.

1. Defining candidates

Make out a detailed list of a performance-based job description defining the requirements for the perfect candidate. This list goes beyond a simple job description; instead, it outlines the work that needs to be done. If you can confirm your candidate is competent and motivated to accomplish the work described, then you can be assured that person has the requirements for the position.

2. Finding candidates

A quick Boolean search can help you find a group of select candidates that fit your description. LinkedIn is another great way to get connected with passive candidates.

3. Contacting candidates

A compelling email or a brief voicemail is a great way to catch a potential candidate’s attention.

4. Discussing the opportunity

Engaging in a conversation about a potential job opportunity is not difficult; however, the way you deliver the discussion could either make or break it. An important thing to remember is to not pitch too hard too fast. This means taking the time to listen and determine what the person would require to seriously consider the offer.

5. Attracting the candidate

Selling the job is not always the key to persuasion. Find out what the gaps are between the performance-based job description and what they have accomplished. Express your concerns about these potential problem areas for growth. When your candidate tries to convince you of why they are qualified for the job, you know you are ready to move forward.

6. Focusing on career opportunity

Maximize the career growth opportunity rather than focusing on compensation. Convincing candidates that the opportunity presents the best option for them is a deal winner. You don’t want your candidate to be sold on the wrong reasons.

7. Hiring managers’ accountability

Holding your hiring mangers accountable to a certain standard of high quality is important. You want the best people for the job, but you also need a right fit in company culture.

Having a recruitment strategy in place specifically designed for passive candidates can help tremendously. This 7-step process, if followed correctly, is sure to land you passive job prospects.

The Hiring Process: Interviewing Potential Job Candidates

Posted on by Buyer Advertising

image_012While vast amounts of resources exist, there is no perfect answer to selecting the right person for your organization. Nevertheless, the interview is a tremendous link in the hiring process. When used effectively, your hiring team can get more out of the interview to help you make better hiring decisions.

Interviewing potential job candidates is one of the last steps in the hiring process. There are actions that precede meeting with candidates to discuss a job opening. It is best to make sure that your recruiting team completes these actions, which will have a direct impact on the effectiveness of the interviews.

Objectives for Interviewing Candidates

Essentially, there are five objectives for every job interview. Accomplishing all five shows how well you are prepared to introduce your organization and position to people who have applied for the job.

1. Collect relevant information about the potential candidate
2. Describe position and expectations of the job
3. Assess how well the job candidate may fit into the position and corporate culture
4. Educate job candidate about the culture and purpose for the organization’s existence
5. Answer any of the candidate’s questions

Plan the Interview

Keep in mind that the interview begins before you sit down with a candidate. In preparation, make sure that you:

• Review the job description
• Prepare questions that focus on skills, abilities and past work performances
• Determine measurable criteria for comparing and analyzing each candidate
• Decide if a panel or one-on-one interview style is appropriate
• Review all documents from job candidates
• Prepare applicable tests that relate to job skills

During the Interview

Give the job candidate space to formulate answers that demonstrate a good fit for your company’s needs. Do this without offering too many details upfront and possibly putting words into the candidate’s mouth.

Ask questions that provide insight into the candidate’s past work performances. For example, if the open position demands organization skills, you might ask, “How do you keep track of desk work and schedules?” Pay attention to how the candidate listens and responds.

Arrange to conduct the interview in a private and reasonably comfortable room. With a solid list of questions and ample preparation time, you are in a stronger position to turn job candidates into productive employees.

 

Engineering, Designing and Deploying a Career Web Page That’s Accessible From Anywhere on the Employer Website

Posted on by Buyer Advertising

image_016An increasing number of job seekers are using mobile devices to conduct their employment searches. If your website isn’t mobile-friendly or fully functional on mobile devices, your company may be missing a large segment of the candidate population as 77 percent of job seekers read postings and 45 percent apply for jobs on their smartphones [1]. Consider these tips when engineering your recruitment website.

Setting up a User-friendly Career Web Page

When creating a job recruitment page for your corporate website, take the time to work with the IT team to ensure the page is accessible on a wide variety of devices. What works on an iPhone does not necessarily show up correctly on a Blackberry or Android device. The page should also offer responsive design elements such as fluid images, flexible resolution and compatibility with different Web browsers.

Enhancing Website Accessibility

To make your career page accessible from anywhere on the corporate website, consider the page resolution. If you want to be mobile-friendly without having a separate mobile website, adjust the page format to portrait, rather than landscape. You’ll also need to adjust the text size and make images small, if you include them at all. Your IT department should test the accessibility using a variety of devices to ensure that the recruitment page works as expected from all the links on your website.

Making the Recruitment Page Easy for Job Seekers to Find

During the process of deploying your new recruitment page, ensure that the job listings page is easy to find from anywhere on your website. Simple buttons that direct candidates to the job search tool or application page make it easier for visitors to find what they are looking for. Each page should contain these buttons, including your home page. No animation or videos should be on the job seeking pages as these make the pages load too slowly for mobile device users. If you want to create a video to show users how to apply for a position with your company, embed a link to the video so they can view it from a separate page or window.

[1] http://about.beyond.com/infographics/mobile-job-search-apps

Recruitment Using Social Media: How to Turn Connections into Candidates

Posted on by Buyer Advertising

image_05

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

Posted on by Buyer Advertising

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

Posted on by Buyer Advertising

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

Posted on by Buyer Advertising

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 Attract the Ideal Candidate with the Requisite Skill and Experience Who Will Also Fit with the Corporate Culture

Posted on by Buyer Advertising

image_05Hiring the right people who fit in with corporate culture but also have the requisite skills and experience needed for the job can be a challenge. So, how do you attract the best of the best to your company without sacrificing any of your values?

Attracting the Right Candidate for the Job

Developing a persona for the perfect candidate will give you a better idea of what type of person you are looking for. Once you identify the skills, goals and experience that your ideal candidate would possess, you can then optimize your job posting with the type of information that will attract a desired candidate. Using the Internet as a marketing tool is the best way to reach a large pool of possible job candidates, which in turn gives you a wider selection to choose from.

Your company has the opportunity to make a good first impression on job candidates. Many candidates develop a perception of an organization based on their initial interaction. This is the perfect opportunity to showcase your company and really hit it home as to why they should want to work there. This also gives you the chance to analyze whether or not a candidate will fit in well with company culture. Company culture can be described as the company’s personality and what it’s like to work there from an employee’s perspective. Hiring employees who understand and exemplify your company’s values and goals can have a huge impact on the success of your business. Not only can a good cultural fit have a positive impact on your business, but it also can lead to greater job satisfaction, higher retention rate, more dedication to work and a superior job performance. This is a win-win for both the company and the employee.

If done correctly, you will see that this process will bring in more qualified candidates for your consideration. It is important to make sure that everyone involved in the hiring process is fully trained to do so. The interview process should include more behavior-focused questions. The behavioral interview indicates that past performance is a good predictor of future performance. This interview process is the perfect opportunity to communicate your company’s core values. When communicating these values, use specific instances such as stories or examples that demonstrate those values in action.

Sources:
http://www.ere.net/2013/06/21/cultural-fit-in-the-workplace-how-personality-affects-hiring-and-teamwork/
http://www.hrotoday.com/news/talent-acquisition/fitting-in/
http://www.entrepreneur.com/encyclopedia/corporate-culture
https://www.themuse.com/advice/beyond-the-resume-how-to-choose-the-best-candidates

 

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

Posted on by Buyer Advertising

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

Posted on by Buyer Advertising

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.