Tag: hiring

Three Ways that the Recruitment Landscape is Changing as the Economy Rebounds in 2014

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After several years of economic depression and stagnation, the United States is seeing a rebound in 2014. While this affects businesses of all types in a variety of ways, it also plays a big role in the look of the recruitment landscape. Here are three of the key ways that recruitment is changing thanks to economic rebounding:

1. More Competitive Packages for Best Candidates

In 2009, there were six applicants vying for every single job opening. In 2014, that ratio has halved, leaving just three applications for every position, according to U.S. News & World Report[1]. While this still gives employees the upper hand in negotiations, the most highly qualified candidates will be harder to recruit. This creates the need for more competitive packages for applicants. These packages will focus on salary, but they may also include fringe benefits, like the option of working from home or flexible hours.

2. Faster Recruitment Process

Ken Sundheim writes that, “An improved economy means heightened opportunity costs (i.e. lost potential sales) when organizations don’t have the manpower to service clients.[2]” In a stronger economy, companies need to cut down on recruiting times in order to be fully employed on a consistent basis. Hiring managers may have to conduct fewer interviews and make faster decisions when recruiting in order to cut down on the time that positions stay vacant within a business.

3. Increased Use of Outside Recruitment Providers

Perhaps the biggest change in the recruitment landscape is that in a booming economy, companies are willing to spend more on the hiring process and pay outside companies to do it. As the recruiting process becomes more complex, Forbes reports that, “U.S. corporations spend nearly $72 billion each year on a variety of recruiting services, staff and products.[3]” Outside recruitment companies are the natural choice for selecting key applicants when time is of the essence for hiring managers.

The Bureau of Labor Statistics reports that in January 2014, unemployment had dropped to just 6.6 percent in the United States[4]. This along with other signs of a rebounding economy signal the three changes listed above, which will play a role in today’s recruitment landscape.

[1] http://money.usnews.com/money/blogs/outside-voices-careers/2014/01/08/8-ways-the-economy-is-still-affecting-the-job-market

[2] http://www.ere.net/2013/12/18/how-an-improved-2014-economy-affects-recruiting/

[3] http://www.forbes.com/sites/joshbersin/2013/05/23/corporate-recruitment-transformed-new-breed-of-service-providers/

[4] http://www.bls.gov/news.release/empsit.nr0.htm

The Top 5 Characteristics Potential Employees Want to See in Your Company

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As a hiring employer, it’s natural to become fixated on the qualities and skills that make for a great employee. However, building a successful team starts with what draws these potential employees to apply and consider your company in the first place. It’s important to recognize the best characteristics that make a company desirable in the eyes of potential applicants and, ultimately, a great company to work for.

1. Offer competitive pay and benefits that employees can live on

Committing to wages that reflect the cost of living of the local area and that are competitive to other employers tells potential employees that your company cares about their well-being. Although it may not seem cost-effective on the ledger, employees who are paid good wages tend to work harder and can be more productive. It also keeps the workplace morale high, negating the “our CEO makes” mentality, and cuts down on employee attrition, which alleviates training and staffing costs.

2. Enable career development and employee growth

A workplace that is centered around employee development tells potential applicants that even if they are not employed with your company for the long term, the experience they will gain while working there will be invaluable – which, in turn, could help them find larger opportunities later on during their career. Employers can encourage and offer employees an opportunity to better their own talents and skills through cross-training, ongoing training, classes and other seminars, paid for by the employer, and can then reap the benefits of a more developed staff. Additionally, identifying an internal career track for employees can motivate them to push the envelope and set higher goals within their work.

3. Recognize employees and provide open communication

Potential employees want to know that their work, thoughts and opinions matter to the company’s big picture. Allowing give-and-take communication between management and employees establishes trust and respect and can promote teamwork. When employees are given a voice that they know will be heard, they are more likely to suggest ideas for better efficiency and improvement of work processes.

4. Define success and be flexible with how to get it

It’s important to have clear goals for success because it keeps employees focused. But, it is also beneficial to be flexible with how those goals can be achieved. Doing so can alleviate stress in the workplace and can keep workers happy and motivated. Assuming goals are met, employees like to know that their bosses can be flexible when it comes to working autonomously, schedules, breaks, work location, etc.

5. Offer an appealing work environment

A positive and safe working environment allows employees to feel comfortable in their surroundings. Luxury perks like free food and snacks, casual dress codes and relaxing areas are always great selling points. But, providing a great working environment may be as simple as recognizing it as a place where employees can fulfill their needs to collaborate, hang out and have privacy.

The Most Important Warning Signs of a Bad Hire

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As leaders in the recruiting industry, we know how important it is to employ the right questions and techniques to find the jewels in your candidate pool. However, despite your best efforts, there will be times when a bad employee manages to slip through the screening process and land on your payroll. When this happens, the reduced morale and lost productivity can quickly become costly. In fact, according to the U.S. Department of Labor, a bad hire costs an average of 30 percent of the employee’s first-year salary[i]. For a new hire with an annual salary of $50,000, this can mean a $15,000 loss to your company.

Here are the most important warning signs of a bad hire:

Warning #1: Bad Attitude

Your new hire was smiling and friendly during the interview process but now does not get along well with others. This can be a huge sign that you may have a bad new hire on your hands. Additionally, behaviors like attendance problems or overuse of social media are also red flags.

If you have not observed this behavior yourself, do not rely on the rumor mill. Take some time to speak with the supervisors, managers and staff that work directly with the new hire. Once you have enough information to validate your concerns, it is time to initiate a neutral discussion with the employee.

Warning #2: Lack of Interest

New hires are often excited about their new positions and buzzing with questions. If you have a new hire that does not seem to ask any questions, this can mean they are not interested in the position or do not understand the job.

No matter which of these instances is the case, this situation should be monitored closely. If the employee is simply afraid to ask questions, take some time to make sure they feel comfortable coming to you or an immediate supervisor. Employees that do not communicate well may negatively affect productivity and morale. New hires that attempt to master their job on their own can create other issues.

A bad new hire will happen every now and then. Making sure to address this problem swiftly is key. Allowing a new hire to poison your work environment can lead to many more issues down the line.

[i] http://www.linkedin.com/today/post/article/20130716151946-2967511-the-high-costs-of-a-bad-hire-and-how-to-avoid-them

How to Hire People Away from Your Competition

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When the pool of applicants for any given position doesn’t meet your standards, the next step is to attract high-quality candidates away from your competition. While many in the recruitment industry call this “poaching,” it is a natural move that can benefit the potential candidate as well as the company willing to pay the most for the employee.

Ask Recent Hires Who They Admire Most in Other Companies

To find out which potential candidates are bringing the greatest amount of success, talent and leadership to your competitors, Venture Beat suggests asking recent hires for advice on who in their business network might be a good match for the company[i]. If enough people repeat the same names time and time again, you have a great target for a potential hire that would cripple the competition and put your business at a major advantage.

Start Out Subtly

If possible, hire a search firm or head-hunting group to initiate the idea of job prospects without being pushy or intrusive. Prospects who are interested will naturally follow up, and then your recruitment team can take over through direct communication with the potential employee. Brenda Snyder, quoted in an article from Inc.com, suggests “Using your professional network to spread the word that you’re hiring and approaching the candidate you’re interested in on neutral ground.[ii]”

Find Out What Candidates Really Want

Blindly making an offer is rarely the right way to attract top talent to your company. Instead, be upfront about your desire to work with the candidate, and have them explain what they need to make the move to your organization. This article from the Harvard Business Review reminds hiring managers to think beyond simply financial remuneration, such as allowing board members to sit on commercial boards as well, or perhaps including stock options for employees in lieu of a higher salary.[iii]

Don’t Ignore Any Legal Concerns

In many competitive industries, and especially when it comes to talent that’s working in research or development, there are some legal concerns to consider before poaching employees from competitors. According to attorney Stacy Bekman Radzit, “it is prudent for employers to ask potential new hires whether they are under a contract that would prevent them from working for that employer. Employers can request such information in a job application or in an addendum to an employment agreement, if one is to be executed.[iv]”

These tips can be vital when it comes to hiring away top talent from your competitors. Keep in mind, however, that you should also focus on nurturing your top performers because competitors may be reading this very same article.

[i] http://venturebeat.com/2011/09/02/how-to-hire-and-retain-talent-in-a-competitive-market/

[ii] http://www.inc.com/guides/201101/how-to-poach-an-employee-from-a-competitor.html

[iii] http://hbr.org/special-collections/insight/scaling-social-impact/how-to-hire-top-talent-when-you-cant-pay-top-dollar

[iv] http://www.ober.com/publications/608-potential-risks-hiring-competitors-employee

Keep Ideas Fresh by Periodically Bringing in New Employees

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Employees are the lifeblood of a successful business. From front-line customer service representatives to behind-the-scenes administrative workers, your employees have a huge impact on the way your business operates. Although retaining your current staff should always be a top priority, hiring fresh new talent from outside of the company can breathe new life into your business.

Here are a few advantages of periodically hiring external employees:

Fresh Ideas

When an employee leaves, particularly one that has been with the company for a while, they are making way for the fresh ideas and insights of a new employee. While the contributions of long-term employees are extremely valuable to a company, retirement, attrition and voluntary resignations provide an opportunity to bring in new perspectives. Phyllis Korkki, contributor at the New York Times, reinforces this idea: “Outsiders can bring fresh skills and ideas, along with a healthy skepticism about long-held practices.[1]” Not only can an external candidate bring a fresh approach to your business, they can also help your company find top talent from their industry.

Reinventing the Wheel

Another benefit of bringing in creative new talent is that they can help stimulate new thinking. Once the employee has been trained and is fully integrated into their new position, encourage them to make suggestions on ways to improve processes. “An organization that is content to only understand the ways it sees things and only operate in accordance with its own best practices misses the growth opportunities that come from a more diverse management team with a broader set of organizational and career experiences.[2]” For example, if your company has historically relied on print marketing materials, a new hire may be able to suggest ways that social media or social networking sites can help expand your business and reduce costs. Internet companies like Google and Facebook have attributed many successful projects to the creativity and innovation of their employees.

New Energy

New employees are vibrant and excited about their new responsibilities. This positive energy can quickly spread to fellow employees. Not only can this reduce the number of behavior-related occurrences, but it can also increase productivity. Also, their unique skills and fresh perspective can help a slow-moving company become competitive again.

Periodically hiring new external talent is a great way to generate new ideas in a company. From redeveloping processes to re-thinking certain aspects of a business, new hires can be a very valuable asset.

[1] http://www.nytimes.com/2012/04/22/jobs/hiring-outsiders-has-pros-and-cons-for-employers.html?_r=0

[2] http://www.carterbaldwin.com/list/3/articles/16-top-10-reasons-to-consider-external-candidates

3 Ways to Speed Up the Hiring Process Without Sacrificing Quality

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In the hiring world, there is a common misconception that a long hiring process is the best way to search for talent. In reality, finding and hiring talent is a business decision as much as it is a people one. From the business standpoint, you need to get the position filled quickly. A quicker hiring process lowers the overall cost per hire. Here are three ways that you can find talent quickly, without sacrificing quality:

1. Look Internally

Before you draft a job description and begin your search for the perfect hire, post the job internally. There could be an employee with the exact qualities you are looking for right under your nose. Although hiring internally may still leave a position to be filled, hiring a clerical or general production laborer is much less time-consuming than searching for the experience and knowledge it takes to fill a higher-level position.

2. Amp Up Your Job Descriptions

A job description is your chance to convey this to prospective employees. Be descriptive – instead of simply listing job duties, try providing a brief description of the company, its benefits and why individuals would want to work there. When it comes to outlining the requirements of the job, be as specific as possible to narrow your search.

3. Flexible Interviewing

Whenever you are searching for a specific type of employee, always assume that other companies want them too. In order to be competitive, you may want to offer flexible scheduling options. In a world dominated by smartphones, tablets and laptop computers, you are no longer limited to in-person interviews. Video chatting platforms allow you to conduct an equally thorough interview without the hassle of coordinating schedules. This gives you the flexibility to schedule the interview virtually any time.

When it comes to hiring, speed is not necessarily indicative of quality. The secrets to filling a position quickly are modifying your strategy and being flexible. Doing this will enable you to find a quality candidate in no time.

Top 5 Qualities of a Star Applicant’s Resume

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Hiring candidates is a long and often challenging process, but going through hundreds or even thousands of resumes at a time means that candidates can tend to blend together. In order to pinpoint the top applicants that signify a potential star and asset to a business, here are the top five things to look for on a resume.

1. Glowing References

An applicant can say just about anything they want to on a resume, but it can only be backed up by references from past employers. Having glowing references means that an individual can maintain business relationships, as well as excel in their employment position.

2. Customized Cover Letter

It is typically easy to tell when an applicant submits the same resume for 100 different jobs because there is no reference to the company or the position desired. However, star applicants will have carefully thought about this position, and they will have tailored their cover letter to include information about the business. This demonstrates passion and enthusiasm about a career at the company, but it also shows that the person pays attention to detail.

3. Lack of Career Gaps and Upward Movement

Having gaps in an applicant’s resume are not immediate red flags, but they need to be explained. The best applicants will have a steady stream of employment, few gaps and upward rather than lateral career shifts.

4. Identifiable Strengths

Someone who lists dozens of positive attributes may or may not actually have any of them, but a top candidate knows their strengths and clearly outlines them. Look for repeated concepts like teamwork, leadership, dedication or creative thinking.

5. Perfect Grammar and Spelling

Many employers don’t think that a few spelling mistakes on a resume are vital, especially when the position in question won’t require extensive written communication. However, it is about more than just communication skills. Top candidates will present well and pay attention to small details like those on a resume.

A resume is often the first time a candidate will have the chance to impress a hiring manager. These key attributes are the five things to look for when seeking out the top candidate for any position.

Top 5 Warning Signs on an Applicant’s Resume

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Every hiring manager has a different checklist of what they are looking for in a potential employee. You might be searching for someone with years of experience in a big firm, or you might be looking for an applicant that has mastered social media for a marketing position. The first way to find information about applicants is through their resumes, but it is also the first place to dismiss applicants entirely. Here are the top five warning signs on an applicant’s resume that you shouldn’t ignore.

1. Generic Resume
If the resume you are reading looks like it could have been sent to any employment agency, it probably has been. Skip over the generic resumes, because this means that applicants are probably not specifically interested in the position they are applying for. Choose instead individuals who have customized their resume to reflect the career that they are truly passionate about.

2. Spelling Mistakes or Typos
Many individuals argue that if the job doesn’t require writing, then spelling shouldn’t matter on a resume. However, not properly proofreading something as important as a resume shows that the applicant does not pay attention to detail.

3. Unprofessional Resume
An unprofessional resume could range from one with a big picture of the applicant, to one that has a juvenile email address. It is also common for applicants to try to stand out with large fonts or cheesy introductions. Don’t dismiss creativity, but seek out tasteful and interesting resumes rather than ones that stand out for all the wrong reasons.

4. Long Resumes
One of the most common problems for applicants is creating unnecessarily long resumes. Although two pages is still considered to be acceptable in most cases, skip over those that take up three or more pages. This length means that applicants can’t prioritize what is most important.

5. Unexplained Career Gaps
In most cases, short career gaps less than three months are planned or due to the economy. However, be wary of applicants who don’t explain long gaps between jobs. Those who do have gaps should explain their reasons – whether that might be pregnancy, military service or online certifications.

It’s not always easy to whittle down a list of candidates and find the right employee. By eliminating those resumes containing these five warning signs, the process will be much simpler.

Making the Right Hire

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Any recruiter knows that hiring the right person can be difficult, and hiring the wrong person can be costly. From re-investing time in reviewing resumes and conducting interviews, to spending more money on advertisements, plus the cost of training, having to re-hire for a position that was inadequately filled, can be a huge burden on an organization. An article posted on Smart Planet notes that 69% of employers admit to having suffered from bad hires over the past year. 41% of these companies estimated the cost of the bad hire to be over $25,000.

Adverse affects of bad hires include lack of productivity, increased costs for recruiting, fewer sales, legal issues, a negative impact on the morale of employees as well as a negative impact on clients.

So how do you avoid bad hires? Some employers note the importance of not rushing the process, while others express how essential it is to check references. In some instances, a decreased workforce of recruiters leads to a problematic system of hiring. In this instance, you may need to get creative with how you evaluate potential candidates and ensure that the right hire is made. Check out this video which features Heineken’s unique hiring initiative that netted a successful hire:

http://www.youtube.com/watch?v=j5Ftu3NbivE

5 Tips for Tweeting Jobs

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Social media remains an amazing resource for companies seeking to attract quality candidates—without spending large sums of money. The “popcorn message” nature of Twitter allows businesses to present relevant information while skipping everything non-essential. However, it’s still up to you to make your tweets count. Here are a few tips to help you along.

Cover the essentials: Job title, responsibilities, location, and qualifications.

Answer direct messages: It’s impossible to explain the full scope of a job in 140 characters. Many job seekers root out further information by writing direct messages, that can in turn help you connect with potential hires.

Tweetup. Mix up your job posting by hosting hiring events, advertised in part by your Twitter account.

Join networks. If your “followers” list is a little slim, get the word out by joining job-specific networking groups. Your messages will be re-tweeted and you’ll get more impressions per post.

Don’t spam. If you post more than once or twice in day, you’ll be running the risk of annoying your base. Just like the length of your messages, keep things slim.

Good luck!

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