Tag: talent acquisition

7 Steps for Recruiting Hard-to-find Passive Candidates

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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

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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.

 

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

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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

 

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.

Tracking Candidate Source Data and Measuring Cost Per Applicant and Cost Per Hire to Determine ROI

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image_30Measuring the cost per applicant and cost per hire helps human resources departments determine the cost-effectiveness of their candidate recruitment strategies. This candidate data can be gleaned through a variety of methods. Once the statistics have been compiled, managers and human resources staff can then evaluate whether they’re getting their money’s worth, what strategies proved too costly and which efforts can be expanded upon.

Collection of Candidate Source Data

Begin by automating the candidate source data. This can be done within the human resources information technology (IT) department. An applicant tracking system can be implemented by the IT department and used to track basic data for each applicant, such as the source of his or her application or the website where the recruitment ad was placed. This data can then be analyzed by the human resources staff to determine the frequency of applicants from each source.

Data Analysis

Once reliable candidate source data has been gathered, managers can then begin calculating cost per applicant and per hire to determine the ROI. Use the automated program to run reports for “applicants by source” and “hires by source.” Other reports to run include raw applicant and hire volume. Compare these against the costs and fees charged by each source. Factors such as the hours spent by each human resources staff member or hiring manager may be difficult to calculate; however, these also add to the cost per applicant and per hire. Now, you know which of your recruitment ads and methods have produced the greatest ROI.

Making Adjustments

Knowing your ROI for each applicant and hire source allows you to make adjustments as needed. Because recruitment budgets may change on a quarterly or annual basis, you may need to adjust your recruitment media and marketing on a similar schedule. Once you have identified which source or sources are giving your organization the best ROI, you can focus your budget and contracts there. You’ll also have the data to show different recruitment websites and venues so that you can get better ad placement or more services for your employee recruitment budget.