Every year, employers make the expensive decision to put hiring on hold until
the new year. But what they don’t realize is that the end of the year is when
some of the best candidates are ramping up their search. You can use this to
your advantage. You just need to recognize that truly motivated candidates are
still pounding the pavement.
With their own workplaces slowing down for the year, candidates have fewer
deadlines and more vacation time. So they can start exploring what jobs might be
Here are three ways you can spruce up your holiday candidate search and grab
some great candidates:
1. Get Resumes Out of Your Inbox – If you still have that email address that
you use to collect resumes and candidate information, this is the time to get
rid of it. Out with the old and in with the new for 2014! Invest in web-based
hiring software that lets you streamline the process of hiring – from the moment
candidates upload their resume through interviewing, background checks and the
job offer. You’ll be able to fly through new applicants, share resumes with team
members, and easily get back to applicants on their status (schedule an
interview, send a “thanks but no thanks” note and more). Investing in web-based
hiring software will help save time and money – and ensure you are ready to move
fast on hiring decisions in the coming year.
2. Conduct Pre-Screening and Informational Interviews – You know that nagging
feeling in the back of your mind? The one telling you to get in touch with that
great candidate for the job you want to fill in January or you just might lose
her? One way to get rid of that feeling is to make sure she stays interested. Go
ahead – schedule a
video or phone interview with her. It can be a short, 20-minute
pre-screening, or even just an informational interview where you learn a little
bit about her – and you get a chance to highlight some great things about your
3. Give Your Careers Page a Refresh – Does your careers page look like it
hasn’t been updated since 2004? Or, maybe you don’t even have a careers page on
your website. Most candidates form their first impressions of your company when
they see your careers page. Take some time to give it a fresh coat of paint
during this festive time of year. It should be informative and engaging – but
keep the text short. Using bullets, infographics and photos help candidates
create an image of your organization. Be sure to integrate your careers page
with your hiring software so it’s easy for candidates to apply for jobs.
There you have it – three simple ways to keep great candidates coming in
through the holiday season and beyond.
Originally Posted On: blog.rivs.com By: Britni Salazar
Companies are nothing without the right people. People with the right skills and talent make all the difference and will give companies the competitive edge they need to succeed today and in the future. It is therefore absolutely vital that companies find, recruit and retain the right people.
With this in mind, I find it always shocking that so many people management practices are still firmly in the dark ages. People management (or Human Resources) teams often spend the majority of their time on administrative tasks
or legal issues. Others waste their time on the annual staff satisfaction survey, the completion of staff appraisals using clunky processes and reporting of KPIs such as absenteeism, staff turnover rates and training hours per full time employee. What a lost opportunity!
While all of this is going on, leading companies are completely transforming
their people management teams into truly value-adding business functions. Here,
people management is done very differently and the keys to this transformation
are data and analytics. Wait, before you stop reading here because you find the
words ‘data’ and ‘analytics’ downright boring, just hang in there.
Companies can gain mouth-watering benefits when they use data well and apply
analytics tools to turn the data into business critical insights. Let me share
are some very real examples that show how collecting and analyzing data can
deliver impressive (and sometimes unexpected) insights:
More data than ever before
HR teams already have lots of data. They have recruitment data, career
progression data, training data, absenteeism figures, productivity data,
personal development reviews, competency profiles and staff satisfaction data.
In addition to these traditional data sets, companies can now collect so much
more data, data that wasn’t available before, like: capturing employees on CCTV,
taking screenshots when staff are using company computers, scanning social media
data, analysing the content of emails, and even monitor where they are using the
data from geo-positioning sensors in corporate smart phones. The challenge is to
establish what data is really going to make an impact on your company
performance. What is really useful? Despite all this data, recent research has
shown that only 23% of companies have HR systems that can always provide
sufficient data to measure the execution of their business strategy.
New analytics capabilities
We have seen mind-boggling improvements in our ability to store and analyse
data. What's more, we now have big data analytics tools that allow us to compute
huge amounts (peta bytes) of data. This enables us to combine the analysis of
traditional data with the analysis of unstructured data, such as written text,
images or voice recordings.
Different people management
This data and analytics revolution has some serious implication for how
people management is done in companies. In order to stay on track companies must
make sure that they have the right skills, capabilities and technology in place
to leverage people data and analytics. There already is a global shortage of
people with business analytics and data science skills, and this shortage is
especially noticeable among HR teams.
Originally Posted On: LinkedIN By: Bernard Marr
In the realm of social media for recruiting, there is a lot of chatter about using social to source, brand and increase job visibility. Another “prong” to a solid HR social media strategy is using social media to communicate with candidates. Like the telephone to the 80s and email to the 90s, social media is one of today’s preferred methods of communication for some candidates.
Yes, candidates want to connect and communicate via social media!
Since launching an HR social media strategy back in 2008, I have observed a steady upward trend of candidates using social media to connect and communicate. I track the number of candidates that my organization assists via social media, on both an individual and companywide basis. Years ago, we were lucky to have a dozen or so candidate conversations per quarter. Now, they occur almost every day.
HOW CANDIDATES ARE USING SOCIALVia Twitter, Facebook and LinkedIn, candidates are reaching out to HR representatives with a whole host of questions and requests. Have you ever received any of these questions (or similar) via a social network?
This outreach takes a few minutes of my time, creates a positive impression, adds value and (hopefully) helps differentiate us from other companies. It lets our candidates know that they can connect with us via social and that we’re listening. Other actions that you can take via social media to create positive experiences include:
Originally Posted On: Blogging4jobs.com By: Shannon Smedstad
You have found a new job, and put in your resignation, but your manager tells
you that you are important and a key asset to the firm and provides you with an
excellent counteroffer. As a job seeker, having two job offers is definitely not
a bad situation to be in, but what should you do now? Below is advice on how to
handle the emotional aspect of the counteroffer.
In his best-seller, Good to Great: Why Some Companies Make the Leap and Others Don’t, Jim Collins described the importance of putting the right people on the bus, getting the wrong people off the bus, and putting the right people in the right seats. He left out the part on how to drive the bus. So while his concept is sound, the execution leaves a lot to the imagination.
I suggest that the problems we’re having now in Washington are a direct result of a flawed selection process – putting the right people in the wrong seats. There are some hiring lessons to be learned from “The Debacle in DC.” It starts by understanding how to put the right people on the bus, and then getting them into the right seats.
The Typical Way Companies Hire People
When a company wants to hire someone for a job, the process starts by describing the job in terms of duties and responsibilities. Based on this, a job description is prepared defining the required skills, experiences and academic background a person selected for the role needs to possess. The job is then posted and the best candidates who apply are interviewed by a bunch of people who aren’t necessarily great at interviewing. Then the interviewers get together and in some semi-scientific fashion decide whom to hire. Surprisingly, this process kind of works.
However, it doesn’t take much insight to see some flaws in this approach. For one, the best people who apply aren’t necessary the best people available. For example, there is little science behind the list of skills and attributes defined as required. There are many people, including diversity candidates, returning military veterans and similar high performers, who could do the work who have a different mix of skills and experiences. Unfortunately, these people are automatically eliminated from consideration.
While most companies use some form of a structured behavioral interview, there is little evidence this has improved the overall quality level of people hired. Most of the improvement is attributed to the prevention of hiring mistakes due to superficial, emotional or biased decisions.
Despite the shortcomings, when there are plenty of good people to choose from, this common process used by most companies will result in plenty of good hires. However, there are better ways to accomplish the same task. In fact, this common approach won’t work at all when the demand for talent exceeds the supply. In this case some radical changes are needed.
How More Progressive Companies Hire People
When I established my recruiting firm we promised our clients we’d find them the best people available, not just the best who applied. To do this we had to completely reengineer the hiring process. Over the years this process became known as Performance-based Hiring. (See The Essential Guide for Hiring & Getting Hired for the full description.) There are three big differences between Performance-based Hiring and the more traditional hiring process:
1) Skills-infested job descriptions are banned. Performance-based job descriptions are used instead to define the actual work that needs to be done. Clarifying job expectations upfront as a series of performance objectives expands the talent pool to everyone capable of doing the work, including high potential candidates, minority candidates, more women, people of any age, and returning military veterans.
2) Candidates are screened and selected based on their ability and motivation to do the actual work required by getting examples of comparable past performance. You can try this interviewing process out for yourself using The Most Important Interview Question of All Time. You’ll see instantly why this approach would be more accurate than the traditional behavioral interview.
3) A formal debriefing process is used where interviewers use evidence to justify their rankings, not feelings, emotions or biases. The thumbs-up or down approach is banned. We’ve developed a formal Quality of Hire Talent Scorecard to capture this information.
Collectively this approach enhances the traditional hiring process by focusing on the real work required, broadening the candidate pool to all people who can do the work, and eliminating the tendency to hire people who talk a good game, but don’t deliver results.
How Not to Hire People
Given this basic foundation on how hiring should be done, it's pretty obvious why we have so many problems when selecting our political leaders.
Originally Posted On LinkedIn By: Lou Adler
If you don’t think marketing is important, you’ve never worked with a great marketer. Think the best products just sell themselves? Then you’ve never worked with a great salesperson. Ugh, product managers just get in the way. Then you’ve never worked with a great product leader. When Founders make hiring mistakes, or tolerate middling team members, it’s often because they don’t know what excellent looks like. Until you’ve see an artisan practice their craft, it’s difficult to discern Jiro from any other sushi chef.
What’s an entrepreneur to do?
Originally Posted On: LinkedIn By:Hunter Walk
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