These days, there seems to be an insatiable demand for every job opening that gets posted, even for small- to medium-sized companies. Running an open recruitment call, rather than simply relying on word-of-mouth and referrals, ensures that you can choose from a much larger pool of available talent for a position, and also allows you to interview candidates with more diverse and varied backgrounds. However, many companies simply don’t have the personnel to respond efficiently to the deluge of inquiries received. Utilizing the following simple and effective online programs will allow you to benefit from the deep talent pool of an open recruitment without overwhelming your capacity to screen candidates appropriately.
The social media landscape of LinkedIn, Facebook, Google+, etc. is vast and filled with posts that slip by interested parties due to sheer volume. But the fact remains that almost every candidate is active on at least one social media platform, and it can still be an incredibly useful aide for the recruiter. In order to stand out from the crowd, promote your posts to make them more visible and give them more staying power. The cost is typically reasonable, and the promoted link will lend your post credibility. You can also use the power of social media to target specific groups of candidates.
Video Calling Software (Skype/Google Hangouts)
Even after narrowing down your list of desirable candidates through phone interviews, you may still be left with too many to feasibly bring in for a face-to-face meeting, especially if you do significant recruiting outside of your area. Relying on video calling software is an inexpensive (often free!) way to get a better feel of the applicant’s personality in a real world setting and potentially eliminate those with whom you don’t connect. It’s even simple for the candidates to give interactive presentations through the software if the interview includes that component.
Applicant Tracking Software
Currently, there are many web-based applicant tracking applications which can be a cost-effective and intuitive way to manage your hiring process. Many of these systems will organize candidate data throughout the entire recruitment lifecycle, from the initial job posting to applicant background checks, allowing your HR team to focus more on the qualities and fit of candidates without getting bogged down in files. Thanks to the power of the cloud, these web-based systems will allow you to securely access recruitment information from anywhere, and the best quality programs will allow for levels of customization to increase productivity for your team.
As a Human Resource executive one of your main jobs is to find suitable candidates that will enhance your business whatever that may be. You would think that there would be loads of great people out there with the unemployment rate being what it is, but finding those people, and actually recognizing that they are a great candidate takes some work, and for thought.
Asking the standard list of questions that most interviews ask isn’t really going to get you to the real essence of the person. Sadly most interviewers know within the first 10 seconds of meeting someone if they are going to hire them, or move them along in the hiring process to speak to other managers or executives. It’s a challenging process, and one that Google as a company has actually perfected a bit. Google has a few strategies they use when hiring that are quite effective in finding the best candidates.
To get hired at Google, first you probably make contact with some type of recruiters for the initial assessment. From there you go on to more direct interviewing with the company. The candidate will probably sit down with a manager of a completely different department than the one the candidate is interviewing for. Google calls it the “cross-functional interview”, which actually makes sense if you look at it, because the interviewer is just looking at the prospective employee as an overall great hire, and not specifically that they would be working with them. Google also might have someone sit down, and chat with some of the people who will be working for them.
This is a terrific example of the “non hierarchical” system at Google. Who better to find out if the candidate will work or not, then the people who are going to be working right under them? It’s just another way that Google thinks outside the box a bit for their hiring process. Overall Google wants to hire people that fit in with their image, and will work well with everyone at the company. A candidate must possess what they call that inexplicable “Googlyness” that will make them the right fit for the company at large.
All companies have a certain culture that permeates throughout the entire office. Fitting in, and being an asset is really all it boils down to for anyone to get hired at a company. So if you are in a position of power at your company where you get the chance to hire new talent, then it’s worth taking a look at some of Google’s hiring processes. After all, most people who get hired at Google stay there for longer than the national average of 4.6 years.
Making sure you are fully prepared and ready for your first employee is an important factor to building any business. Unless you know that you are fully prepared, you may run the risk of moving too fast. The Business 2 Community website recently posted a list of things you should consider prior to hiring your first employee.
The first thing mentioned on the list is that you should make sure you are financially ready. If you know that you need help, you need to make sure you can afford help prior to bringing someone in for the job. Next, they talk about creating space for the new hire. If you do not already have a work area for them, you will need to create it. What you need depends on the type of work that will be done. If you cannot provide the funds for them to work or the space, you may need to reevaluate your plan before moving forward. When you have figured out these key components, you can move on to the next steps in the process.
Next, you will need to decide what exactly you need help with. This will help you detail the position so you can start looking. Without parameters, you will have nothing to use as a basis for hiring. When you have a job description, you can start to post it online or in other avenues you deem appropriate.
You will get a lot of applicants but only a few should stand out. Choose these carefully and schedule interviews the ones you like best. When you interview them, ask key questions pertaining to the position and their work style. When you find one that you like, complete a background check on them. If they pass all of your requirements, you can then move on to the hiring process.
Bring them in for the required paperwork by the state as well as federal government. At this point, you may want to do some more research to ensure you are within the parameters for hiring employees. When your new hire comes in for paperwork, they will need to complete a W-2 and then you will have additional items to complete as the employer.
The last thing you may want to do when you start hiring new people for your company is create an employee manual. Outline beneficial items they may need to know about working for your company. You can always change this later as your company grows but it is a good thing to have when you get started for some ground rules. Good luck with your employee search!
If you are like most companies, 2015 should be a big hiring year for you. The economy continues to get better which means that business should be getting better. To deal with the increase in customers, you may need to bring in additional employees but you also may want to rethink how you go about finding and hiring these individuals according to an article recently released by Business News Daily. The article reviews the top 5 hiring trends of the coming year. Many of these will help you find the right candidate in a much more efficient way. We have decided to review these top 5 trends so that you can better prepare for the year for your business.
The first on the list is a raise in minimum wage. Many states have already increased this number but some employers are going to be increasing it as well. This is important to note because you may find that you will need to spend more money to bring in the right person for the job. If another company is offering more for the same type of work, you could lose a potentially important employee. This is something to consider.
The next point is that small business will be the ones to increase their employee base the most this year. If you are a small business owner, you will need to get started right away so you can find the best people. This is a plus when it is time to find potential employees because many people would prefer to work for a small business over a corporation. Another perk is that these jobs are usually closer to home for them.
The third point is that many jobs now require a higher education than they did in the past. A high school diploma is not what it used to be in the job market. To be competitive, you may want to increase your requirements. This will get you more qualified employees at the same time.
The fourth point emphasizes the increase in part time work. If this is something that you can feasibly do in your business, this may be a way to start. You can bring someone in part time to see what they are capable of. If you like the work that they do, you can eventually bring them on full time. On the other hand, with the increase in part time positions, there may be many people who prefer part time work so they can fit it into their schedule with other jobs.
The last point talks about the elimination of cubicles. Many companies will start using an open floor plan. This creates a feeling of unity since people are not blocked from each other. You may even find that your employees are happier with this layout.
If you are considering hiring more people this year, these are some important points to take note of. Your competitors are looking into these things and you will need to as well in order to stay competitive. The hiring world is changing every day with new applicant technologies and if you fail to keep up with them, you will be left behind using old tactics.
Every New Year is a time to reflect on the past year, a time to consider how well it went, and what will improve hiring practices for this next year. The first resolution is to write out a change-implementation plan and then stick to it.
Forbes reports that research into human behavior shows that having goals is important and so is writing them down. The study started in 1979. It looked at financial success of Harvard graduates who achieved an MBA degree. Of the graduates, 3% had formal written goals, 13% had unwritten goals, and 84% did not have any goals. Ten years later, the 13% with goals earned twice what those that had no goals earned. The 3% that had written goals earned ten times as much as other graduates.
The importance of having clear written goals is clear, however, what should the goals be? Taylor Cotterel of Deseret News suggests:
- Hire when others are not hiring – When competition is less active, it means fewer companies go after the same highly qualified candidates. The classic example is when a great candidate wants to transition to a new job and is looking during the month of December at a time when normally most companies’ hiring activities are diminished.
- Allow plenty of time for the interview process – Normally this is six to eight weeks at a minimum.
- Time interviews to avoid scheduling conflicts – It makes no sense to get great candidates lined up at a time when a senior manager that must be part of the interview process cannot participate.
- Check time constraints of job applicants – If a job must be filled be a certain date, an applicant with a time-constraint that prevents taking the job by the deadline is disqualified.
To these good suggestions, add a few more:
- Hire from within/without simultaneously – Running both of these processes concurrently makes more sense. It is more efficient, fairer, and usually produces better candidates.
- Use an applicant tracking system – Letting both the interviewers and the applicants understand the complete interview process, the steps needed, and the timing required, moves things along more smoothly.
- Create new positions for exceptionally qualified candidates – One way is to create a short-term project before they assume the full-time position.
- Maintain contact with candidates who may fill positions in the future – Once a good candidate is identified, but the hiring did not happen for some reason, they still are good candidates for future openings.
- Be active in industry and professional associations – Most of the best hires are people who are already working elsewhere. This is one way to find them.
- Whatever turned out poorly last year, don’t do it the same way again! – Write this goal down for sure and stick it on the wall.
May this year be exceptional with lots of human resource success!
Every business wants to grow. Whether that means taking a business from the home office to a storefront or growing from $100 million in revenue to what Henry Kim refers to as “unicorn club” status, growth is the goal. The success of a company’s growth has less to do with product design and marketing campaigns and more to do with the people you hire.
Hiring for business growth is dependent upon your goals and your starting point.
The Early Days
In the early days of business growth, from the idea of business development to the $20 million mark, you need a certain type of employee to help you grow. Your business needs enthusiastic go-getters who are willing to put in extra time and do a little bit of everything. These hires will believe in the company’s goal and mission and be willing to work hard to help achieve company initiatives. Often, these employees are younger or have less experience in the industry which means they may grow right along with the company.
The Middle Years
Your business is past the start-up phase, and you’re working hard to reach $100 million revenue. Hiring at this stage is about turning the business into a well-oiled machine. This is the point where departments and department heads are born. Hiring is about finding the right executive to lead the varied teams – HR, marketing, IT, and finance. The people you hire will need to have experience in the position but also within the industry. Kim recommends recruiting from your successful competitors to find the best people.
Th “unicorn club,” a business with $1 billion or more in revenue, is the rarest of all businesses, according to Kim, but a worthy goal for any business. Any company that makes it to the level that this goal is potentially attainable has already found and cultivated the right go-getters in the beginning and the best executives during those middle years. Now, to climb the mountain, you’ll have to find the right leader. This person will be someone who’s helped other business reach the Unicorn Club. They’ll have reach and credibility within the business world, a network of peers to pull from, and most importantly, the vision and enthusiasm for the company’s goals.
Hiring for growth cannot be done without an understanding of where the company is and where it wants to go in the future. Finding and hiring the right people to provide what you need will help propel your business to the next level. The hiring process can be made easier with the right tools for the job. Through all stages of the hiring process, the right applicant tracking system will help you stay organized and on track to hire the best people in the most efficient way.
The hiring process should be simple enough. Post an available position, accept applications or resumes, interview only the qualified applicants, and hire the best person. Sounds easy, right?
However, there are certainly quite a few questions that can come up during the hiring process. For example:
Post the available position where? You already post everywhere – on job boards, on your website, with a local recruiters office.
Only the qualified applicants? One available opening may garner several hundred resumes. Some are over-qualifed, some are under-qualified, and, when you have the stomach to weed through all of the resumes, you’re lucky to find a handful that meet your needs.
Of course, that’s if you can get enough resumes. Some positions are hard to fill and you’re lucky if you receive enough resumes from which to choose even two or three candidates.
Hiring the best person sounds right, but why does it seem to go so wrong?
Improving the process can simplify your life.
Most companies would benefit from a hiring process change, possibly similar to Google’s approach. The removal of information deemed unnecessary and a process where the fear of competition can’t get in the way of making the best choice means that Google keeps hiring the best possible candidates. This could explain why Google was able to turn themselves into a verb.
Take a look at your process and consider these options to make hiring a bit easier.
Craft an employment ad that actually attracts the right candidate. Instead of worrying about where to post the job, it’s better to make sure your ad clearly denotes what the job is, what it requires, and what you want. Sure, you’ll still receive applications from high school graduates when you clearly stated “College degree required” but you may also eliminate many unqualified applicants, as well.
Check your application process. According to Kelly Blokdijk, your process could be the reason you’re attracting less-than-stellar applicants. If you don’t have one, consider the use of an Applicant Tracking System (ATS) to help automate and track the hiring process from start to finish. If you do, make sure it’s easy for you and your applicants to use.
Improve your interview process. Whether all interviews are handled in person or part of the process is completed through your ATS, make sure you’re asking the questions that actually matter. Google, for example, eliminated brainteasers as a qualifier. Blokdijk recommends against the use of “walk me through your resume” questions.
Paying attention to the details of your hiring process and utilizing the latest technology and available platforms can simplify hiring. Instead of banging your head against the wall after skimming through the hundreth applicant who labelled themself a hard working, over-achiever, you might just attract, interview, and hire your newest rockstar instead.