Category: Hiring Resources

  • When should you hire a recruiting agency? Take our five-question quiz to find out

    Company hiring managers may be uncertain as to whether to engage a recruiting agency or handle the challenge of recruiting themselves. But with most professionals currently employed and reasonably satisfied, finding candidates for key positions is proving more difficult than ever.

    As 2018 began, 86 percent of highly qualified candidates for job vacancies were employed and not actively seeking new jobs, according to a survey by Talentnow, a recruitment software company. On the management side, 73 percent were struggling to find suitable candidates. As we near the end of the year, the situation remains much the same.

    If you need to find the best candidates for a key position, don’t procrastinate. Your search could take even longer than it would have a year or two ago.

    Take the quiz—then learn what recruiting agencies can do for you

    Below for your consideration are five questions to help you decide whether to embark on recruitment independently or contact a professional recruiting agency.

    The more “yes” answers you have, the greater the urgency for you to contact a job recruiter.

    1. Is this position particularly vital—one that has an effect on company performance and profits?
    2. Are you consumed with other responsibilities, giving you little time to devote to a search?
    3. Do you ... Read More
  • Snag the tough-to-get candidates with personalized recruitment strategies

    When recruiting hard-to-get candidates, a personalized strategy is more likely to result in success than a one-size-fits-all approach.

    Candidates who feel you take a personal interest in them will have a more favorable view of your company and be more likely to accept your position. And even if they don’t choose you this time—or you don’t choose them—you are expanding your talent pool for future available positions.

    Use the approaches used by job recruiters, particularly for top-tier candidates

    1. Search social media to get information that candidates share there (LinkedIn, Facebook, Twitter, Instagram) and learn more about their interests and skills. Job recruiters do this to familiarize themselves with candidates and personalize outreach to them.
    2. Customize email communications with each top candidate to get a higher response rate. If you’re not using the services of a professional recruiter (aka headhunter), you might want to get an applicant tracking system to help you do that. Keep in touch via email with each candidate, individually, throughout the search and interview process.
    3. Get to know prospects as individuals, not just as professionals with desirable skills, in your communications with them. Ask what is most important to them in deciding to change positions and try to meet their needs. If ... Read More
  • Screening resumes takes time, methodology, and sometimes, a sense of humor

    Sorting through resumes can be a time-consuming, pain-staking responsibility for managers and HR professionals. Depending on the number received, they can spend hours poring over resumes for just one position, eventually deciding on “yes,” “no,” or “maybe.” Many times, there are a few gems to be found. Professional recruiters estimate that 75-80 percent of resumes submitted actually show that the applicants are not qualified for the position.

    Some job applicants, such as the ones with these statements on their resumes, make it easy for job recruiters to decide on an emphatic “no”:

    • “Desired Position: Profreader”
    • “Left last four jobs only because the managers were completely unreasonable.”
    • “Any interruption in employment is due to being unemployed.”

    Of course, a serious candidate won’t have a resume with such blunders. So, how can managers identify the best candidates as efficiently as possible?

    Establish a review process and know what to look for in resumes

    By the time an open position is advertised, the department manager and HR representative should agree on what minimum qualifications are needed and what preferred qualifications are desired.

    Next, weed out the resumes that don’t meet the minimum qualifications. Of those remaining, pull the ones that meet all or some of the preferred qualifications. Compare them (possibly ... Read More

  • Seven ways to interview candidates more effectively

    What could be easier than sitting down and asking someone a few questions from a list?

    When put that way, interviewing sounds easy. But as you may know, it’s not as simple as it sounds. The process of interviewing candidates for a job requires organization, preparation, and the knowledge to ask the right questions.

    Save time, money, and stress with smart interviewing

    Finding the right candidate for an influential position within your company can be time-consuming, expensive, and stressful. It can also be risky because the wrong hire can cost you even more time and money to correct the mistake and begin the hiring process again.

    According to the U.S. Department of Labor, the price of a bad hire is at least 30 percent of the employee’s first-year earnings. Ouch! That’s a financial pain that will take some time to heal.

    But finding the best person for a job doesn’t have to be that painful, and interviewing smartly and effectively can be the most important step to get you on track to make the right hire.

    Here are seven tips from for interviewing candidates effectively

    1. Establish an organized process for conducting interviews. Good interviewing doesn’t just happen. You must have a plan: Which people on your staff will conduct interviews? What do ... Read More
  • New technology helps recruiters attract, screen temps and full-time candidates

    Following up on my recent blog post on how to check references, I now want to talk about several new technologies we’re using to streamline and speed up the recruitment and hiring process, including reference checking.

    Online tool makes checking references easier for job recruiters

    To efficiently collect and file candidates’ written references, we now use an online tool that lets candidates easily upload the contact information of persons writing their references, who can then anonymously upload their responses. Not only is this process a timesaver, but it lets us capture more references per candidate and collect more in-depth information than we often get by phone.

    This tool operates on the principle of collective intelligence. Its algorithm calculates and ranks the written references based on rating scores and on who is making the reference (supervisor, co-worker, teacher or friend). If we have questions or concerns regarding a specific submission, we can still follow up by phone if we choose.

    Recruiting candidates is at our fingertips more than ever before

    It seems not so many years ago that we transitioned from the phone to email as our primary means of reaching candidates about positions. Today, recognizing that millennials (born in the 1980s and ‘90s) keep ... Read More

  • The right way to check references before hiring employees

    When companies make a bad hire, it can cost a lot of time and money to correct the situation. Many of these bad hires could be avoided simply by checking references of potential employees. But, for reference checks to yield valuable information, managers should know the process to follow and the right questions to ask of their job candidates.

    Considering the cost you might incur as the result of a poor hiring decision, you may want to engage a recruiting agency to assist with interviewing and hiring, including reference checks. If you go it alone, however, here’s how to talk with people who know the candidates, and make the best use of your time with them.

    Discuss references with job candidates during the interview process

    Ask candidates for six references and their consent to contact them. Call all of them for each finalist.

    In addition to talking with former supervisors, you should contact former colleagues or subordinates for some hires. If so, ask job candidates for names of people to contact.

    Be thorough and objective when you call to check employee references

    When you call, assure the references that their comments will remain confidential. Explain the position and skills required. Show objectivity throughout each call—don’t sway ... Read More

  • How to retain employees – 5 ways to keep your high-performers

    Successful business leaders know that to remain profitable, they must try to retain their best employees. While competitive salaries and benefits go a long way in recruiting industry stars, those rewards aren’t always enough to keep them.

    A 2017 Nielson survey of 1,600 American and Canadian employees, done for the international HR technology firm Ceridian, found that high-performers:

    • Prioritize learning and development opportunities – 91%
    • Work for companies with clear values – 85%
    • Know their companies’ business goals – 72%

    What do your best employees want from work?

    High performers want to do work that is professionally and personally satisfying and to know that their work contributes to the company’s success.

    With that in mind, here are a few ways to keep your top performers.

    1. Offer training opportunities that can help them advance within your company.
    2. Promote and model company values.
    3. Communicate the company’s business goals.

    In the survey, 38 percent of the high-performing employees were actively looking for new jobs, mostly in search of higher pay. But of the majority who were not looking, among the reasons cited for remaining with their current employer were friendly relationships with colleagues, favorable working conditions and a good salary. Of course, salary remains important, but these other factors can be equally significant.

    Here then ... Read More

  • Employment trends in 2018: Tight job markets, changing benefits and new work spaces.

    Looking ahead to 2018, we’re expecting current trends in job markets and work culture to continue, meaning employers will have to continue to adapt how they recruit, hire and compensate employees.

    A few issues to keep in mind as you consider approaches to labor force planning for the next year.

    Increased demand for skilled full-time employees

    The ongoing tight labor market means that companies will continue to be challenged with finding the right employees, particularly for skilled and technical positions.

    Increased demand for temp staffing

    As employers search for the best candidates for open positions, they will rely more on temp employees to fill in. But even finding quality temps in the current job market is getting tough, with supply barely able to keep up with demand.

    Increases in compensation

    To attract candidates from competitors, and to keep good employees from leaving, companies may have to increase salaries, enhance other benefits or both.

    Technology’s effect on workers

    As technological advances replace some workers, employers will need to decide who to keep on board to be trained for other existing or new positions.

    Working remotely

    A 2017 Gallup report showed more and more Americans working remotely and for longer periods of time. The trend of working from ... Read More