In several previous blog posts, we have provided guidance on effective steps to take when recruiting employees. In this post, we’ll focus on what not to do—mistakes to avoid—while referencing some of our past blog posts.
In order to get the most out of your recruitment efforts and find the candidates you need, plan ahead. Consider each of these “don’ts” when developing your recruitment strategies:
- Don’t rely on old-fashioned recruitment tools – If you’re just posting ads in the newspaper and on job sites, you’re short-changing yourself and missing promising candidates. Use your social media pages, professional online forums, and specialized search tools, too. If you don’t have access to these, get in touch with a professional recruiter with this experience. See our blog post on technology used by professional recruiters.
- Don’t overlook current employees – Could a great candidate already be working for your company, maybe within another department? Don’t be so focused on getting the best candidate “out there” that you miss a great candidate “in here.” Someone who excels in a position within the company may be ready for increased responsibility. And a promotion is a great way to hang on to talented staff. See our blog post ... Read More
The average amount of time for recruiting employees—from first posting to accepted offer—increased 62 percent at large global organizations from 2010 to 2015. The hiring time for white-collar positions reached, on average, 68 business days in 2015. That’s 26 days longer than in 2010.*
Hiring can definitely take too long, dragging on for weeks and weeks and even months with no real benefit to anyone—employer, their employees, and job candidates. Among the reasons: more people involved in the hiring process, increased testing and background clearances, and managers loaded down with hiring duties as well as day-to-day administrative responsibilities.
So, how quickly should companies hire? While we generally advocate for hiring fast, especially in the currently tight job market, there are sometimes legitimate reasons for hiring slow. But not often.
When recruiting employees, what’s the harm in routinely hiring slow?
Top candidates can lose interest if the hiring process takes too long; meanwhile, they get other competitive offers, and you can lose them. In fact, some companies keep looking for the perfect candidate—”this one looks really good, but maybe someone even better is out there.” Then, they lose a great candidate and settle for less in the end. So, more time and deliberation doesn’t mean ... Read More
How many people do you know who work from home? If you feel like that number is increasing, you’re not wrong—a survey done by Global Workplace Analytics and FlexJobs shows that remote work has grown by over 91 percent in the past decade.
This simple workplace benefit is often seen as enticing for employers who wish to cut down on office space costs, boost employee morale, and attract top candidates who appreciate the scheduling flexibility. Mobile and online applications like Slack allow workers to communicate with each other anywhere and everywhere, no matter if they’re physically in the office or working from home, a client site, or even a tropical beach.
On the other hand, some major companies like Bank of New York Mellon Corp, IBM, and Yahoo, have been cutting down on offering remote work options and asking their remote workers to return to the office. According to SHRM Online, this decision may have come from the following theories about why working remotely sometimes fails:
- Employers do not adequately train or provide proper resources to remote workers to ensure their success.
- Some supervisors find it harder to manage someone who they cannot communicate with face-to-face, and are uncomfortable with them working ... Read More
Businesses have depended on job descriptions to define work for employees for generations. And even though technology has drastically changed the work environment over the years, job descriptions in 2019 remain as important as ever.
Good job descriptions can prevent the wrong person from applying for a job and better ensure the right person does apply. In other words, they can help prevent employers from interviewing and maybe hiring someone who isn’t right for the job.
Every job description needs to be thorough and updated each time you’re recruiting someone new for the position. The following list details information that should appear on most job descriptions.
- Job title
- Work location (if working remotely is an option, note that here)
- Company overview
- Job summary including key objectives and goals
- Job duties (mention opportunities for training or professional development)
- Experience required (skills, education, years of experience)
- Employment type (full time or part time)
- Work hours/travel requirements
- Salary range and benefits (bonus program, retirement plans, health insurance)
Job descriptions done well can help you with recruiting employees
Job descriptions also must attract great candidates and encourage them to apply for open positions. For that reason, the descriptions have to be clear and compelling as well.
Here are a few guidelines to help prepare job descriptions to 1) ... Read More
How you interview job candidates can make a big difference in the success of your most important hires. Knowing what and what not to do, as well as what and what not to ask, can also keep you out of hot water.
Interviewing is time-consuming and requires organization; it can be frustrating and even stressful. It’s not surprising, then, that so many companies depend on job recruiters for their most significant hires. Whether you decide to go it alone or hire a professional recruiter, you will eventually be interviewing candidates. So, equip yourself now with good interviewing skills to assess your finalists.
You are likelier to make the right hires if you interview smartly and effectively. And as you no doubt have learned, the wrong hires cost time and money, and the hiring process restarts at square one.
Make our 5 do’s and 5 don’ts for interviewing part of your recruitment strategy
- Look over candidates’ resumes before interviews. Well, of course, you say? You might be surprised at how many people don’t. Be organized and know what you plan to ask before interviews start.
- Be positive and make candidates feel at ease. This builds a better rapport with them and encourages them to respond openly and honestly.
- Ask candidates the same set of questions. This allows you to compare ... Read More
Did you hear the one about the job candidate who texted with his mother for responses as he filled out a job application? Or the one about the guy who didn’t remove his motorcycle helmet for his job interview?These aren’t jokes missing their punchlines, but rather real stories about candidates who raised red flags before they could be hired. (We’ll give the biker credit for flipping up his visor.)
When you’re recruiting employees, pay attention to red flags that can signal trouble ahead should certain candidates be hired. If you encounter red flags during the recruitment process, it’s best to heed them and not wish them away.
So, what are the most conspicuous warning signs? Do frequent job changes still matter? Maybe. Do typos on resumes still matter? Yep.
These issues should raise concerns when recruiting employees
- Resume issues – To be sure, spelling and grammar still matter because good written and verbal communication skills remain important. But resume issues can go deeper and include poor organization, vague experience, incomplete information, and lack of measurable results.
- Questionable work history – While frequent job changes can have valid reasons, particularly with younger employees, inquire to find ... Read More
At a time of nearly full employment, recruiting employees who are high performers can be tough. That’s why employers should watch for missteps that can cost them a leading candidate or cause them to hire the wrong person. Such avoidable errors can send the recruitment process back to square one at the company’s expense of valuable time and money.
In order to get the most out of your recruitment efforts and land the candidates you need, plan ahead. When formulating your recruitment strategies, avoid making these mistakes:
- Assessing only for skills and knowledge – Evaluating a candidate’s skills and qualifications is vital, but so is assessing for personality and compatibility. Yet many companies never do this. Knowing that a candidate is a good fit for both your company and the position will result in a higher placement success rate. See our blog post on recruiting for personality as well as skills.
- Prolonging the recruitment process – If a recruitment process drags on too long, great candidates are lost and internal projects get delayed. If other employees pick up the slack for too long, morale can suffer. Don’t wait for the perfect candidate who may never materialize. Now, I’m not suggesting you rush ... Read More
Temp staffing is on the rise, not just here in southcentral Pennsylvania but across the commonwealth. Last year in Pennsylvania, an average of 120,000 temporary employees worked each week, according to the American Staffing Association—a 5 percent increase from the year before. A total of more than 582,000 people filled temp jobs during 2017, an increase of 12.6 percent.
A substantial temp workforce is picking up the labor slack resulting from a shortage of skilled employees during this period of historically low unemployment. Businesses find that temp workers not only get them out of a jam but also have other advantages. Hiring temps can reduce their labor costs, unemployment claims, and time spent on recruiting.
There’s good news for temps, too. For many, the flexibility of briefer assignments matches their lifestyles and personal schedules. In addition, the chance to learn new skills increases their professional marketability. Some are even offered full-time positions with their temporary employer.
The hottest job opportunities for today’s temp staffers
In our service region, we’re definitely seeing a need for temps in some fields more than in others. Positions most in demand are in customer service and call centers, as well as in accounting support (mainly billing and accounts payable). ... Read More