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
With the low unemployment rate coinciding with many older adults working longer, it would be wise to be more open to the skills of well-experienced workers when recruiting employees.
The unemployment rate in southcentral Pennsylvania ranges from 3.7 to 4.2 percent, and businesses remain challenged by the difficulty of finding skilled workers. At the same time, employees age 55 and up have been the fastest-growing segment of the American labor force for more than 20 years. The U.S. Department of Labor expects this trend to continue through 2026.
A 2016 Gallup poll showed that one in every three employed adults intends to work until age 68 or older. But despite the tight labor market, many of them have been downsized from their jobs and have had difficulty finding a new one.
Include qualified older workers in your plans for recruiting employees
About 60 percent of older workers who lose their jobs retire involuntarily because they can’t find new ones, according to a report from the Center for Retirement Research at Boston College. So, why don’t they want to retire early? Of course, some older persons need to work for financial reasons, but not all. Some prefer to keep working because they are healthy and ... Read More
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.
- Is this position particularly vital—one that has an effect on company performance and profits?
- Are you consumed with other responsibilities, giving you little time to devote to a search?
- Do you ... Read More
As low as the unemployment rate is in our area (incredibly, 2.9 percent in Lancaster County), it’s even lower for some technology categories. So, if you’re looking for tech workers—as TriStarr recruiters do for clients—I can sympathize. The need is great, and the competition to find candidates is tough.
With more jobs available than skilled professionals over all industries, workers are leaving for greener pastures. A recent report from the U.S. Department of Labor shows that 2.4 percent of Americans are leaving their jobs this year, the highest level since 2001. That’s one in 42 workers.
Tech workers are on the move for the right positions, but they can be selective due to the high demand for their skills. And while some of the highest-paying jobs for recent graduates are in the tech industry, you might have to entice experienced tech workers with more than a nice paycheck to get them to work for you.
How can you be smarter about recruiting tech professionals? Here are seven job recruitment strategies the pros use:
- Watch subscription-only specialized job boards and websites to reach the best tech professionals in their fields.
- Attend conferences, trade shows, and meetings where tech pros gather to get to know and network ... Read More
If you’re running a successful business, chances are good that 1) most of your employees are of a high quality and 2) you treat them well because you would like to keep them as long as you can.
But how often do you review your efforts to recognize and reward employees? Retaining employees takes concerted effort, and rewarding their roles in your company’s success is the best way to retain them. Your retention strategies are as important as your recruitment strategies, and some rewards are more effective in building employee loyalty and longevity.
According to the Harvard Business Review, nearly 70 percent of U.S. workers are either actively or passively on the lookout for new jobs. So, I’m not surprised that the U.S. Bureau of Labor Statistics reports that workers today remain with the same employer for just over 4 years.
Give employees good reasons to remain with your company
Losing good employees can have substantial costs – their lost productivity, time spent on finding and training their successors, and stress for remaining employees who pick up the slack.
Good employees who feel valued tend to remain with the same company for more than a few years. So, the employer must give workers good reasons ... Read More
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
- 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.
- 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.
- 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
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
In a tight job market, top performers might have several employment prospects from which to choose. Don’t assume they will want to work for you simply because you have the “perfect job” at a “great salary.”
Like most business propositions, hiring involves a buyer and a seller. But the roles are reversible. The buyer (employer) is also a seller, and the seller (candidate) is a buyer, too. In the current job seeker’s market, you must work harder to sell an A-list candidate on your company, as well as the job.
At Tri-Starr, a Lancaster recruitment agency, we work daily to fulfill the needs of employer clients who are looking for the right people for management and other professional positions. As experienced job recruiters, we know the many elements that attract leading candidates and sell them on the company and the job.
When selling your company to top candidates, strive to appeal to them in these key areas
- Position – Emphasize the position’s importance to the company and how it supports the company’s mission. Be clear on the job responsibilities and provide an accurate, specific job description.
- Professional development – Tell them how they will benefit from professional growth at your company. Advise them of training ... Read More