When it comes to employees, bad apples do spoil the whole bunch. Team members who lack the skills to do their job well, or the social graces to get along with others: make more work for everyone else by forcing their peers to pick up their slack, are a huge drain on their superiors’ time, [...][ Continue Reading → ]
Archive for the ‘Recruitment Strategies’ Category
HR is a profession of many hats. How many hats any individual HR person has to wear is dependent upon the size, structure, and whims of the organization that employs them. This is not so unique to human resources, and can be both a blessing and a curse. What is a little more unique to [...][ Continue Reading → ]
Would you hire someone from Gen Y (someone born after 1980) if you had the option to hire someone older? Is your preference about experience or preconceptions? Here are some generalizations about the generations that came before:[ Continue Reading → ]
If youve had trouble hiring the right person for the job, youre not alone. The best recruiting firms in the world know the cycle. They call it hiring on skill, firing on fit.
Why do we so often hire the wrong person for the job?
Obviously any candidate is going to need the necessary skills to do the job, so its easy to understand why many hiring managers prioritize skills to the exclusion of the candidates other qualities. Another reason is that skills are measurable and more objective, and therefore easier to base an important hiring decision on. Some candidates skills include selling themselves very effectively — and they end up an imperfect fit. One final reason hiring managers hire on skill even when they know the fit is less than ideal is that their staffing needs are urgent or their applicant response has been less than stellar. But if youve experienced hiring someone who looked great on paper and fit poorly in your organization, you know this practice is costing you money and resources. Here are some ways to break free from the cycle.
Last year, we saw a powerful shift in the communications industry, particularly in human resources and recruitment. Facebook, Twitter and LinkedIn continued to grow and benefit the HR communications industry by reaching passive and active candidates. Job seekers, already active on these sites, were drawn to branded employer pages that advertised open positions and content broadcasted through blogs, microblogs and status updates.[ Continue Reading → ]
We need to hire employees, but were so busy working in the business to replace the employee(s) who just left that we dont have time to recruit. Sound familiar?
For many businesses having to recruit means that they are or soon will be short-staffed. In this situation, many small business owners find themselves struggling as they are suddenly drawn back or further into the daily operations of the business while simultaneously trying to run the business and of course, recruit quality candidates for the job.[ Continue Reading → ]
If you are a recruiting leader or recruiter who is constantly on the lookout for new recruiting trends, practices, and tools, you have surely already heard of QR codes.
QR codes are a second-generation barcode that allows potential candidates to quickly and directly access supporting materials and websites using only a camera equipped smartphone. QR codes have many uses, but are most often used to direct target audiences to online content that cannot be easily conveyed in print.
You can of course provide a printed URL, but if you have ever tried to enter a long URL into a mobile browser, chances are you wouldnt do it again.
Companies are increasingly using social media in recruiting, a trend known as social recruiting. The 3 main platforms to leverage for sourcing candidates are LinkedIn, Facebook and Twitter. Finding candidates wont happen overnight, though. You must set up your profiles and work to build a community before you broadcast job openings. Start early, build your network and then leverage that network.[ Continue Reading → ]
I know that there are some folks who dont believe a job description is necessary anymore and of course, that is the decision of the organization to make.
I do believe in job descriptions and let me tell you why.
A job description helps a business in understanding what the needs are of a particular position. What are the functional responsibilities and skills required in the position? How will you know what a reasonable amount of pay should be if you dont have some sort of understanding of the duties? How would you classify the role? Who would the person report to and who would be responsible to manage the incumbent? For that matter, how will you hire someone into a position that has no description? How would you construct a set of interview questions that would be relevant to the role?
To attract your future skilled and productive employees, make your first impression count. No matter who you hire, youll be investing resources, training, time, and money, so sourcing skilled candidates is the first step to getting a solid employee ROI.
Solid candidates looking for a progressive organization, and meaningful work experiences, will overlook opportunities if youve failed to provide them with important information-qualitative information about who you are as an organization, your culture, values, offerings, and how you treat employees. People are looking for more than just a job.