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Every day the recruiters come to fight for the best talent and use the familiar tactics. When we start the search, the first method to which we refer is the power of LinkedIn and Job Boards. Recruiters use all the possible tactics and different combinations of search.
"},"body":{"body":"Every day the recruiters come to fight for the best talent and use the familiar tactics. When we start the search, the first method to which we refer is the power of LinkedIn and Job Boards. Recruiters use all the possible tactics and different combinations of search.
What do the lazy recruiters do?
Firstly they create a vacancy on Job Board and source for the suitable candidates for LinkedIn. The most cunning copy details from other vacancies such as the job title, location and start date into the body of the posting to ensure that all the possible information is captured for those who might be searching.
Popular job boards like Monster, CareerBuilder, Indeed, Craigslist and Glassdoor also offer to create your career page, which is issued for the candidates on the job aggregators. When taking into consideration the quality and quantity of applicants each job board deliver, as well as the cost of these job boards, LinkedIn and Indeed are the forerunners. Recruiters report that LinkedIn delivers by far the highest-quality applicants at a medium cost—as well as a high quantity of applicants, second only to Indeed (and not by much). (http://www.softwareadvice.com)
A great scheme isn't it? And all that remains for us as for recruiters is just to sit and wait for the right candidate will accept our job offer.
The tricks for diligent ones
Time goes by, the vacancy is still opened, the responding candidates from Job Boards are not suitable for the main parameters. Here comes the time recruiters use the more advanced techniques. They begin to monitor niche Job Boards to attract top talent. The best job search sites to post jobs include not only niche job boards, but also niche communities and publications. Don't ignore this method of search as the right candidate might be hiding there. For example, to search for talent for technology job it is recommended you to use Dice.com, for candidates from finance such as accounting, asset management, commercial banking, retail banking, investment banking, trading and derivatives usually are on Efinancialcareers.com and OneWire.com and sales opportunities by industry including healthcare, technology, food, entertainment, pharmaceutical, advertising and food better to look at SalesJobs.com.
And now, for the advanced
If the recruiter does not wait for the candidate may as well descend to your vacancies and hires the best-quality talent with the best skills using the big guns complex approach. We suggest using highly sophisticated sourcing tactics - the advanced software (TA platforms, ATS, big data and Boolean search) in combination with a strong brand of employer.
With special technical tools, everything should be clear. Use Chrome extensions for searching the candidate in social networks and to fully understand its social portrait. Such tools give the possibility to get the direct contact (email, phone number, messengers). Special Talent acquisition platforms help in predictive analytics and provide a set of tools for headhunting. For example, you can anticipate is the applicant able to move to another position, as it is marked in the system as “likely to switch”. And we all know that highly-skilled talents had been already hired. You can also view the hiring mood in competitive companies, to learn how the competitors are often headhunt the professionals and where the candidates switch to.
All this will help to understand the situation better on the recruitment market of the industry. In order for your ideal candidate to be loyal to your employer, you need a powerful use of reputation, brand and thought leadership, driven by social and digital content. All these methods require a comprehensive approach and a serious work. But you are professionals and are not afraid of tests, aren’t you?
"},"publishedOn":"2017-07-04T08:00:03.743Z"}},{"node":{"url":"10-strategies-for-recruiting-highly-competitive-job-market","title":"10 Strategies for Recruiting In a Highly Competitive Job Market","description":{"description":"Recruitment\r\nstrategies are a vital part of obtaining and holding high-quality talent to add\r\nto organization's prosperity. The profession market is becoming more aggressive\r\nand aptitude sets keep on growing more diverse. Given this situation,\r\nrecruiters are need to be more specific in their candidate selection since\r\nfailing to meet expectations recruitment measures can have a long haul negative\r\neffect on an organization. Among these impacts are high training and\r\nimprovement costs important to deactivate the generality of poor execution and\r\nhigh turnover rates, which reverberate into aspects of employment such as\r\nmorale, productivity and the preservation of the desired corporate culture.\r\nHere are 10 strategies for recruiting in a highly competitive job market.
"},"body":{"body":"
Recruitment\r\nstrategies are a vital part of obtaining and holding high-quality talent to add\r\nto organization's prosperity. The profession market is becoming more aggressive\r\nand aptitude sets keep on growing more diverse. Given this situation,\r\nrecruiters are need to be more specific in their candidate selection since\r\nfailing to meet expectations recruitment measures can have a long haul negative\r\neffect on an organization. Among these impacts are high training and\r\nimprovement costs important to deactivate the generality of poor execution and\r\nhigh turnover rates, which reverberate into aspects of employment such as\r\nmorale, productivity and the preservation of the desired corporate culture.\r\nHere are 10 strategies for recruiting in a highly competitive job market.
Build a strong employment brand: It begins with understanding what makes your organization special.\r\nIf your recruiting team doesn’t know, in what manner will they pitch candidates\r\non the benefit of coming to work for the organization? Hiring managers could\r\nmake this a \"stay interview” question amid their one-on-one gatherings.
Have a competitive compensation and benefits package: I understand a lot goes into the discussion about employee compensation\r\nand advantages. But the fact is, as the job advertises gets more focused, so do\r\ncompensation and advantages. Organizations need to assure their packages are\r\ninside reasonable and remotely aggressive.
Have a decent employee referral program: Employee referrals keep on being the most cost effective source of\r\nvalue candidate stream. If the organization is putting forth a reward for\r\nprescribing candidates, ensure it’s suitable given your cost per employ. What's\r\nmore, consider including graduated class and unexpected specialists – both as\r\nfar as being alluded and giving referrals. They're a key piece to today's\r\nrecruiting procedure.
Provide candidates a realistic job preview Job searchers are getting their work done before applying with an\r\norganization. Organizations ought to build up a profession entryway where job\r\nseekers can see a run of the mill \"day in the life\" of a\r\nrepresentative. This should be possible with video and utilizing employee\r\ntributes. Likewise, while I know it's an additional progression, consider\r\nutilizing more relatable sets of expectations.
Make it simple to apply:\r\nHR experts and procuring directors should try to discover and apply for a\r\nvocation at their organization to understand what candidate’s experience.\r\nOrganizations need to circulate their employment opportunities where candidates\r\ninvest their time – one of those spots being online networking. Also,\r\ncandidates should have the capacity to effortlessly see and apply for jobs\r\nutilizing their cell phones.
Build a skilled community:\r\nThe times of recruiting just when there's an open job position order are over.\r\nIf you don't have an opening, figure out how to keep job searchers engaged.\r\nWhat's more, if job seekers aren't prepared to apply, find a way to keep them\r\nengaged. Make a group where future candidates can find out about the\r\norganization
Advance your image: Above\r\ndiscussed that organizations need to create incredible profession sites,\r\nappropriate job opportunities via web-based social media, and ensure your\r\nwebpage is versatile responsive. That by itself isn't sufficient. Recruiters\r\nneed to begin taking media solicitations to discuss the organization brand.\r\nThey have to show employees how to utilize web-based social networking so they\r\ncan, thusly, discuss the company brand.
Make Relationships with Every Outreach and Applicant: Every candidate is a potential employee or referral source. Thus,\r\nyou need to start making relationships with them the second you come in\r\ncontact. Building this relationship requires trust, common regard, genuine and\r\ncoordinates correspondence, and follow-through.
Train your Interview Teams to be Highly Effective: Effective meeting groups meet rapidly, recognize what to search\r\nfor, realize what things to ask, and realize that each applicant met is a\r\npotential brand advocate. In a perfect world, each hopeful met ought to leave\r\nthe meeting truly needing to work at the company.
Incorporate Elasticity and Consistency with Your\r\nHiring Model: Hiring divisions should have the capacity to\r\nadjust to changing conditions and workloads. Ensure you know how to deal with\r\noverabundance request – have contract spotters, RPOs, selecting offices, or\r\nhiring specialists set up that you can go to if your group is overpowered. Be\r\nthat as it may, ensure the nature of the outsourced support is reliable.
"},"publishedOn":"2017-04-17T15:45:36.217Z"}},{"node":{"url":"detecting-and-handling-toxic-employees-in-a-company","title":"Detecting and Handling Toxic Employees in a Company","description":{"description":"Types of toxic\r\ncharacters. How to deal with them? How to spot them in a company? Finding and retaining valuable employees is important\r\nbut dealing with toxic ones is inevitable. Everyone knows those types of\r\npersonalities that others can’t stand, whether at school, university or at\r\nwork. Such people don’t leave their anger and disrespect at home when they\r\napply for a job and come to work.
"},"body":{"body":"\r\n\tFinding and retaining valuable employees is important\r\nbut dealing with toxic ones is inevitable. Everyone knows those types of\r\npersonalities that others can’t stand, whether at school, university or at\r\nwork. Such people don’t leave their anger and disrespect at home when they\r\napply for a job and come to work.
\r\n\tWhen hired, employees are expected to bring value into\r\na company. What toxic employees bring is irritation and poison that quickly\r\naffects your top staff members and company’s success. HRs and top managers\r\nshould be able to detect toxic behavior and take immediate actions to prevent\r\nhavoc that can destroy your corporate culture. You know how time-consuming and\r\nchallenging it often is to build this culture. If someone doesn’t care about\r\nit, you’d better show them the door. Here are a few character peculiarities\r\nthat are going to poison your business and need to be dealt with immediately.\r\nYou will never find a person that possesses all of the below mentioned\r\ncharacter habits, but finding a toxic employee with at least two of them is\r\nvery much likely.
\r\n\tOperating with minor skills and knowledge, toxic\r\nemployees think they know everything. They constantly want to prove that their\r\napproaches are professional and that only they know how to do things right. Such\r\npeople often claim that they are mistreated and they cannot show off their full\r\npotential because they are not promoted. They get furious when someone else’s\r\nideas have been chosen. In reality, their skills are really poor and they are\r\nnot in a hurry to master them. When they screw up with something, they will always\r\nfind an excuse, like a stupid task, non-clear requirements, too little time or\r\nbad management.
\r\n\tDespite your corporate culture saying that employees\r\nshould deal with things patiently without losing their temper, some of them\r\nyell at other employees or even customers. As a result, customers find it\r\nreasonable to choose another company to work with and co-workers decide to run\r\naway from this stressful environment. It’s quite possible that this employee\r\nsimply has some personal problems and has lost his\\her temper because of this.\r\nBut if it happens on a regular basis and they do not even feel sorry for their\r\nbehavior, it means you have a person in your team that may poison your company\r\nand its image.
\r\n\tEach of us is lazy occasionally. Browsing through\r\nsocial media or shopping for some stuff online is something everyone might be\r\ncaught at. But imagine that someone does it non-stop and doesn’t care what\r\nothers will think of them. They are just too busy looking for excuses as to why\r\nthe task hasn’t been done yet. Their gossip talks and coffee breaks distract\r\nothers from the normal workflow. Such people do not have even the smallest\r\nmotivation to bring value into the company. They will agree on any idea that\r\npasses by because they simply don’t care. Deadline is not the term created for\r\nthem. They feel happy when the boss leaves because for them it means they can\r\nleave too.
\r\n\tIn case of an emergency or whenever the team is\r\nexpected to unite their efforts together, you might notice that someone in the\r\nteam cares only about their responsibilities and is unwilling to do anything\r\nmore. \r\n\t“It’s their problem” – you can\r\nhear them saying. They are not going to help newcomers when they screw up, or\r\nstay a bit longer at work when the task is urgent.
\r\n\tFor some people, it’s absolutely fine if others do\r\ntheir job. They are not even interested in learning how others do things for\r\nthem because they know they can always delegate more complex things to someone\r\nelse. For them, there is no need to bother and learn something new. However,\r\nthey are absolutely comfortable with receiving credit for someone’s job and\r\nmaking it their own achievement.
\r\n\tConstant complaints about work conditions, low salary,\r\na bad boss or an uninteresting job can often be heard from toxic employees of\r\nthis type. They always feel like they deserve a promotion or a better salary. But\r\nthey do not do anything really valuable to get it. In fact, you can hear hem\r\ncomplaining about their life, bad neighbors, bad government, bad system, etc. Their\r\nconstant negative thoughts and complaints poison other employees and affect the\r\nteam spirit.
\r\n\t
\r\n\tHow\r\nto Cope with Toxic Employees\r\n\t
\r\n\tThe cost of finding new employees to replace those who\r\ndemonstrated toxic behavior is high. That’s why it is recommended to take all\r\nthe possible measures to make them better team players.
\r\n\tThe following steps can be taken to rid the employees\r\nof any toxic habits they might have:
\r\n\tWhen it’s getting impossible to cope with toxic\r\nemployees, the best solution for management is to show them the door. It may\r\nhelp the company save its corporate culture, retain truly valuable staff and\r\nfoster stress-free work processes.
\r\n\tProtecting your business\r\nfrom the poisonous influence of toxic employees is vital to prevent havoc and\r\ndisorganization within your company. Every employee, without any exceptions,\r\nshould respect and comply with the corporate policy and regulations set by your\r\ncompany. Otherwise, it is better to replace them with those who are going to\r\nreally care about your business and treat management and other employees with\r\nrespect.
"},"publishedOn":"2017-02-10T09:31:07.293Z"}},{"node":{"url":"6-different-ideas-for-strategic-talent-acquisition","title":"6 different ideas for strategic talent acquisition","description":{"description":"Finding and hiring new employees is without a doubt a lengthy process, involving expensive job adverts, interviewing candidates en-masse, candidate vetting, hiring and finally training the fresh recruits. Suffice to say, this process requires ample resources and budget to ensure success. But what can we do to look at talent acquisition in a different way?"},"body":{"body":"Finding and hiring new employees is without a doubt a lengthy process, involving expensive job adverts, interviewing candidates en-masse, candidate vetting, hiring and finally training the fresh recruits. Suffice to say, this process requires ample resources and budget to ensure success.
\nBut what can we do to look at talent acquisition in a different way?
\n\tLook at recruitment from a marketing perspective\n\t
\n If you think about it, acquiring employees is pretty similar to acquiring leads: advertising brings in traffic, content marketing helps reach a wider audience and word of mouth referrals bring new leads. These techniques can be applied to your talent acquisition strategy to both make people aware of your job vacancies and to offer more information about working for your company.
\n\tUtilising things such as:
\n\t\t1.More relevant talent
\n\t2.Already looking for the job role
\n\tInvolve your industry’s influencers in the recruitment process\n\t
\n\tIndustry influencers are hugely influential over their industries – hence the name, and targeting them to assist with your recruitment drive is likely to bring some good results. Just as a brand will reach out to a blogger to engage their audience, a recruiter must leverage blog audiences to find talent.
\n\tThis can be as simple as asking the blogger to collaborate on a piece of content (to generate your leads) or composing a press release to distribute to relevant news networks – there are many possibilities.
\n\tEither way, the talent you’re searching to recruit is out there somewhere and they are more likely to be lurking on a relevant blog or forum than a job network like Indeed.
\n\t
\n\tTake to social media\n\t
\n\tSocial media networks such as Twitter and Facebook have become extremely popular for hiring managers and recruitment agencies in recent years, for the simple fact that people engage more on social media than they do on any other platform – making it much easier to find ideal candidates.
\n\tSocial media sites such as LinkedIn are a perfect example as they are essentially dedicated to profiling your career and skills, making it an ideal platform for talent acquisition. Users join groups relevant to their field of expertise, offering you (the acquirer of talented individuals) the opportunity to advertise the vacancy directly to a small (but hyper relevant) pool of professionals who all know their stuff.
\n\t
\n\tLeverage new technology\n\t
\n\tIf sourcing talent is the goal, then new technologies are the catalyst for the process. Recruiters and hiring managers are often looking to the latest software and training to streamline their recruitment process and the tech on offer is improving every year. According to Neocase, talent management and recruitment softwares are the two most popular product categories at HR Tech 2016\n\t which just goes to show how large of a demand there is for talent acquisition software.
\n\tUsing technology can have it’s drawbacks though, for example if the software you use is designed for larger HR departments and yours is relatively small, you could be wasting money and not getting the most out of\nyour software. Just make sure to do your research and read plenty of case\nstudies before committing to a program.
\n\t
\n\tTrain, train & retrain your recruitment managers\n\t
\n\tTraining is essential, not just for your recruits, but for your recruiters too. It can be easy for them (especially if they’ve worked in the same role for a long time) to fall into repetitive patterns and processes of recruitment.
\n\tTraining your managers what to look for in new applicants, which skills to consider, which recruits show the best potential and improving and refining the hiring process will not only lead to acquiring better talent, it can also keep out the time wasters and the dead weight of employing irrelevantly skilled workers.
\n\tAs the saying goes – “It’s usually much easier (and cheaper) to prevent a problem from happening than to fix it once it’s done”. And in this case, it’s hiring and training employees with irrelevant skills.
\n\tTake a leaf from Google’s book\n\t
\n\tGoogle has received global recognition for their unorthodox interview questions, designed to make applicants think outside the box and to assess their problem-solving skills and IQ. They have also gone to some pretty nifty lengths to ensure they only hire the top talent around, here’s a great example:
\n\tYale graduate Max Rosett stumbled across one of Google’s secret hiring processes when he was working on a project. Having typed in the phrase: ‘python lambda function list comprehension’ into Google, the search engine did something wholly unexpected.
\n\tThe search results page split open and a box appeared displaying the words – ‘you’re speaking our language, up for a challenge?’.
\n\tNaturally Max clicked yes, which led him to complete a series of coding challenges, resulting in Google offering him a position at the company.
\n\tThe take away from this? You don’t always have to follow a cookie-cutter recruitment process. In terms of Max’s experience, this process of recruitment was ideal as it challenged his talents, making him more likely to succeed in his job role.
\n\tObviously recruiting the Google way is not ideal or feasible in most situations, the point is if you’re open minded when it comes to talent acquisition, then the talent will likely be open minded too.\n\t
"},"publishedOn":"2016-11-06T09:18:07.677Z"}},{"node":{"url":"how-to-develop-an-efficient-hr-business-partner-culture","title":"How to develop an efficient HR business partner culture","description":{"description":"Human Resources\r\nManagement (HRM) is probably the only business function that has faced\r\nintensive criticism. Within as well as outside organizations, the HR is seen as\r\nineffective, bureaucratic, and highly incompetent function. Many argue that HR\r\nshould be abolished to make organizations agiler. However, under current\r\nbusiness environment, organizations need HR more than anything else. The\r\nbusiness challenges require organizations to develop new capabilities quickly.\r\nHR can do this task if they consider themselves the business partner of\r\norganizations and not just the administrative and support function. Therefore,\r\nit is important for HR Leaders and CXOs to work together to develop an\r\norganizational culture in which HR assumes the role of strategic business\r\npartner.
"},"body":{"body":"Human Resources Management (HRM) is\r\nprobably the only business function that has faced intensive criticism. Within\r\nas well as outside organizations, the HR is seen as ineffective, bureaucratic,\r\nand highly incompetent function. Many argue that HR should be abolished to make\r\norganizations agiler. However, under current business environment,\r\norganizations need HR more than anything else. The business challenges require\r\norganizations to develop new capabilities quickly. HR can do this task if they\r\nconsider themselves the business partner of organizations and not just the\r\nadministrative and support function. Therefore, it is important for HR Leaders\r\nand CXOs to work together to develop an organizational culture in which HR\r\nassumes the role of strategic business partner.
HR can become strategic business\r\npartner in four ways as explained below:
Executing Strategy - HR can help\r\nline managers in implementing the strategy. Line managers face several\r\nchallenges and uncertainties while implementing a new strategy. HR can align\r\nwith the business managers to ensure that the planning transitions smoothly\r\nfrom conference room to the end solution. For efficient implementation of the\r\nstrategy, HR should work as a bridge between top management and the employees at\r\nthe bottom of the hierarchy.
Resources Management Experts – HR\r\nshould become an expert in resources management. They should streamline the\r\nvalue chain to deliver quality products or services at minimum operating cost.\r\nThey should also provide the administrative efficiency to ensure effective usage\r\nof the workforce. Optimum utilization of manpower will enhance productivity and\r\nHR can directly add tangible value to the organization's bottom line.
Employees’ Champion – HR should\r\nbecome true champions of employees. They should actively represent employees’\r\nconcerns to the top management. At the same time, they should motivate\r\nemployees to contribute more towards the organization’s success. HR should\r\nboost the morale of employees by engaging them in various ways. The workers\r\nshould find their true well-wisher in HR professionals.
Change Agent – Today, the business\r\nenvironment is more dynamic than ever before. The organizations need to adapt\r\nthemselves to the external environment to stay ahead in the business. While\r\nother business functions are busy in delivering the value to customers and\r\nmaintaining deadlines, the HR can play a crucial role in preparing the organization\r\nfor the future. The HR can become a change agent to ensure that organization is\r\nquickly unlearning and learning to stay competitive in the long run. To do\r\nthis, the HR must have expertise in various organizational processes, and\r\nwillingness to accept new challenges.
Conclusion:
To conclude, the HR must start\r\nconsidering itself as the primary business function and not just as a business\r\nsupport system. The first step towards unleashing the HR’s full potential is to\r\nstart acting professionally and acknowledge the need to change their role in\r\nthe organization. They should be held accountable for certain business\r\nperformance parameters and start focusing on deliverables of their work. For an\r\norganization to stay competitive in the long term, its HR must lead cultural\r\ntransformations rather than using consolidation and cost cutting methods to\r\nmake the firm profitable. To boost the morale of HR professionals, senior\r\nmanagement should stop seeing HR as value-sapping function and encourage them\r\nto take calculated risks to take the business to next level.
"},"publishedOn":"2016-10-23T14:13:13.423Z"}},{"node":{"url":"how-to-get-the-most-of-your-virtual-team","title":"How to Get the Most of Your Virtual Team","description":{"description":"Today’s world is one of virtual offices and\r\nteams that are managed without people ever meeting face to face. You may never\r\nknow what the people working for you physically look like. No longer is there a\r\nneed for cubicles and conference rooms. In fact, many people can work directly\r\nfrom home wearing their pajamas if they choose. While a virtual team has\r\nnumerous advantages including cost and convenience, it also comes with its\r\nshare of challenges. How do you manage a team from across the city, across the\r\ncountry, or across the world? How do you ensure work is getting done,\r\nmilestones are being met, and the quality of work is maintained? While it may\r\nbe a little more challenging than walking to your coworker’s desk to check in,\r\nmanaging a virtual team is not only doable but often more efficient.
"},"body":{"body":"\r\n\tToday’s world is one of virtual offices and\r\nteams that are managed without people ever meeting face to face. You may never\r\nknow what the people working for you physically look like. No longer is there a\r\nneed for cubicles and conference rooms. In fact, many people can work directly\r\nfrom home wearing their pajamas if they choose. While a virtual team has\r\nnumerous advantages including cost and convenience, it also comes with its\r\nshare of challenges. How do you manage a team from across the city, across the\r\ncountry, or across the world? How do you ensure work is getting done,\r\nmilestones are being met, and the quality of work is maintained? While it may\r\nbe a little more challenging than walking to your coworker’s desk to check in,\r\nmanaging a virtual team is not only doable but often more efficient.
\r\n\tCommunication\r\nis Key\r\n\t
\r\n\tWhen your team members are working\r\nseparately, it is easy to become disconnected. Time zones, language barriers,\r\nand cultural differences are all dangers of communication break downs for your\r\nvirtual team. Communication is the key to success in a virtual environment.
\r\n\tCreate\r\na Professional Work Environment\r\n\t
\r\n\tJust because your team is not in an office\r\nbuilding does not mean that professionalism goes by the wayside. Create a\r\nprofessional work environment, and hold people accountable to maintain it.
\r\n\tManaging a virtual team is rewarding, and if\r\ndone correctly will result in success for everyone involved. Stay involved and\r\ncommunicate closely with your team.
"},"publishedOn":"2016-10-06T11:17:27.513Z"}},{"node":{"url":"the-it-crowd-7-steps-to-recruiting","title":"The IT Crowd: 7 Steps to Recruiting","description":{"description":"The IT field is complex because it has so many things\r\nthat must go right to achieve the goal. One of these things is the right person\r\nfor the job because expertise and skills play a critical role here. Finding a\r\nright person is also a multi-faceted skill that should be possessed by the\r\nrecruiter to ensure that the project will go smoothly and beautifully.
"},"body":{"body":"\r\n\tThe IT field is complex because it has so many things\r\nthat must go right to achieve the goal. One of these things is the right person\r\nfor the job because expertise and skills play a critical role here. Finding a\r\nright person is also a multi-faceted skill that should be possessed by the\r\nrecruiter to ensure that the project will go smoothly and beautifully.\r\nNowadays, the IT crowd increases every day, as more and more people choose this\r\ncareer to become software developers, database experts, website designers and\r\nso on. The popularity of IT professions has grown exponentially, which means\r\nthat there are a countless number of people with different skills and\r\nabilities.
\r\n\tThe task of finding the right persons for IT jobs is\r\npretty difficult for any recruiter. To help with the choice, this article\r\nbrings 7 steps that could be used to ensure the task is handled perfectly.
\r\n\t1. Do a little research
\r\n\tFind out where other employers find good developers.\r\nGo to the Internet and look for the most popular job boards where you could\r\nlocate the resumes you need. At the moment, the hottest job boards are \r\n\tSimply\r\nHired\r\n\t, Indeed, and Career\r\nBuilder\r\n\t. They\r\ncontain just about any IT profession out there, so the choice will be pretty\r\nsimple.
\r\n\t2. Put more emphasis on social media.
\r\n\tDid you know that millions of IT professionals use\r\nsocial networking to connect with employers and other people to share knowledge\r\nand communicate? \r\n\tLinkedIn, undoubtedly, is the best choice when it comes to\r\nsocial media because it is a professional network that has lots of profiles of\r\nIT experts. It works just like any other social network and allows connecting\r\nthrough direct messaging and email.
\r\n\t3. Make applying easy.
\r\n\tThe IT crowd does not appreciate overcoming so many\r\nbarriers before getting an actual interview, such as filling page after page\r\nand waiting weeks to speak with the interviewer. There are tons of other\r\ncompanies looking for them, why should they waste their time waiting, right?\r\nMaking applying easy will help. Just eliminate the barriers that make the\r\npeople wait and set the barrier to entry lower.
\r\n\t4. Manage every relationship.
\r\n\tHave you even answered with “we’ll give you a call if\r\nwe have some openings?” Every job seeker regardless of the industry considers\r\nthis phrase as a slap in the face because in most cases the company does not\r\ncall back and is not even interested in doing so. Do not allow your company to\r\nhave such image among the IT people by setting up a system that would help you\r\nto stay in touch with the people that visited the office. They were good enough\r\nto be called there, right?
\r\n\t5. Look for a whole package.
\r\n\tThe IT field today involves a lot of interaction not\r\njust with machines, but other people, which can work out for those who do not\r\nconsider themselves as total geeks. Remember, the IT employee may be a real\r\ngeek as long as it needed, but the time for human interaction will come and he\r\nor she may have to speak with the CEO, who might not possess the knowledge of\r\ngeek terminology. Because of this, stay away from hiring people who cannot get\r\nalong with the types of personalities that do not have an IT background.
\r\n\t6. Prepare some tests.
\r\n\tMake sure you test\r\nthe skills of the potential candidates\r\n\t by having them completing some\r\nserious tests. Such tests may help you to assess their ability to think in a\r\nlong-term perspective because if they come with a bunch of recommendations and\r\nsuggestions, they might be worth another look.
\r\n\t7. Stay informed about compensation.
\r\n\tExamine the levels of compensation that\r\nyour company is currently offering to IT candidates. Are they lower than the\r\naverage in the industry? If they are, they may be a reason why you could not\r\nhire really good professionals. Find out about the salaries in other companies\r\nto make sure that your own offers are more than competitive.
\r\n\tEnhance your IT hiring process with these tips and\r\nmake sure that all your bases are covered. Remember, any candidate requires a\r\npersonalized approach, so make sure you provide it.
"},"publishedOn":"2016-08-29T10:53:08.423Z"}},{"node":{"url":"how-to-use-content-marketing-to-attract-talent","title":"How To Use Content Marketing To Attract Talent","description":{"description":"Content marketing isn’t just for reaching out to prospective customers and lots of brands are\nusing content marketing to attract future employees; highly skilled and creative team members who can jump in and help bring the brand to even higher levels."},"body":{"body":"\n\tHow To Use Content Marketing To Attract Talent \t
\n\tHere’s a question for you: When you think about content marketing, who is it for?
\n\tIf you answered for attracting customers, you’re right (mostly).
\n\tBut, you see, that’s not always the case.
\n\tTurns out, content marketing isn’t just for reaching out to prospective customers.
\n\tIn fact, lots of brands are using content marketing to attract future employees; highly skilled and creative team members who can jump in and help bring the brand to even higher levels.
\n\tThink about it, what are the main goals for content right now?
\n\t1.Increasing brand awareness
\n\t2.Creating customer trust
\n\t3.Building customer engagement
\n\tDoesn’t that sound like something a brand also does with its prospective employees?
\n\tRight now, with the global economy on the upswing, more and more digital jobs, and a workforce that is more demanding, the hiring process has become longer than ever.
\n\tA study done by Dice Holdings has found that time to fill a role now is running an average of approximately 27 working days, the highest level in fifteen years. This graph, from the same study highlights the uptick.
\n\t![](\"https://d2mwjjtum67wgo.cloudfront.net/blog/contentmarketin1.png\")
\n\tFor industries like finance and health care, those numbers are even higher.
\n\tAll of these issues can lead to a talent shortage. A Manpower study found that almost a third of employers are struggling to find top talent to fill roles they had in 2015.
\n\tIt shouldn’t come as any surprise that a shortage in talent can have a highly negative trickle down effect inside a company on things like employee productivity, training costs, ability to serve clients and overall competitive advantage in the marketplace.
\n\tThese are just some of the reasons why many companies are taking an altogether different approach to hiring now.
\n\tInstead of doing things the conventional way, human resources managers and recruiters are looking to mimic content marketing. They are creating high quality content that helps to position their brand, not to prospective customers, but to prospective employees.
\n\tSo, now what are HR managers and recruiters supposed to do about this massive talent crunch, and high levels of competition? We’ve got a few ideas.
\n\tOne way to start using content marketing to hire talent is to really understand your target. Just as a content marketer needs to know who their ideal target persona is, so should an HR manager.
\n\tTo do this, it’s important to dig deep into who your ideal hire is: where do they hangout online, what social media account do they visit most often, what influencers do they absolutely adore?
\n\tYou can not only identify and partner with influencers in your industry and feature them in your social media or on your blog, but your brand can also work to become the influencer in the industry as well (including many of your current employees).
\n\tOne example is to look at Gary Vaynerchuk, the CEO and Co-Founder of VaynerMedia. When he started the brand with his brother they had twenty employees, now they have over 500.
\n\t![](\"https://d2mwjjtum67wgo.cloudfront.net/blog/contentmarketin2.png\")
\n\tOne of the biggest reasons of that is because of Gary himself, he’s the ultimate social media influencer, which works great when you’ve built a brand that is a full service digital media agency.
\n\tBecause Gary was all over the internet sharing his thoughts on social media, it was incredibly easy to recruit employees, they all wanted to work with “the guy” who was the guru of social.
\n\tLet’s face it, awesome content gets results. But with HR, the days of simply posting up an available job on a board and waiting will the applications roll in is coming to an end.
\n\tThat’s why companies have to start getting creative and look again to content marketing. One of the best ways to get potential employees interested in your brand is to build content that is geared towards increasing both traffic and authority.
\n\tThis means putting the brand out there by creating a number of different styles and types of content that can be seen across a number of channels.
\n\tHere are a just a few examples:
\n\t●Company blog
\n\t●Employee blog
\n\t●Company podcast
\n\t●Social media accounts
\n\t●Case studies
\n\t●Video testimonials
\n\t●Livestream events
\n\tRemember, the content that people love today is information that informs, educates, entertains, and engages.
\n\tCompany blogs can serve as so much more than just a list of benefits and job openings, instead look to educate and delight the employees you are trying to attract. Use your content not only as a way to speak directly to people who are looking to get hired now, but as a way to stay on the radar of potential employees in your industry.
\n\tYou never know, the perfect future employee could be one that absolutely loves your weekly newsletter but hasn’t decided to change jobs, yet.
\n\tGE Spring Break It
\n\tGeneral Electric is a perfect example of this. They created a tumblr account around the theme #SpringBreakIt that showcased how they test advanced materials by smashing them. The site had everything from videos to infographics to gifs, all highly visual and engaging.
\n\tBut here’s the really clever bit: the content was specifically geared not only towards customers, but also potential employees.
\n\t![](\"https://d2mwjjtum67wgo.cloudfront.net/blog/contentmarketin3.png\")
\n\tAs the campaign wrapped up GE found colleges, industry audiences, and engineering firms also loved and shared the videos, putting the GE Advanced Materials Division on the map for a lot of young engineers (and future potential employees).
\n\tGE was able to create proven content that embraced the new digital age, stayed true to their brand message, but was able to have a viral attraction to their ideal target employees all at the same time.
\n\tContent marketers focus on optimizing their content for conversions. They want ever blog post, Instagram ad, or Snapchat to move their potential customers to do something: click to read, click to call, buy, follow, etc.
\n\tHuman resources managers and recruiters need to start doing the same thing with their content.
\n\tHere are a few scary stats from a CareerBuilder study:
\n\t●60% of job seekers have quit filling out an application because they feel it is too long and complex.
\n\t●About 45% of employers do not offer the option for applicants to apply using a mobile device, generally because of technical or resource constraints.
\n\t●When job-seekers cannot apply via a mobile device, 65% say they rarely return to their desktop to finish the application.
\n\t![](\"https://d2mwjjtum67wgo.cloudfront.net/blog/contentmarketin4.png\")
\n\tThis goes to show that a lot of companies are not optimized for actual results when it comes to their content, including their job application process.
\n\tBe Responsive
\n\tOne big way to step forward with this is to be sure your site is responsive, that means optimized for mobile users. Another \n\tsurvey from Glassdoor found that 90% (yup that’s not a typo) of job seekers search for jobs via their mobile devices.
\n\tIf your company site is not optimized for those visitors, there is a pretty big chance that they are never going to return.
\n\tPay Attention to SEO
\n\tAnother thing to pay attention to with it comes to optimizing your site is through SEO. Be sure to use the proper names, headings, titles, links, metadata, and even keywords in your content to ensure it comes up high in the search engine rankings.
\n\tThis is especially true for local SEO. You might find the search term “web design job in Boston” is a long tail keyword with hundreds of searches a month that your company could easily rank for with some targeted content.
\n\tFinally, think about how the best content marketers promote their content both on and offline. They don’t simply click “publish” on a blog post and then hope the masses just find their work and come flocking.
\n\tThough, that would be nice.
\n\tNo, they take to a number of different channels and promote it all over the place. Many content marketers also take content, break it down, and create new content out of it that can be promoted again and again.
\n\tHere are just a few places where companies can promote their content:
\n\t●Facebook
\n\t●Social media ads
\n\t●Twitter
\n\t●Instagram
\n\t●Pinterest
\n\t●Tumblr
\n\t●YouTube
\n\t●Vine
\n\t●Snapchat
\n\t●Blogs
\n\t●Guest Posts
\n\t●Newsletters
\n\t●Job boards
\n\t●Industry forums
\n\t●Industry meet-ups
\n\tWe could go on, but you get the idea.
\n\tAny single piece of content created can be promoted a number of times. Don’t simply share once and forget it, set up a consistent schedule where new content is constantly being creating and shared across a number of different channels all\nyear round.
\n\tThis is a great case study about how Deloitte’s Netherlands branch needed a ton of new employees in a market where the vast majority of people weren’t looking. So, they decided to launch a huge targeted content marketing campaign, creating accounts on Facebook, Twitter, LinkedIn, and YouTube that spoke directly to their ideal target employees.
\n\tDeloitte NL was able to harness the power of content marketing in conjunction with their blog, social media accounts, and dynamic hiring website to hit their recruitment targets.
\n\tWell, there you have it. Hopefully, you see how important a fresh content marketing approach to brand recruiting can make a huge impact on the success of finding happy, engaged, and talented employees.
\n\tThe HR managers and recruiters that are currently embracing content marketing and using the approach of content marketers towards customers in their approach to finding employees, the results can be pretty impressive.
\n\tWhat is your brand doing to include content marketing in your employee recruitment? Where can you push the envelope a bit and really take things to the next level?
"},"publishedOn":"2016-05-02T09:43:13.303Z"}},{"node":{"url":"tracking-matters-top-recruiting-metrics-your-business-must-monitor","title":"Tracking matters: top recruiting metrics your business must monitor","description":{"description":"Even if\r\nrecruiting seems to be all about writing job descriptions, screening and\r\ninterviewing candidates, or processing orders from clients, there's one more\r\nthing every recruiter is supposed to do in order to further enhance the entire\r\nprocess. Monitoring key recruitment metrics, a task often forgotten by many\r\nrecruiters, helps to save time and render the process much more effective. Here\r\nare 7 essential metrics you need for your businesses to thrive on talent and\r\nexpertise of top candidates on the market.
"},"body":{"body":"Even if\r\nrecruiting seems to be all about writing job descriptions, screening and\r\ninterviewing candidates, or processing orders from clients, there's one more\r\nthing every recruiter is supposed to do in order to further enhance the entire\r\nprocess. Monitoring key recruitment metrics, a task often forgotten by many\r\nrecruiters, helps to save time and render the process much more effective. Here\r\nare 7 essential metrics you need for your businesses to thrive on talent and\r\nexpertise of top candidates on the market.
1.\r\nConversion rate
This is\r\neasily one of the most important metrics for recruiting. Conversion rate\r\ndisplays the number of users who clicked on your posting and completed the\r\napplication managed by your applicant tracking system. The metric basically\r\nshows you whether your job postings attracts candidates, but it's also\r\nessential to spotting problem in your application process.
Before\r\npublishing a posting, check how it performs in different browsers. This is how\r\nyou ensure that candidates don't run into technical issues while applying for a\r\nposition. Developing an application process without measuring its conversion\r\nrate is simply inefficient and will make you loose some of the great talents.
2.\r\nClick-through-rate (CTR)
The\r\nclick-through rate refers to the number of people who saw your job ad divided\r\nby the number of clicks the posting actually received. CTR is the best metric\r\nout there to assess the quality of your job posting titles. If they receive\r\nplenty of impressions, but very few candidates click on them, it means that\r\nyour titles are unclear, unattractive or simply irrelevant.
Your goal\r\nis to attract and maintain candidate’s attention long enough for them to check\r\nout your posting. A high CTR means that you're doing a good job with your\r\ntitles. To boost your CTR, try different title formats – you can add locations,\r\nexperiment with punctuation or use calls-to-action.
3.\r\nCost-per-acquisition (CPA)
Cost-per-acquisition\r\nis basically the expenses of your marketing and employees divided by the total\r\nnumber of your followers. Once you're measuring it, it's a good idea to check\r\ncost-per-application as well – it shows you the cost of getting one candidate\r\nto apply for a job. You can check which platforms and job boards bring you best\r\nresults and are most cost-effective. At the same time, you will be able to\r\nestablish which platforms fail to deliver top talents to your business and only\r\ngenerate losses. Once you have done that, it's usually a good idea to further\r\nstrengthen your efforts with the former ones, while getting rid of the latter.
4.\r\nInfluence
The\r\nstrength of your recruiting strategy to a large extent depends on your\r\nreputation as an employer. And social media are the best when it comes to\r\nboosting your employer brand. This is where the metric of influence is most\r\ntelling. Use social listening tools like Facebook Grader or Twinfluence to\r\ncheck key data about your social media presence and do your best to reach,\r\nengage and convert more candidates.
5.\r\nBlogging data
Since most\r\ncompanies run blogs, it's clear that you can also use a platform like that to\r\nbuild a strong employer brand. Measure the number of visits to learn which\r\ntypes of content resonate most with your audience. It's a good idea to track\r\nthe source of these visits – are candidates checking out your company blog\r\nbecause they've seen your social media profile first? Or maybe they Googled\r\nyou? Knowing how candidates learn about your brand and which outlets engage them\r\nenough to follow a link and check you out is extremely valuable.
6.\r\nSocial engagement
Another key\r\nmetric for checking how many candidates are actively engaging with your\r\nemployer brand is social engagement. Track the number of followers who join\r\ndiscussions on your profiles, and make sure to measure the ratio of good to bad\r\ncomments. You should also measure the engagement on your careers website. What\r\nyou should track is the average length of visit per candidate. It shows you the\r\nextent to which candidates are engaged with your brand and whether your\r\nrecruiting message resonates with them.
7.\r\nReturn-on-investment (ROI)
You can't\r\nbuild a recruiting strategy without periodically checking your ROI. It shows\r\nyou whether all your activities add up to make for a strong and effective\r\nrecruiting system. Compare how much you spend and how much you gain in return,\r\ncheck the positive business impact of your hires and deliver reports to\r\nsupervisors showing that investment made in recruiting pays off. Compare your last\r\nyear's ROI with the current one and be sure to check the ROI of other business\r\ndepartments.
Without\r\nrecruitment metrics you won't be able to monitor the performance of your\r\nrecruiting strategy or adjust when something changes in your business or industry.\r\nHave a look at these metrics regularly to keep tabs on what's happening on the\r\njob market and build a solid employer brand that attracts and converts the most\r\ntalented candidates out there.
"},"publishedOn":"2016-05-02T09:27:08.237Z"}},{"node":{"url":"introducing-work-remotely-job-board-for-remote-positions","title":"Introducing WorkRemotely.io - the new job board for remote positions","description":{"description":"\r\n\tWe are introducing \r\n\tWorkRemotely.io - the brand new job board reserved exclusively for remote job listings. We are living exciting times as more and more companies are open to switch from the traditional you-must-commute-to-the-office to a remote approach to benefit from the best talent regardless of where they live.
"},"body":{"body":"\r\n\tWe are introducing \r\n\tWorkRemotely.io - the brand new job board reserved exclusively for remote job listings. We are living exciting times as more and more companies are open to switch from the traditional you-must-commute-to-the-office to a remote approach to benefit from the best talent regardless of where they live.
\r\n\tAll existing Skillmeter customers on monthly plans can post their job ads on \r\n\tWorkRemotely.io for free. Alternately, all non-Skillmeter customers who list their job on WorkRemotely.io will get 1 free month of Skillmeter for each job ad they post.
\r\n\tContact us should you have any questions about WorkRemotely or Skillmeter.
"},"publishedOn":"2016-02-16T11:48:25.703Z"}}]}},"pageContext":{"skip":140,"limit":10,"pageNumber":15,"hasPrevPage":true,"prevPageLink":"/blog/14","hasNextPage":true,"nextPageLink":"/blog/16"}}, "staticQueryHashes": []}