How To Motivate Your Best Recruiting Tools

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Have you ever done a simple search on Twitter using the terms “‘my company’ hiring”? If not, take a look at just how many people have tweeted from their personal account about their company’s open positions.

The social nature of today’s employees are making employee referrals more important, and relevant, than ever. And there’s no doubt that employees should be among your top sources for recruiting.

A study by CareerXRoads examined 185,000 hires in 2012 and found that, for every approximately 100,000 external hires, nearly 25,000 of the openings were filled through an employee referral program. Additionally, SilkRoad found employee referrals to be the top source of interviews (57 percent) and hires (61 percent).

Employee referrals and specialized job posting tools have made recruiting strategies much more effective and efficient. Here are some ways to make sure you’re utilizing and motivating one of your best recruiting tools:

Give your employees access to social media at the office. According to a study by global law firm Proskauer, 36 percent of employers actively block access to social media sites. With 90 percent of companies now using social media for business purposes, this seems completely counterintuitive. Allow access to social media sites during work hours — work will still get done and you’ll have happy, referral-driven employees.

Keep employees aware of job openings and provide short, concise wording for them to share the job posting on their social channels or via email. It is also a good idea to provide something simple like a whiteboard in a visible area where job openings can be posted for employees to see.

Develop employee referral programs that provide something other than cash incentives. Consider building a “refer for the team” culture, recognize employees for bringing on strong team members, or offer non-cash rewards like mini vacations. Or, you can let them choose from a list of different options to make it a little more personal.

Develop employee referral programs that provide cash incentives. Providing bonuses in the form of cash, gift cards or prepaid debit cards can be a big motivator for some employees to bring in highly qualified candidates for open positions. If this suits your culture better than non-cash incentives, give it a try.

Take a data-based approach to determine what motivates your employees to refer good candidates.Rather than guessing what the most effective way is, survey a sample of employees who make referrals and those who don’t to understand motivators and barriers to participation. Benchmarking your efforts against other firms is also a great way to pick up other tips.

Make the referral purposeful by giving perspective of what it means to bring in someone you know. Working with a friend can make life more enjoyable for your employees because they are bringing in people they choose to spend time with outside of work. These two worlds coming together are exciting and refreshing.

By keeping your best recruiting tools motivated to continue bringing in great candidates, and using the best tools to source for additional qualified candidates, you’ll be well on your way to a more effective and efficient recruiting strategy.

About the Author: Heather R. Huhman is a career expert, experienced hiring manager, and founder & president of Come Recommended, a content marketing and digital PR consultancy for job search and human resources technologies. She is also the instructor of Find Me A Job: How To Score A Job Before Your Friends, author of Lies, Damned Lies & Internships (2011) and#ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle (2010), and writes career and recruiting advice for numerous outlets.

 

How To Ensure Qualified Candidates Sign The Offer Letter?

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5 Essential Lessons for Recruiters Who Are Eager to Fill More Positions

Are you a recruiter who’s battling to find new employees to fill position after position?

A staggering 3.8 million open jobs are up for grabs, yet 70 percent of hiring decision-makers say it now takes longer to find a qualified candidate to fill these roles, according to a new Aerotek report, Retain or Recruit. In July 2009, it took an average time of 15.4 days to fill a position, and by December 2012, the average had risen to 23 days.

So what can you do to reduce the time it takes to find the ideal candidate and retain them once you’ve got them?

1. Make an offer they can’t refuse

Retain or Recruit found three out of five employees would leave their current role for a competitive offer.

That doesn’t necessarily mean offering more money, although that definitely makes an offer competitive. It could also mean offering wider and more comprehensive benefits, more vacation leave or opportunities for travel abroad. It’s worth taking the time to find out exactly what job candidates are looking for.

2. Tempt candidates with training

Of the employees who were not likely to be tempted by a more competitive offer, the prospect of employee training and development was enough to make them consider the option.

It’s not always about more money in the bank; young professionals in particular often prioritize their long-term personal and professional growth. That’s why another way of hooking them isputting your money where your mouth is and offering to…

3. Provide the training

While every single one of the hiring decision-makers surveyed agreed training is important, only half have a formal employee engagement program focused on employee development. Worse, a third don’t have a training program and don’t plan to have one.

Opportunity for growth is essential for GenY workers, so why not think about setting up a program or two?

4. Team up

“But I haven’t got time,” you’re probably screaming at the screen. It’s true that investing in training and development programs will cost you time as well as money, but it’s likely to pay dividends in the long run.

By identifying partners that can alleviate the time spent locating and interviewing candidates, you can use this time to focus on training and developing the employees you already have. Not only will it keep them happy and engaged; it’ll make your offer all the more tantalizing to potential recruits.

5. Manage your expectations

When it comes to new hires, one third of hiring managers expect more from the new kids in the office, despite half of respondents saying they have less time to train new employees.

You can’t have it both ways! Yes, you should expect your new recruits to be ready for action, but if you don’t invest in developing their skills and inspiring them professionally, you can’t expect this to happen overnight, if at all.

Bear in mind that graduates may not have extensive experience in the workplace, but they are fresh, hungry and keen to learn, so capitalize on this enthusiasm and make use of it!

About the AuthorAmy Noble is a freelance writer, copy editor, proofreader and general grammar-obsessive living in London, England.

For this post, Doostang thanks our friends at Brazen Life. Brazen Life is a lifestyle and career blog for ambitious young professionals. Hosted by Brazen Careerist, we offer edgy and fun ideas for navigating the changing world of work. Be Brazen!

7 Ways to Improve Job Ad Response Rates

7 Ways to Improve Job Ad Response Rates

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Your company may be doing amazing things for your industry, but are your job ads reflecting your awesomeness?

Too often, companies hash out quick job ads with little care as to how it translates to the job seeker. Is the ad telling a compelling story? Does it attract the type of worker you want to see apply? Is it visually appealing?

In the Internet age, advertisements are everywhere, leaving plenty of job seekers to be disillusioned with or untrusting of this medium. Companies looking to ramp up their recruitment process need to pay careful attention to the specifics of their paid job ads.

Here are seven ways to improve your ads and attract the best job seekers for your company:

1. Remember AIDA

AIDA is a selling format used by marketers and advertisers to describe what should occur when a person views an ad: Attention, Interest, Desire, Action. Keep this in mind when writing your job ad. First, get the job seeker’s attention with great branding and compelling copy. Create interest by establishing your company’s relevance, and foster a desire to join the team. Finally, compel the job seeker to take action by applying.

2. Don’t overbrand

Your brand should be present in the job ad, but not overbearing or distracting. This is particularly true if you’re a small or medium-sized company. You want to include your company logo and colors, but keep the focus on the job seeker and the open position.

3. Ensure your ad copy is professional

Avoid too many exclamation points and skip the sensationalism. You want your open position to appear compelling and exciting without being a downright lie. Don’t fool job seekers into thinking your company or open position is something it’s not — you’ll attract the wrong candidates, and your company will suffer as a result.

— Post Jobs for Free at Doostang.com/hiring


4. Think simple

Ensure the text of your online job ad is clear and readable on any browser. Ensure you’re not over-explaining the position — pick out the key points, and keep the description simple. Too many words will bog down the ad and make job seekers lose interest.

5. Avoid over-designing

Your ad should be visually appealing and draw the reader’s eye, but resist the urge to ad fancy fonts, bright colors, or patterned backgrounds. You want to draw the job seeker in and keep their interest, not throw them off with harsh or distracting visuals.

6. Keep the focus on the job seeker

Your ad doesn’t have to include a full list of benefits and job responsibilities — you can link to a more detailed description on your company website. Keep the focus on the person and how they’ll benefit from the position. This shows your company is focused on worker needs first — an attractive element for any job seeker looking for fulfilling work.

7. Include key points

Key information to include in a job ad: a job title, the employer or recruitment agency, location, a concise employer and job role description, and an outline of the ideal candidate. But don’t be afraid to get creative — you can keep your ad even simpler by adding a catchy headline and including a few short sentences to get click-throughs to your company website. Be careful with this strategy, and make sure to run it through a few eyes or a focus group first to gauge what works.

Job ad responses can be tough to gather. Keep your copy concise and your visuals compelling, and you’ll attract the right job seekers in no time.

— Post Jobs for Free at Doostang.com/hiring —

Heather R. Huhman is a career expert, experienced hiring manager, and founder & president of Come Recommended, a content marketing and digital PR consultancy for job search and human resources technologies. She is also the instructor of Find Me A Job: How To Score A Job Before Your Friends, author of Lies, Damned Lies & Internships (2011) and #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle (2010), and writes career and recruiting advice for numerous outlets.

 

4 Tips to Draw In Better Job Seekers

Finding talented job seekers can be tough in our increasingly connected world. Today, it’s far too easy for job seekers to just apply to any old job with just a few clicks on the Web–so how can companies know they’re getting the most qualified candidates?

Much of the hiring process rests on a company’s ability to draw in the most talented job seekers, but too many organizations think it’s as easy as writing and posting a job description. In reality, drawing in talented job seekers is much more than posting a description and relying on luck. It means reaching out through extended networks and getting creative by positioning your company as a great place to work.

And businesses don’t have to have a large HR team to do this–companies of any size can rev up their hiring process with the resources they already have. Here are four tips to draw in better job seekers:

1. Get visual.  A text-only job description can be effective, but why not turn your ad into a visual instead? Our brains have an easier time processing and remembering information when it’s presented to us visually–words are processed in our short-term memory, while visuals stick to our long-term memory. Create a colorful and engaging visual — like an infographic or even a video — to showcase your job description, and include a link to it on job boards, LinkedIn, blogs, and social media. Adding creativity to your hiring process will show candidates you’re a company that goes above and beyond.

2. Put values at the forefront.  Job seekers will be reluctant to apply to your company if they aren’t certain they’ll be happy there. Showcase your values by creating online content that provides a window into your internal culture. Take pictures of company events, interview current employees on what they like (or don’t like!) about working there, create videos showcasing a typical day in the office, or create contests and giveaways to get employees engaged. Use social media pages to tell stories and showcase culture, and job seekers will go from being disengaged to excited about hearing back from your organization.

3. Push through employee networks.  If your company already has a great staff, it’s likely they each know at least a few people who share their drive and ambition. Provide incentives for employees to make referrals, whether it be a bonus, extra time off, or a raffle for a chance to win a prize like a TV. Have them share posts about your company culture or job openings to their personal networks, and be sure to recognize and thank employees who do.

4. Got Perks? Show them.  This is especially important for the hiring process of small companies or firms, who may not have the reputation to draw in talented job seekers. It’s not enough to just tell job seekers what it is they’ll be doing if they get the role–it’s important to show them why your company is a great place to work. If you allow flexible schedules, paid time off, allow pets in the office or have an annual company dodgeball tournament, include it in the description! Job seekers, particularly Millennials, will love to know your company isn’t just a provider of products and services, but focuses on creating a great place to spend time each day.

Remember: Drawing in better job seekers isn’t just about blasting out job descriptions during the hiring process. Your company culture and the creativity you showcase has a lot to do with it, too. Use these tips and watch talented job seekers run to you.

 

About the Author: Heather R. Huhman is a career expert, experienced hiring manager, and founder & president of Come Recommended, a content marketing and digital PR consultancy for job search and human resources technologies. She is also the instructor of Find Me A Job: How To Score A Job Before Your Friends, author of Lies, Damned Lies & Internships (2011) and #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle (2010), and writes career and recruiting advice for numerous outlets.

 

4 Tips to Draw In Better Job Seekers

Finding talented job seekers can be tough in our increasingly connected world. Today, it’s far too easy for job seekers to just apply to any old job with just a few clicks on the Web–so how can companies know they’re getting the most qualified candidates?

Much of the hiring process rests on a company’s ability to draw in the most talented job seekers, but too many organizations think it’s as easy as writing and posting a job description. In reality, drawing in talented job seekers is much more than posting a description and relying on luck. It means reaching out through extended networks and getting creative by positioning your company as a great place to work.

And businesses don’t have to have a large HR team to do this–companies of any size can rev up their hiring process with the resources they already have. Here are four tips to draw in better job seekers:

1. Get visual.  A text-only job description can be effective, but why not turn your ad into a visual instead? Our brains have an easier time processing and remembering information when it’s presented to us visually–words are processed in our short-term memory, while visuals stick to our long-term memory. Create a colorful and engaging visual — like an infographic or even a video — to showcase your job description, and include a link to it on job boards, LinkedIn, blogs, and social media. Adding creativity to your hiring process will show candidates you’re a company that goes above and beyond.

2. Put values at the forefront.  Job seekers will be reluctant to apply to your company if they aren’t certain they’ll be happy there. Showcase your values by creating online content that provides a window into your internal culture. Take pictures of company events, interview current employees on what they like (or don’t like!) about working there, create videos showcasing a typical day in the office, or create contests and giveaways to get employees engaged. Use social media pages to tell stories and showcase culture, and job seekers will go from being disengaged to excited about hearing back from your organization.

3. Push through employee networks.  If your company already has a great staff, it’s likely they each know at least a few people who share their drive and ambition. Provide incentives for employees to make referrals, whether it be a bonus, extra time off, or a raffle for a chance to win a prize like a TV. Have them share posts about your company culture or job openings to their personal networks, and be sure to recognize and thank employees who do.

4. Got Perks? Show them.  This is especially important for the hiring process of small companies or firms, who may not have the reputation to draw in talented job seekers. It’s not enough to just tell job seekers what it is they’ll be doing if they get the role–it’s important to show them why your company is a great place to work. If you allow flexible schedules, paid time off, allow pets in the office or have an annual company dodgeball tournament, include it in the description! Job seekers, particularly Millennials, will love to know your company isn’t just a provider of products and services, but focuses on creating a great place to spend time each day.

Remember: Drawing in better job seekers isn’t just about blasting out job descriptions during the hiring process. Your company culture and the creativity you showcase has a lot to do with it, too. Use these tips and watch talented job seekers run to you.

 

About the Author: Heather R. Huhman is a career expert, experienced hiring manager, and founder & president of Come Recommended, a content marketing and digital PR consultancy for job search and human resources technologies. She is also the instructor of Find Me A Job: How To Score A Job Before Your Friends, author of Lies, Damned Lies & Internships (2011) and #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle (2010), and writes career and recruiting advice for numerous outlets.