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The blog.


Appealing to Passive Candidates

Active versus passive candidates seem to be a constant topic of discussion. Whether the applicant is actively pursuing a position or has passively encountered the organization, it is important to maintain an active line of external communication to display the culture of the company and cultivate a high level of interest with the candidate.

According to a 2017 examination, 89% of people within the workforce are either somewhat or very satisfied with their jobs. However, in December of 2016, a survey by CareerBuilder.com reported that “more than one in five workers (22 percent) are planning to change jobs in 2017.”

These “planners,” or passive candidates, are considered to be desirable because they are content with where they are. There is less competition when speaking with these candidates because they are not actively searching and the candidates are more inclined to speak truthfully since there is no pressure of a job. So, how can you position yourself to appeal to active job seekers but still engage with the passive candidates?

Keep up with social media! This is an ever-changing but entirely influential area of business that needs to be at the top of the list when it comes to finding the right candidate. A great post can instantly be shared by others and can reach a large amount of people. Social media fosters a way to build relationships and communicate in an informal way that is reflective of the culture that the company will bring.

Create a talent pipeline. Develop and maintain a list of potential candidates who may, either today or in the future, be in search of a position within the company to allow a pipeline of passive candidates in the event a position becomes available, it is easy to reach out and sell the opportunity that would position them for advancement.

Companies must always encourage employee referrals. This should be a primary source for candidate searches since most active or semi-active job seekers reach out to their friends first to seek job leads. This recruitment method allows employees to actively speak on behalf of the company, creating the opportunity for great and reliable candidate engagement.

Consider the candidate’s experience. Design an employee application and interview process that works with all types of candidates. It is important to continue the efficiency of the interview process in order to secure the best candidate for the job.

The Future is Coming

Defined as those born between 1996 and 2010, Generation Z is the largest up-and-coming generation that employers must begin to understand to further their company status and keep up with the changing times.

Generation Z is characterized by a life defined by technology, at the epicenter of cultural diversification with an unfound need for heightened safety. The composing factors of this generation introduce almost a complete separation between the current and future company structure. It is up to employers to begin to embrace the transition and make room for this new generational mindset.

Integrating generational strengths into the workplace is important to create a cohesive team within the company. Molding different generations together allows for innovative ideas and company growth as employees begin to learn to work with opposing viewpoints to achieve the greatest outcome.

Millennials are paving a new path for Gen Z, and through this, Gen Z will look for lively work cultures, which support an entrepreneurial spirit, in line with what millennials are currently interested in. Working hard and giving back to the community are major points for millennials as well and will not be lost on Generation Z.   It is beneficial to begin to implement opportunities for employees to give back to the community by either formally volunteering time or through technology-centric services. Managers need to be able to recognize hard work, express their gratitude, willing to offer constant feedback, and be open to change as Generation Z has a strong desire for career growth and opportunity.

Landing Among Stars

JSpire Founder/Principal, Janice Shisler, was recently featured in the April edition of the Credit Union Magazine discussing the tactics used by today’s recruiters.

In the current recruitment world, the impact of social media and strategic prospect acquisition takes time, dedication and a complete understanding of the client’s wants for the vacant position. It is through these modern-day requirements that have spurred the shift in the recruiting focus for JSpire.

To ensure all needs are met, and accurate results are produced, JSpire customizes clients’ searches based on the client’s requirements they are seeking in a new executive. Janice explains that “every client has different needs, which can range from a simple ‘send us the resumes of what you have determined are the most qualified candidates’ to a full-on background vetting and profiling of candidates.”

To present a complete position candidate search, JSpire often turns to social media platforms such as LinkedIn, Facebook and job boards to research and recruit quality candidates that may not necessarily be in the job market. And while some candidates may be ready to make the move a career move, the excitement and idea of a new chapter sparks the candidate’s interest.

“Most recruits are flattered at being approached and pursued for a new opportunity,” Janice says. “While comfortable in their current position, the thought of making an impact elsewhere can be exciting.”

 

Passion for Intellect

With the rise of integrative technology, a push for interactive learning and an awareness of social trends, it is more important than ever to begin to implement and weave in constant learning into the workplace. Whether it be through colleague interaction and project collaboration or quarterly seminars, the ability for a company to transition itself and foster a culture built on learning is the ultimate tool for success and progression.

Begin with communication. Establish ways to openly converse. It is through communication that trust and understanding will be built amongst employees and senior-level executives, paving the way for an environment built on mentorship and learned success.

As communication between colleagues strengthens, begin to introduce a culture that is defined on improving the industry and company practice. Learn through others and the trends of today. Establish the groundwork based on humility and a willingness to grow within the workplace. It is through these principles that companies will flourish with the changing times. As trends come and go, the foundation of the business will remain the same and the inherent desire to learn and communicate with colleagues is present.

As young adults soon enter the workplace, it is imperative for companies to stand out based on the foundation that has been established. Integrate a continued desired to learn within the workplace by designing academic initiatives for employees. Each business contains different aptitudes and initiatives based upon certain job criteria, setting the foundation for a prosperous future.

Make a Difference

Working hard is only part of the equation. Time, dedication, loyalty, trust and various other qualities complete the workplace culture and overall job satisfaction. First, ask yourself a few questions: How can you step outside of the status quo? How can you make a difference in your company?

Begin with observation. Be open and receptive to changes and other viewpoints which will encourage the same from your employees. Learn and observe how the people you manage complete various tasks. If the there is an easier more efficient way, teach them. Once the culture of the company is established as a growing team rather than individual entities, the company will begin to benefit.

Be the energy you want to see. Encourage others and enlighten them through your positivity. As you walk into the office, smile and engage with your employees in an upbeat, personable way. Acknowledge a job well done and spark creativity. Others will begin to imitate the positive example you set making for an enjoyable workplace setting.

It is important to reach outside of your company walls as a team. Volunteer and be a member of your community. By doing so, it will help build your business relations and increase motivation and dedication to the firm. Helping others creates a sense of purpose, and if your company offers that sense of purpose, employees will be happier with the work they do in the office.

Accepting Feedback in an Executive Role

As senior executives move up the ranks, their skills and talents become solidified, making them more efficient in their job and less prone to receiving feedback.

While top executives may welcome criticism, most may not want to accept constructive feedback based upon their position or the level within the organization.

It is important to instill a constructive and creative way for top executives to receive feedback due to the success factors that can be reached within all levels of the organization managing at a high level.

Executives must be open to building relationships with subordinates and cultivating a culture built on strong, open communication. By doing so, employees at all levels will begin to integrate, openness into their work tasks with peers leading to ultimate success for projects and outward facing materials. Not only will employee trust be strengthened, but the entire culture of the organization will also thrive as both management and subordinates can actively engage in constructive communication and improvements.

Think of the organization as a blank slate. If the company was rebuilt today, what features of the current company would be brought into the new business? What features would be left behind? What employees would be brought in? What employees would not pass the interview process? By having top-level management take the time to examine these questions and intuitively look at the success and failures of the company, recommendations and a new path for implementation will become more evident. By creating an environment of feedback and coaching, it will provide a fresh outlook on the company processes while still allowing the executive accept feedback in an alternative way.

The Key to Great Leadership

Becoming a great leader comes with hard work and various levels of dedication. While it may not be an easy path, the end of the road to success will be met with the both personal and organizational achievements.

Lead by example. Let others know how you want office practices to be run by being the first to fall in line. Set the tone and allow others to follow. This will allow for employees to begin to trust you as a leader and believe that you mean what you say. Not only will this help improve the general workings of the business, it will also improve the workplace culture.

Effectively communicate. Don’t speak to be heard, but rather, speak to be understood. Take time out of your day and listen to your most valuable asset,  your employees. The openness and willing to hear what they have to say will help facilitate an open dialogue. Ensure you properly communicate so that company downfalls and achievements are easily heard, understood and acted on. It is important to shorten non-imperative messages so when a time-consuming message arises, employees take the importance seriously.

Learn from the past leaders. Think about how successful the company is currently and what can be changed to grow with greater success. Incorporate the achievements of leaders into the current culture. Inspire those around you by implementing proven practices and discovering new ways to help the organization grow so you can leave a legacy behind.

Continually learning and enhancing your knowledge will provide you with new ideas that can complement your vision and ideas to your organization. Whether it be from an employee, colleague or superior, there is always a lesson to be learned that can be taken with you throughout your life. Open your mind to new avenues of success and possibilities. Great leaders never stop learning and create success stories.

A working culture

Often, a company’s culture molds the success of employees and can ultimately have one of the largest impacts on job satisfaction and low turnover rates. A culture fit is one of the key traits assessed when hiring an individual. Before determining if a candidate adapts well into the company’s culture, it is best to understand the values, attributes, and goals the organization values most, and then translating those ideas into a successful interview and hiring process.

When defining these traits, it is best to articulate a comprehensive message across all departments within the organization. It’s recommended to identify and characterize the culture in a way that can be recognized by everyone in the organization and will translate to hiring success throughout the business.

While defining the traits of the organization is helpful in identifying characteristics in potential recruits; real-time exposure to the culture of the company allows for the candidate to become engaged and attain insight on the overall organization.  By giving potential employees a tour of the office and allowing them to observe how different departments interact with one another, it will not only enable you to note their comfort level and adaptability to the office space but it will give them the sense of belonging, and when hired, make for a smooth transition into the company. The candidate who shares the same values and fits well with the organization will be easily noticeable, making the selection process an easy decision for the hiring manager.

By internally assessing the cultural of the organization followed by displaying the culture through the recruiting process, the success of the hired individuals will ultimately drive growth, promote positive outcomes and bring success to the organization.

Blossom with JSpire

JSpire was created with love and passion for helping others.  Compelled to make a difference in the recruiting business, Janice Shisler, Founder/Principal of JSpire Recruiting, created a brand that focuses on making an exceptional recruitment experience for the candidate while successfully blending them with the Company’s expectations.

JSpire collaboratively advises and supports the client companies and candidates by connecting the right company with the right candidate.  The creation of the LifeWork Solution has become an excellent model for our recruitment business. Janice approaches the LifeWork solution with the idea that “Companies want people who are committed to the opportunity and who love the city. Most candidates are looking for a career transition, an improved work/life balance, or simply looking for a better opportunity. Rather than finding a candidate and placing them into a role that might be a fit, we look for the best LifeWork Solution for both the client company and candidate.”

With every placement, JSpire focuses on every aspect of the hiring process ensuring the recruitment process is customized for each client company, while making a personalized connection with the candidates.

“We want people to feel good about the company they are going to work for, but we also want the company to feel engaged and part of the recruitment process,” Janice explains. “This is what distinguishes JSpire. JSpire’s true philosophy is People Blossom and Companies Flourish.”

Not only has Janice created a legacy in the world of executive recruiting, she has created a company based on a culture of hard work and success that you can trust and appreciate.

Executing Success

Every industry has found success in one way or another through individual processes and protocols. But how does one go about bringing in an entirely new executive with a different mindset, ideas, and work value construct while still maintaining a strong atmosphere?

Most importantly, get a head start and begin creating a list of expectations of the work that needs to be done. Prepare for a winning mindset by having a plan in place that will properly onboard any new executive or employee. Take advantage of the first 100 days of the job by relying on an action plan that integrates the mission and vision for the company.

Communicate with the new hire. While there may be a lot of information to give and for the executive to retain, stress the importance and the goal of the successful atmosphere that has been built. If you are unable to communicate the desires for the position, when something does occur, a rushed reaction may result, leading to chaos. Plan out what needs to be completed and effectively communicate the goals.

Build a team centered on success. Identify key members that will be an asset to the role and allow them to grow, learn and evolve with the new executive hire. A team built on trust and compatibility has all of the makings to continue a successful pattern of business. The most effective practices come from a collaborative team environment to ensure the companies strategic and operational initiatives are met with a successful team!