Tag: Recruitment


Recruitment of Candidates

 

When trying to recruit a new candidate, it is essential to have a plan set in place to effectively and efficiently fill the position.

To begin, define the position. While this sounds like a simple task, it is the most important as it identifies the needed skills and interests of the candidate pool. A needs assessment should be completed to understand the extent of what this position will be intended for. While some believe this is only done for a new position, existing roles should be assessed in the same manner to avoid complacency and focus on the betterment and continual growth of the organization.

The next step should be to write and post the job opening. While writing the job description, include the skills and expectations for the role that was discovered when defining what the position was. This description should go deeper than just recruitment. It should be an evaluative measure of potential candidates, a tool for managers to set expectations and a continuous performance review standard. When posting the job description, ensure the platform used correctly markets the type of company that is asking for hirees.

This leads to the development of the recruitment plan and how recruitment of a potential hire pool should be handled. First, informing internal members of the team should occur. This allows for interested candidates who are already privy to the company and possibly the open position to apply if interested. Current employees are also a great source for referrals either internally or externally. Next, the position should be distributed within your network. The message can be spread to individuals who are interested in making a transition, may know someone interested or can help disseminate the opening to their network as well. Finally, the job opening should be shared externally. It is most affordable and effective to post online but don’t be afraid to reach out to colleagues who have had similar openings to see how they found success.

The final step to recruiting candidates is the screening process. This process is a way to assess each candidate using a set group of criteria identified when defining the position. Resume screening is a great way to see if a candidate has what the job needs on paper. To follow-up with the resume, interviews can either be conducted in person or through the phone or video chat. When using these methods, plan questions in advance that allow for candidates to identify the competencies that are needed for the job.

Once the position is filled or a candidate has been identified for hire, it is important to follow-up with those that were interviewed either through a letter, email, or a phone call. Remember, not all recruitment processes are ‘one size fits all,’ do what works best for your organization and the position you are trying to fill.

Through the looking glass: prospecting a client through a different lens

The process to recruit a new hire must be able to accurately gauge their potential success based on the objectives of the company and the available position, whether it be through an in-person, phone or video interview. This can be achieved through either a two or five-step process.

The use of a two-step recruitment process is quick and simple. Screening the resume followed by an in-person interview is the best way to find a suitable candidate in the least amount of time since it requires little back and forth between the organization and potential employee. Two-step hiring also allows for a candidate’s on-boarding process to be streamlined in a time-efficient manner.

This type of recruitment process is best suited for quick hiring needs and helps distinguish warm versus hot leads. However, this process lacks the substance required to properly vet a large pool of seemingly quality recruits since the speed of hiring for an open position poses threats of under-qualified applicants.

In contrast, the five-step hiring system begins with a resume screen and is followed by a phone interview, video interview, in-person interview and finishes with on-the-job skill testing. This process is best used for positions that require deeper skillsets than average, allowing for interviewees to highlight their abilities over a lengthened period of time.

The five-step system is also ideal for positions with large applicant pools as each step in the hiring process will naturally separate top candidates from average candidates and grants hiring managers the time needed to properly evaluate a candidate’s potential and organizational fit. While this process allows for an in-depth evaluation of a future employee, it can be deemed too lengthy, causing candidates to lose interest and abandon the hiring process all together.

Not all hiring methods are the same, choose one that works best for the organization that will set you apart from your competition.

Hiring Quality Talent

Believe it or not, identifying a quality hire goes beyond a stacked resume or great recommendations. In fact, there are actually measurable calculations associated with quality hires based off of the goals of the company filling the position.

Quality hires can be attributed to the use of performance-based objectives established during the hiring process. Rather than identifying surface level qualities that must be met in the recruitment stage, such as education level or experience, direct objectives for identified success should be highlighted with goals and expectations being the prime focus.

Rather than a bulleted list of duties, make the job compelling to begin the employee “buy-in” process. Turn the description into an impactful story allowing for any potential candidate to begin to see the impact they can make. This will help garner strong candidates, fully interested in what the position has to offer and how they can be of service.

Focus on the past rather than the present. If a new hire is able to equate their past experiences with one comparable to those listed in the performance-based job description, they will have increased motivation to continue that trend of success as they already possess the skills and accomplishments to do so.

It is important to evaluate the quality of the candidate, pre-hire and post-hire. Before the candidate is offered the position, focus on past accomplishments and understand how they can support overall goals and objectives. This same process should be used post-hire as well. Once the candidate is on the job, circle back to the interview process and the agreements that were reached and experiences that were mentioned – this will help categorize employees as quality hires or can pinpoint weaknesses that need to be addressed.

Job vs. Money: What do you choose?

Happiness is characterized in different ways by different people. One person may believe that job satisfaction will lead to ultimate happiness while another, believes that a substantial paycheck will do the trick. So, when the time comes to choose a career based on money or the job, what should the choice be?

It has been found that the “magic number”, which correlates happiness with salary, is $75,000. That is, once a person has reached the $75,000 pay grade threshold, their overall happiness does not have a direct response to anything above that. Adversely, being below that “magic number” causes the opposite reaction and exposes emotional pain points that may affect everyday life. While a high income may not sustain boundless happiness, there is a certain point of happiness that parallels a steady income.

The magic number identifies monetary happiness, however, taking into consideration the enjoyment in the work that is done day in and day out is also a major factor of happiness. The interest to advance and make an impact on the company and an individual’s life comes with having satisfaction in what a position entails. Understanding personal goals and objectives and aligning them with the company’s, opens the door to advancement and longevity, ultimately translating into financial success.

The driver of success and happiness – personally, professionally, financially – stems from the effort to directly shape our own lives. The human ability to find happiness and be successful in every aspect derives from creating an enjoyable life, which can’t be found by chasing a paycheck. While a high income may bring immediate satisfaction, the feeling will eventually fade and no tangible feeling of accomplishment will be had. Take the time to establish a prosperous life because the benefits of the work put in will follow.

What to do when a candidate goes dark

As a recruiter, one of the most important aspects of the job is keeping candidates interested in the opportunity. Every so often, a candidate goes dark – all communication stops out of the blue and when this happens, it feels as if all progress that has been made has been lost.

What can be done on the recruitment end to alleviate the stress that comes when a candidate goes cold?

Emphasize the importance of communication and set deadlines for response time. It is important to begin the relationship through various methods of communication; if the candidate does go dark, a call to “check up” is routine rather than desperate. While establishing the relationship, understand how active the candidate is in their search and their timeline to transition into a new opportunity.

Gain their respect and trust. Guide the candidate as an advisor in their search, helping steer them in a direction you believe to be the best move for their future. A candidate is far less inclined to go dark if they trust who they are talking to and have faith in the system.

Should you execute these tips, but to no avail, run into a candidate where all communication has stopped, you must then evaluate if the candidate is worth the time. Should you change gears and move on to a candidate that would be more than eager to be given the opportunity? You may begin to spend more time trying to connect with a lost connection rather than building a relationship with a zealous one.

The Power of Employee Referrals

Tapping into the tremendous advantage of employee referrals can ultimately translate into a successful hire, yielding high results in the long run.

Job seekers first go to their network for potential job leads. Keeping current employees in the loop allows them the opportunity to actively search for someone that would be a good fit for the open position. This is also advantageous when searching for a specialized role as the employee may have referrals outside of the particular job industry.

Time is money and hiring a referred candidate requires less money and time than a traditional candidate. The process and costs of creating a job post, waiting for applicable resumes and scanning for potential hires are tedious and can lead to potentially poor results. However, only an interview is needed for a referred candidate.

Having a familiar contact in the business will also make the onboarding process a lot faster. The advantage of having someone the new candidate can trust and turn to with questions will allow them to acclimate to the culture a lot faster than others who need time to adjust and find their peer confidant.

Both the referred candidate and employee who successfully referred the candidate will be more inclined to stay in their respective positions longer. Because there is pressure on the achievement of a referred candidate for the current employee, the quality of referrals is greater than those found through traditional means. Once the referred candidate is successfully brought on, the current employee feels better with a greater sense of trust for the organization since they are a part of the company’s growing future.

While employee referrals remain to be one of the most successful ways to hire, it is not a system that can be based on just word-of-mouth communication. A specific process must be established for employees or external connections to provide candidate leads. Ask for referrals and leave the door open for potentials – while you may not be currently hiring, it’s nice to continuously add to the talent pipeline.

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.”

 

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!

Recruit With Your Culture

The culture of the workplace has become a critical aspect in the interest of new job seekers.

If you work in the right environment, opportunity and success usually accompanies and therefore, companies must transition themselves into a position that will cater to the new and upcoming workplace shift without losing their values and the productivity as a company.

But, how can employers do this?

Think of the work setting as a household. Have main gathering areas such as conference rooms or lounge spaces where employees can meet or bounce ideas off of one another. Inversely, make spaces available that offer an escape for employees that may need to focus or prefer time by themselves. Finally, utilize the outdoors. Allow employees to enjoy fresh air either with coworkers or by themselves.

Not only will these areas allow employees to pick and choose the environment they feel most comfortable in, but it will also allow for increased peer-to-peer connection and stronger work/project outcomes.

Aside from the obvious setting, it is also important to bring inspiration and enlightenment to the office. Don’t flood the room with work supplies but rather decorate with vibrant colors and paintings. Employees are more apt to be more productive in a bright and colorful area compared to areas that stick to neutral color pallets.

But don’t just act on this new recruiting tool – live it. Start from the top down and create a positive and safe environment. Greet coworkers in the hallway and genuinely welcome guests. People respond positively to genuine impressions so therefore, recruits will be more prone to entertaining the possibility of a job should they feel a strong connection with the people that they will be working with and for.

No matter the type of environment you have created or plan to create in the workplace, it is important to design a community that will be conducive and align well with the overall mission and vision of the business. Opportunity lies with uniquely creating your workspace in a way that will attract outstanding employees while showing off the success of the company.