Recruiterbox and the Facets of a Robust Recruiting Strategy

When it comes to recruiting candidates, there is no shortage of advice or recommended tools.  As someone who doesn’t jump on every trend, I tend to watch the market and analyze how things are shaping up before I weigh in.  Each year, I evaluate countless tools and technologies in the Talent Acquisition space.  I recently came across one tool that stands out and deserves your attention.  Why?  Because it addresses many of the tenants of recruiting that I hold dear as a former practitioner:

  • Business needs
  • Organizational culture
  • Finding the most qualified employees
  • Solid understanding of budget and the actual cost of hire

Recruiter Box Logo

These facets are widely accepted as some of the most important when determining your talent acquisition strategy.  With many organizations now spending time and money on specifically creating world-class recruitment strategies, they are putting a lot of thought into each facet. In terms of business needs, organizations used to open a ton of positions just because someone left the company. Today, there is much more mindful consideration regarding whether or not there is a true business need for a specific role. Organizational leaders have found that spending the time to rethink and reevaluate a specific role’s requirements often leads to different and better candidates.

With regard to the organizational culture, this is now something that is a major aspect of planning and hiring. Organizations think about how their employer brand impacts their ability to attract better, more qualified candidates who will outperform their predecessors. Lastly, having a solid understanding of budgets and how the cost-per-hire changes from industry to industry (and position to position) has a major impact on hiring. As leaders have become more educated, so have their hiring decisions. With that in mind, savvy leaders are looking for tools to help support their focused talent acquisition strategies.

Recruiterbox is one tool that can help incorporate those facets into your own strategy.  What is Recruiterbox? It is a type of recruitment software that simplifies and optimizes your hiring process. You can post job openings, manage candidates, collaborate with colleagues, and use data to help you make an informed decision – all in one place.  And the brains behind this software even provide advice on how to improve your hiring process, too.  Just check out this video they created on the cost of a bad hire.

Having tools and solutions that help make your recruitment process a winning one is, well, worth your time and money.  I encourage you to check out Recruiterbox to see how this software can help transform your talent acquisition process.

 

 

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HR Happy Hour: Using Big Data for Recruiting Success

hr happy hourThis week on the HR Happy Hour Show, Steve Boese and I sat down with Eric OwskiVP of Product Strategy for Bright.comfor an interesting and informative conversation about how data, Big Data really, machine learning, and really sophisticated algorithms are helping organizations better understand the fit and potential for high performance of their candidates, and increasing the chances of making better hires while reducing the time and expense to make screening and hiring decisions.

It is still a challenge for many HR and Recruiting organizations simply to manage the volume of applicants that they are seeing for many positions, and to have the ability to spend the time and resources attempting to ensure they are engaging with (and hiring) the very best people that they can. The volume can often make expediency win out over making informed decisions, and in front-line, customer-facing roles this has the potential to cause pretty significant problems for the organization.

Bright.com offers an approach and a solution that is based on millions of data points, informed by talent and recruiting professionals’ input, and validated by the companies that have used the innovative ‘Bright Score’ to make more consistent and correct decisions about talent and potential.

Be sure to check out the show and learn more!

 

The Unskilled Of Today Are The Skilled Of Tomorrow

*A great benefit of blogging is meeting industry leaders and sharing and debating ideas.  Today, I’m sharing an article from Felix Wetzel of Jobsite.  Please be sure to give Felix your feedback at the end.  

When I joined Jobsite several years ago, one out of my two people strong team was what generally would be considered unskilled. He had no qualifications & before joining Jobsite as a data entry person, he worked for several years as a waiter in the Army barracks. He was also something of a computer geek, building his own PCs with the main purpose of increasing their performance to have a better gaming experience. This was also the time when companies like Jobsite lived very much on their SEO performance (and Google hadn’t impacted our shores yet). This person took the SEO bit between his teeth and ran with it, until he became one of the best SEOs in the UK. And this case isn’t an exception at Jobsite.

Paul Hart, former manager of Portsmouth Football club (sponsored by Jobsite) and previous to that responsible for the youth development of several football clubs, assessed footballing talent with  a SPIT test: In the order of importance: Speed, personality, intelligence, technique. His rational was as follows: I can teach technique, I can expand your playing intelligence – but personality and speed are a given, they can only be improved marginally and slowly.

Both of these stories have one thing in common – what we considered as skilled and unskilled is an outdated and narrow perspective. In the future, there will be skills required that are beyond our current understanding, and it will require certain characteristics and personalities that are in-built in people. And I’m not talking just about technology roles, such as mobile developers or SEOs, who would have thought that Starbucks would’ve created so many barista positions all over the world?

Recently I wrote several blog posts about the future of work and the main comments focused on not leaving the unskilled behind. I’m actually more worried about leaving the technically-skilled (as in white collared workers) behind – they are often the most complacent, the most rigid and the easiest to be replaced via outsourcing and ultimately automation. That’s why I believe the real in-demand ‘skills’ in the future of work will be creativity and project management.

  • Creativity, as it allows the development of ground breaking, innovative, competitive and unique solutions.
  • Project management, as it transforms creativity into tangible assets

Obviously great contacts and great education (and by this I mean being taught how to be a rounded and self-determined individual and how to think methodically yet radically) are important components.

Like sports clubs, big brands will set up academies to identify the raw talent. The technical skills – as in Paul Hart’s model – will be learned on the job. This is based on the premise that a participant is bright, has the right attitude and aptitude, and can pick up anything. For anybody developing an interest in work, wanting to get into an industry or just purely the workplace, it will be all about freelancing, volunteering and internships.

I started to write for my local newspaper aged 15. We need to get back to the understanding that school is only teaching so much and, here I agree whole-heartedly with Lucian Tarnowski, Founder and CEO of BraveNewTalent.com, neither the current education system nor the current political system are set up to deal with the global changes we are starting to see now and will continue to see in the future.

We need a structural overhaul not only of the system, but also about what and how we think and what and how we label. Much will depend on companies to make a difference. As much will depend on individuals. Let’s drive this change instead of blocking necessary reforms and hiding behind quotes such as ‘leaving the unskilled behind’.

Felix Wetzel is the Group Marketing Director for Jobsite and author of the ‘People, Brands, & Random Thoughts‘ blog.

 

Dream Catching: How to Apply Job Skills Creatively

Sometimes, applying the skills you have in a different way can lead to opportunity.

Have you ever bought something at the store thinking it was one thing but learning it’s something different once you got home? Well, I had that happen.  My daughter has been having bad dreams occasionally and asked for a dream catcher.  I looked online and at several craft stores locally but didn’t find anything appropriate.  So, she and I were at Barnes & Noble and happened to see a dream catcher boxed with a journal on the clearance table, so we grabbed it.

Assess the job and your skill level

Assessing the Job Before Me

I got it home and quickly realized it was a dream catcher KIT…..meaning all of a sudden, mommy has to be able to make a dream catcher!  As my little one looked at me with expectant eyes, clearly thinking that mommy can do anything, I realized that although I had never done this before, I had to appear confident.  I quickly pulled out the items and scanned the instructions.

The first step was to assess the job in front of me.  I know I am good at following instructions, I’ve made other types of crafts before, and I understood the general concept of making a pattern.  After all, I did have a spirograph game back in the late 1970’s.  At any rate, I determined that my skill set and past experience should be indicators that I could theoretically apply them to making this dream catcher successfully.

Using the Tools I Had

I tied my first knot on the metal hoop and began tying off more knots to make the outer edge of the pattern.  I noticed that I wasn’t thinking, “I can’t do this, it’s too hard”, I was only worried about completing the step I was on.  I kept working for the next thirty minutes tying knots and weaving the sinew over and under.  After I got the hang of it, I started to enjoy the excitement of seeing the pattern take shape.

Once the pattern was complete, I was able to move to the next step of wrapping the metal hoop with the yellow leather included in the kit.  I also added the “dream bead” to the middle of the pattern.  My guess is that is what gives this thing the magic it needs to help catch the bad dreams that a six year old might have.

Not Expecting Perfection the First Time

While it may not be the most beautiful and geometrically perfect dream catcher ever made, it is pretty good (if I do say so myself).  If you had asked me earlier that morning if I could make a dream catcher, my answer would have been a resounding “NO”.  However, by applying the skills I  have, I was able to do a job I would have never considered.  It made me realize that there are probably other things I could do really well with my skills but I don’t give myself the opportunity.

Tying it to Job Seekers

So, why do I share this story with you?  Why THIS lesson?  With unemployment so high, whether you are someone currently looking for a job, or someone who is trying to keep the job you have, you MUST begin using the skill base you have in a different way.  What can you do?

  • Assessing the situation–  If you’re a job seeker, what are some other jobs or careers that you have not considered where your skills may still apply?  Take a realistic look at skills you have that you may not typically use “at work” but that you could.
  • Use tools you have–  Think of examples in your work experience where you have been able to apply a skill in a different way.  For example, I know that the teaching profession is taking a hard hit in Missouri and Illinois.  If you hold a degree in elementary or secondary education but can’t find a job, think of using those skills in a corporate training position.
  • Don’t expect to get it right the first time–  Give yourself time to adapt to using your skill set in a new way.  Continue to challenge yourself to think of other industries  and positions where your skills can be applied.

Willing to give it a try?  Have you already started approaching your job search in this way?  Tell us about it in the comments.

Trends in Recruiting and Retention- What You Need to Know

(Editor’s Note: Today’s post is brought to you by Allied Van Lines®, a leader in the moving and storage industry with more than 75 years of experience. For a second year, they are championing a research project, Allied HRIQ, aimed to provide business professionals with data on current workforce trends. We also have an exciting LinkedIn group~ Allied HR IQ~ where HR professionals can network and share ideas about happenings in the HR space.  I encourage you to join today!  I have partnered with Allied Van Lines® in the past and am excited about this year’s survey results.) allied
As a HR practitioner, I know you’re busy.  You are still being asked to do more with less in your day-to-day role.  You are consistently reacting to situations coming at you.  You, like me, likely attempt to carve out some time to focus on strategy though.  That’s the real goal- to continue to push HR to be a more pro-active, strategic role.
But that’s hard.  I get it.
One way I help myself along is to look for great research in our space.  Each year, the Allied HR IQ survey continues to be a great source of information for me.  This year does not disappoint.  As Sharlyn Lauby, a.k.a. the HR Bartender, shared earlier this summer, the Allied HR IQ survey put out some great information on telecommuting.  Give her article some time and attention because we all know that this issue is still on the minds of many professionals.
I’ve been asked to look at the recruiting and relocation results.  I have to tell you, the full survey results are well worth your time to read, but in case you’re pressed for time, here are my key takeaways:

Recruiting

One of the key findings is that for a majority of companies, mobility has had no impact on their ability to recruit and hire.  Of those organizations that said it had an impact, the positives and negatives cancel each other out.  What does this mean to you?
It could mean that a majority of companies surveyed primarily recruit in local markets only, although I doubt it.  What causes results like this then?  The reason could be that employers believe that their benefits and other “perks” are enough to persuade candidates to join.  I challenge them, and you, to think about this though… how much more success could you realize if you have a strong relocation package(s) to tip the mobility scale in your favor?  My guess is that could become the key differentiator between you and your competition and it would also open up a much wider net for candidates.
Another finding is that recruiting efforts are truly on the rise.  According to the survey:
“Over seven in 10 HR professionals (72%) say that their companies’ recruiting activity over the past year (2012) was either extensive or moderate- levels a touch higher (3 percentage points) than reported for 2011.”
Why are recruiting efforts on the rise?  Likely because turnover in general is trending higher across most industries.  As the economy and job market improve, albeit gradually, people who once intended to stick it out with their current employer are now more actively looking for work.

Other notable facts:

  • HR pros tend to believe that their recruiting efforts are a success.  Danger here?  Don’t believe your own hype.  If you’re recruiting more is it really because business is booming and you are growing, or are you just replacing workers leaving for other opportunities?  Very different issues.
  • Companies who report highly successful recruiting programs are landing their ideal candidate while those without a successful program are only hiring their top candidate 60% (or less) of the time.
Based on those facts, it appears that companies view their program as “successful” if they land the candidate they want most, not based on fewer days to fill a role.

 Let’s get social….

Where does social media fit in?
 Not surprisingly, social media and HR are still like mixing vinegar and oil.  There is some brief connection, but overall, they are separate.  Based on the survey responses, LinkedIn appears to have the greatest draw for HR professionals.  They are still using job boards like CareerBuilder and Monster though.  Who knew that job boards weren’t dead?

Relocation

Most surprising to me is the number of companies that do not offer relocation.  According to those surveyed, “over one in three HR professionals report that their companies have no relocation package at all.”
It seems that companies would realize that offering relocation for key or “hard to fill” roles would be the best way to attract the most talented candidates.  Still, I think there is the fear of the unknown when it comes to offering relocation.  I’ve also known plenty of HR pros who work where plans are offered but that there is no follow up or information for spouses or with regard to education for children.  Even in my past experience, when relocation has been offered, there was never any consideration given to assisting in the sale of the candidate’s existing home.  This has to continue to be a major consideration for candidates.
As you can see, the importance of recruiting and relocation need to be top of mind for HR professionals.  Be sure to check out the full survey results HERE.  What are you seeing in your organization?  How well is your recruiting program faring?  Do you offer relocation?  Be sure to share in the comments.

Importance of Mobile for Employee Referrals

More than any time in our history, people are on the move.  You don’t walk down the street or down the hallway at work without seeing someone on their mobile phone.  From looking at social sites to texting to taking pictures, people just can’t live without their phones.  As companies incorporate mobile into many of their approaches, one great use comes to mind- employee referrals.
Whether they know it or not, your employees are meant to assist you in the recruitment process. After all, they’re the ones who are going to be working with new team members; it only makes sense if they are in the recruitment trenches with you. However, what happens when your employees are on-the-go or don’t work in-house? What’s the best way to streamline the referral process? By using mobile!
This infographic, compiled by social employee referral management platform Zao, illustrates the benefits of mobile in your employee referral programs, as well as some best practices when you get started. Some takeaways to note include:
  • 1 in 4 people who come to a career site are coming from a mobile device
  • Only 1 in 5 Fortune 500 Companies are mobile-optimized for recruiting
  • 66% of employees use two or more mobile devices at work

Check out the full infographic below and let us know your thoughts in the comments!

Zao-Mobile-972 (1)

Can I Get A Referral? (HR Happy Hour)

hr happy hourThis week on HR Happy Hour, Steve Boese and I welcomed Ziv Eliraz, Founder and CEO of the social employee referral management platform Zao.com, to talk about the changing and evolving role of technology to power and support employee referral programs.

You can listen to the show on the show page here.

It’s also available on iTunes – just do a search in the podcasts section for ‘HR Happy Hour’.

While we ALL know that the employee referral is generally cited as the ‘best’ source of hire for external hiring, it is also true that creating, managing, and monitoring these programs has often been an administrative challenge, and keeping employees engaged in the process and referral program can also be a challenge.

Zao helps solve a few of these common challenges, and even if you are not thinking of automating your employee referral process, Ziv shared some ideas and best practices gained from their work with organizations all over the world.

Thanks to Ziv for the time and the insight about the role of technology to empower and extend the classic employee referral program.

 

 

Recruiting Is Individual: 3 Steps To Success

I spent several hours over the weekend catching up on my reading.  I can’t tell you how many articles are out there about recruiting and what you need to do to target groups, how to source, how to interview and on and on.  What I don’t seem to see anyone writing about is that recruiting is a very individually focused, unique experience.  It’s easy to lose sight of this when it’s your job to fill hundreds of positions each year.

3 Steps to a Unique Recruiting Experience

There are three critical steps a recruiter needs to follow with an identified candidate in order to not only close the deal, but to help ensure that the candidate-turned-employee will have a good experience with the company during onboarding.

  1. Give a unique pitch to each candidate– Being a recruiter means you need to be a bit of a fortune teller.  Do your homework about what is important to that individual, then finesse the information during conversation so that you can make a prediction of what it will take to get that unique candidate to sign on the dotted line.  You may be filling a number of similar positions, but if you find yourself giving the exact same pitch to each candidate, it’s time to step up your game and make it unique.  You’re the candidate’s first exposure to the organization and need to make it a strong, lasting and positive one.
  2. Pay attention to the details–  This means that you need to make sure all the behind-the-scenes steps that need to happen are tied up with a bow.  Don’t put the stress on the candidate.  All the “back office” work needs to be flawless.
  3. Continue the wooing–  This is the step that is often forgotten.  In a personal relationship, we all know that you can’t just find someone you’re interested in, act on your best behavior to get them to start the relationship, then ignore them.  Recruiting candidates is no different.  It’s critical to continue checking on the candidate/ new hire, even after their first day.   I once heard Jessica Lee (former VP of Talent Acquisition for APCO and current Director of Digital Talent Strategy for Marriott International) say that employees continued coming to her long after they were hired.  It’s because she started the relationship at APCO with them.  She gave them a real-life connection that they needed to start a successful career.  I’ve worked with recruiters like this too.  They play a critical role in retention because they never completely end the relationship once the employee is on board.