Nurse Recruitment Strategies: 5 Culture Factors to Include

Recruiting-NursesCompetition for top-flight nurses in today’s market is tight. As a healthcare recruiter, you need to realize high-quality candidates consider more than wages or salary when choosing which organization to join. Learn about five of the most important culture and engagement factors nurses weigh when deciding between potential employers, and integrate them into your nurse recruitment strategies.

Departmental Reputation

For Bellingham, Wash.-based Eunice Tomberlin, RN, CEN, “The most important factor in choosing to work for a certain hospital is departmental reputation.” Are patient outcomes good? Are team members patient-focused, competent and collaborative? What “bests” does the organization have?

Take Action: When hiring for a particular specialty or department, highlight awards and other accolades that validate quality. Be on the lookout for local workplace awards and enter to win them to affirm what a great place your organization is to work. Share patient stories on your career site and in communications to potential employees to provide anecdotal proof of the impact your nurses have on care.

Department Culture

Prospective employees want to know about the environment they’ll be working in. “Are the employees content or miserable and trying to spread their glum attitudes?” asks Nick Angelis, CRNA, MSN, of Pensacola, Fla., and author of How to Succeed in Anesthesia School (And RN, PA, or Med School). “Is it a fun place to work? If a place has a goofball or two, or at least humorous coworkers, I’m in.”

Take Action: Create day-in-the-life videos with current employees talking about collaboration and teamwork. Bring a collaborative approach to interviewing and involve peers in the process. This will indicate to candidates that coworkers’ opinions matter to the organization.

Flexible Scheduling

The self-scheduling or collaborative staffing model is very popular with nurses. Tomberlin says the approach makes the team more satisfied and collaborative. “There was wiggle room to allow for ‘life,’” she says. “I feel so bad for some of my friends — it’s very difficult for them to get off of the schedule sometimes for life’s emergencies.”

Take Action: Include details on your organization’s scheduling options and models in the interview process. This will also help with retention because candidates will have a better idea of what they are signing up for when they decide to join the team.

Training & Learning Opportunities

“Training and advancement are important, because they show investment in the workforce and planning for the future,” Angelis says. It also lets employees know that they can grow within the organization rather than having to leave to gain more skills and advance.

Take Action: Showcase opportunities for learning and advancement, particularly any tuition assistance or reimbursements for certifications and nursing conferences. Be sure to note how certification and master’s degrees impact wages and salaries.

Workplace Safety & Security

More and more, nurses are concerned about their safety at work, whether the concern stems from workplace bullying, challenging patients and family members, or other situations. Tomberlin says nurses want to work at facilities that make them feel like their personal safety is paramount.

Take Action: Outline your organization’s security infrastructure and procedures to help keep employees safe — including secure entries, guidelines for when police support will be called, and even anti-bullying policies. Workers can’t be happy and productive unless they feel safe.

As you work to fill your nurse vacancies, consider how you could use integrate these key factors into your nurse recruitment strategies. After all, in today’s market, you need to set yourself apart from the other healthcare organizations as an employer of choice.

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Top 10 Ways To Source Passive Candidates

ZeroFeeRecruiter1Sourcing and recruiting are not the same. Use these tips to source those hard-to-find candidates.

It tends to just be recruiters and active candidates that agonize over the intricate details of their LinkedIn profile and resume.

The quality coders, marketers and sales reps that you’re looking for usually don’t have the time (or inclination) to constantly update their social profiles with all the skills they’re learning.

Even people that are actively looking, and are regularly updating their resume may well forget to list relevant skills. Writing a resume is hard. Forgetting stuff is not!

Keep all of this in mind when you’re sourcing and reviewing new candidates. Candidates are not professional resume writers, and we shouldn’t expect them to be.

This is OK though – you’re hiring the person, not the resume!

If you’re looking for passive candidates, don’t be surprised to see LinkedIn information that’s heavily out of date. These candidates aren’t actively looking for new work, so they have no motivation to update their profile and list all their skills and experience.

Fortunately, you can use your own knowledge and experience to glean insights from the social profiles of passive candidates.

Here’s an example of how this would work:

From your experience, you know that typical VP Sales candidates with 5 years experience have certain skills. While “candidate x” that you have just found doesn’t list these skills in her profile, it’s likely that she would have all (or at least some) of them, and that she would be a good fit for your role.

To truly ascertain whether someone is a good fit then, you need to do one of two things:

Go deep

Many recruiters pride themselves on “Sherlock Holmes” esque detective skills. If someone’s LinkedIn is threadbare, then you need to go deep. Search for references, tweets and blogs from your target candidate and see if you can glean information that will help you see whether they’re truly a fit.

Talk to them

If someone looks like they could be the real deal, chances are that they are. The quicker you get someone on the phone and start asking them more specific interview questions, the quicker you’ll know whether the opportunity is worth pursuing.

This is just one of the key considerations that sourcing teams need to think through when they think about putting in place a best-in-class sourcing process that will uncover candidates who may not be looking for jobs. We’ve put together an infographic to detail the other areas that it’s important to think through, the tactics that can help you identify and engage top talent, and the metrics that will help you understand whether you’re performing at the best possible level or not — not just for passive candidates, but for all searches.

passive

 

Try Zero Fee RecruiterThe World’s Largest Automated Candidate Sourcing Platform

Access 300+ Million Passive and Active Job Seekers with One Submission

Post Up To 5 Jobs For Free Today – ZeroFeeRecruiter.com

• Guaranteed Results – It’s that simple…
• We provide only Qualified and Interested candidates
• No Additional Fees Ever! – Pay Per Job Slot…

The Worlds Largest Passive Candidate Recruiting Platform

Screen Shot 2018-02-12 at 12.47.35 PMIt’s a fact that passive candidates make up 81% of the entire global workforce. You need a flexible, automated tool that helps you reach these candidates and simplify your hiring process. The Answer is www.ZeroFeeRecruiter.com

The Power of Intelligent Sourcing

Our proprietary system, Reach Out, targets passive candidates and automatically indexes, aggregates and engages candidates from every major professional network and resume database including; LinkedIn, Facebook, Google+, Stack Overflow, GitHub, Monster, Dice, CareerBuilder and over 100 other global resources.

Implement Automated Candidate Outreach

Reach better talent by tapping into the largest sector of the workforce. Through our sophisticated technology and our award winning quality assurance team, we deliver only qualified and verified candidates that will propel your company into the future.

Global Sourcing in Any Field

Zero Fee Recruiter can connect with candidates that have any of the essential skill sets and experience you need, from any English-speaking country around the world. We can locate qualified candidates in any industry and any discipline from director level to hourly.

Access 300+ Million Passive and Active Job Seekers with One Submission

Start Receiving Passive Candidates Immediately – Post Up To 5 Jobs Free

Zero Fee Recruiter “The Only Passive Candidate Job Posting.”

  • Guaranteed Results – It’s that simple…
  • We provide Only Qualified and Interested Candidates
  • Pay Per Job Slot – $99 – $39 Per Job Slot Depending On Volume

We Source – We Qualify – We Deliver – You Hire!

Try a Free Job Posting Today – www. ZeroFeeRecruiter.com

How To Source Passive Candidates

magnet_felsybSourcing passive candidates isn’t just about finding them. It’s also about screening and engaging those candidates in conversations.

How to find passive candidates:

Meet passive candidates online

  • Use Twitter and Facebook. Platforms like Twitter and Facebook have billions of users. You can use Twitter’s advanced search to find hashtags that can help you look into passive candidates. For example, if you’re looking for a content manager, you could look into hashtags like #contentmarketing or #SEO. Look for those who tweet interesting insights or answer questions. You can follow them and reach out through Twitter. You can also follow companies that do well in their industry and connect with their people. Participating in Twitter chats, which are group conversations held at a specific time, can also help you find interesting professionals.Similarly, in addition to the job posting capability, Facebook’s graph search can help you find people who match certain criteria. For example, if you write “salespeople who have studied in New York” in search, Facebook will return a long list of matching profiles. It’d be a good idea to look for people who have been at their job for some time (for example, from two to four years). They’re more likely to be open to a new opportunity.
  • Try more targeted social media. The more social media you’re involved in, the more likely you are to stumble upon someone great. Platforms like Instagram, Reddit and Snapchat aren’t as popular for recruiting as professional-oriented sites like LinkedIn or Xing. But, that also means that recruiters will be scarce on these platforms and competition will be lower.For example, on Reddit, you can search for discussions of interest and spot those who seem knowledgeable on their field. Or go through subreddits where people are looking for a job. Be careful, though: users on these platforms mightn’t like aggressive recruiting. It’d be best if you’re a committed user.
  • Check out Portfolio/Work sample sites. Another advantage of online sourcing is that you could actually see candidates’ work on online portfolio sites. This works well for creative professionals like designers who contribute to Behance, Dribble and Carbonmade. Github is also a good option to find developers by looking at team or individual projects. A good alternative for sourcing engineers would be sites like Codercred, Codility and Hackerrank. Through these sites, you can host coding challenges and choose candidates who got the highest scores.
  • Try sourcing tools. The benefit of sourcing talent from online communities is that you see prospects in environments where they’re active and engaged. Reaching out to passive candidates is better when you can personalize your communication – and that’s always easier with more information. Tools like People Search, a Chrome extension, work in tandem with online communities. Find any candidate profile on Facebook, Angel List, Twitter, GitHub, Dribbble and Behance and activate the extension. People Search will build a complete profile, often including an email address, resume and other social networks in which your prospect is active. Verify their social graph before you connect.

Meeting passive candidates in person

Even in the age of social media, there’s still nothing better than actually meeting someone in person. Being in the same room and connecting with passive candidates builds trust and rapport.

There are many conferences and events you can attend or participate in. Search sites like meetup.com and eventbrite.com to find relevant events. You can also see who will be attending so you can prepare. Knowing more about a person before you meet them can help your conversations flow easier. You can use People Search for this purpose. Highlight a name from an attendee list and right click. People Search will provide you with information you can use to have meaningful discussions. This works after events, too – if you meet someone great, you can use People Search to look them up and contact them afterwards.

Hackathons, career fairs and campus events are other great options to meet great candidates. Hosting your own events is a good idea too.

When you meet with people in person you have better chances to find out if they’d be interested in a new job. Try to discover whether they’re happy in their current role. You can ask them about their future plans for their career – if they’re moving up in their company, they’ll probably be less likely to want to leave. Focus on what they want and decide if you can offer them a job that matches their aspirations.

Meet passive candidates through connections

Often, the best employees are those who are referred by other employees. They’re usually more productive and less likely to quit. Same goes for those referred by people you trust, like an external recruiter. Send your colleagues an email asking for referrals. It’d be best if these emails are specific. Describe the role you’re sourcing for and brief them on your most important requirements. Setting up a program with incentives for successful referrals can also be a good idea.

Before you turn to other people for referrals, think of your network first. You probably already know someone, like a previous coworker or fellow alum, who is familiar with the profession you’re sourcing for. You could reconnect and discuss opportunities.

Meet through past hiring processes

Rejected candidates from the past could be the best candidates in the future. If you already have a candidate database or an Applicant Tracking System (ATS), you have an abundance of candidate profiles at your fingertips. Sift through your talent pool and talent pipelines. Many candidates might have been rejected in the final stage of the hiring process. In the meantime, they could have found other jobs and gained more skills and experience. See what they’re up to.

Note that for this approach to work, your company should aim to provide a great candidate experience. Candidates who were treated well and were impressed with your company are more likely to consider working for you in the future. Conversely, those who had a bad experience mightn’t be too pleased to hear from you again.

Meet through tools and services

Manually searching social media isn’t the only way to find candidates. Search engines like Monster’s Talentbin, Careerbuilder’s resume database and zillionresumes.com can help you discover people who fit your requirements. They offer big databases of resumes that you can search through. They might also help you by finding candidates’ contact details through their social media accounts. Professional sourcing services can also be valuable allies when recruiters don’t have time to source on their own.

How to screen passive candidates

It’s best to screen passive candidates in the same way you screen active candidates.

Have a clear understanding of your objectives

A clear list of requirements is the starting point for any effective sourcing strategy. If you’re sourcing for a position, you should have the ‘must-have’ qualifications in the forefront of your mind. Even if you’re just looking to expand your network or talent pool, having some general qualities in mind can help.

Check out passive candidates’ social media accounts

By looking at a wide range of candidates’ accounts, you can understand them better and verify their information.

According to Careerbuilder’s annual social media recruitment survey, hiring managers and HR professionals rejected candidates because of:

  • Provocative or inappropriate photographs, videos or information
  • Information about candidates drinking or using drugs
  • Discriminatory comments related to race, religion, gender, etc.
  • Bad-mouthing previous company or fellow employees
  • Poor communication skills

All of these issues are relevant to your sourcing.

Keep an open mind about their online presence

You might have heard that the approach “hire for attitude, train for skills” is effective. It’s true that some skills can be easily taught, so it’s often best to be forgiving with candidates who don’t have specific experience or training. Potential and motivation are usually more important. People who attend conferences, actively engage in forums relevant to their profession and showcase their best work on portfolio sites can be great candidates regardless of their experience.

Being fastidious about non-job related information on social media could lead you astray. Candidates who don’t handle words like professional writers, make small mistakes or post something you mightn’t like aren’t necessarily bad candidates.

How to recruit passive candidates

Passive candidates aren’t looking for a job but they might still be interested for new opportunities.

Approach passive candidates carefully

Many recruiters use multiple social media platforms to source passive candidates. Granted, passive candidates probably don’t expect as many recruiters to approach them on Facebook or Twitter as they would on LinkedIn. Receiving messages from recruiters on more ‘personal’ platforms might appear weird or intrusive to some people. But, a well crafted message still has a chance to win them over.

Honesty and simplicity are key. Introduce yourself when joining forums and try to participate in conversations on Twitter or other social media before sending cold messages. That way, when you do reach out, you can have a ‘warmer’ introduction.

Just the right amount of persistence can help a lot. Some recruiters can come across as pushy or spammy if they fill people’s inboxes with lots of messages. If you’re not getting a response, reaching out three times can be a good guideline.

Send personalized sourcing emails

When was the last time you thought of responding to a bulk sourcing email? Probably never. Passive candidates are usually pretty happy with their jobs. That’s why they’re not actively looking for new ones. The only way to draw them out of their routine is to earn their trust and steer their interest. Neither can be done through a general email that could have been sent to hundreds of people.

Personalized emails require some extra thought. You could use a general template to save time. But, the email’s substance should address what really drew you to a candidate’s profile. Mention how their (specific) accomplishments connect to the job or company you’re sourcing for. Give them just enough detail to start a discussion. A lengthy email with excessive information won’t be as attractive as a short, concrete one. You can use Boolean search techniques to find your candidate’s email address.

It’s also important to think of their possible wishes and interests. When looking through their profile, try to figure out what they’re interested in. For example, they might hold a position as an Android developer, but take part in a lot of  Python coding challenges. Or they might recently have taken management courses online. If they have, it’s likely they’ll have shared a certificate on LinkedIn or even on Pinterest. These could be clues for what their plans and wishes are. If you’re sourcing for a relevant position, you can say you noticed their activities and explain how your position relates to them. In general, look for information that can help you understand candidates’ needs – particularly anything that hints at what they’d like to do next.

Communicate what passive candidates want to know

According to LinkedIn’s 2016 US & Canada talent trends report, 89% of professionals are open to new job opportunities. Almost 75% of these passive candidates want to know about a company’s culture and values as well as perks and benefits. And 63% want to know about a company’s office locations. The report also includes direct advice from passive candidates. They urge employers to give an honest, rather than a rosy, view of their company. Candidates are curious about employees’ opinions and want to know what makes your company stand out. They also want to know about your job’s expectations and workload and how taking on a new role will impact their career.

It’s important that you approach passive candidates with useful information. It’s nice if you can write a friendly and interesting email. But, ultimately, passive candidates will consider changing jobs if they have a clear picture of what you can offer them.

Try Zero Fee RecruiterThe World’s Largest Automated Candidate Sourcing Platform

Access 300+ Million Passive and Active Job Seekers with One Submission

Post Up To 5 Jobs For Free Today – ZeroFeeRecruiter.com

• Guaranteed Results – It’s that simple…
• We provide only Qualified and Interested candidates
• No Additional Fees Ever! – Pay Per Job Slot…

How To Find The Best App Developers For Your Project

meme1One of the common misconceptions in the IT industry is that startups are something either launched by programmers, or for them. In reality, anybody can come up with a brilliant idea and execute it by creating a mobile app; however, in order to bring your idea to life the way you imagine it – or even better – you will need to find an app developer. The next logical question will be how to find an app developer or service with the best combination of skills, cost, and personal qualities for your business. This article covers all the information you need to make the right choice and bring your ideas to life.

Destination: Developer

As soon as you start looking for app developers, the opportunities may seem overwhelming. We are no longer limited by schedules or distance, and this gives us countless options which can be a blessing and a curse at the same time.

The first and most obvious filter which can be applied in order to cut down the choices is location. Finding a developer locally can be a very good solution, depending on the type of project you have in mind. This option provides the benefits of having face-to-face communication, and the ability to work in the same time zone, which means having the opportunity to schedule meetings at standard hours and applying instant adjustments to the product in real time, if necessary. Also, having a similar cultural background and traditions can be an important factor for certain clients, with the language barrier as another point that some people may be concerned about, especially when it comes to discussions and conflict situations. For these reasons, and many more, hiring local employees seems like a more appealing option to many.

Although these are serious points for consideration, finding app developers locally has disadvantages, as well. If you are choosing candidates in the local market only, you might be limited to the qualifications and skills of the candidates within your community. Another drawback is the price. If the rates in your area are quite high, there is a good chance you will expend your full budget before the project is even complete. While hiring developers abroad may seem like a more complicated process, it definitely has major advantages. First of all, it provides access to a wide range of specialists working with certain sets of technologies. Secondly, it gives the opportunity to reach out to specialists with unusual or even unique sets of skills, if they are required on your project. You also gain access to professionals who already possess experience in the corresponding field, which is a great advantage as they can not only work on the code of your application, but they can also bring in useful insights which will take your original idea to the next level. As for the time zone difference factor, it is possible to organize your workflow in a way that will allow for a few overlapping working hours. There are always additional solutions for online meetings and discussions.

It is also impossible to deny the major advantages of using an outsourced workforce which is the price. For example, the price tag for development services in the US can be up to $150/hr, approximately. In contrast, Eastern European pricing is set closer to $30-50/hr. Impressive difference, isn’t it? Being able to cut expenses without sacrificing the quality of work is one factor which makes outsourcing more and more financially attractive, especially for startup companies.

Individual or Company

The next thing that will help to find your perfect match will be the choice between an individual freelancer and a development company. When looking for app developers for hire, you need to realize that a freelance developer is a self-managed individual. With freelance developers, you will depend on that single person in terms of time management, risk management, quality of end product and all other possible peculiarities. So, if you need to handle a simple short-term task, freelancers can be a great help. On the contrary, if anything goes wrong, it might be pretty difficult to reconcile and there is no other person on the developing side to control the quality and guarantee a successful result.

When you hire a mobile app developer via web development company, the biggest advantage is that they have an established workflow where each specialist does the work he does best. The programmers in these organizations are concentrated solely on coding that shows their best performance. In a company, workflow and communication issues are handled by a project manager while a freelance developer is in charge of all of these actions. Project managers organize the work process and ensure that the end product will be delivered according to the prior agreement, making tracking the progress easier for the client.

Where To Find Mobile App Developers

Finding developers for your project has never been easier. There are plenty of ways to find a developer for an app and ensure you find the perfect candidate for you. Check out the most popular strategies for finding web developers below:

  • Recommendations. This is probably the oldest way of finding a supplier or vendor, and yet it is still very effective. Good reviews from former clients speak louder than any resume. Also, past clients can give honest feedback on advantages and disadvantages of working with a person.
  • Local universities. If your project is not on a tight schedule and is rather simple, it is always nice to give the opportunity to a young talent. Students will be happy to take an opportunity to start out their career, and you will get to work with a young, enthusiastic and motivated team.
  • Internet communities. When it comes to web development GitHub and StackOverflow are the first two platforms that come to mind. On those sites, developers share their expertise and practical skills so their knowledge level can be easily estimated. This makes it easier to choose the person that matches your expectations.
  • Freelance platforms. These allow the opportunity to find developers for a project of any level of complexity, with an hourly rate or fixed price payment. The process is rather easy and clear. Such services usually provide payment protection in order to ensure that both parties fulfill their obligations. The most popular platforms are Upwork and Freelancer.
  • Online platforms. Unlike freelance websites, there are other types of platforms which also allow searching for developers:

Try Zero Fee RecruiterThe World’s Largest Automated Candidate Sourcing Platform

Access 300+ Million Passive and Active Job Seekers with One Submission

Post Up To 5 Jobs For Free Today – ZeroFeeRecruiter.com

• Guaranteed Results – It’s that simple…
• We provide only Qualified and Interested candidates
• No Additional Fees Ever! – Pay Per Job Slot…

Free Passive Candidate Sourcing

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www.ZeroFeeRecruiter.com - Post 5 Free Jobs Today!

We Source. We Qualify. We Contact. 

We Deliver Only Qualified and Interested Candidates. You Hire…

It’s a fact that passive candidates make up 81% of the entire global workforce. You need a flexible, automated tool that helps you reach these candidates and simplify your hiring process.

Screen Shot 2018-02-12 at 12.47.35 PM

The Power of Intelligent Sourcing

Our proprietary system, Reach Out, targets passive candidates and automatically indexes, aggregates and engages candidates from every major professional network and resume database including; LinkedIn, Facebook, Google+, Stack Overflow, GitHub, Monster, Dice, CareerBuilder and over 100 other global resources.

Implement Automated Candidate Outreach

Reach better talent by tapping into the largest sector of the workforce. Through our sophisticated technology and our award winning quality assurance team, we deliver only qualified and verified candidates that will propel your company into the future.

Global Sourcing in Any Field

Zero Fee Recruiter can connect with candidates that have any of the essential skill sets and experience you need, from any English-speaking country around the world. We can locate qualified candidates in any industry and any discipline from director level to hourly.

www.ZeroFeeRecruiter.com - Post 5 Free Jobs Today!

Passive Candidate Recruiting Made Easy

AAMAAQDGAAgAAQAAAAAAAA6HAAAAJGJmMDQxNjZjLTU5N2YtNDUxNC05NzlhLTBiNmQ2ZWEyNmExZQ

It’s a fact that passive candidates make up 81% of the entire global workforce. You need a flexible, automated tool that helps you reach these candidates and simplify your hiring process. The Answer is www.ZeroFeeRecruiter.com

The Power of Intelligent Sourcing

Our proprietary system, Reach Out, targets passive candidates and automatically indexes, aggregates and engages candidates from every major professional network and resume database including; LinkedIn, Facebook, Google+, Stack Overflow, GitHub, Monster, Dice, CareerBuilder and over 100 other global resources.

Implement Automated Candidate Outreach

Reach better talent by tapping into the largest sector of the workforce. Through our sophisticated technology and our award winning quality assurance team, we deliver only qualified and verified candidates that will propel your company into the future.

Global Sourcing in Any Field

Zero Fee Recruiter can connect with candidates that have any of the essential skill sets and experience you need, from any English-speaking country around the world. We can locate qualified candidates in any industry and any discipline from director level to hourly.

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Access 300+ Million Passive and Active Job Seekers with One Submission

Start Receiving Passive Candidates Immediately – Post Up To 5 Jobs Free

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Zero Fee Recruiter “The Only Passive Candidate Job Posting.”

  • Guaranteed Results – It’s that simple…
  • We provide Only Qualified and Interested Candidates
  • Pay Per Job Slot – $99 – $39 Per Job Slot Depending On Volume

We Source – We Qualify – We Deliver – You Hire!

Try a Free Job Posting Today – www. ZeroFeeRecruiter.com

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5 Signs You Need To Change Your Hiring Process

0_KuKp4SDfJ2uMVEzkA much needed change in recruitment methods is long overdue – that’s according to LinkedIn’s latest Global Recruiting Trends survey which describes today’s hiring processes as ‘transactional’ and ‘repetitive’.

Does your hiring process need to change? These five signs suggest it might:

1. A surge in applicant quantity, not quality

The annual job application surge has arrived. A combination of New Year resolutions and ‘Blue Monday’ prompted a significant rise in online job applications in the first two weeks of 2018. That’s great news for employers in search of elusive talent to meet their business goals but not so good news if an increase in your job applicants isn’t accompanied by a corresponding rise in quality. A lack of qualified candidates suggests a number of issues. Avoid gimmicky, un-scannable job titles and vague job descriptions. Stick with gender neutral wording to promote inclusivity, offer flexible working and focus on the sources that produce the highest source of quality hires for your business. Support your job application process with recruitment software that offers mobile friendly recruitment and a branded careers site to engage talent.

2. Applying the ‘same old’ screening criteria

LinkedIn’s report revealed that diversity will be the number one hiring trend during 2018, an issue which is currently preoccupying over 80% of recruiters. Problems with attracting a diverse talent pool can be alleviated by adjusting the criteria used during candidate screening through your ATS . The use of anonymized CVs, the introduction of pre-hire screening tools and removing filters related to factors including educational background can help to alleviate any unconscious bias. Our previous article explores how to identify potential areas of bias in your hiring strategy.

3. A tired interview process

That bias extends to the interview process as the majority of managers rely on the interview to make crucial decisions relating to candidate selection. Half of hiring managers now believe that changes to the interview process are ‘very’ or ‘extremely’ important to the future of recruiting. To avoid interviewer bias, support your hiring decisions with the data in your recruitment analytics and include innovation in screening. Gamification, virtual reality and augmented reality have been utilized by companies like Jaguar Land Rover and the Royal Bank of Scotland to improve engagement and candidate selection in graduate recruitment. These additional screening tools can be incorporated within your ATS. ‘Interview auditions’ and interviews which take place in a more casual setting have also been suggested to improve the overall experience for candidates.

4. What background checks?

Carrying out background checks remains one of the most overlooked aspects in recruitment. Concern over misleading or inaccurate information on CVs is not new but the latest research suggests an emerging problem with the provision of fake degree certificates. Exaggerated claims relating to work experience, specific technical skills and previous job roles are also among the most common issues but the problem is exacerbated by employers who neglect to carry out formal screening. One in four candidates aren’t asked for references and of those that provide contact details, a quarter aren’t pursued by HR. Background checks should not be regarded as either a ‘tick box’ exercise or a nod to compliance. Automating administrative tasks, including reference requests and DBS checks, through your ATS frees up HR’s time to continue engaging with their new hire and minimize the chances of a rejected job offer or a bad hire.

5. Ignoring the data

While AI is regarded as another major recruitment trend this year, data is described as ‘the new corporate superpower’. Half of employers regard it as critical but two thirds of hiring managers only use it ‘sometimes’. To create a consistent talent acquisition strategy, your usage of data should be consistent and apply to all of your hiring decisions. An ATS can help to create consistency and streamline your hiring process by providing live data reports on the current state of your vacancies. The most sophisticated organizations use data to create a ‘talent intelligence’ strategy, prioritizing areas such as employee retention, skills gaps and understanding what candidates want. Don’t ignore the data. Support your hiring process with an ATS.

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5 Fresh Ideas for Successfully Sourcing Sales Candidates

Boiler-RoomNo matter which industry or company you’re in, everyone eagerly awaits “the next big deal” coming through the door. From a recruiter’s perspective, that “big deal” is the perfect candidate—you know, that person who embodies all of the qualities, skills, and expertise you’re looking for to fulfill a role—and has a dashing personality to top it all off! But, how do you source and find this rare (read: more-often-than-not mythical) person? And, more importantly, how do you set your company apart from other companies that are vying for this perfect candidate’s attention?

Sam East, VP of Sales at Entelo, answers just that. Sourcing candidates, and in particular, sales candidates, can be tricky due to the hefty competition in the sales job market. But as a longtime veteran in the sales world, Sam has seen his fair share of what works and what doesn’t and is excited to share his insights with you.

With that said, here are 5 ways to source sales candidates to ensure you have a leg up on the competition:

1. Leverage Your Sales Leaders

Take a moment to think about how you’re leveraging your sales leaders, such as the VP or Director of Sales, other sales execs, or even the Chief Revenue Officer. Your sales leaders are leaders for a reason. They’re seasoned members of the greater sales community who have accumulated much experience and know-how over the years. With this in mind, it’s your job to make sure that your company is working to position them as movers & shakers in their industry, whether through networking events or social media. Through these methods, your sales leaders can build their own brand and presence in the industry. Their increased visibility will lure top sales talent to your organization since they’ll want to be associated with the best of the best. So, make sure you’re using their visibility to help attract great candidates

2. Encourage Internal Referrals

It’s important to reach out to your teams internally to explain the importance of referrals. This is one of the best ways to lure strong candidates. Why? Internal sales team members already have a feel for the company’s culture and expectations, so they can more accurately vet potential candidates they know to fill vacant roles. And on the flip side, these same employees can serve as your company’s biggest advocates. Not only can they speak about the company’s sales landscape better than anyone, but prospective candidates may be more swayed by their word since they see them as more relatable and trustworthy.

3. Initiate Team Sourcing Parties

Once a month, organize a sourcing party either during lunch time or after work where employees from all departments gather in a room, laptops in hand, and hunt down potential candidates through their personal social networks. Do this for open positions, but also surf around for outstanding prospects to keep on stand-by for the future. That way, you’ll already be equipped with the right names when the time comes to fill the next set of open roles. Sam notes that the cultural benefit of sourcing parties is really fantastic because it truly makes the team think about who they want to bring onto their team. It makes them realize that recruitment does affect them, and so it’s in their best interest to contribute to the process.

Side note: Don’t forget the incentives—pizza, drinks, rockin’ jams—or whatever makes your co-workers’ eyes widen!

4. Create a Compelling Message

The harder the role, the more challenging it is to fill since there are fewer and fewer prospects—and suitable prospects—to choose from. Sam says that with these types of roles, it’s imperative to differentiate yourself from competing companies so that you are sure to grab the attention of that (small) handful of prime candidates.

So, ask yourself—what makes your company unique? Lead your sourcing communications with this message so that prospects don’t have to figure it out on their own, which can lead to inaccurate assumptions. Take control of the message and candidates’ perception of you.

And always remember to A/B test various email subject lines so that you know which messages work and which don’t for enticing prospects to click. This way, you can ensure that your sourcing efforts are optimized at all times.

5. Register Your Sales Team Members for Networking Events

Try hosting regular events where they bring in 2-3 experienced sales leaders who present on sales thought leadership-geared topics. This type of professional event brings in like-minded individuals who aren’t just looking to network but are also looking to expand their knowledge base and skillset. And these are the type of candidates most companies are seeking! So, keep an eye out for these events in your area and be proactive in registering your sales team members for them. They will have potential candidates at their finger tips and be able to thoroughly engage with them in person, which then allows them to easily refer fitting candidates to you.

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5 Ways to Motivate Your Team

cash-motivationKeeping your team motivated is challenging, yet it’s a task you need to prioritize for the well-being of your company. Without your team, you can’t run your business; thus, it’s essential that you find new and innovative ways to motivate them on a daily basis.

You need to make sure you are leading them towards a common goal about which they feel passionate. To do so, you need to operate in an honest and transparent way that makes them feel valued. The easiest and most obvious way to do this is to tell them when they’re doing a good job.

Sometimes, though, they need more than just a pat on the back, so I’ve outlined 5 ways to motivate your team to help you maintain a happy workplace while driving your business to success.

1. Schedule team-building activities.

To motivate your team, you need to offer them more than just a salary and some vacation time. You need to be sure that your employees can work as a team to achieve a common goal and there is no better way to do so than with team-building activities. Team-building activities have a number of benefits, some of which include:

  • Getting everyone out of the office to do something they find fun or exciting
  • Contributing to society or a charitable cause
  • Getting to know each other on a more personal level

Your team-building activities should bring your employees together and also:

  • Help them develop better communication skills
  • Push them out of their comfort zones
  • Develop team values
  • Increase their ability to solve problems
  • Give them a chance to let their hair down and have fun
  • Enable them to work on their leadership skills

2. Support them.

Without your support, your team cannot thrive. You need to give them the tools they need to achieve the goals that you have set for them. Support comes in various forms and although some of your team members may simply need additional information about a project, others may require more in-depth training to succeed.

Your support system needs to have the right balance of immediate and long-term support. For example, you may find that offering regular briefings will help with productivity in the long run. On the other hand, checking in with those who have tight deadlines and making sure they have what they need is a good way for you to offer immediate support.

3. Let them work remotely with flexible hours.

We live in an age where working remotely has become increasingly popular. In fact, studies show that allowing your employees to work remotely can:

  • Increase their productivity
  • Drive their efficiency
  • Lower their stress levels
  • Boost their morale
  • Increase their engagement
  • Reduce your employee turnovers
  • Decrease your overhead
  • Have a positive impact on the environment

By letting your employees work flexible hours on a remote basis, you are contributing to a global phenomenon that many believe will be the future of work. This is a particularly big motivator for younger employees who, by being offered a fun, flexible, and casual working environment, have a more positive view of their bosses and the company for which they work.

4. Make the break room enjoyable.

The staff room is a place where your team members go to unwind, grab a coffee and have a break. It should be somewhere they enjoy spending time; otherwise, they won’t have anywhere to escape to when they are finding their work challenging, leading to a dip in motivation and lower quality of work.

You need to create a space where your team can undertake activities that will momentarily take their mind off the stresses associated with their job tasks. Consider creating an area where employees can play games in groups of two or more that require some form of physical activity, such as table tennis.

With this, you’ll be:

  • Boosting morale
  • Creating an immediate escape for employees who are struggling
  • Enabling authentic team building
  • Contributing to your employees’ overall physical health

The break room should be somewhere your team can go to unwind from the eight or nine hours they spend at their desks each day.

5. Show your appreciation.

When the company achieves a milestone, it’s important you inform your employees and celebrate that milestone together. However, this is not just about celebrating company milestones. You should show your team members that you value them personally by celebrating things like birthdays, weddings, births, and promotions, to name a few.

Employees value small gestures. The regular “thank you” or “good job” can go a long way. It pushes them to continue striving for a high quality and efficient work ethic. You can also show your appreciation by taking your employees out of the office for after-work drinks or a team meal.

Finally…

Corporate structures are changing significantly and by keeping up with these, you’ll be able to incorporate new ways to celebrate, reward, and motivate your employees. Use the guidelines above as a way to keep your teams satisfied and remember to show your appreciation on a more personal level.

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