Monthly Archives: January 2015

To Recruit Better Candidates, Stop Talking About Company Values

Milton - Work SatisfactionIn a UK survey, 77% of retail employees admitted they were not engaged with their company’s brand values. I’m convinced the remaining 23% were lying. Company values are often at best vague, and at worst, patronizing. They scream “we’re just like everyone else” and do nothing to help your retention or recruitment efforts.

Take PriceWaterhouseCooper as an example. Their company values are “Excellence, Teamwork and Leadership.”

Has anyone ever decided to apply for a job because they are driven by excellence, teamwork and leadership? Unlikely. And the minute an employee sees those corporate values in a Death By Powerpoint session, they’ll probably close their eyes and imagine they were somewhere else. (On a beach, probably.)

But there’s a “but.” There’s always a “but.” Company values are not engaging for many reasons. Imagine if they were, though. Imagine the pulling power of company values that actually mean something, that differentiate your company from your competition—so you can recruit the best possible candidates.

Here’s how to recruit new employees who really care about your values:

Start with one defining word that represents your company

Think of Apple—what’s the one thing they’re known for? Innovation. Everything at Apple starts with innovation, then goes from there. That one word attracts people to buy Apple products, and the same word attracts candidates to work for Apple.

If you can sum your organization up in one word, what would it be? For PriceWaterhouseCooper, it could be something like “rigor.” Excellence and teamwork are not particularly interesting, because these are givens in any successful organization.

You can start with something like excellence, but then you need to hone your focus and ask “Excellence in what?” Forget vanilla values everyone else can lay claim to. Find one word that really defines your organization, and use it as the cornerstone of your company values. That word should speak to both candidates who are a good fit for your organization and your best-performing employees.

Strive to be a company that can grow potential employees’ careers

No one accepts a job because they believe in the company’s “excellence.” So why did they join?

Among the many reasons, you’d find job satisfaction, career progression opportunities, pay and benefits – all of them entirely self-serving. Nobody joins a company solely to help the company grow—that might be part of their motivations, but people also join for their own professional benefit.

It’s important that, as a recruiter, you aspire to represent your organization as a place people want to be a part of. You aspire to go somewhere, and you aspire to grow. The implication is that your aspiration will rub off on your candidates—you can give them the opportunity to not just pay the rent, but to develop either internally or eventually with another business. You’re a stepping stone (everyone is; get over it), so be a good one. Discuss career paths openly, even if those paths lead out of your business.

Build your recruiting practices around your true values

Rather than hoping your values might engage employees or encourage someone to come and work for you, use them as the basis for recruiting. Anyone can say they believe in your brand values, but do they actively live and breathe them? I work for a digital marketing agency, and if candidates aren’t blogging or tweeting, they aren’t a good fit for us. They can have all the skills in the world, but if they don’t live and breathe digital, they won’t fit in.

If you’re going to build an organization that’s true to its values, then recruitment is at the very core of that approach. Marissa Mayer knows this, which is why she insists on interviewing every candidate at Yahoo herself. Her aim is to overhaul Yahoo’s working culture, and that starts with its people and their own values.

Remember: it’s not all about you; it’s about them

I believe we have to turn the company-focused approach on its head. Companies are stepping stones along the way to someone’s retirement. People move on all the time; teams change, merge and float off into separate entities. Leaders change, even visions and values change. So instead of “cascading down” values and objectives, think of “radiating out” values.

Think back to Apple and innovation. Recruit people who match your vision, not those who tick the skills boxes. Because nobody cares about your company values…they care about their own!

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, are available in your location and have agreed to your salary range.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

4 Disconnects In The Hiring Process That Could Be Costing You Valuable Talent

Angry Job Applicant

Careerbuilder released a survey of 374 HR professionals and 319 job candidates asking them how technology degrades the hiring process. Here are a few problems reported.

Disconnect #1:

53% of HR professionals believe a long application process helps to screen out unenthusiastic job candidates. Unfortunately for employers, over 60% of job candidates reported that they started an application process but dropped out because it was too complicated or lengthy. Just how long and complicated of a procedure are candidates enduring? 54% of HR professionals report that their process takes over 20 minutes to complete but over 60% of job seekers feel it should take no more than 20 minutes and nearly 30% feel it should not take more than 10 minutes! Here we have a huge disconnect. Job candidates, especially passive candidates not necessarily as hungry as active job seekers, are removing themselves from contention to avoid a lengthy and possibly unfruitful hiring process.

Disconnect #2:

The survey suggests that three-fourths of job candidates never hear back from the employer after applying or they receive no more than an automated response after hitting “submit.” The survey reveals that 62% percent of job candidates expect more personalized responses, and a startling 67% expect a phone call. Again we have another disconnect between employers’ and candidates’ expectations, which not only is detrimental to the candidate experience, but also to the employer’s brand. According to an early 2013 survey, 32% of candidates would be less likely to purchase an employer’s products if they did not hear back from them after the application process.

Disconnect #3:

According to an early 2014 survey, 72% of active job candidates and 62% of passive job candidates use mobile devices to preview a company’s website and yet only 20% of recruiting leaders claim to have a mobile optimized website. According to the Careerbuilder survey, 46% of HR professionals do not allow access to their ATS through a mobile device. In fact only 26% feel that the ability to apply to a job over a mobile device should be considered. The big problem here though is that when job candidates cannot apply over their mobile device, as much as 65% of them will not go to a desktop or laptop computer to finish the application. Again, another huge disconnect and another means by which employers are missing top talent.

Disconnect #4:

Lastly, 36% of employers aren’t re-engaging viable candidates who were passed over for past opportunities. 28% claimed they have no time to do so. There are, however, current technologies, for example, that allow hiring managers to efficiently compare the recorded responses of previously video interviewed candidates. This allows them to engage a pool of potentials who already expressed interest in the opportunity and the company, without investing serious money into recruiting efforts.

At any given time 3.5 million jobs remain vacant because many employers claim they can’t find qualified individuals. Addressing the issues identified above can ensure that more top candidates are engaged in the hiring process.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, are available in your location and have agreed to your salary range.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

5 Ways to Attract Top Engineers to Your Startup

Hiring EngineersThese days, if you are a small technology startup, hiring great engineers can be cutthroat and close to impossible. Here’s how to hire top engineering talent:

1. Present a tough engineering challenge that has not been solved before.

Money can motivate engineers, but the opportunity to work on a specific technical challenge is something money can’t buy. Explain the difficult problem that will keep your potential employee engaged for years to come. Highlight the challenge, and the engineer you want may choose your company over a job working on the Facebook newsfeed or Google’s search results.

2. Do not recruit from big-name companies like Facebook or Google.

It’s just too difficult. These engineers are already making serious money, and they likely have offers from other startups. Instead look for raw talent you can mold into something great.

3. Work with new programming languages that have a loyal following.

Since they are tinkerers and hackers at heart, engineers want to work with new languages. When an application like Node.JS or Ruby on Rails gains steam, engineers often start learning them in their spare time. The chance to use them at work is enticing. Older companies likely don’t use these hot new languages.

4. Look in online communities for people with similar interests.

We often look at communities where engineers are showing off side projects or concepts that they are passionate about. For designers it might be somewhere like Forrst or Dribbble. For engineers, look at places like Github to see who has created something cool. The best engineers aren’t floating their résumés around. They’re creating great projects to show off to the world.

5. Attract entrepreneurs by making your company their next thing.

Another challenge: Great engineers often want to start their own startup, especially nowadays, when launching a product and raising capital is easier than ever before. Tell potential hires to make your company “their next thing,” as if it were their own startup.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, that are available in your location and that have agreed to your salary range. 

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

Yes, Our team is USA based!

How to Hire Amazing People

Hire Amazing PeopleIt takes the same time, effort and energy to hire mediocre staff as it does to recruit amazing people, so why not consider these tips to help you find and attract the best people to your organization.

It all starts with you:

As the Hiring Manager it always helps to start planning and thinking about the kind of person you need for your business and the role you want them to do. If you have established this in your mind then you can be better prepared to relay the message to colleagues, HR and your recruitment partners. This doesn’t mean you should show no flexibility during the hiring process it just helps to begin planning and creates a starting block. In fact, the best opportunities are created by companies that are willing and able to build a role around an amazing candidate. So adaptability is key but you need to start with a core idea or planned vision.

Alternatively if you come across talent even when you aren’t hiring then this will enable you to build a world class team. If you have the luxury of being able to do so never turn down a meeting or chance to somehow create an opportunity for a superstar in your team. The best hires are often unplanned and speculative and good people will always add value to your team vision. Think about why you love working.

Think about what makes your company great:

Consider all the great things about your business or department and why staff enjoy working there. Talk to your colleagues and ask why they joined and what they like about the company as it may also provide a different perspective. What about your firm’s position in the market? Is your product or service a market leader or is there huge growth potential and what about innovation or customer service? Reviewing client testimonials or asking for customer references is going to be helpful. New hires want to join a company with a great working environment and a strong reputable brand or business with a strong possibility of becoming an innovative or unique niche player with potential. Don’t oversell but by the same token remember what attracted you and why you are still there.

Be honest:

It can also help to offer prospective candidates a balanced view of your department and company so don’t feel afraid to offer up some of the negatives. This will show the honesty and integrity of a business but it will also help people to make an informed decision. It’s better to be upfront about such matters in a diplomatic way to ensure there is no time wasting and everyone is serious. All parties should be able to raise any issues and concerns during the interview process rather than once someone has joined. This openness will create a mutual trust environment for the future and should help good people to open up about their own situations and ability to deal with the challenges ahead.

Plan ahead:

It may sound obvious but planning a hiring process will give you some structure and also show any prospective candidates that you are organized and handling this process professionally. Also you can begin to see just how long it will take and who you need to involve. Can the process be shortened and are all the steps necessary or do you feel that additional visits, meetings or tests should be added?

Involve your team:

Team involvement in the interview process probably at a later stage when you have narrowed down the shortlist to perhaps just two candidates will be extremely constructive. Your staff will feel valued that their views are considered in the process. They may also highlight areas of strength and weakness that you had not considered and as they will potentially be working together in the future it is important to see if there is a fit in the team dynamic. It is useful to have others input perhaps to back up your feelings or to highlight an issue that was niggling you. Also, it’s easy to get excited about a supposed superstar but that can often cloud your judgment. So having a trusted colleague is always a benefit if you have a problem making a final decision. When all is said and done it is vital to trust your own instinct when hiring. This is a crucial decision especially when recruiting executives and it’s a decision that can make or break a team or a company. If it goes wrong it can be a very costly, demoralizing and draining exercise. If it goes well and you are able to hire your superstar then your business will flourish and the team will have a revived flow of energy. Your customers and competition will see that you are able to attract great people and this will improve your and the company’s market perception. However, the biggest challenge is to keep these superstars on board – to give them creative freedom, full responsibility and the resources they need to do a great job!

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, that are available in your location and that have agreed to your salary range. 

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

Yes, Our team is USA based!

4 Mobile Recruiting Mistakes You Can’t Afford To Make

Mobile RecruitingRight now, the U.S. has more Internet connected gadgets than people. Here’s an even more shocking statistic: just 33 percent of Fortune 500 companies have even the most basic mobile optimization on their career sites.

How is this possible? We spend more time with our smartphones than most of us do with family and friends. In fact, 91 percent of smartphone users have their device within reach at all hours of the day and night. Ignoring the power of mobile recruiting is no longer an option, yet many companies are still dropping the ball when it comes to attracting smart, mobile-obsessed talent.

Here are the four mistakes your company might be making when it comes to mobile recruiting:

Mistake 1: Not Optimizing Your Career Site For Mobile

Optimizing your career site for a mobile experience is the simplest step you can take to start attracting mobile job seekers, yet so many companies are failing at even this task.

In a recent survey, 61 percent of responders said they would immediately leave a site if it wasn’t formatted for mobile. Job seekers expect mobile optimization and decent loading times when viewing your company webpage. Not investing in mobile optimization can make your company appear hopelessly behind the times.

Consider retail giant Macy’s, which isn’t even a tech-centered organization. It currently receives about 25 percent of all applications through mobile. If you’re looking to hire tech superstars or great talent for your startup, mobile optimization is the first step. Plus, a mobile optimized career page can give you another platform to promote your company culture and the benefits of joining your organization.

Mistake 2: Your Application Process Is Too Complicated

Applying from a mobile device, especially a smartphone, is a whole different animal than applying for a job on a laptop or computer. The great job seekers you attract to your company might just throw in the towel if they see a job application that seems to go on forever.

Since you’ve optimized your career site for mobile users, it’s time to optimize your actual application as well. Include only the most relevant informational fields and make it easy for job seekers to fill out even on the smallest screens.

When applying for a job from a mobile device, candidates are looking for a company that makes the process simple. This is especially true for passive candidates, who might have found your position while idly scrolling through social media channels. These people aren’t going to stick around for a complicated, buggy application process. So think short and sweet–you won’t miss recruiting great passive candidates or smart, in-demand job seekers.

Mistake 3: No Mobile Interviewing

One of the biggest mistakes companies make in the mobile candidate hunt is to optimize the application process and then call it a day. Tech-savvy candidates, however, long to do more from their mobile devices than just apply. Currently, six out of 10 companies are utilizing video interviews in the recruiting process, but just as many should be utilizing the power of mobile interviewing.

Using a smartphone, candidates can record a video resume or answer written employer questions in a one-way video interview. These recorded answers can then be viewed on your mobile device at any time, in any place. This means if your ideal candidate is lounging on a beach somewhere, they can still take the interview from their mobile device.

Recruiting great candidates doesn’t end at the application process, and your mobile recruiting strategy shouldn’t either. By allowing for mobile video interviews, you’re branding your company as an organization that embraces new technology and looks to make life simpler for talented candidates.

Mistake 4: No Mobile Referral Program

Referral programs consistently bring in great talent for smart organizations willing to tap into the existing employee networks. So why not optimize your referral program for mobile usage? After all, when are your employees more likely to think of a great candidate: at their desk, or while speaking to their contact outside the office walls?

Last year, 70 percent of companies had low rates of hires and two-thirds were unhappy with their referral numbers. Once again, mobile optimization shouldn’t stop after the career page fits on a smartphone screen. Utilize easy-to-use referrals employees can tap into from their mobile devices the second they remember a talented contact perfect for your open positions.

With the number of mobile devices rising every day, it only makes sense for companies to adjust to mobile recruiting. Avoid the common mistakes, go beyond simple optimization, and you might soon find yourself recruiting the top talent you need.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, that are available in your location and that have agreed to your salary range. 

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out” and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

Yes, Our team is USA based!

6 Recruitment Trends You Can’t Ignore in 2015

Recruiting TrendsTalent acquisition is a top priority for employers in 2015. LinkedIn’s 2015 Global Recruiting Trends released in October projected that employers will need to create larger budgets and prepare to hire in larger volumes over the next year.

For example, 49 percent of 450 financial professionals surveyed in November expect their companies to increase hiring next year, according to the 2015 Association for Financial Professionals Business Outlook.

As employers plan to hire more employees, they should be mindful of the following trends:

1. Focus on retention.  

The Conference Board, a New York-based research group, discovered 52.3 percent of 1,673 Americans surveyed in June are unhappy at work.

Unhappy workers typically leave their jobs to explore new opportunities in an improved economy. So employers should find new ways to retain and recruit talent.

Last year, 73 percent of some 600 U.S. employees surveyed were satisfied with their co-worker relationships (6 percent less than in 2012), according to the Society for Human Resource Management’s “Employee Job Satisfaction and Engagement” report. Just 70 percent of employees said they were satisfied with their relationships with their supervisor (a 5 percent drop from 2012).

In a survey of 1,039 millennials by Elance-oDesk released in October, nearly 80 percent of the respondents said they would like to quit their regular job to work for themselves.

Employers should identify why some individuals might want to work independently and use this data to improve their workplace.

To boost retention and recruitment, identify top performers who could potentially leave and find out how to keep these employees fulfilled. In addition, forecast potential turnover rates to be prepared.

2. Offer competitive wages.

Research released by Michigan State University in October revealed that 37 percent of 5,700 employers surveyed said they plan to increase salaries of entry-level workers 3 percent to 5 percent next year.

Compensation ranked as most important job satisfaction factor for U.S. employees, according to the Society for Human Resource Management report last year.

Research how much competing employers pay their employees. Use this information to create a budget to pay employees fairly for their skills and dedication.

3. Develop a compelling employer brand.

Employer branding can help with recruiting efforts. 56 percent of 4,125 global talent leaders in 31 countries surveyed for LinkedIn’s 2015 Global Recruiting Trends said they believe cultivating their employer brand is a top priority.

Create a compelling employer brand by designing a company career website for job seekers outlining the organization’s values, culture, accomplishments and benefits. Employers can also enhance their company’s image on social-media platforms such as LinkedIn, Twitter and Facebook and engage with prospective employees online.

4. Plan for generational shifts.

According to the U.S. Census Bureau, 3.4 million people will turn 65 in 2015.

Knowing that 9 out of 10 individuals who are age 65 and older receive Social Security benefits, according to the Social Security Administration, it’s quite possible a lot of these individuals will choose to retire next year.

Some 2.8 million people received new Social Security benefits in 2013, 2.7 million in 2012 and 2.6 million in 2011. So it seems that the number of people retiring each year is on the rise.

For example, the Social Security Administration expects 33 percent of its own workforce, including 48 percent of its supervisors, to be eligible to retire in 2015.

As more baby boomers retire and millennials enter leadership roles, employers will need to find ways to transfer valuable skills to younger staffers. In addition, HR departments will need to develop strategies to train and motivate millennials.

5. Prepare for the gig workforce. 

According to a study of more than 5,000 American freelancers released in August by the Freelancers Union and Elance-oDesk, 34 percent of the U.S. workforce — or 53 million people — is now working as freelancers.

This is a significant rise from the tally in 2004 of the contingent workforce by the federal General Accountability Office, which found about 42.6 million American workers were freelancers.

Employers might want to hire more freelancers and contract workers in the near future.

Freelance employees can fill talent shortages within an organization. When hiring freelancers, create a flexible work environment and don’t expect each person to agree to full-time contracts. Develop guidelines for hiring freelancers and how they’ll be managed.

6. Solidify a mobile recruitment strategy.

In Jobvite’s Social Recruiting Survey released in August, nearly 70 percent of 1,855 recruiters surveyed said they expected more competitive hiring over the next 12 months. And 73 percent of the recruiters surveyed said they plan to invest more in mobile recruiting to address this trend.

Create a mobile career site that lets job seekers apply for jobs directly from a mobile device. Hiring managers will probably want to use mobile recruitment so that they can post jobs on the go and create postings that can be easily shared on social media and readily responded to.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only candidates that are interested in the position, that are available in your location and that have agreed to your salary range. 

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out” and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

Yes, Our team is USA based!