Monthly Archives: August 2015

The Challenges of In-House Recruiting

Challenges of In-House Recruiting

The secret of my success is that we have gone to exceptional lengths to hire the best people in the world.” Steve Jobs

Recruiting the right talent is exceptionally important and will, ultimately, determine how successful a business is. But how do you get recruitment right?

There are two options available to organizations; use external recruiters, or keep it in-house. While there are benefits to keeping recruitment in-house, including consistency throughout the process, there are also many challenges to choosing this form of recruitment.

If you want to explore in-house recruiting, here are some important considerations to factor into your decision.

Is In-House Recruiting Really Cheaper?

Perhaps the prime motivating factor for recruiting in-house is a desire to keep costs down. This can certainly be cost effective when recruiting for occasional roles, particularly non-specialist ones. But, although many companies feel that the cost of external recruitment is too high, it can sometimes end up costing substantially more to keep the process in-house.

If you choose to employ full time in-house recruiters and you find that there are times when recruitment is quiet, you will still have the overhead of paying a full time salary. With external recruitment however, you are only paying the agency, as and when you need them, and only if a candidate is successfully placed.

Time and Resources

Many companies don’t hire full time in-house recruiters, but instead, use their current staff to deal with the process. As you would expect, this can take up a lot of time and resources that could be used for other aspects of the business. If you are using key members of staff to undertake the advertising, shortlisting and interviewing process, you are taking them away from their actual role and this will have a knock on effect on their productivity, and profitability.

The other challenge in terms of time and resources is that if the new hire doesn’t work out, you will never get that time back! Alternatively, a recruitment agency will be able to dedicate their time to the process, which means your own staff can get on with other work.

Expertise

Another challenge of in-house recruitment is that identifying the best talent for your role requires experience. Short of employing an in-house recruiter, do staff members know what they are looking for in a CV? Is there a danger that they might miss a strong candidate and shortlist others that are not such a good fit? Interviewing is also a skill that develops with experience and therefore, if you do recruit in-house, make sure you have your most experienced interviewer on the panel.

Employer Brand

Your whole recruitment process is a reflection on your employer brand. If you want to install confidence in a prospective employee that your agency can offer them the opportunities they desire, first impressions count. A smooth running, professional recruitment process, where a candidate’s time is valued and feedback is delivered in a timely manner, will do this.

If your in-house recruitment process, particularly if it is not being undertaken by a dedicated recruitment team, is a little ad hoc and homespun it can be damaging for your employer brand, and sow the seeds of doubt in a candidate’s mind.

While none of the issues outlined above are insurmountable, they do need to be addressed for your recruitment process to be effective. Weighing up the pros and cons of different recruitment models is a good first step.

Going to exceptional lengths to recruit the best people does not necessarily mean choosing one recruitment model over another, but it does mean doing whatever you choose well.

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…

If Hiring Is Our Top Priority, Why Do We Keep Messing It Up?

Hiring Is Our Top Priority“Tell me about yourself.” “What is your greatest weakness?” “If you were me, why would you hire you?” “Where do you see yourself in five years?” Sound familiar? Of course it does. Chances are you’ve either answered or (yikes!) asked these worthless interview questions at some point in your career.

Let’s face it — most interviews are a real waste of time. Traditional interviews don’t identify the best workers. The strength of this type of interview is its ability to make the most expedient hire. And the proof is in pudding: High turnover, poor performance, silos, and sinking morale all plague companies that hire too quickly. These are symptoms of disharmony that are often grounded in poor hiring decisions.

Companies spend tremendous amounts of time and effort on business decisions like selecting a new piece of equipment or investing in a new technology. However, all too often, they don’t dedicate that same effort, energy, and time to hiring new people. Yet there’s nothing more important to a company’s success than hiring the best people.

Great leaders use highly selective hiring processes to identify the best people. They use processes that are highly predictive, that engage team members’ brainpower, and that raise the bar on expectations. Finally, they drive the process just like they would any other strategic initiative.

Here are four innovative approaches that great leaders use to hire the best people:

1. Raise the hiring standards. When you’re under pressure to fill openings, it can seem like the most important thing to do is to get anyone in the door to fill the gap. But now is not the time to lower your hiring standards; now is the time to raise them. And there’s no better way to raise hiring standards than by asking the people who are currently doing the job and will work alongside the new hire.

When you challenge current employees to define what they want in a new co-worker, in addition to related work experience, they’ll produce a long list of personal qualities, traits, and attributes. They may say they want an individual who’s team-oriented, honest, a self-starter, enthusiastic, a critical thinker, or a fast learner. These attributes become the high standard that candidates are measured against during the interview.

2. Adopt a peer interview process. Given that current employees have high standards and expectations for the performance of their teammates, it follows logically that they should be involved in the selection process. Not only will they maintain these high standards when making hiring decisions, but by owning the process and decision, they also have a vested interest in the new hire’s success.

Because current employees’ standards are so high, they frequently reject candidates referred to them through the prescreening process. But don’t despair; meeting their high standards is essential for creating a culture of high-performing workers.

The principles of the peer interview approach can be used when hiring at any level in the organization, from screening front-line employees to hiring scientists or selecting a top-level executive.

3. Interview for attributes. Most interviews focus on technical skills and past accomplishments. This type of interview is shallow and myopic. While you may be able to uncover whether they can do the job, you’re missing a critical factor: how they do the job.

Some time ago, service organizations realized that it was better to hire people who, as part of their nature, were polite and positive and liked solving problems for people. These people could be trained on the technical aspects of the job. This approach was much more successful in creating positive customer relations than the strategy of hiring people with the technical know-how and then training them to be nice to customers.

Adopt a behavioral-based process that screens for attributes — the very attributes that employees generated in the first step. Behavioral-based interviewing is 55 percent more likely to predict future behavior; traditional interviewing is only 10 percent accurate in predicting future behavior.

4. Use work simulations. Using behavioral-based interview questions will give you a glimpse into a person’s character. You must now confirm that he or she can perform as advertised using a work simulation.

Work simulations are used for top candidates after prescreening. They can either be done individually (if you were hiring a plant manager, for example) or as a group (if you were hiring 10 front-line operators). They focus on a series of tasks or activities that reveal how the person thinks, how she interacts with others, and how she expresses herself in new situations. These simulations are situational to the position, company, and organization’s unique culture. They are highly effective at identifying the best candidate.

Ronda Haskell, the co-owner of Jeda Polymers, has found success using this tactic. “I never knew you could learn so much about a person without asking a single question,” she said.

Great companies have great cultures. Great cultures are made up of great people, and great people are identified through highly strategic hiring practices. It doesn’t happen by accident, and it certainly doesn’t happen with a traditional interview. These four approaches buck conventional wisdom and radically depart from a business-as-usual approach. Don’t you think it’s time for hiring solutions that work?

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…

The 7 Deadly Sins of Recruiting

I will try harder in class - notRecruiting is a tough job. Sometimes, you’re going to make mistakes.

That’s okay. As James Joyce said, mistakes are the portals of discovery.

But, what’s not okay is to adopt one of the seven philosophies listed below, because they’re going to lead to a lot more than one mistake. These seven philosophies lead to a pattern of errors that will end in a ruined employer brand, a bunch of frustrated people and a company that’s devoid of top talent.

Which is precisely why they’ve been named the seven deadly sins of recruiting.

1. Greed: You fiercely negotiate starting salaries

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So you want to go all William Shatner and negotiate the lowest possible salary you can for your new hires. Great, right, as it saves the company a lot of money?

Well, not really. Truth is, research shows you don’t pay people what they’re worth, they’re likely to leave. At the very least, they’ll grow resentful and less engaged.

You shouldn’t overpay for talent. But underpaying is just as bad, if not worse.

2. Sloth: You mass spam prospects for every open position

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Most people know how to cut and paste. You don’t need to show off how good you are at it by cut-and-pasting the same InMail over and over (and over) again.

Here’s the thing: it’s ineffective, and will only cause more work in the long run. Additionally, it kills your employer brand, so you make it harder for you (and everyone else within your company) to recruit in the future.

Take a minute to personalize your InMails and try to target people who are somehow connected to your company. You’ll get a much higher response rate and it will save you time in the long run.

3. Gluttony: You feast only on active candidates

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This is a glutton’s recruiting strategy: post a position and wait for the flood of (mostly irrelevant) resumes to come in, providing a hefty and largely innutritious snack for them and their fellow recruiters.

Active candidates are great, no doubt, but they only represent about 30 percent of the market. By going after passive candidates as well, you hit a much wider crowd, and often a more talented one.

After all, often the most talented employees are not looking for a job.

4. Wrath: You treat the candidates you reject poorly

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Here’s an attitude research shows far too many recruiters take: they treat the candidate they eventually hire great, and the rest they forget about. And while perhaps this isn’t done out of wrath, it certainly inspires it.

Here’s the thing: treating rejected candidates poorly kills your employer brand and can even hurt your sales. Just by reaching out to them to tell them they are no longer being considered, and providing some feedback on why, can exponentially improve their attitudes towards your company.

5. Lust: You search for applicants who don’t exist

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“I want a salesmen with at least 15 years experience selling SaaS solutions whose been in the top 10 percent in sales the past five years and has a….”

Sure, we all would. But, if you are going to lust, lust realistically. The best way to do that is to analyze your talent pools and see what requirements are truly necessary before you post a job.

6. Envy: You think you need a giant budget to compete

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We’d all love millions of dollars to spend on content creators and targeted job ads, like (insert name of well-funded competitor) does. But, the fact is, there are thousands of ways you can improve your recruiting efforts, without spending a dime.

To improve your employer brand, you can try these tricks that require no extra cash. You can ensure your interviewing and onboarding experiences are strong. And, as mentioned earlier in this article, you can make it a point to reach out to the candidates who apply to your company, even if they don’t get the job.

A bigger budget is always nice, but the fact is more money actually stifles your creativity. Sometimes, forcing yourself to improve something without using more resources to do it is one of the best ways to dream up innovative solutions. 

7. Pride: You think the best candidates are just lining up to work for your company

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This is the worst sin of them all.

Google, for example, is widely regarded as one of the best places to work in the world and gets two million applications a year. And yet they still spend millions on advertisements enticing people to work at Google, a great career site and their head of HR uses every form of publicity out there to help him recruit.

The point is, no matter how great your company is, you need to constantly put resources into your employer branding and recruiting efforts.

There are millions of companies out there your candidates can go to. The minute you stop putting energy into luring top talent, the minute they find one of the countless other jobs out there instead.

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…

To Change the Way You Manage Your Candidate Experience, Put Yourself in Their Shoes

Put Yourself in Your Candidates' ShoesSo, you think you have a solid can­di­date attraction strategy? Think again and remember, can­di­dates’ minds work dif­fer­ently than yours. Commonly known in the mar­ket­ing indus­try as “shoe shifting”, the abil­ity to put your­self in some­one else’s shoes is essential when looking at your own can­di­date experience.

Most of us think we’re great lis­ten­ers and fab­u­lous empathizers, but do you prac­tice it? Think­ing it doesn’t make it so. Put your­self in other people’s shoes, but first, get out of your own.

How do your can­di­dates really view your business?

There’s only one way to find out — become one. No, don’t hand in your notice, but do take a day out of your famil­iar sur­round­ings, put on your sum­mer shorts and spend an after­noon in a café with your lap­top, smart­phone and tablet, and live and breathe the can­di­date expe­ri­ence by apply­ing for your vacancies.

Can­di­dates are look­ing for an effi­cient and sim­ple process (after all, you’re not the only employer on the mar­ket), as well as infor­ma­tion about your com­pany, ethos, career devel­op­ment and the work­place itself. Does your attrac­tion strat­egy tick all boxes?

Social Media: Search for your roles on Twit­ter. DM your Twit­ter account. How pos­i­tive was the expe­ri­ence? Did you even find your vacan­cies? Did you get an imme­di­ate reply? This is social media remem­ber — ask your­self, are you suf­fi­ciently social?

Mobile: Your mobile application process exists, right? If you don’t have one, you’re already behind the com­pe­ti­tion and your can­di­date expe­ri­ence is lack­ing some­what. Job­seek­ers can be very unfor­giv­ing if your mobile offer­ing does not hit the mark straight away.

Careers Site: If a job seeker can’t find your roles within one click (yes, just one) you’re mak­ing them work too hard. Check your web­site. Revisit your career site’s orig­i­nal devel­op­ment brief. Did any­thing get lost along the way?

Build­ing a tal­ent pool — can­di­dates like to con­tact humans — what you must consider:

• “I have a strong desire to work for your organization but you don’t quite have the role I am look­ing for.”
• “I would how­ever like to alert you of my avail­abil­ity. After all, the job that matches my skill-set may very well be on your list of roles to hire.”
• “I am inter­ested in one of your roles but I have a few quick questions.”

Now ask your­self, are you able to answer these enquiries quickly? How easy was it to com­mu­ni­cate with your recruit­ment team? Did you get pos­i­tive replies?

Under­stand your tar­get audi­ence and remem­ber the expec­ta­tions of Gen Y and baby boomers can be com­pletely dif­fer­ent. Where do they go shop­ping for their next career move? Some will be social savvy while oth­ers will search on more tra­di­tional channels.

There is, of course, an end­less stream of areas to exam­ine when review­ing your own can­di­date expe­ri­ence. Cre­ate a list of areas to study, put your feet up, become a can­di­date and develop a 360 degree per­spec­tive of every­thing thing your can­di­dates experience.

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…

The Secret to Recruitment Marketing: Attracting Top Talent in 4 Steps

Secret to Recruitment MarketingSimply put, an organization cannot function or remain successful without highly skilled individuals. How to attract talented employees to your company is often the question HR leaders face. This is where recruitment marketing comes into play. To ensure you are attracting top talent, it is imperative to adopt a marketing mindset – one that considers industry and competitor trends; global, national and regional drivers; and effective methods of engagement. Of course, having a solid brand, and more importantly, solid employer brand, is the first step in the attraction phase. Once this has been accomplished, it is time to design and execute a strategic recruitment marketing plan to gain top talent.

Below are four steps to keep in mind when using marketing strategies to attract and recruit top talent. 

STEP 1: YOUR EMPLOYMENT BRAND AND REPUTATION

Before building a strong workforce, a company has to be cognizant of its reputation in the industry. Social reputation sites such as Glassdoor and Indeed are just a couple of examples of ways that prospective candidates can get an idea of what it’s like to work for your company. These reviews will give you a nod to what employees love about your company.

A company must start from within before marketing its employment brand though. Do you have a strong employee value proposition (EVP)? And more importantly, do your recruiters fully understand the EVP and communicate it effectively to prospective talent? Recruitment marketers need to be experts in recognizing their company’s strengths and sharing those with candidates. The ultimate goal is to find genuine matches between candidates and your company’s roles and departments.

It’s also important to keep in mind that reputation monitoring is never over, and should be an ongoing process across the entire organization.

STEP 2: INITIAL OUTREACH

Initial outreach is key to gaining a candidate’s attention and a ho-hum email won’t make you stand out. You need to show the candidate how your company is like none other and how much impact they would have on the organization. Your outreach email is your first impression. Make it good!

What is it about your company that will grab the candidate’s attention in a short amount of time? If you include a job description, make it fun! Each job description should be catered to the target candidate pool. If you want to catch the interest of a web/app developer, include humor or terms that bring the job description to life. YouTube links, company culture pages and articles about your company’s success will help your email get read.

STEP 3: OPEN COMMUNICATION

So, you have their attention. Now, what? Keep that line of communication open and keep them engaged. Don’t be that “robotic recruiter” we’ve all heard complaints about. Always be mindful of your target candidate. Remember, candidates are people who are looking for or open to a job opportunity, so make it conversational. They can naturally discern when someone is genuine and invested in their actual interest. This is a simple concept but one that goes unnoticed quite often.

Personalize each email with a something that caters directly to the candidate (e.g., they mentioned an upcoming trip so you can include “safe travels” in the follow-up email.) If you are on the phone, make it a conversation. Listen to the candidate and refer back to things they’ve mentioned. This ensures the candidate that you actually are listening to them and care about their thoughts. When a candidate feels comfortable and genuinely engaged, they will naturally be more attracted to your company. Recruiters are the front line and “face” of the company. So, give your organization a good “look.”

STEP 4: ACCEPT OR DECLINE

“They can’t all be gems,” but that doesn’t mean they won’t eventually be the perfect candidate for another open position for your company. Recruitment marketing does not end the moment a candidate is rejected or he or she rejects your offer. Invite candidates to your talent community, and let them know that this relationship can continue. A position might open up that better suits their skillset, they might gain more experience down the road or they might know people they can refer. A key component in recruitment marketing is understanding that the line of communication never ends.

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…