Chris Russell (4)
Recruiting Technology
Talent Exchange for Recruiting?
What if companies decided to share talent among each other? That’s always been the general idea behind so-called talent exchanges’. Over the years, I have seen a number attempts at startups tackling this idea to help connect job seekers and employers. None took off but that might be slowly changing. What is a talent exchange? The Griffin Groupe defines a talent exchange as an online (possibly cloud technology-based) platform spanning worker type, location , and time . This broad definition could conceivably include job boards, crowdsourcing platforms, and the Staffing Industry. You could also say the exchange of talent can also be applied beyond the organizational level. Many companies now take part in larger scale exchange programs which involve partnering with other organizations or educational institutions in order to access new sources of talent. These partnerships provide an opportunity for companies to expand their networks, exchange best practices and information about new markets and resources, as well as gain valuable insights into how to better serve employees across different industries. Furthermore, such exchanges help employers develop innovative solutions for recruiting top talent that may not have been accessible before. Overall, the exchange of talent can be an invaluable source of recruitment support for companies looking to stay ahead of the labor market. Do talent exchanges exist? Yes in fact the A.I. recruiting platform Eightfold operates a talent exchange in which many of their clients participate. It’s called the “Career Exchange”. They started it in 2020, when the economy saw entire industries disrupted and job seekers “left in a state of uncertainty as they tried to find new opportunities.” Eightfold says many of these individuals have transferable skills that are relevant across industries, but it was difficult to identify employment opportunities at companies that are still hiring. So they launched the Career Exchange free of charge to help recruiters and job seekers find each other using AI-based skill matching. I think a national platform is needed to helped displaced workers find new opportunities. We are seeing companies share spreadsheets of laid off workers. A national talent exchange could; Instantly provide new job opportunities at other companies that are hiring. Let employers communicate with furloughed or laid off workers so they can get rehired faster. Provide a one stop shop to both employer and seeker. A talent exchange has the same kind of features as a job board does its just concentrates the candidate side to laid of or furloughed workers. It should have private messaging functionality, job alerts, automatic skills matching and the ability for employers to search from and source that talent. There is one site today, Layoffs.fyi which does crowdsource lists of laid off workers. Check it out here. The popularity of posting spreadsheets online is a good first step but some kind of online platform that all employers were encouraged to use might be just what recruiting needs right now. Especially with all the disaffected workers out there. Seems to me the big HCM platforms which currently house all that employee data could become the catalyst for such a tool. Being able to export a list of laid off workers into a national talent exchange would be how I’d start to build it.
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Sourcing
Top 20 Healthcare Job Boards
Looking for skilled candidates in the healthcare field? With so many job boards out there, how do you know which ones are the best for recruiting? No worries, we did the research for you! This list of the top 20 healthcare job boards will provide a great starting point for recruiting new staff members with specialized medical knowledge and experience. From recruiting physicians and other practitioners to billing specialists and care coordinators, these job boards will help you find the right potential candidate quickly and easily. Regardless of the type of job you’re looking to fill, these healthcare recruiting resources can make your search much simpler by offering access to a network of qualified professionals ready to work. Here’s a list of the top 20 healthcare job boards to recruit from; ExactMD – just physician job listings. MomMD – connecting women in healthcare to jobs. Healthecareers – one of the most well known sites. Physician Careers (JAMA) Nursingjobs.org – jobs, schooling and resources for nurses. Therapy Jobs – PT, OT, SLP, COTA, PTA or management positions. MedReps – medical sales jobs. Locum Jobs – recruiting physicians and advanced practitioners to work temporary and temp-to-perm assignments. PTjobs – physical therapy job board. Hospital Recruiting – nationwide healthcare job board. New England Journal of Medicine career site PracticeMatch – Physician or Advanced Practitioner Jobs MyCNAjobs – certified nursing assistants. PracticeLink – physician jobs since 1994. HealthJobs – healthcare job search engine. SchoolPsychJobs JobsOT – Occupational Therapy Nurse.com – nursing CE, news, and jobs. Allied Travel – Travel Therapy Job board. Jobs SLP – speech pathology jobs SeniorHousingJobs – senior care job board. Hospital Careers – just hospital jobs. Medjobscafe – part of a network of healthcare career sites. PsycologyJobs – jobs in psychology. Why these boards are the best for finding quality candidates Recruiting for healthcare staff is vital for achieving success in any business. Finding job boards that can help you source the best candidates is paramount to ensuring the longevity of your organization. These specific boards differentiate themselves from other traditional methods in that they provide access to actively engaged job seekers. This means you are able to connect with healthcare professionals who have previously expressed interest in particular career opportunities, resulting in a more effective recruiting process. Furthermore, candidate profiles are easily accessible, allowing managers to make informed decisions based on merit rather than arbitrary factors. Ultimately, these boards are the most reliable sources of quality staff and with their use, businesses can enjoy long-term success. How to post on each board effectively Posting on boards can be a great way to increase your online presence, yet it requires strategic planning to do it effectively. For starters, take the time to research each board’s guidelines for posting so that you know the ‘do’s and don’ts’ of using those boards. When crafting your message, use clear and concise language, check for typos, and keep posts within the board’s character limits. Additionally, utilize images and video when appropriate so that your job listings stand out. Lastly, ensure that whatever content you post is always in line with your brand. Following these tips can help you create effective posts across multiple boards while increasing your visibility in the digital world. Tips for using job boards to find the best candidates Healthcare Job boards are an effective recruitment tool for every company, big and small. To maximize the value of these sites, companies should make sure their job postings provide plenty of detail about the position and qualifications sought. This enables applicants to get a more complete picture of what kind of candidate is being sought. Additionally, companies should invest in an applicant tracking system (ATS) to manage applications better, filter incoming resumes and CVs based on relevant criteria, and send automated correspondence with candidates. Most job boards allow you to redirect applies to wherever you desire. As you can see, there are many options available when it comes to finding quality candidates for your healthcare organization. By taking the time to Post on each board effectively and utilizing the tips provided, you can find the best talent out there. With a little effort, you’ll be able to build an amazing healthcare team that will help take your business to new heights.
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Recruiting Tactics
Sourcing Candidates
In a tight job market, sourcing candidates can be a challenge. But with the right approach, you can find the talent you need to fill your open positions. Sourcing is part art and part science. Brush up on your Boolean string skills and learn how to effectively pitch potential talent. Then use the options below to build a well oiled sourcing machine that churns out candidates. Here are some tips and tricks for sourcing candidates in today’s competitive job market. Get yourself a good sourcing tool Every recruiter needs a good sourcing tool beyond the obvious tools like LinkedIn and Indeed. A sourcing tool such as HireEZ is a good example. It contains a searchable database of talent including sources such as LinkedIn and a host of other places where talent hangs out. Sourcing tools help you speed up the search process and reduce time-to-hire ratios. HireEZ claims to have 800M+ profiles in its index! That’s a massive amount of talent which is hard to ignore. Use social media platforms to your advantage – LinkedIn, Twitter, Github In this day and age, social media platforms like LinkedIn, Twitter, and Facebook are exceptional resources for sourcing high quality candidates. By actively engaging in relevant social conversations and leveraging these platforms to their full potential you can really see an impact on your search results. For instance, using social media channels to post job openings and connect with potential leads allows employers to conveniently reach a vast network of job seekers without the hassle of dealing with multiple other outlets. Additionally, social media offers insight into potential candidates’ qualifications beyond what is listed on their resume, allowing recruiters to make more informed decisions while also reducing time spent sifting through applicants. With social media being such a valuable tool in recruitment, it’s essential that employers take advantage of all it has to offer when looking to source new candidates. Attend industry events and job fairs – this is a great way to network and meet potential candidates in person Attending events and job fairs related to your industry is a great way to expand your professional network and meet potential candidates in person. Events are a great opportunity to interact face-to-face not only with possible candidates, but also with other recruiters, HR professionals and key decision makers in the field who could be valuable sources of referrals. By attending events like these, you can build relationships that open up more opportunities to easily source candidates and take advantage of the latest trends and tactics for finding the best talent. Get involved with college career centers – they can help connect you with talented students and recent graduates University career centers are increasingly becoming savvy resources for employers looking to tap into the talent pipeline and fill their open positions. Not only can university recruiting help hone teams, but they can reduce recruitment costs by allowing companies to get involved with universities and build relationships that may provide a steady stream of candidates. Building meaningful connections with university career centers provide more than just access to an overflow of potential candidates; universities can also offer support, like mock interviews and resume workshops, helping employers connect with educated candidates as soon as they enter the job market. Investing in university recruiting is a great way for businesses to establish themselves for long-term success. Utilize online job boards – Indeed, Ziprecruiter, and Talent.com are all popular choices Job boards provide a wide range of job postings to job seekers, making them an essential tool in recruitment campaigns. Indeed, Monster, and Glassdoor are a few great examples of job boards that should be leveraged for effective sourcing. When used strategically, job boards can play an integral role in recruitment marketing by efficiently connecting job seekers to job opportunities. Utilizing job boards can help attract a larger talent pool for employers and allow jobseekers to remain abreast of the latest job trends. For employers looking to quickly find the best candidate match for their roles, using job board features such as filtering by qualifications and desired years of experience is key. Utilizing these job board options can help organizations optimize their talent pool and recruit the most qualified candidates with ease. Use employee referral programs – ask your current employees if they know anyone who would be a good fit for the open position Employee referrals can be an effective way to source candidates. When your current employees refer people they know to join your team, they can help you find potential team members that you might never have found other ways. Employee referrals are valuable because they come from people who already know and trust the company’s values and culture. Plus, referrals not only expedite the recruitment process but also bring improved quality of applicants – increasing the chances that the talent sourced fits the company’s goals and approach better than other sources of candidates. It is therefore worthwhile for companies to make use of referral programs to ensure that the best possible candidates are hired for their open positions. Companies should be sure to actively encourage referrals from current employees as a way to increase their success in finding good hires quickly and easily. Just remember that when it comes to sourcing candidates, there is no one-size-fits-all solution. It’s important to experiment with different tactics and see what works best for your organization. And don’t forget to tap into your current employees – they may just know someone who would be perfect for the job!
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Recruiting Trends
Tech Recruiting Trends
Recruiting technical professionals has taken a bit of a hit recently with all the layoffs happening. I think I’ve seen numbers like 200,0000 of them have been let go in the last year or so. But this doesn’t necessarily mean its going to be easier to recruit them. Tech job site Dice.com recently published a report on what these tech pros seek in a future employer. Here’s a quick summary of that research; More technology professionals are likely to change employers. Despite a less optimistic outlook on the economy, 52% of respondents indicated they are likely to switch jobs in the next year (up from 44% last year). This is great news for companies hiring tech talent where supply continues to outpace demand and concerning news for any organization currently employing tech professionals. The need for tech talent shows no signs of slowing and this increase in openness to opportunity means recruiters are more likely to get a response from both active and passive candidates. Fully remote work remains important to most technology professionals, surpassing interest in a hybrid working model. Sixty percent of tech professionals ranked 100% remote work as their most desired workplace setting compared to 53% in 2021. Understanding why they now prefer working remotely full time and what, if anything, would entice them to return to the office a few days a week will help employers navigate remote work policies and return-to-office initiatives in the new working world. An employer’s brand and company culture are driving factors in technology professionals’ decision to join a new employer. Nearly 90% of tech professionals feel an employer’s brand is important when considering a new employer and nearly 8 in 10 said they would not apply for a higher paying job at a company with a bad reputation. If you’re not investing in your brand and reputation as an employer and ensuring your company culture is one that supports employee morale and creativity, you’re already behind. Employers plan on employees returning to the office in the near future, but their return-to-office incentives don’t align with what technology professionals want most. Almost 70% of employers have future plans for a hybrid work environment, but only 30% of tech professionals indicated a preference for hybrid work. To entice employees to return to the office at least three days a week, employers are offering incentives like free food, casual dress codes and comfortable furniture. For tech professionals, however, increased pay, or other monetary incentives are most likely to attract them back to an office environment. But the allure of fully remote will always be there. Tech Recruiting Evolution The tech recruiting landscape is constantly evolving, and tech companies need to stay up-to-date in order to keep their businesses competitive. One of the bigger tech recruiting trends that has recently emerged is an increased focus on candidate experience. Companies are putting more effort into providing a positive hiring process for tech candidates, seeking to create a respectful and welcoming environment in which they can evaluate potential job applicants. Another tech recruiting trend that has been gaining traction is the use of AI technology in hiring processes. Utilizing AI allows tech companies to assess candidates quickly and accurately, while also streamlining the recruitment process. AI can be used to analyze resumes, gauge aptitude tests, and even conduct virtual interviews, helping tech companies find the right fit for their tech team. Finally, tech recruiters are also increasingly leveraging data-driven tech recruiting strategies. By using data analytics to identify and target the most qualified tech talent, tech companies can improve their hiring process while ensuring they make the best hires for their tech teams. Leveraging data-driven recruitment methods helps tech companies attract the right tech professionals more quickly and efficiently. Overall, tech recruiting trends show that tech companies need to stay ahead of the curve in order to remain competitive. To do this, they must embrace new technologies and strategies such as AI and data-driven recruiting in order to ensure a successful tech team recruitment process. By doing so, tech companies can find the ideal fit for their team faster than ever before. It’s likely many tech companies over hired during the pandemic and now they have begun to realize they don’t need all these people to remain profitable. This era may also be the end of entitlements pioneered by the likes of Google to entice workers to remain at work for long hours. A global pandemic and remote work have caused a sea change in recruiting and a new era of talent acquisition is upon us.
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Recruiting
Evergreen Jobs
Many employers have something called ‘evergreen jobs’. It’s a term most job seekers never hear but its quite a common phrase in recruiting circles. An evergreen job listing is a job opportunity that remains open for an indefinite period of time. This type of job listing does not have a set expiration date and can remain active for weeks, months or even years. Evergreen job listings are typically posted by employers who are looking to fill multiple positions or who are looking to hire over the long term. These job postings may also be used by organizations seeking seasonal workers or those offering flexible working hours. By having an evergreen job listing in place, employers can easily find qualified applicants without having to constantly repost job openings. Additionally, job seekers can apply to these listings at any point during their duration and benefit from potentially more competitive salaries and benefits than those offered through limited-time job postings. Challenges Associated with Evergreen Jobs The biggest challenge associated with evergreen job postings is finding the right people to apply. Fewer targeted job postings means less response from potential candidates, resulting in fewer applications overall. This makes it difficult for recruiters to find qualified individuals who are interested in the position. Additionally, evergreen jobs wreak havoc on recruiting analytics as they make it difficult to measure any metrics associated with hiring efforts. Furthermore, recruiters must invest a great deal of time into constantly monitoring databases for applicants and updates to their profiles – this process can be lengthy and arduous if not done strategically. Evergreen jobs may seem like a great fit for someone with the perfect set of skills, but sadly this is not always the case. With many companies being inundated with applications for evergreen roles, finding exactly what you need can be challenging. Moreover, despite the increasing popularity of matching technology and the promise of tailor-made solutions for all applicants, unicorns continue to be rare when it comes to filling these types of jobs. Unfortunately, this often leads to disappointment and discouragement amongst job-seekers who don’t hear back from potential employers. Therefore, it’s important to stay positive in these situations and remain resilient while also remembering that evergreen jobs are still worth pursuing; as they offer valuable opportunities to gain experience long after an initial position has been filled. Strategies For Improved Processes There are several strategies that companies can use to improve the process of finding and hiring talent from evergreen jobs postings. The most important thing is emphasizing transparency in communication with candidates regarding their status of application or interviews. Automated software should also be used for sourcing talent from open job listings or databases as this will help speed up the process significantly. Social media and networking sites can also come in handy when looking for qualified candidates from non-traditional sources. Online assessments are another helpful tool as they allow recruiters to compare candidate qualifications quickly and prioritize those who are most suitable for the role being offered. Conclusion Recruiting talent from an evergreen job pool presents unique challenges due to its extended duration but these challenges are not insurmountable if companies utilize certain strategies like improved communication, automated software solutions, social media networks, online assessments, etc., which will all help streamline processes while still providing quality results in terms of finding the right people for each position being offered. By following these steps, companies should have no problem attracting qualified applicants who meet their requirements despite having an evergreen job posting open indefinitely.
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Recruiting
Strategies for a Candidate Market
In today’s market, even with some layoffs, candidates still have many options when it comes to jobs and the companies they choose to work for. This puts employers in a tight spot as candidates now hold more leverage when it comes to negotiations. As such, hiring in this candidate-driven market requires a different approach that ensures candidates are attracted and retained. The first step is understanding exactly what candidates are looking for, which involves researching their skill sets, motivations and salary expectations. Once a thorough understanding of candidates is established, you can start crafting job postings that will appeal to them. Be sure to include all details about the position including responsibilities and salary range so candidates know what they’re getting into before applying. Once applications start rolling in, review candidates thoroughly to ensure the best candidates are selected. Use interviewing techniques that focus on candidates’ skills and experiences, and don’t be afraid to ask probing questions that get past surface level answers. When it comes time to make an offer, consider offering incentives such as work-from-home opportunities or flexible hours. These types of benefits can attract top talent and help keep them engaged with the company over a longer period of time. Additionally, provide candidates with a clear timeline for when they can expect news of their hiring decision so they don’t feel lost in limbo. Finally, once candidates accept an offer and join your team, ensure onboarding is smooth by providing comprehensive training programs and ensuring new hires have the support they need to be successful in the role. Candidate-Driven Hiring Tips “We are seeing an unprecedented volume of new positions from businesses worldwide in January,” says Kathleen Steffey, CEO, and Founder of Naviga Recruiting & Executive Search. The volume of hiring has returned to pre-pandemic levels and employers are having to compete for top talent like never before. This surge brings about new challenges for employers that have plans to grow their headcount in 2023. “2022 labor constraints have forced hiring managers to be more creative in their hiring decisions. The path for 2023 has no projected change in sight,” says Steffey. Below are 6 effective hiring strategies that will increase your chances to recruit the best candidates while retaining your current team. 1. Move Quickly It’s important to keep your candidates engaged especially during a candidate-driven market. Despite all the tech layoffs there is no such trend in the blue collar and hourly job markets. Employers need to keep candidates updated throughout the hiring process and respond promptly. If candidates are left in the dark, you may miss out on your next best employee. Focus on speed of hiring by removing barriers to apply. 2. Focus on Retaining Your Existing Team Retention is such a large part of a successful recruiting strategy when there’s a shortage of best-fit candidates. Let your current team know how much you appreciate them and recognize their efforts. Figure out what benefits matter to them most and work to help meet their needs. 3. Tap into the right talent pools Talent pools might be getting larger, but the number of quality candidates is getting smaller. Additionally, top candidates are getting choosier and know they have plenty of options. 4. Consider remote working Many employees have become accustomed to the flexibility and work/life balance that comes with remote work. If you’re able to offer a remote position, not only will this be a selling point of the job, but it will also increase the number of potential candidates who can apply. A hybrid approach can also be influential. 5. Be mindful of your interview process Interviews should be used to attract top talent, not send them away. Companies with long, in-depth interview processes lose out on top talent, especially leadership-level candidates. 6. Consider Temporary Staffing Hiring employees on a Temp Staffing basis can reduce the risk of turnover and eliminate high training and salary costs. Not only can you choose how long you want the temp contract to last, but you also have the flexibility to terminate the contract immediately. As more candidates take advantage of the current job market, employers need to be aware of these trends and change their own recruiting and hiring practices if they want to compete. By following these steps, you can ensure candidates are attracted, retained and fully onboarded in a candidate-driven market.
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Hiring
What’s the Cost of Hiring an Employee?
Bringing new employees into your company can be an exciting experience, but it’s important to be aware of the costs associated with hiring. These costs can include both financial expenses and the time investment required to onboard and train new hires. It’s essential to understand what hiring expenses are and to have an idea of the amount that the most common expenses may cost your business. This will help you be prepared to absorb these costs and make informed decisions about your hiring process. There are many factors that can affect the cost of hiring an employee. Some of the most common include: Salary and benefits: The main cost of hiring an employee is typically their salary and benefits package. This can include things like their base pay, bonuses, insurance, and retirement contributions. Recruiting and hiring: It can also be costly to find and hire new employees. This can include the cost of job postings, recruiter fees, and any other expenses associated with the hiring process. Training and onboarding: Once an employee is hired, there may be additional costs associated with training and onboarding them. This can include the cost of training materials, time spent training, and any travel or other expenses incurred during the onboarding process. Taxes and compliance: Employers are also responsible for paying various taxes and complying with various regulations, which can add to the cost of hiring an employee. Equipment and supplies: Depending on the nature of the job, there may be additional costs associated with providing the necessary equipment and supplies for an employee to do their job effectively. The most common expenses associated with recruiting new employees can include: Job postings: Many companies use job boards or other online platforms to advertise open positions, which can be a significant expense. A job posting can cost upwards of $400 in the U.S. job market. Recruiter fees: If you use a recruiter to help you find and hire new employees, you will likely need to pay a fee for their services. Travel: If you need to bring candidates in for interviews or other recruitment-related activities, you may incur travel expenses such as airfare, hotels, and meals. Advertising: You may also need to pay for advertising to promote your open positions and attract candidates. This can include things like print ads, radio or television commercials, or online ads. Candidate sourcing: Some companies use specialized software or services to help them identify and reach out to potential candidates. These tools can be expensive. Background checks: some jobs require a background check that can cost up to $100. Referral bonuses: if you reward employees for referring candidates you may have to pay them a bonus of $500 to $1,000. Onboarding: depending on the role your new employee will need to be onboarded before they can begin their job on their own thus costing you money for getting them up to speed. Training: some sources peg the average cost of training a new employees at around $1,300. When bringing a new employee into your company, there are both visible and hidden costs to consider. These hiring expenses can include things like recruitment fees, travel costs for candidates to attend interviews, and relocation expenses. It’s important to be prepared for these costs, but there are also less tangible expenses to consider, such as a temporary decrease in productivity as the new hire adjusts to their role and the time investment from current employees as they participate in the hiring and onboarding process. These costs can add up and impact the overall efficiency and productivity of the business. It’s important to be aware of and budget for these expenses to ensure a smooth and successful hiring process. The cost of hiring a new employee can vary greatly, but it’s generally estimated to be between $4,000 and $20,000, (source: indeed) not including the salary and benefits of the new hire. It’s important to be aware of these costs and to budget for them when planning to bring on a new team member. Given the expense involved, it’s crucial to take the time to carefully assess the fit of a candidate for both the role and your company during the hiring process. It’s also important to be aware of the specific expenses involved in hiring for your business so that you can be prepared to cover them.
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Recruiting
How to Hire Faster
When hiring, one of the most important elements for success is speed. It’s vital to ensure that you have the right candidate in place as soon as possible to ensure that your team can hit its goals and objectives. Unfortunately many companies seem to get bogged down in their own hiring processes. If that’s the case in your organization its time to address the issue. Speed is the new black. Today’s applicants don’t like to wait and yet too many companies still have “slow to hire” mentalities. I recently spoke to a retail outlet executive who told me they recently were able to cut their time to offer from 3 weeks to 3 days. That’s music to my ears. How can you hire faster? Check out these tips; 1. Reassess your hiring platform – There are a number of hiring platforms available on the market that make it easy to find and contact potential candidates quickly. These platforms also save time by automating certain parts of the hiring process, such as screening resumes or conducting initial interviews. If your current HR tech stack doesn’t allow to optimize its time to change it. 2. Use job postings to weed out the unqualified – Having an effective job listing isn’t just about aesthetics—it also directly impacts your recruitment process by making sure you are attracting the right kind of talent for your open positions. A clear job description helps attract more qualified candidates who have experience relevant to what they will be doing on the job. It also helps improve response rates from interested individuals who are eager to apply because they understand exactly what will be expected of them in their new role. Finally, having an effective job listing means less time spent interviewing unqualified individuals who don’t have the necessary skills or experience for the position. 3. Pre-screen applicants – If possible, pre-screen applicants before inviting them to interviews. This means asking simple questions such as why they are interested in the job or what their experience is with the hiring keywords. This will help you quickly eliminate those who don’t meet your hiring requirements and get closer to finding the perfect candidate faster. 4. Encourage referrals – Ask your current team members if they know anyone that would be a good fit for the position you’re hiring for. Not only will this save time as you won’t need to conduct as many interviews, but it also creates an easier hiring process for potential candidates since their referrals have already vouched for them. Software like Erin Ap exists to help optimize this process. 5. Be transparent about the hiring process – Make sure potential candidates know how long the hiring process will take and what steps are involved, so they can decide if it’s a good fit for them. This transparency also helps to reduce any delays in hiring as applicants already know what to expect from start to finish. I recommend adding content to your career site to break it down for them. 6. Streamline hiring documents/onboarding – Have all necessary hiring documents ready before beginning the search for a new employee. This will allow you to move through the entire hiring process faster as applicants can sign and submit documents right away. Digitize the onboarding paperwork for them. By following these tips, you’ll be able to hire people faster and more efficiently in order to keep your team on track. In today’s candidate-driven market, job seekers rule the hiring process and if yours is taking too long, top talent will turn to your competition to get employed faster. If your leadership is still not convinced, show them the money trail. Its costing you money to leave positions unfilled. Calculate turnover costs so you can quantify that stat. The “time to fill” number is now just as important as the quality of hire. A slow hiring process is just bad for business, and it can have a detrimental affect on your existing employees such as lower performing hires, and replacement hires that take longer to ramp up/train. If you care about the candidate experience and the morale of your recruiting team, take steps immediately to make your hiring process faster.
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Recruitment Marketing
Creative Job Titles That Resonate With Job Seekers
When it comes to creating job titles, many companies struggle with finding the right words. They want their jobs to reflect their company culture, but they also want to be sure that the titles are searchable and appealing to potential employees. In this blog post, we will discuss some tips for creating job titles that accurately reflect your company’s culture while also being creative and interesting and straightforward. Job search site Indeed suggest taking a simpler approach when it comes to job titles. They consider a great job title are ones that a job seeker would search for. It should be a “industry-standard term”. They offer this example; For example, “Customer Service Representative” is a common job title for someone who answers customer questions. While you might be tempted to use a more eye-catching job title like “Phone Answering Superstar,” job seekers just aren’t searching for that term on Indeed. They’d prefer employers stick to job titles that job seekers “will find”. And this strategy has a purpose. When you stick to standard job titles, you’ll be more likely to reach more quality candidates. Creating Your Job Titles Start by considering the type of role you are hiring for and how it fits into your company’s mission. Think about the skills that you need and what kind of people could best fill the position. This will help you determine what kind of job title would be most appropriate. Next, consider how creative you want to get with your jobs titles. While many companies opt for traditional titles such as ‘Account Manager’ or ‘Project Manager’, some organizations may want something more expressive and creative like ‘Social Media Maven’ or ‘Data Driven Strategist’. The goal is to make sure your jobs stand out from others on the market, so think carefully about what unique terms might work for each position. Also consider how the jobs you are creating fit into your company’s values. What kind of language do you use to describe successful employees? This can help guide what kinds of job titles would be most appropriate and meaningful for each role. Give Your Job Titles Context I also like to give job titles more context by adding a descriptive word or two at the end of the job title. For example I recently saw an HR role on the job board EvilHRJobs that caught me eye. HR Generalist + Talent Wrangler (PT Remote) The first part holds the standard industry term but the rest of it gives more context about the role. It tells the job seeker that it will require some recruiting but its only a part time gig. That combination helps the seeker filter themselves out or in. Finally, keep in mind that these job titles should accurately reflect the responsibilities associated with each position. You don’t want a title that is too vague or doesn’t accurately reflect the work that will be done by the person who takes on this role. The job title should also be searchable and easy to find when potential employees are looking for jobs at your company. Creating job titles that capture the essence of your company while still being informative and creative is no easy task. By taking these steps, you can ensure that your jobs stand out among the crowd and attract the right kind of people for each role. Writing Your Job Description A job description should start with a clear and concise job title that accurately describes the role. This will help potential candidates understand what type of position they are applying for and whether it aligns with their skills and experience. It’s also important to use keywords in your job title that are relevant to the industry or position, as this can help you reach out to more qualified applicants. Next, provide a detailed overview of the jobs duties and responsibilities. Be sure to include all tasks related to the role so that candidates have an accurate idea of what they will be expected to do on a daily basis. Additionally, describe any special skills or knowledge that may be required for success in the position, such as programs or software used by your company. In addition to job duties, list the qualifications and experience required for the role. This should include both educational requirements as well as any relevant work history or skills that are necessary for success in the position. If you’re looking for somebody with a certain level of expertise, be sure to state this clearly so that candidates know what they need to have in order to be considered. Finally, provide an overview of your company and its culture. Candidates want to know what it’s like to work at your organization and how their job fits into the bigger picture. Talk about your values and mission statement, as well as any perks or benefits that come with working at your business.
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