In a candidate-driven market, finding the right people for the job can be hard. Up to 40% of employers report having a hard time filling positions. When you have empty seats at the office, you’re missing out on productivity and income, and you’re more than willing to pay someone to fill said seat. So why can’t you find anyone? Your search radius may vary, but depending on what positions you’re filling, finding illusive candidates could be a matter of how you’re looking versus where you’re looking.
One of the most prominent small business trends in recent years is getting the hiring manager involved in the hiring process. It sounds obvious, but there was a time when hiring managers simply told recruiters to bring back the best candidates and couldn't be bothered otherwise. Now, more and more hiring managers are entering the process at earlier stages and helping cull down the number of candidates.
Hiring manager involvement in the interview process may be all well and good for larger companies where hiring managers can delegate tasks and lighten their workload, but that’s harder to do in a small business, especially one where the hiring manager could also have a number of other priorities. But don’t worry — even in small businesses, there are ways to reduce your workload that give you the time to interview a smart hire.
The hardest part of posting a new job advertisement is building the description itself. You know what the job entails and you even have a perfect candidate in mind, but how do you make sure your job ad appeals to those coveted candidates? Your hiring leader wants the applicant to be aware of every aspect of the job, but you know there’s such a thing as giving too much information. You’re trying to get candidates excited about the open position, not scare them off with a long list of qualifications and demands.
Mixing all of these factors together can be daunting, no matter how big or small your business is, but if you separate your job advertisement creation process into three distinct parts, you’ll find it’s easier than you think.
It seems like every day I read a news story about a tech startup in Silicon Valley that receives millions of dollars in funding and given that I got my start at a startup (See what I did there?) I have a great appreciation for the startup mentality and all of the things that happen when funding comes in and it’s time to start hiring at rapid-fire.
With so many Silicon Valley companies setting trends when it comes to office layouts, benefits, and meeting philosophies, it’s only natural that organizations across the country want to replicate their processes when it comes to hiring as well. With 64% of Silicon Valley CEOs planning to hire this year all eyes will be on South Bay.
So what can we learn from these scrappy startups as they continue to set trends in the workplace?
74% of HR Professionals Are Liars: They Claim That They Don’t Research Candidates On Facebook, Twitter, or LinkedIn
I have a friend who is the associate director of a summer camp and each year she and her colleagues need to hire about 150 employees from cooks to counselors to tennis instructors. She and I met for lunch and she voiced her frustration about the not so smart things job seekers do.
“What is wrong with people? Why would I hire you to work with children when your Facebook profile picture is you holding a bottle of Jack Daniels in one hand and Bacardi in the other?” she said.
She does make an excellent point; this person isn’t applying to work at a bar or on Madison Avenue in the ‘60s, so they should probably lose the booze in their photo. One would think that this is a very OBVIOUS thing to do when conducting a job search and I know that this topic has been covered before on both the hiring and job seeking side of the industry, but clearly this message isn’t resonating.
When I first started putting some thoughts to paper, I was going to write solely about how the job title an employer lists on their job postings can affect the job’s performance – but then I looked at my own situation and the subject matter grew.
Northeast Sales Team Lead, Talent Solutions (a position with several direct reports)… that’s the job title that I was recently promoted to.
Director of Employer Sales (a sales representative role with no direct reports)… that’s my previous title.
If you are confused how going from “Director” to “Northeast Sales Team Lead” is a promotion, based on title alone, you would be justified.
And then there’s Nina Mufleh.
Mufleh really, really, really wanted to work for Airbnb.
She relocated from the Middle East to San Francisco in hopes of landing a job with the company, but after a year of trying all the usual approaches, a job offer still hadn’t materialized.
That’s when she decided to try something way outside the norm. She created a digital resume that highlights her knowledge of the company and features well-researched analysis of their areas of opportunity. Her personal work history takes a backseat, but her passion shines through from beginning to end.
Now, Mufleh is clearly an outlier, an extreme example of candidate enthusiasm and persistence. But if she hadn’t taken extreme measures, Airbnb may never have recognized her passion and the value she could bring to their growing company.
Not very inspiring stuff.
When did we all decide that the primary function of a job description is to either bore or terrify potential applicants?