Recruitment Best Practices

I Got a Promotion, But You’d Never Know It from My New Job Title

GrandCzar_blogpostWhen 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.

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You Have to See What this Candidate Did to Get Noticed

MNinaairbnbjpgost job seekers really, really, really want to find a new job. Some have specific companies where they’d ideally like to work, but chances are they’re still applying other places.

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.

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Your Applicant Pool Is Depressing Because So Is Your Job Description

IStock_000042853952_LargeThink about the typical job description. Chances are it calls to mind phrases like “The ideal candidate will…” and “Responsibilities include…”

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?

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Want to Improve Your Applicant Pool? Then Improve Your Job Postings

ID-10077881Recruiting quality candidates all begins with a well written job posting. The purpose of a job posting in general is to attract the best applicants and deter those candidates that simply apply to EVERY job. HR pros that take the time upfront to write an awesome job ad can save a lot of time sifting through unqualified candidates later.

Think of a job posting as a gatekeeper. In order for the gate aka the ad to function properly, it must be clear and concise. When a job posting is vague, you’re simply asking for anyone to walk through that gate. A job shouldn’t leave room for interpretation when it comes to requirements. And requirements should be listed near the top of the posting with a statement that reads “Applicants that do not meet these requirements will not be considered.” This statement will hopefully deter those unqualified applicants.

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Stop Receiving Unqualified Resumes

Imitation-GameWith the Academy Awards approaching I’m trying to see as many nominated films as I can—so I recently saw “The Imitation Game”. If you’re not familiar with the (true) story, it takes during WWII and it is the story of the incredibly smart team of people that worked to crack Nazi codes in England. Alan Turing (he is considered the creator of computer science) led this team of geniuses and he knew that recruiting these brilliant minds was going to be hard (a concept recruiters are sadly all too familiar with). But Turing’s recruitment method while unconventional was actually quite simple.

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Hire That Mustache!

Yes, it is Movember once again. That time when well-grHire That Moustacheoomed, clean shaven males sprout
Chevrons, Handlebars, and Fu Manchus. And when the typically hirsute take special care to shave their beards regularly, leaving only the region above the lip to flourish...

...This got us to thinking. As recruiters and hiring managers, do we think better or worse of the young man who interviews with an uncharacteristic Walrus? As people, we may applaud the fun way to raise money and awareness for men's health. But, when it comes to picturing this person working in our organization, does their Movember 'stache help or hurt them compared to the serious, clean-shaven guy?

We're curious for your thoughts. And, we'd like to issue a challenge. Go ahead, hire the guy with the mustache. After all, he's demonstrated some valuable things by participating in Movember.

You can read the full post on LinkedIn.

Check out our fun Infographic on the topic of Movember.

 


Stop hunting for purple squirrels and start recruiting the best candidates

Purple Squirrel
The way we currently recruit talent for top positions is absurd. We need to accept that that perfect candidate doesn’t exist, but that doesn’t mean you can’t find an amazing person for the job. Beyond, Vice President of Marketing, Joe Weinlick shared his thoughts on the current recruitment process and why we’re all kidding ourselves.

You can read the full post on HRMorning.com.

Image Source: http://appirio.com


If you want change, don't hire yourself

Black TshirtWhen recruiting talent step out of your comfort zone. Yes, recruiting talent that will fit into your organization's culture is important, but it doesn't mean that you should discount candidates that don't fit every requirement you're seeking.

Joe Weinlick, Vice President of Marketing at Beyond.com shares a story from his past of winning business because he was different from the client and how that was a receipe for success.

You can read the full post on LinkedIn.


Human Resources IS Brand Marketing

I love HR TshirtToo often the HR department gets bogged down with paperwork, compliance, and legalese, but in reality Human Resources should be all about branding.

“HR is the front-line of brand warfare,” says Joe Weinlick, Vice President of Marketing for Beyond.com. Coming from an ad agency where Joe spent years helping companies build their brands, it is only a natural fit that he is now an integral part of the Beyond.com team that helps HR professionals do their jobs better. Joe wrote a piece to share some easy things HR can do to help build brand.

You can read the full post on LinkedIn.