Between the new applicant tracking system you’ve purchased to augment the best facets of your recruitment department and the sourcing platform that has brought you some of the best talent you’ve seen in years, you can’t help but think there’s still something missing. Can you think of what that might be? You guessed it, your recruiters. The team consists of some pretty talented individuals, skilled in the art of human interaction, but at the end of the day the numbers still just don’t match up. Luckily, there’s a tool - wait, scratch that, there’s a measurable solution - for that.
Recruitment Best Practices
The most common conflict we see between the current generations in the workforce is actually one that isn’t new: the older generation thinks the younger generation isn’t fit to work. While it’s comforting to know that someday Millennials will look down on the Gen-Zers (or whatever nickname they’ll have) the way Baby Boomers look down on Millennials now, it also means that the working generations have more in common than we give them credit for. This is good news, since it makes writing your job postings that much simpler. All you have to do is keep these few things in mind.
Probably not, according to our recent survey of HR pros. When asked what they would do if they interviewed a candidate and got a great feeling about them, only 23% said they would jump at the opportunity to hire them. The rest would continue to go through the hiring process to ensure that they are in fact the best candidate.
It’s an understandable decision, especially given that the costs of making a bad hire can be high, in terms of both time and dollars.
But at what point do you put decisiveness ahead of procedure and trust your ability to recognize the right candidate when you see them?
If you've had exposure to current events over the past few months, it's no shock that equality is a major topic of conversation. I recently read an article by @KatrinaKibben which raised some interesting and insightful points about how the decision of the Supreme Court to legalize same-sex marriages will impact HR departments across the nation.
It is events and articles such as these that transform the way companies hire – and, ultimately determine if candidates do or do not apply to those companies.
That being said, more and more companies are focused on developing a diversity hiring initiative as a tool to encourage candidates to apply. But that's not all there is to it. Nationally, we're seeing an increase in racial diversity among high school graduates, indicating that the 2025 public high school class will likely be only 51% Caucasian. Most of these graduates will undoubtedly be heading into the workforce shortly thereafter.
Which begs the question, what really makes someone a 'diversity hire'?
We live in an age where digital relationships flourish perhaps more frequently than those IRL. (That's code for "in real life" for those of you who may not be fluent in text speak.) Coming from the generation that bridges social media and the desire to communicate face-to-face, I find it hard to believe that more companies don't try harder to relate to their candidates online. Sure, you use a job board and you post job listings on Facebook and Twitter, but are you really connecting to your future employees? Are you even trying?
It's crucial to ensure you extend your candidate experience beyond your career site. While I was at B2B LeadsCon last week, a key take-away from the session on using video as part of your content strategy, is that it has to be relatable. What makes a video relatable? You do. The people you are proud enough to say you employ. The people you may even call "family".
With that in mind, I set out to find some examples of corporate recruitment videos that give candidates a true sense of who they will be working for and with. The videos I selected highlight company values and the type of drive you need to be successful at each organization.
In a recent survey of HR professionals conducted by us (Beyond), we learned that HR Pros said that it is harder to find qualified candidates today than it was six months ago.
Tweet This: HR Pros said that it is harder to find qualified candidates today than it was 6 months ago.
Is it harder to find candidates because we’re slowly accepting that it’s now a candidates’ market? Or is it that we’re too darn picky? Are we disqualifying great candidates too early in the hiring process for forgivable mistakes? I know...I have a lot of questions.
According to our survey, the number one reason a recruiter disqualifies a candidate for a job is for a spelling error on their resume and the second most popular reason is a grammatical one.
When employers had their pick of the litter of candidates any little reason to disqualify someone was needed to narrow the pool, but with hiring becoming more challenging, is a grammatical error on the resume of a software engineer really such a crime?
According to HR Pros it is—along with these four other offenses. Let us know if you agree.
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?