Recruitment Best Practices

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.


Treat your candidates like your friends: with respect.

Respect_Meme_1Have you ever been a job seeker that has searched endlessly for a job, gone on a promising job interview, and walked out of the interview thinking…”I nailed it!” But then…crickets. Not a peep back. Not a “Sorry, but thanks for coming to talk to us”, or “We’ll keep your resume on file.” Nothing.

This, from the very same company that told you that they would be making a decision in the next week. So, you have no doubt you’ll at least hear whether you got the job or not, right? Wrong! You think to yourself: they took the time to interview me, why they can’t take the time to let me know I didn’t get the job?

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6 Fairy Tale Candidates

CastleJob Finalists:

  • Recluse in major need of a haircut.
  • Aggressive gambler.
  • Panics when it comes to deadlines.
  • Will go to any length to succeed.
  • Living a lie, but reaping the benefits.
  • Game player and a cheat.

These don’t sound like the ideal employees, right?

That’s because you might not be looking at the whole picture. By looking past these qualities you’ll see that the first candidate actually has the ability to work autonomously. The second is a risk taker (which might be good). The third is a hard worker that strives to meet their goals. The fourth, always needs to be the best. The fifth climbed the corporate ladder without even trying. And the sixth is creative.

When you're looking for job candidates, it is sometimes hard to see everything that each candidate brings to the table. However Beyond.com’s Career Portfolio makes it a little easier. Check out the career portfolios for six fairy tale characters (and guess who matches witch which description above) that could have possibly had flourishing careers in the real world—if they actually existed.

Read the article published on Business Insider.


Expert Interview with Our CEO Rich Milgram on Running Job Sites

Long gone are the days of a 30-year career with one company.  The average person changes jobs 11-15 times during their lifetime and many of them simply hop from job to job without any real strategy or career management roadmap.

In his recent interview with the Recruitment Advisor Blog, Rich Milgram, Beyond.com's Founder & CEO, discusses how people need to focus more on career management, not just finding the next job.  And companies shouldn't hire just to fill seats.  

If companies--and the people they hire--could take more of a more holistic approach to career management, it could eliminate job hopping, and build stronger, more fruitful employer-employee relationships.

...read the full interview on Recruitment Advisor.