recruiting

Hit The Reset Button and Rethink Your Recruiting Strategy

By Jonathan Reynolds on Aug 11, 2015

Quality has always trumped quantity when it comes to recruitment. Finding the right applicant has never been a numbers game — but if you examine the way most of today’s companies are hiring, you may think most companies have forgotten the basic goal of recruitment.

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Sites like Monster and Careerbuilder.com have made it extremely simple for companies to post job listings online. It only takes a few minutes and a few hundred dollars to a post an ad. Most internal recruiters may see the ease of using these sites as an incredible tool to increase productivity, while reducing their workload. But in reality, this approach, known as “Post and Pray”, can be detrimental to the recruiting process.

What is Post and Pray?

“Post and Pray” begins when a recruiter posts a job online for a few hundred bucks, and then hopes that the perfect applicant is somewhere out there just waiting to apply. Of course, this almost never happens. Instead, the person’s in-box becomes stuffed with hundreds of messages from over- and under-qualified applicants which must be reviewed, then ultimately discarded. After a few weeks of unusable applications, there may be a few tweaks to the listing, and then the listing may be reposted, praying for better results.

One definition of insanity is to do the same thing over and over, while expecting different results. “Post and Pray” will almost never find the best candidates for one simple reason: the most ideal applicants a company is looking for will never even see the listing.  These candidates are not actively looking for employment, because they are busy being leaders and working hard in their current role.

Read the full blog HERE. 

Measure What Matters…Recruiting Metrics That Need Your Attention.

By Matthew Burzon on Aug 3, 2015

A quick look at the Bureau of Labor Statistics May 2015 New England and State Unemployment Report reveals some insightful information for those that view human capital as their organization’s greatest asset. May’s national unemployment rate remains unchanged from April at 5.5%, while the New England region has declined to 4.9%.  Vermont, New Hampshire, and Massachusetts have significantly lower unemployment rates than the rest of the nation at 3.6%, 3.8% and 4.6% respectively. To put this all in perspective, the lowest rate for a single month is shared by May and June of 1953 with an unemployment rate of 2.5%.

These numbers partially explain why you are seeing a drop in qualified applicants for your current job postings. The war for talent is on and there’s no better time than now to incorporate or build upon your approach to passive candidate recruitment.  Perhaps you are not seeing a drop in applicants? If that’s the case, this blog was written just for you. I want to help you see the drop with some basic recruitment metrics, and if you already have the metrics and can prove me wrong, I want to know about it. Email me your story at matthew.burzon@titustalent.com and maybe I’ll buy you a $2 taco.

Right out of engineering school I had a well-respected manager that loved the quote, “What gets measured gets managed, and what gets managed gets improved.”  There is truth in this statement and in recruitment, we have a number of metrics we can use to drive performance throughout our internal teams and to support objective reporting to our senior leadership.  Of the nearly two dozen metrics I’m aware of, these are the five metrics that I believe are absolutely imperative for hiring leaders to be aware of for successful talent acquisition and retention in today’s highly competitive talent marketplace.

Read the full blog HERE.

The Passive Candidate Spectrum — Getting Inside their Psyche for More Successful Recruiting

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We’ve all met superstar recruiters at some point in our careers. The ones who work with essentially the same tools and resources as everyone else but still manage to consistently outperform their peers. Those elite few who regularly source “unreachable” candidates and close top-tier talent at impressive rates.

One of the hallmarks of the superstar recruiters is that they possess a more sophisticated understanding of passive candidates. The average recruiter thinks of candidates as either active or passive. The active candidates are those who are cruising job boards, lining up around the building trying to get jobs, and filling recruiters’ inboxes with resumes. They are generally dismissed and perceived as undesirable. Passive candidates are successful professionals who are succeeding at their jobs and not looking for new opportunities. They are highly sought-after and are considered the best quality candidates.

But, the more sophisticated recruiters understand that the market is far more nuanced than that. They recognize that pigeonholing candidates into these two distinct categories is not only simplistic and inaccurate but unproductive.

The Passive Candidate Map

Based on years of candidate research and analysis of candidate behavior, the Passive Candidate Map (above) identifies the eight distinct segments within the spectrum of candidate motivation and aligns them based on their receptivity to new opportunities.

Understanding these segments and being able to identify where a candidate falls is key to tailoring a recruiting message and identifying hot buttons that will resonate with desirable individuals and result in consistent success.

Locked

Although there are many factors that affect why candidates become Locked, many fall into this category due to family obligations and restrictions or perhaps because of the allure of hefty retention bonuses. Regardless of their reasons, Locked candidates are highly unlikely to be open to discussions.

Arrived

Recruiters also will want to avoid most Arrived candidates, as they are likely to feel they have achieved a level of career fulfillment that cannot be found anywhere else. While they may occasionally demonstrate curiosity about job opportunities, the Arrived are almost untouchable.

Ambitious

These candidates are performing well in their current roles but they may be looking for a bigger and better job with more responsibilities or more staff to manage. Although they are often appreciated within their company, they may want to be promoted more quickly than their company can promise.

Accomplished

Accomplished candidates are solid performers who are comfortable in their role and have no real incentive to move on, but they may be tempted to pick up their heads and look around from time to time. The trick for recruiters is to determine which Accomplished candidates have somehow found themselves in a backlog at their company and which are just average, ho-hum performers.

Frustrated

Whether it is due to a conflict with their boss or changing priorities from new owners, these candidates are incredibly frustrated with their current situation, but are often still loyal and working hard in their role. Although they may be unhappy where they are, they are still not actively looking for new opportunities. 

Fated

These candidates can see the writing on the wall — they are anticipating a layoff, loss of an account, or the sale of the company. Yet, they appear fully employed and many are still passive candidates. The Fated with dated skills and low performance ratings are to be avoided.

Unemployed

Superstar recruiters recognize that even the Unemployed are not a homogenous group. There may be any number of reasons why candidates drop out of the workforce — for instance, to care for an ailing parent, or because of an outsourcing of their division’s functions. Although the most motivated to be hired, they also may be low performers with skills in low demand.

Unstable

At the opposite end of the spectrum from locked candidates are the Unstable — the individuals who have jumped from job to job once a year (or even more often). With this many red flags, most of the Unstable should be avoided, though there may always be a needle in the haystack.

Achieving Results by Refining the Passive Candidate Definition

Working professionals comprise a spectrum of active and passive dispositions. Each candidate has specific reasons why they are not currently applying for a new position.

Recognizing where candidates fall on the spectrum of talent — and why — can give recruiters greater insight into the candidate’s behavior as well as their likelihood of being interested in new opportunities. Recruiters who have a deeper understanding of who these passive candidates are and what may prompt them to investigate a position further can fine-tune their approach and improve their overall hiring success rate.

Read the original posting on ERE HERE

Imagine Your Ideal Salesperson. Turns Out Your Mental Picture is Probably Wrong.

The Staffing Advisor

Pushy SalesmanIf you’re looking for an employee on the front lines of your business (salespeople, customer service, etc), you might have this image of an outgoing, gregarious individual. Or maybe you picture the aggressive (pushy?) self-confident types, who relentlessly drive sales results.

Well, I hate to break it to you, but you (and pop culture) are wrong – these types are actually the worst choices for your front lines. So if you’re targeting only these types during your hiring process, odds are you’re only hurting your sales success. Here’s why.

study from the Harvard Business Review found that effective salespeople do not necessarily exhibit a particular personality type – extroverted, introverted, etc. The study focuses instead on seven “skills related to sales success.” For example, “The Socializer,” the outgoing type most people think makes for an effective salesperson, is “the worst-performing when it comes to making the sale.” How can…

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The Pitfalls of Hiring: Judging Performance Without Context

The Staffing Advisor

Humanity has always relied on our ability to make snap judgments of strangers so we could survive, otherwise there was always the chance of being caught unawares by a dangerous rival warrior masquerading as a peaceful trader. I haven’t heard of any recent Maryland tribal wars, but in hiring, we’re still stuck with the need to make snap judgments about people we don’t know particularly well. People-evaluation is a task prone to pitfalls. We trust our instant assessments of candidates, yet research shows we are too often prone to error. And it’s far too easy to fall into crocodile-infested waters by making the wrong judgment call.

When interviewing, hiring executives usually place huge emphasis on a candidate’s track record of achievement. But they often overlook the context of that achievement. In Why Unqualified Candidates Get Hired Anyway, article writer Anna Secino paints a picture of “businesses repeatedly promoting or hiring less-qualified managers…

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Elwood Professional Recruiter

Elwood Professional Recruiter

Recruiter

Grand Rapids, MI
Columbus, IN 

Can you confidently communicate with clients, ask for referrals, and handle the pressure of working in a fast-paced environment? Do you enjoy speaking with and working with professionals from varied backgrounds? Do you continuously stay up to date with latest technology and trends in social media? Do you thrive in a competitive environment? Perfect! We would love to speak with you!

Elwood Professional is the Engineering, IT and Business Management placement division of Elwood Staffing, through superior customer service, dedication and the utilization of a proven recruiting process, Elwood Professional has gained the trust of our clients and candidates alike. Our expertise has enabled us to successfully help our clients and candidates achieve their goals. As an Elwood Professional Recruiter, you will be a key player and contributor to a company that directly rewards those who produce results. We will provide you with the training, processes and tools necessary to become a successful recruiter. This position has unlimited earning and growth potential within a growing industry and company.
Recruiters will report to and work closely with senior management to develop and implement recruiting strategies. The recruiters will utilize the Elwood Professional recruiting process to manage and direct their daily activity. It is necessary to be adept with a wide variety of recruiting sources. Successful recruiters will have the stamina to perform intensive phone work to build lasting relationships with clients and candidates alike.
Our recruiters are expected to contribute and perform in an environment of high morale, motivation, and teamwork. They will uphold our company Key Beliefs of Quality, Relationships, Responsiveness, Flexibility, and Progress. If these are qualities you possess, Elwood Professional is the place for you.

Key Competencies:

Industry comprehension – Knowledgeable about the professional staffing industry and how to make an impact
Drive and ambition – Driven to succeed and willing to put in the effort to make it happen
Technologically intuitive – Ability to understand technology and keep up to date with trends and changes
Personable – Ability to build rapport with new people while focusing on continuously building, developing, and maintaining relationships
Professional – Maintain a high standard of professional ethics, behavior and work activities
Process driven – Commitment to utilize a proven process in order to achieve the greatest results
Inquisitive – Curious about people and technology
Superior communicator – Excellent written and verbal communication skills
Teamwork – Is a team player and recognizes that greater successes will come from working together
Work ethic – Posses a strong willingness to work hard and sometimes long hours to get the job done and demonstrates enthusiasm when completing the tasks at hand

Desired Skills & Experience:

  • Bachelor degree from an accredited university
  • Previous success in business development or account management role with measurable KPI’s
  • General familiarity with any of the following: engineering, supply chain, manufacturing, accounting, finance or IT
  • Ability to quickly learn and master the use of multiple technical resources including but not limited to: office productivity tools, social media outlets, and applicant tracking systems
  • Ability to work independently and as a part of a team in a competitive, fast-paced environment
  • Honesty, integrity and a strong work ethic
  • Excellent problem solving, communication (oral and written), and organizational skills
  • Willing and able to work above and beyond a traditional work schedule to achieve results
  • Ability to travel as needed

To apply, submit cover letter and resume to angela.malagon@elwoodstaffing.com
A cover letter detailing your abilities and why you should be considered a top candidate is required to apply for this position.

Learn more about Elwood Professional on our website http://www.elwoodprofessional.com. We are an equal opportunity employer.

The Role of Social Media in Recruiting

social_linkedin_box_blueSocial Media is emerging as a tool that more recruiters rely on in the hiring process. Networks such as LinkedIn, Facebook, Twitter, Viadeo, and Google+ can provide recruiters with an array of information about potential candidates, as well as new avenues for reaching passive candidates and advertising the company’s current openings.

Many companies with a large web presence build out their brand not only on their own corporate website, but also on these Social Media sites. This provides an extended reach whereby companies can further share information about who they are and the available job opportunities with interested job seekers. Many of these networks include special job posting pages, making it easier for visitors to locate those jobs that interest them.

In addition to your company presence on Social Media sites, the world of networking opens up the ability for your current employees and recruiting team members to share these job opportunities with people in their network.

Social Media can have an increased impact on how your company finds potential candidates by providing greater visibility of potential opportunities for growth to passive candidates (those who are not actively searching for a job). Instead of relying heavily on external recruitment firms or job boards, many companies are focusing on locating specialized talent through Social Media sites such as LinkedIn.

With both passive and active candidates, recruiters also have access to a wealth of information about candidates on Social Media sites. Depending on the site, quite a bit of information about candidates is public and can include work history, personal interests or network size. It can be useful – particularly with candidates who directly interact with customers,  like sales – in determining the size of their network and what potential market growth can this person bring to the organization through their personal connections.  It also shows how these individuals portray themselves outside of your company’s standard hiring processes.

As Social Media sites continue to evolve, the role of these sites in recruitment may develop in ways that we cannot yet imagine. Whether or not you want to use this information in your recruiting process may be determined by the industry of your organization or your company’s legal department.

It is often difficult to come up with a Social Media strategy because the market shifts so rapidly and often defies targeted efforts. However, it is a mistake to not jump on the Social Media bandwagon and start utilizing these free tools! Finding a way to include Social Media in your recruiting process is a win-win for both your company and potential candidates.

AUTHORS Andy Najjar and Judy Fort of HRsmart

Shaky On Your Staffing Firm Knowledge?

A staffing firm is kind of like Chandler Bing’s job: everyone knows it exists – and that it’s important – but no one can really explain what it is.

In short, recruiters help match the right candidates with the right employers. While many companies have in-house HR departments, staffing and recruiting firms can help when the company’s staffing needs outweigh its recruiting resources. Because they also specialize in sourcing and screening candidates, recruiters can help you find candidates for hard-to-fill positions, even when it seems as though you’ve exhausted every possible resource.

When it comes to utilizing the services of a staffing firm, however, it’s important to first consider your unique staffing needs and recruiting goals, as different staffing and recruiting firms specialize in different things. Below are the three most common types of staffing agencies, and their various areas of expertise.

  • Permanent Staffing Agencies: Companies typically use permanent staffing agencies when they want to hire a key person, but do not want to publicize it.  Staffing firms help them search for candidates on the sly. Companies may also leverage staffing firms when other methods of in-house recruiting – job ad placement or employee referrals, for example – have proved insufficient. Recruiters specialize in proactively tracking down and finding qualified candidates.
  • Temp-to-Perm Staffing Agencies: Companies typically enlist temp-to-perm staffing agencies when they want to “try out” an employee before taking them on full time. Companies have the luxury of evaluating an employee’s performance and cultural fit before making a final hiring decision.
  • Temporary Staffing Agencies: As indicated by CareerBuilder’s most recent Hiring Forecast, more companies are planning to hire temporary and contract workers this year than in previous years. Companies typically use temporary staffing agencies for two reasons: either to fill in for a person who is out of the office for an extended period of time (such as someone on maternity leave); or to supplement staff during peak business periods that demand more help (but not enough to create a full-time posiiton). People who take temp jobs are typically either “career temps” – people who prefer the flexibility temp jobs offer over full-time jobs – or unemployed people who are trying to supplement their income with temporary work.

Looking for a staffing agency to supplement your hiring needs? Ask a colleague or industry peer for a referral. Just as it is with hiring, referrals are often your best source to find quality, trusted professionals. Another option is to start with 2013 Best of Staffing winners, who are recognized among both candidates and clients for providing excellent service in the staffing industry.

Source: CareerBuilder

Experience vs Fresh Graduate

There has been some confusion among the workplace and job seekers on whether companies will, or should, hire young individuals right out of college or hire/keep the older, more experienced employee. Being a senior in college, my worry of getting hired right after graduation has skyrocketed. Why would businesses hire a freshly graduated job seeker when they could have a more experienced one? If I were up against a more experienced worker that is currently unemployed, would they even consider me? Naturally, instead of looking at the positives I looked toward the negatives first.

The older workforce would tell you that younger workers are generally lazier than their more experienced peers. They are constantly attached to their phones and social media sites. Erica Tevis owner of littlethingsfavors and LittleThingsBaby.com said, “From my experience hiring younger individuals, they don’t take the job as seriously as older individuals do – whether they take liberties such as coming in late or asking to leave early – to coming into the job hungover from a night of partying – to continually texting and using their own social media during work hours.“

Recent graduates and younger employees often come into a job with a mindset of changing the rules and attempt to manipulate the situation to suit their own needs. Many lack the maturity to adapt to the way that corporate America works. The result, more job hoppers. Whats worse, companies are investing time, money, and resources to train these people who ultimately have a higher turnover rate than their more experienced peers. Sandra Holtzman, president and founder of Holtzman communications LLC states, “Additionally, in a small business I do not have time to train or teach someone fresh out of school. Someone fresh out of school is often still dealing with learning how to work in a business environment in addition to having to learn the job.”

Even though hiring younger job seekers is often perceived as challenging, I was put at ease when discovering that “older” or more experienced employees are not so perfect either. “People with more experience tend to have a lot of bad habits, and in a corporation where one has systems put in place, young people are much easier to mold and tend to learn much faster.” stated Alexander Cross, owner of a Law-firm in the San Francisco Bay Area. It is often difficult to break these habits if one already has them programmed into their routine. More experienced people tend to be stuck in their ways and adjusting in a new working environment could be difficult.

We’ve always heard that the college you attend, the degree you earn, and what you do with that really matters. “Education and experience might be a tipping point in granting an interview – but as far as hiring, they are not as important.” said Corey Leff, CEO and Founder of spendLO. She then goes on to say “Being a small business, it is important that everyone be able to interact well together and work well as a team. Personality and fit within the goals of our company are crucial.” At the end of the day, it’s ultimately up to the hiring manager to determine what’s important, what’s not, and who’s the best fit for the company.

Maturity? Reliability? Does it matter? Joseph Sherman, Editor and Social Media Manager said “Companies that overlook older employees because of their age may be losing years of experience and wisdom.” Experienced workers are looking to build a “career” with one company, rather than jump around between them. Also, I have found that they are more committed to tasks and are less likely to take off or show up late. “Unlike 20-somethings that have their eye on the door and the next rung up, experienced executive assistants (once called secretaries) are looking more for security and fulfilling work.” said Julie D. Taylor, owner of a PR firm.

So what are the benefits of looking towards a younger job seeker? Recent college grads are typically enthusiastic about starting a new chapter in their lives. They are entering the workforce on a mission to change the world. Along with constantly offering up new ideas, being well versed in the latest technologies and trends, and passionate about taking on new challenges, today’s college graduate can be a huge asset to a company. Another advantage of hiring a younger candidate is their vast knowledge in social media. My generation truly understands the power behind social networking and what it can do for a company. We can uncover what methods are not being utilized, how to engage better with a younger audience, and the details behind the technology. Hire a newbie today:)

And the controversy goes on. What makes college graduates and other job seekers so frustrated and confused? The best answer: not having any answers. Sure, the older workforce can tout “experience”, but the younger generation can tout “youth perspective” and together we can provide true balance to the workplace. Mrs. Shilonda Downing, business owner, agreed saying, “ I think that both offer key elements for a successful team and each can learn from the other. If you have a company that is one sided, you’re truly missing out on opportunities to grow and advance your business.”

So for all the college graduates out there who are worried you won’t get hired, stop worrying and stay focused. Companies are less concerned about age and more interested in your ability to fit into their corporate culture with good work ethic, personality, and values. Stick with me, and you’re golden!

Written By: Dana Carroll