What is wrong with the hiring process and how could it be fixed? Endless forms have to be filled out, nothing is unified, and GitHub, StackOverflow (for developers) or Dribbble (for designers) are not taken into consideration.
Finding the right job candidates is one of the biggest recruiting challenges. Recruiters and other HR professionals that don’t use best recruiting strategies are often unable to find high-quality job applicants. With all the changes and advances in HR technologies, new recruiting and hiring solutions have emerged. Many recruiters are now implementing these new solutions to become more effective and productive in their jobs.According to Recruitment strategies report 2017 done by GetApp, the biggest recruiting challenge in 2017 was the shortage of skilled candidates.The process of finding job candidates has changed significantly since few years ago. Back then, it was enough to post a job on job boards and wait for candidates to apply. Also called “post and pray” strategy.Today, it is more about building a strong Employer Branding strategy that attracts high quality applicants for hard-to-fill roles.Steps for finding the right job candidates1. Define your ideal candidate a.k.a candidate personaNot knowing who your ideal candidate is, will make finding one impossible. To be able to attract and hire them, you need to know their characteristics, motivations, skills and preferences.Defining a candidate persona requires planning and evaluation. The best way is to start from your current talent star employees. Learn more about their personalities, preferences, motivations and characteristics. Use these findings to find similar people for your current and future job openings.2. Engage your current employeesYou probably already know that your current employees are your best brand ambassadors. Same as current product users are best ambassadors for product brands. Their word of mouth means more than anyone else’s.Encourage their engagement and let them communicate their positive experiences to the outside. Remember, your employees are your best ambassadors, and people trust people more than brands, CEOs and other C-level executives.Involving your current employees can not only help you build a strong Employer Branding strategy, but it can also help your employees feel more engaged and satisfied with their jobs.3. Write a clear job descriptionsEven though many recruiters underestimate this step, it is extremely important to do it right! Writing a clear and detailed job description plays a huge role in finding and attracting candidates with a good fit. Don’t only list duties, responsibilities and requirements, but talk about your company’s culture and Employee Value Proposition.To save time, here are our free job description templates.4. Streamline your efforts with a Recruitment Marketing toolIf you have right tools, finding the right job candidates is much easier and faster than without them. Solutions offered by recruitment marketing software are various, and with them you can build innovative recruiting strategies such as Inbound Recruiting and Candidate Relationship Management to improve Candidate Experience and encourage Candidate Engagement.Sending useful, timely and relevant information to the candidates from your talent pool is a great way for strengthening your Employer Brand and communicating your Employee Value Proposition.5. Optimize your career site to invite visitors to applyWhen candidates want to learn about you, they go to your career site. Don-t loose this opportunity to impress them. Create content and look that reflects your company’s culture, mission and vision. Tell visitors about other employees success and career stories.You can start by adding employee testimonials, fun videos, introduce your team, and write about cool project that your company is working on.Don’t let visitors leave before hitting “Apply Now” button.6. Use a recruiting software with a powerful sourcing toolToday, there are powerful sourcing tools that find and extract candidates profiles. They also add them directly to your talent pool. Manual search takes a lot of time and effort, and is often very inefficient. With a powerful sourcing tool, you can make this process much faster, easier and more productive. These tools help you find candidates that match both the position and company culture.7. Use an Applicant Tracking SystemSolutions offered by applicant tracking systems are various, but their main purpose is to fasten and streamline the selections and hiring processes. By fastening the hiring and selection process, you can significantly improve Candidate Experience. With this, you can increase your application and hire rate for hard-to-fill roles. Did you know that top talent stays available on the market for only 10 days?8. Implement and use employee referral programsReferrals are proven to be best employees! Referrals can improve your time, cost and quality of hire, and make your hiring strategy much more productive. Yet, many companies still don’t have developed strategies for employee referrals.This is another great way to use your current employee to help you find the best people. To start, use these referral email templates for recruiters, and start engaging your employees today!GetApp‘s survey has proven that employee referrals take shortest to hire, and bring the highest quality job applicants.If you don’t have ideas about how to reward good referrals, here’s our favorite list of ideas for employee referral rewards.
How do I negotiate my salary after an offer is made during a hiring process?
Hello Michael,Their offer - see it as the beginning of a negotation.Stay poised. Be verbally, respectfully curious as to how the company calculates the offer, prices the value they are seeking and expect of you.Kniw what your ideal salary is and what the objective criteria is for it. Does your education, experience and accomplishments exceed the normal qualifications for such a position? What do you bring, including great attitude and past tangible success, that makes you highly desirable?Know your walkaway price point.Negotiate collaboratively and to pdovide them greater value. Negotiate for what is more important to you and make concessions on what is less important to you.”Make multiple, simultaneous proposals that address and satisfy what they say is important to them or you know to be important in your industry.Politely claim value back by asking for it. “If I can bring you this and this may we do (what you want)?”“Why is that difficult to offer?”“What could make that easier to offer?”Remember to negotiate a total compensation package, not just salary. Some mix of benefits, time off, tuition reimbursement, time off for a birth of a child or sick relative, etc.Companies may be able to offer more of those rewards when they struggle to offer more salary.Michael Toebe - tailored Negotiation Coaching available at http://www.ConflictManagementCar...
How long does the hiring process take? Do they wait for people to leave or quit to fill the position?
How long does the hiring process take?Feel like you’re waiting forever for a call-back from your dream job?About 43 percent of job openings are filled within the first 30 days, according to a new report from Indeed and the Centre for Economic and Business Research (CEBR).According to a research conducted by Glassdoor, the average hiring process, in the U.S. for example, took 23 days. This number had jumped from 13 days in previous years.Do they wait for people to leave or quit to fill the position?Most times, they wait for people to leave or quit, or when new positions are created due to business expansion.When positions go unfilled, those hours are either covered by employees who are already stretched thin, or lost completely with work going unfinished.Footnotes iamsandrahess : I will provide resume writing services for $40 on www.fiverr.com
How competitive is the hiring process at Federal-Mogul?
No competitive at all. First interview is a phone interview, second is a tour of the plant and second interview. Having experience working machines is a plus, but not required. They'll hire and train the right person for just about everything. If you can pass a physical and a 3 month hair folical drug test, you're good.