5 Workplace Wellness Statistics You Should Know About

Workplace wellness programs: Yay or nay? Discover the data-based answer!

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Workplace wellness programs: A growing workplace trend

Workplace wellness programs are getting more and more popular. This new workplace trend has gained a lot of attention recently and stirred quite a debate.

Some argue that companies should not be burdened by taking care of their employees’ health. On the other hand, there are voices arguing that in today’s modern world, these programs are becoming a necessity.

Above all, there are questions about the effectiveness and ROI of these programs. To answer these questions, we dug deep into research.

Top 5 workplace wellness statistics

Workplace wellness statistic #1

According to research conducted by the Society for Human Resource Management, 75% of employers indicated that their companies offered some type of a wellness program, resource or service to employees.

Workplace wellness statistic #2

A comprehensive review of the literature has found that the average return on investment of workplace wellness programs is 3.27. This means that for every dollar that was spent on the program the company saved $3.27 because of reduced healthcare costs.

Workplace wellness statistic #3

A new survey by Virgin HealthMiles Inc. and Workforce Management Magazine found that an overwhelming 77% of employees think that employee wellness programs positively impact the company culture.

Workplace wellness statistic #4

Research suggests that employers save on average $5.82 in lower absenteeism costs for every dollar spent on employee wellness programs.

Workplace wellness statistic #5

The Virgin HealthMiles/Workforce survey found that about 87% of employees said they consider health and wellness offerings when choosing an employer.

Conclusion

Research has shown that workplace wellness programs have proven benefits, both for employers and employees. Employee wellness programs can do much more than just keep your employees healthy.

These programs can help you improve your company culture, reduce absenteeism, attract talent and even save money!

 

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How to Interview Candidates Effectively: 3 Simple Ways

How to make your job interviews more effective at predicting job performance? Here are 3 simple ways!

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Do we need a more effective way to interview candidates?

Here are 2 interesting statistics:

  • Recent research has found that nearly three in four employers (74 percent) say they’ve hired the wrong person for a position.
  • According to Career Builder, a single bad hire can cost a company upwards of $50,000.

I rest my case.

How to make your job interview more effective?

Here are 3 easy ways to make your job interview more effective at predicting job performance:

1. Conduct a structured interview

Structured job interviews are more efficient than semi-structured or structured interviews when it comes to predicting job performance. Meta-analysis research shows that structured interviews are up to twice as effective at predicting job performance than unstructured ones!

Take action now:  Prepare interview questions before the interview and ask each of your candidates the same questions in the same order.

2. Conduct a behavioral interview

Research shows that behavioral interviews are more valid and accurate for making hiring decisions. Behavioral interviews are based on the evaluation of candidates’ past behaviors. In other words, in a behavioral interview, an interviewer asks candidates about their past work experience and performance.

Take action now: Check out the best examples of behavioral interview questions!

3. Do a job simulation

According to LinkedIn’s report, only 32% of respondents use this technique, even though 84% say it is effective. In a job simulation, you ask your candidates to complete the type of tasks they would work on if hired.

Take action now:  Think of a great job simulation exercise for your currently open job position. Depending on the role you are looking to fill, it could be a task to write a short copy, outline a presentation, solve a certain problem, brainstorm a few ideas, solve a certain problem, etc.

Conclusion

Stop relying on your gut feeling when hiring and start using data backed techniques. Implementing any of these 3 tips are guaranteed to make your job interview more predictive of your candidates’ job performance.

 

Why Aren’t You Using This Super Effective Interview Technique?

This technique is incredibly effective at predicting candidates’ success in the role.

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Which interview technique do you use?

There are many different interview techniques and methods. You probably have your own favorite technique for conducting job interviews with candidates.

Unfortunately, most HR professionals still rely on the traditional interviewing methods which are highly ineffective.

What’s wrong with your current interview technique?

In their recent research, LinkedIn surveyed over 9,000 talent leaders and hiring managers across the globe and asked them which interview methods they find most effective.

They found that the traditional job interview technique – you know, the one where you ask your candidates about their skills and experiences in order to find out if they’re a good fit for your open job position – is ineffective in certain areas. According to LinkedIn’s report, the traditional interviewing technique has many weaknesses.

For example, traditional interview technique is especially bad at assessing soft skills and understanding candidate weaknesses. It also leaves room for recruitment bias, takes a lot of time, and relies on asking the right interview questions to get a clear picture of a candidate.

Luckily, there is a highlight to this story! LinkedIn’s research has also found about the highly effective but often overlooked interviewing technique – work assignments.  

Super effective interview technique you should be using

LinkedIn has found out that work assignments are highly effective, yet often overlooked interviewing technique used by employers. Only 32% of respondents use this technique, even though 84% say it is effective.

What are work assignments?

Work assignments are interview technique that helps companies predict if a candidate if a good fit for a role more accurately.

When candidates are given a work assignment, they are being asked to complete a task they would actually do if they were hired. In other words, when you use this interview technique, you don’t ask candidates to tell you about their about their skills. Instead, you directly observe candidates’ skills and performance.

Work assignments types

Besides giving your candidates a certain task, job simulations can take on a more elaborated form. For example, you can organize a competition (such as hackathon), or invite your candidate to join your employees in a brainstorming session and help them solve a real-life problem your company is currently facing.

Additional benefits of work assignments

Besides for employer, job simulations are also beneficial for candidates, too. By taking part in a job simulation, candidates get a real-life job preview, which helps them assess how much they really like to job. Simply put, they can try out a job and see if it fits!

 

What do Best Job Ads Have in Common?

What are the characteristics of attention-grabbing, engaging job posts that turn candidates into applicants?

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What makes a great job ad?

What makes a great job ad, the one that stands out from all the rest?

How to make a job ad that differentiates your job offer from million of similar ones competing for your ideal candidates’ attention?

How to write a great job ad?

First of all, all great job ads start with a clear and detailed job description. In a hands of an HR professional who understands recruitment marketing and who has learned to like a marketer, ordinary, boring job description turn into an amazing job ad.

We recently analyzed the best job ads examples posted by companies like Disney, IBM, IKEA, Hubspot, Marriott, etc. This is what we found out:

Follow these job advertising best practices tips if you want to create a job ad that will stand out:

1. Go visual

Use photos and videos in your job ads. Turn your boring text job ad into a stunning infographic or even a video! According to Career Builder, job ads with videos have a 34% greater application rate.

2. Get personal

Share your current employees’ testimonials. Let your current employees tell a story about your company and the role you are looking to fill! According to Edelman Trust Barometer, employee voice is 3x more credible than the CEO’s when it comes to talking about working condition in that company.

3. Be candidate-centric and friendly

Focus on your candidates, not your company’s needs. Describe your hiring process and make it easy for your candidates to apply. According to CareerBuilder, 60% of job seekers quit in the middle of filling out online job applications because of their length or complexity.

4. Sell the job

Highlight your employee value proposition. Don’t be shy! Flaunt all the “best place to work” awards your company received and highlight your perks and benefits.

5. Be creative

Get creative and think outside the box! For example, don’t be afraid of using humor in your job ad. Also, think of the ways you can gamify your job ad. Can you turn it into a contest or a game?

Conclusion

If you want to create a job ad that will stand out follow the above job advertising best practices tips.

Bonus tip

Once you’ve written your job ad, you can post your job ad to multiple job boards for free – with just one click!

5 Tips for Writing a Great Job Ad

Learn how to write an effective job ad!

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What is a great job ad?

A great job advertisement is the one that will not only help attract your ideal candidates, but also turn away unsuitable candidates. That way, you will save your time you would otherwise have to spend on disqualifying a large number of unqualified candidates. 

A great job advertisement is also the type of job ad that stands out and convinces the right type of candidates to apply. It is the type of job ad that really sells the company and its jobs.

How to write a great job ad?

Here are the top 5 tips for writing great (newspaper) job ad that stands out:

1. Engage the reader with a great title

Get creative and think out of the box. What could attract the attention of your ideal candidate? What would make them stop in their tracks? What kind of opportunity would make them want to learn more? Open with that!  

2. Keep your ad short and to the point

Write in clear and specific language and use the action verbs to make the ad more readable. Avoid using unnecessary words. For example, instead of “To apply for this position, you should send your CV and cover letter to the following address” simply write “Send your CV to: Address”.

3. Describe your ideal candidate

If you want to hire the right people for your open job position, you should have a clear picture of who your ideal candidate is. Creating your candidate persona will help you think about your candidate beyond your job requirements.

4. Sell your job

What makes your company different? Why would your ideal candidate want to work at your company, instead of for some of your competitors? What is in it for them if they join your company? Think beyond the salary. Highlight interesting projects, career development opportunities and benefits and perks you offer.

5. Explain the application process

Don’t forget to include a call to action at the end of your job ad. Tell candidates exactly what they need to do in order to apply for your open job position. Should they send their CV and include a cover letter? Attach their portfolio or some other examples of their work? Do you require some other type of documents. Such as copy of your candidate’s diploma, certifications, etc.?

Evaluating Work Ethic: Top 5 Interview Questions to Ask Candidates

Discover the most effective job interview questions for evaluating candidates’ work ethic.

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Why should you look for a strong work ethic in candidates?

A strong work ethic is the most desired characteristic in a new employee, according to many employers. Why is that?

It is because candidates with extensive relevant experience and the right skills won’t be an asset for a company unless they exhibit a strong work ethic.

In other words, qualification and skills aren’t enough to guarantee that a candidate will be successful in a job. Besides great qualifications, work experience and skills, a top candidate will also exhibit a will to work hard and dedicated.

What is the best way to evaluate work ethic in candidates?

You can’t really assess a candidate’s work ethic by resume alone. When you’re trying to recognize a strong work ethic, it is important to look beyond your candidates’ qualification and skills.

In order to find if your candidate is a hard-working, reliable, dedicated, punctual and responsible employee, you should use behavioral interview questions.

Interview questions for evaluating work ethic

Here are top 5 job interview questions designed specifically to evaluate candidate’s work ethic:

  1. Can you describe a time when you went the extra mile at work?

  2. When things are slow at work or you’ve finished your tasks, what do you do?

  3. How do you define work ethic? What does it mean to you?

  4. When have you worked the hardest? Describe the situation and explain your motivation.

  5. Give an example of when you completed a difficult task that made you work harder than normal.

By asking these job interview questions, you can easily uncover candidates with a strong work ethic. The best candidates will be able to provide detailed, real-life examples of their previously demonstrated inclination to work hard and go the extra mile.

Additional resources

➡️ If you’re looking for more great interviewing questions, you’ll find more examples in our blog post: Questions to ask candidates in a job interview.

➡️ If you would like to improve your overall interviewing skills, check out our Guide: How to be a good interviewer.

9 Ways to Reduce Your Time to Fill

Discover 9 great ways to reduce your time to fill and hire top candidates faster!

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Want to hire top talent for less money? Reduce your time to fill!

Time-to-hire is one of the key recruiting and hiring metrics.

➡️ Download the Checklist of Most Important Hiring Metrics & Tips for Improvement

Time to fill metric measures how quickly a company can find and hire the best candidate. In a time of war for talent, many companies use this metric as their north star. Why is that?

There are 2 main reasons:

  1. Longer time to hire costs more money
  2. Loner time to hire causes you to lose the best candidates.

Did you know that a whopping 57% of job seekers lose interest in a job if the hiring process is lengthy (Source:  Robert Half’s research).

So without further ado, let’s take a look at the 9 ways to reduce your time to fill, improve your candidate experience and hire top talent for less money!

How can you reduce your time to fill?

Here are X effective ways to reduce your time to fill:

1. Start using a recruitment software

One of the best ways to reduce your time-to-hire is to use modern recruitment software. Modern recruitment software has many benefits, and one of the key ones is reducing time to fill. According to research, 86% of recruiting professionals say that using an ATS has helped them hire faster.

2. Track and measure

Track and measure your hiring process to find bottlenecks and resolve them. With modern recruitment software, you can automatically track and measure your time to fill. That way you can get an insight into how long does it take to hire for a particular job opening and make changes accordingly.

3. Automate your communication with candidates

In order to save time, you should automate your communication with candidates. Use the latest technological solutions such as recruitment chatbots and modern recruitment software. Modern recruitment software has ready-to-use recruiting email templates you can personalize and send in bulk.

4. Automate interview scheduling

With a modern recruitment software, you can send automated emails with an interview appointment that automatically sync with your work calendar. That way you’ll save valuable time going back and forth to arrange a suitable time slot for all your candidates.

5. Automate resume parsing and screening

Once candidates apply, a modern recruitment software will parse and screen their resumes and create their rich profiles in the system automatically. That way you’ll save the time needed to go through all received applications and organize them in order to find the best candidates.

6. Conduct group interviews

Conducting group interviews can save you a lot of time in the most consuming phase of the hiring process – interviewing. If you’ve never conducted group interviews before, don’t worry – we’ve got you covered! In our Guide for conducting a group interview you’ll find everything you need to know to learn how to plan, prepare and conduct effective group interviews.

7. Build a talent pool

Having a pool of great candidates eager to work for your company is the best way to reduce your time to hire. Every time you have a new job opening, you can simply choose the best ones from your talent pool! Learn how to build a talent pool from scratch and how to segment it for maximum benefits!

8. Source candidates

Don’t wait for candidates to come to you – go out there and find them! Luckily, today’s technology offers effective sourcing tools, which can perform complex web search scans millions of online profiles to retrieve passive and active candidates’ details including email addresses, resumes and more.

9. Implement an employee referral program

Asking your current employees to recommend great candidates is another way to reduce your time to fill. Implement an employee referral program and promote it regularly. Also. make sure to offer attractive and creative employee referral rewards which will motivate your employees to actively engage in helping you find new employees.

 

Top 7 Websites to Find Developers in 2019

Are you utilizing all of these top places to find developers? If not, you’re missing out on top tech talent!

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Need to find and hire developers?

Yes, we know…join the club, buddy! Finding and hiring developers is one of the top challenges for HR professionals and recruiters around the world.

However, finding great developers isn’t that hard – when you know where to look for them.

Download our free eBook: Definite Guide for Recruiting & Hiring Developers!

What are the best places to find developers?

The latest Stack Overflow’ survey The Global Developer Hiring Landscape 2018 has found that: only 16% of developers are actively looking for a job. This means that you won’t find them on LinkedIn, job boards and your career site.

You will find them, however, on specialized tech websites and forums. These websites are your best bet for finding and hiring top tech candidates, especially passive ones.

Top 7 sources of tech candidates

1. GitHub

GitHub is the world’s largest software development platform. It is a place where developers can host and review their code, manage projects, and build software alongside 31 million developers. Basically, it is a site where developers store their code and share it with others

for collaboration, further development or simply usage.

2. Stack Overflow

Stack Overflow is the largest most trusted online community for developers to learn and share their knowledge. It has more than 50 million unique visitors come to Stack Overflow every month. Basically, Stack Overflow is a Q&A site. It is a place where developers post their programming-related questions and coding problems hoping that other developers will be able to help them. It has a very popular job board.

3. Dice

Dice is a well-known job board and candidate sourcing site. Dice’s database includes over 11 million unique and actionable tech profiles – including 2.2 million complete with résumés.

4. Toptal

Toptal is an exclusive network of the top freelance software developers, designers, finance experts, product managers, and project managers in the world. All candidates on Toptal have a proven track record and elite industry experience in design, business, or technology.

5. Upwork

Upwork is the largest global freelancing website. With millions of jobs posted on Upwork annually, freelancers are earning money by providing companies with over 5,000 skills across more than 70 categories of work.

6. We work remotely

We Work Remotely is a niche job board for remote jobseekers. It’s the largest, most experienced and dedicated remote only job board in the world with over 1.5 million individuals visiting the site annually. It is primarily comprised of developer jobs.

7. Gun.io

Gun.io is a platform which helps employers hire elite freelance software developers. All the developers on Gun.io are already tested and vetted. Gun.io has the most comprehensive vetting process in the entire freelance industry. While other sites just do automated code testing, Gun.io freelancers through four separate assessments. They test each freelancer’s technical acumen through an automated coding exam, a live coding exercise, and a technical interview with a member of our engineering team.

 

Choose Your Perfect Recruitment Software in 4 Easy Steps

Find a recruitment software that perfectly fits your hiring needs and your budget!

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Looking for a (better) recruitment software?

Whether you are looking to buy your first recruitment tool, or you are an experienced recruitment software user looking for a better tool with more features, you’ve come to the right place.

This guide will help you choose the best recruitment software that perfectly fits your need and budget!

➡️ Download the Checklist of Features Every Modern Recruiting Software Should Have!

4 step method for choosing a perfect recruitment software

There are 4 key steps in choosing your perfect recruitment software:

Step 1: Define your key recruitment challenges

The first step in choosing your perfect recruitment software is identifying your recruiting goals and challenges. Here are a few most common recruiting challenges:

  • Spending too much time managing applications
  • Not enough high-quality candidates
  • Not enough time to send personalized answers to all candidates
  • No hiring analytics and metrics tracking

Step 2: Identify the features you need

The second step in choosing your perfect recruitment software is identifying features offered by recruitment software which can help you resolve your biggest recruiting challenges. In order to help you with that, we created a Checklist of Features Every Modern Recruiting Software Should Have!

Step 3: Find recruitment software which offers features you need

Third, and final step in choosing your perfect recruitment software is finding a recruitment software which offers the right combination of all the features you need. If you find a few vendors who fit your needs, you need to compare and evaluate them in order to make the right pick.

Step #4: Compare and evaluate top 3 recruitment software

The best way to compare and evaluate your top three recruitment software vendors and their products is by gaining some first-hand experience in using them. Take advantage of a free trial! Try out your top 3 recruitment tools which offer all the features you need for a week or two in order to make an informed decision. That way, you’ll be able to compare and evaluate competing recruitment software from the first-hand experience.

7 Ways to Reduce Your Cost-per-hire

Are you utilizing all of these 7 highly effective ways to reduce your cost-per-hire?

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Every HR professional’s dream: Reducing cost-per hire

Cost-per-hire is one of the most important and most commonly used hiring and recruiting metric.

➡️ Download the Checklist of Most Important Hiring Metrics & Tips for Improvement!

It is also the metric which gives most HR professionals a serious headache!

They are asked to find and hire top talent fast, but often lack all the needed resources, especially financial.

So without further ado, let’s take a look at the X most effective ways to reduce your cost-per-hire!

Most effective ways to reduce your cost-per-hire

Here are top 6 ways companies can reduce their cost-per-hire:

1. Free job boards

Many companies spend a lot of money to post their job openings on job boards. However, there are also many free job posting sites and job boards which allow employers to post their job openings for free and reduce their recruiting costs.

➡️ Check out the list of The Best Free Job Posting Sites!

2. Employee referral programs

Do you have a structured employee referral program? Is it effective? Did you think about offering innovative employee referral incentives in order to increase its popularity? Employee referral programs can improve time, cost and quality of hire. It’s a win-win-win!

➡️ Check out our Guide for Setting Up an Employee Referral Program!

3. Talent pools

Building and maintaining a talent pool of interested, qualified candidates can do wonders for your cost-per-hire. Imagine tapping into a pool of great, interested candidates every time you have a new open job position!

➡️ Learn Everything You Need to Know for Building and Maintaining a Talent Pool!  

4. Group interviews

Conducting interviews with multiple candidates at once is a great way to save your time – and money! Group interviews are a fast and affordable way to test a group of candidates and select the best ones among them.

➡️ Check out the Guide for Conducting Group Interviews!

5. Outsourcing

Using a recruitment agency is not always expensive. Sometimes you can even save money if you decide to use a recruitment agency’s services! Just make sure you weigh all the pros and cons of using a recruitment agency in order to make an informed decision.

➡️ Check out The Ultimate Guide for Choosing a Recruitment Agency!

6. Recruitment software

Modern recruitment software has many benefits and features which can help you make your hiring process faster, more streamlined and effective, thus saving your time and reducing your recruitment costs.

➡️ Download free eBook 2019 Guide for Buying a Recruiting Tool!

7. Social media

Do you use social media to proactively search for candidates totally free, promote your employer brand and showcase your company culture? It’s a highly effective way to attract potential employees – and it’s totally free!
➡️ Learn How to promote your employer brand on social media!