8 Quick Tips for Writing Great Job Requirements

Not enough qualified candidates? Too many unqualified applications? You can easily fix this problem by tweaking your job requirements!  Learn how with this great quick tips!

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Improve your job requirements to attract better candidates

Are your job postings (job ads) attracting too many unqualified candidates, and not nearly enough qualified ones?

Before investing a lot of time and money in implementing shiny new recruiting strategies aimed at attracting talent, you should first examine your job requirements.

Job requirements are part of your job ads that state the qualifications and skills necessary for a certain position.

Job requirements should clearly state what an employer is looking for.

That way, potential candidates can know what is required of them before applying.

If they match all the job requirements criteria, it means they are a good fit for a job and they have a chance of actually getting it.

On the other hand, if they don’t match the job requirements criteria, they probably shouldn’t waste their time applying, because they have a little chance of getting the job.  

Thus, by laying out clearly defined job requirements, employers can attract the right of type candidates.

Over or under qualified candidates will be turned away from applying, thus saving employers a lot of time and money in the long run.

How to write job requirements?

Contrary to popular practice, writing great job requirements is more than just copy-pasting the “Qualifications and skills” part of your job description templates.

To write efficient job requirements, you should combine your job description with your candidate persona and choose the most important, key qualifications and skills desired in your perfect candidate.

Tips for writing great job requirements

Here are 8 quick tips for improving your job requirements:

Tip #1: Use bullet points

Improve the readability of your job requirements by listing them in a form of bullet-points.

Tip #2: Keep it short

The best practice is to list no more than 7 bullet points.

Tip #3: Separate must-haves from nice-to-have

You “must haves” should entail only the essential qualification needed to be considered for the job. Separate them from the additional “nice to haves”.

Tip #4: Focus on your candidates

Don’t state your company’s demands. Instead, tell your potential candidates how working at your company can benefit them.

Tip #5: Use everyday language

Use the simple, everyday language and conversational phrases.

Tip #6: Use the right tone of voice

Make sure you use the tone appropriate for your Employer Brand.

Tip #7: Personalize

Your requirements should aim to attract your perfect candidates.

Tip #8: Be specific

Be as specific as you can – avoid vague descriptions and stick with plain and simple wording.

Job requirements: Key takeaways

Job requirements are “must haves” that an employer is looking for in a candidate for a certain job position.
Contrary to popular beliefs, job requirements aren’t just a list of specific qualifications, education, knowledge and skills needed for a particular position.

Job requirements are a great opportunity to showcase your Employer Brand and company culture and attract the best candidates!

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6 Useful Tips for Choosing the Best Background Check Service

Choosing the best background service that will perfectly fit your hiring needs becomes easy-peasy when you apply this 6 useful tips.

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The necessity of using a background check service

Even if you are an experienced HR professional familiar with all the tricks for checking the truthfulness of your candidates resumes, there is only one way to prove that your findings are accurate.

It is to use the background check service.

Only certified background check services can guarantee a detailed, current and completely accurate information.

With 23% of job applicants admitting to exaggerating the truth on their resume or in a job interview in order to land a position, you should be very careful if you want to hire the right people for your company.

A reliable background check service will help you do that.
But how to choose the best one?

Tips for choosing the best background check service

Tip #1: Define your needs

Background check services offer different types of checks.

Which of the following do you need?

  • Identity verification
  • Criminal history searches
  • Education verifications
  • Employment verifications
  • Drug testing
  • Driving records check
  • Reference check
  • International background checks
  • Credit reports check

Make sure you choose the background check service that can provide all the specific checks that you need.

Tip #2: Ensure legal compliance

Make sure that your preferred background check service provider is completely legally compliant.

It should be accredited by the National Association of Professional Background Screeners (NAPBS) and compliant with all relevant state and local rules and regulations.

Tip #3: Consider turnaround time

The average turnaround time for most of the background check service providers is 2-3 days, with some of them guaranteeing that you will have all the needed information in the 5 days maximum.  

Tip #4: Look for great user experience

Make sure that the background check service provider you choose offers a great user experience, both for you and your candidates.

It should offer completely paperless, online, user-friendly and transparent service.

It should also ensure great customer service that can answer all your questions via email, live chat and phone 24/7.

Tip #5: Check review sites

Check review sites to read about other people experiences with different background checks services.

Factor #6: Inspect integration options

Choose the background check service that can guarantee seamless integration with all other HR tools you use, such as your Applicant Tracking System, HRIS, etc.

Hopefully, these tips will help you find the background check service that best fit your needs.

5 Must Have Features of a Recruitment Software

Which are the most important features every Recruitment Software should have? Look for these 5 if you want a tool that will automate, streamline and fasten your whole recruitment process.

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Recruitment Software: Now and then

First Recruitment Software appeared more than 20 years ago. It was created to help HR professionals manage a ton of paperwork and spreadsheets.

In the meantime, recruiting has completely changed. Companies are now facing new challenges: finding and attracting talent.  

As a consequence, Recruitment Software now offer many new features that are designed in order to help HR professionals tackle these new challenges.

Features of a specialized Recruitment Software

There are many different Recruitment Software that offer specialized solutions for a certain recruiting challenge or a stage.

For example:

5 Must-Have Features of a Recruitment Software

However, if you want a tool that will automate, streamline and fasten your whole recruitment process, you should look for these 5 main features:

Feature #1: Finding talent

Look for a set of features that will help you source and find the best candidates:

Feature #2: Attracting talent

Look for a set of features that will help you attract candidates and encourage them to apply:

  • Branded, multilingual, mobile-friendly career sites
  • Customizable application forms
  • Career Blogs and Employee testimonial pages
  • Search Engine Optimization
  • Social media recruiting
  • Customizable job description templates
  • Automated job ad distribution
  • Talent Networks

Feature #3: Engaging talent

Look for a set of features that will help you build relationships with candidates and keep them engaged:

Feature #4: Selecting the best candidates

Look for a set of features that will help you organize and automate your selection process:

  • Rich candidate profiles
  • Searchable database
  • Applicant evaluation scorecards
  • Automated resume screening and parsing
  • Automated interview scheduling
  • Customizable recruiting email templates
  • Automated email responses
  • Interview kits and scorecards

Feature #5: Analytics

Look for a set of features that will help you track and measure your whole recruiting process:
1.) Automatically track the most important hiring metrics such as:

  • Recruiting Marketing metrics
  • Candidate engagement metrics
  • Time-to-hire
  • Cost-to-hire
  • Applicants-per-source
  • Offer acceptance rate
  • Hires per recruiter

2.) Create, export and share beautiful reports.

Improve your LinkedIn Company Page in 4 Easy Steps

In this blog post you will learn how to improve your LinkedIn Company Page in 4 easy steps!

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Benefits of a LinkedIn Company Page

Did you know that 75% of candidates research your company’s reputation before applying for a job?

Yes, they will Google you. And what will they find?

Besides your company website, the first place they will look is social media.

This is why you need to:

  1. Optimize your career site to get more job applicants
  2. Promote your Employer Brand on social media

In this article, we will focus on the most important social media network when it comes to business and recruitingthe LinkedIn of course.

Improve your LinkedIn Company Page in 4 easy steps

STEP #1: Set your goals

First, plan and develop the goals you want to achieve with your LinkedIn Page.

Your LinkedIn strategy should be a part of your overall Employer Branding strategy.

Use your Candidate Persona and Employee Value Proposition as your starting point for

STEP #3: Generate engaging content

What type of content should your create? What works best on LinkedIn?

Here are some ideas to help you get started:

 

  • Highlight the members of your team
  • Showcase your company culture
  • Publish your company news
  • Share industry news

 

STEP #4: Optimize your posts

Here is how you can optimize your posts to perform better on LinkedIn:

1.) Use visuals!
Always include an image or some type of rich media (such as video, infographics etc.).

2.) Keep it short and simple
Snappy headlines and concise intros are more likely to result in higher engagement.

3.) Engage your audience
Ask thoughtful questions and include a clear call to action.

STEP #5: Involve your employees

Turn your employees form your company’s supporters to your company’s ambassadors!

Instead of just sharing your company updates, your employees can help you create original, highly engaging content!

Encourage your employees to take photos and videos of their everyday work life at the office, company events, conferences etc.

They can also write blog posts in which they comment on the relevant industry trends or present interesting projects your team works on.

How Recruitment Automation Can Improve Your Hiring

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Using Recruitment Automation to Improve Hiring

Everywhere you look, companies both big and small are making incredible advancements in technologies like robotics, central processing units, cameras and augmented reality.

One area that is also rapidly expanding and growing more than ever is automation.

While the thought of automation may concern some people, it can save companies both time and money that is usually spent looking for the perfect candidate to fill an open position.

There’s a lot to learn about the benefits of hiring automation. In this article we will cover everything from how recruitment automation works to how companies can put it to use.

What is Recruitment Automation?

To understand what recruitment automation entails, one must first understand how a process, or an object becomes autonomous.

In general, autonomy is the process of removing the need for human observation and interaction to achieve the desired result. Recruitment automation is simply the process of removing a portion of the need for human labor to complete the task of onboarding and hiring a new candidate.

Take the autopilot programming that is used on most commercial airliners: the “auto” in autopilot refers to the autonomous nature of the system that is flying the plane, which means that the system doesn’t require the constant attention of the human pilot to operate. However, just like an airplane’s autopilot system, there are certain parts of the process in recruitment automation that still need to be completed by a human being.

Why is this the case?

While recruitment automation can help recruiters sift through hundreds, if not thousands of resumes to find the perfect candidate, it is still ultimately up to the hiring manager to make the call when hiring a candidate.

Therefore, we must look at recruitment automation as an aide to hiring and not as a system to be in complete control of a company’s recruitment efforts.

Types of Automated Recruiting Systems

There are many types of recruitment automaton systems, some of which are listed below:

  • Resume Screening
  • Chat Bots
  • Digitized Interviews
  • Reference Checking Software
  • Automated Offer/Rejection Letters

Why is it Useful?

Looking at the above list, there are a couple of things that they all have in common: efficiency and consistency.

When a company is looking to hire a candidate, there is a good chance that the individuals in charge of hiring will be overwhelmed with the number of applicants. On average, a typical corporate job will receive 250 resumes; however, some companies receive many times that amount, and without an automated system of some sort, each resume will have to be manually examined so that a determination about the candidate’s potential can be made.

Because of this, most companies simply do not have the time or the resources to dedicate the required number of hours to recruiting and onboarding a new employee.

Besides saving time and resources on recruiting, automation of the recruitment process also ensures that all candidates are judged by the same criterion without human biases getting in the way.

For example, during a manual review of resumes, the individuals conducting the review may push a candidate towards the top of the pile solely based on the school they graduated from. With an automated system, candidates can be judged fairly since the system is not programmed with the innate shortfalls that come with being a human being. Additionally, by having an automated system to screen potential candidates, the company can better track resumes for future hiring efforts.

How to Automate your Recruiting

  • Resume Screening – Resume screening tools have been around for quite some time. These tools are a tremendous help in optimizing workflows and sifting through candidates that are not a good fit. Reviewing applications is one of the most time consuming tasks for recruiters and hiring managers, taking away valuable time that could be spent interviewing qualified candidates. Having a resume screening system that integrates with your applicant tracking system (ATS) will be a big plus.
  • Chatbots – Chatbots have also been around for some time but have grown much more advanced over the years. Having a chatbot in place that integrates with your ATS will save you both time and also improve the appeal of your company through faster response times and a more personal candidate experience.
  • Artificially Intelligent Video Interviews – When it comes to video interviewing, AI is transforming the process by analyzing candidates word choice, speech patterns and facial expressions. This gives you insight into what may be going on behind the scenes and if the candidate would be a good fit for your organization. Take the information gathered from this tool with a grain of salt; it can be hard to tell if the candidate actually exhibits negative traits or they were just nervous/having a bad day.
  • Email Automation – Being able to deliver personalized data driven emails is a huge time saver. This tool really shines through when it comes to sending reminder emails or confirming interview times with candidates. Be sure to make these emails as seamless as possible compared to your normal email sends. You want the emails to look as though they are coming directly from somebody at the company.

Next Steps

Recruitment automation is a valuable tool that should not be overlooked, regardless of the type of position that is being filled.

With an automated system keeping tracking of resumes, assessment scores, and interview results, companies can collect valuable data that can not only be used to reach out to candidates that might have been missed, but also to refine the company’s overall hiring practices.

Top HR and Recruiting Influencers in 2018

Who are the top influencers in the HR and recruiting in 2018? Find out and follow them to stay up to date with the latest industry trends!

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Why should you follow HR influencers?

Following the top HR and recruiting influencers is a must if you want to stay up-to-date with current HR and recruiting trends. 

HR and recruiting industry has been going through some serious changes. As a consequence,  many new industry benchmarks have been established.

One of the best ways to stay in the loop is to read the best HR blogs, utilize the useful HR resources and follow the prominent HR and recruiting experts.

List of the top HR and Recruiting Influencers in 2018

Here is the list of the 6 top level HR and recruiting thought leaders:

Matt Charney

Matt Charney is probably the world’s top expert when it comes to talent and technology.

He is the Executive Editor for Recruiting Daily, the #1 online media resource for the recruiting world.

Follow him: Twitter | Blog

William Tincup

William Tincup is the President at Recruiting Daily, the #1 online media resource for the recruiting world. He is one of the most followed HR influencers on Twitter with more than 300K.

Follow him: Twitter | LinkedIn

Lou Adler

Lou Adler is the CEO and founder of The Adler Group – a consulting firm that helps companies implement performance-based hiring. He is one of the most followed HR influencers on LinkedIn with more than 1.2M followers.

Follow him: LinkedIn | Twitter

Meghan M. Biro

Meghan M. Biro is a founder and CEO of TalentCulture and Founder of the #WorkTrends podcast and Twitter chat.  Every week, Meghan interviews a guest who’s thinking creatively about the future of work.

Follow her: Twitter | Podcast

Glen Cathey

Glen Cathy is a senior recruiting executive with over 16 years of experience. He writes about it on his blog Boolean Black Belt-Sourcing.

Follow him: LinkedIn | Twitter | Blog

Jörgen Sundberg

Jörgen Sundberg is the founder & CEO of Link Humans, an employer branding agency. Jörgen started the Undercover Recruiter blog in 2009, now the #1 career & recruiting blog in the world. Today he hosts the weekly Employer Branding Podcast.

Follow him: Twitter | LinkedIn | Podcast

[INFOGRAPHIC] 5 tips for optimizing your LinkedIn InMail

In this blog post, we will present 5 tips for optimizing your LinkedIn InMail. You will find out easy, but effective tricks for improving the open and response rate of your InMails.

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Why should you improve your LinkedIn InMails?

Did you know that 87% of professionals are willing to consider a new job opportunity, even if they are not actively looking for the job at the moment?

And the perfect way to reach them is by sending them a message on LinkedIn – so called LinkedIn InMail.

InMailis the LinkedIn’s messaging feature that allows you to send messages to anyone on LinkedIn, even to people outside your network.

Potential job candidates are far more likely to respond to recruiters’ messages sent via LinkedIn than regular email.

The average response rate to LinkedIn InMail is 85%, which is 3 times higher than a response rate to a traditional email.  

This is why successful recruiters use LinkedIn InMail to find and hire the ideal job candidates.

5 tips for optimizing your LinkedIn InMail

Here are the 5 essential must-follow tips for optimizing your LinkedIn In Mail that will help you become a pro at talent scouting:

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1. Personalize

Research shows that sending a single, personalized InMail (as opposed to sending bulk messages to many candidates) will increase your response rate by 30%.

2. Connect

Don’t just sell the job – build a long term relationship with your potential candidates.

Even if they aren’t available or interested in your current job opening, they might be eager to hear about some of your future job positions.

3. Focus on candidates

You InMail should be focused on your candidates’ needs, not your own.

Make it clear how your role can help them achieve their goals (and dreams!).

4. KISS

Stick with the famous KISS rule – Keep it short & sweet.

According to LinkedIn’s research, InMails under 100 words get the highest response rates.

5. Think outside the box

Successful recruiters aren’t afraid to think outside the box.

Get creative: feel free to use humor, try something new and experiment!

What Causes a Bad Candidate Experience?

Learn what causes a bad candidate experience. Are you making these mistakes?Top-3-Causes-of-a-Bad-Candidate-Experience

Why should you fear bad candidate experience?

A bad candidate’s experience has a direct negative impact not only on your ability to find and hire your ideal job candidate but also on your overall company’s business

Research has shown that:

  • 63% of job seekers will likely reject a job offer because of a bad candidate experience (Source: Software Advice).
  • 72% of job seekers that had a bad experience told others about it, either online or in-person (Source: CareerArc).
  • 64% of job seekers say that a poor candidate experience would make them less likely to purchase goods and services from that employer (Source: CareerArc).

What causes a bad candidate experience?

3 main reasons responsible for bad candidate experience are:

1. Not enough communication

CareerBuilder survey has found that 75% of applicants never hear back from employers.

Upgrade your candidate experience by:

2. Messy application process

CareerBuilder survey has found that 60% of job seekers quit in the middle of filling out online job applications because they are too long or too complicated.

Upgrade your candidate experience by:

  • Allowing various application options (let your candidates apply only by uploading their resume or via their social media profiles)
  • Shortening your application forms – include only the questions that are absolutely necessary
  • Optimizing your career site.

3. Interview horror

The LinkedIn survey has found that 83% of talent say a negative interview experience can change their mind about a role or company they once liked.

Upgrade your candidate experience by:

Learn more about improving the candidate experience

There is a great 10 step strategy for improving the candidate experience.
Make sure you check it out! 🙂

Employee Experience Is New Way to Win Talent War: ServiceNow Research

Digital experiences outside of work have made life simpler, easier and more convenient. Today’s top talent is demanding the same at work, and global research of 500 human resources executives across 20 industries reveals that providing excellent employee experiences, enabled by technology, are becoming the new way to win the never-ending war for talent.

 

“The best talent today expects great digital experiences at work,” said Pat Wadors, Chief Talent Officer, ServiceNow. “Top talent can work anywhere, and they are choosing companies that embrace advanced technology to make work simpler, faster, better. A fundamental shift is under way, and top human resources leaders are creating a new employee experience, realizing that great benefits and cool office perks are no longer enough. Employees want great digital experiences that make work, work better for them.”

Pat Wadors, Chief Talent Officer, ServiceNow
Pat Wadors, Chief Talent Officer, ServiceNow

Insights into this digital transformation of the employee experience were released by ServiceNow in “The New CHRO Agenda: Employee Experience Drives Business Value.” “The New CHRO Agenda” report details the Chief Human Resource Officer (CHRO’s) journey to greater impact; how the employee experience is evolving to impact business results and the impact of an HR function’s capabilities on retaining and attracting the best talent.

From Tactical Manager to Strategic Leader

Over the last three years, CHROs have seen their responsibilities move beyond the core responsibilities of delivering HR services, record keeping and attracting top talent, to a broader role in leading key strategy discussions around advancing corporate goals, driving digital initiatives, and contributing to business performance.

 

  • Nearly two-thirds (64%) of CHROs say it’s their responsibility to drive corporate performance.
  • CHROs expect their success to be defined by the consumer-like employee experience. In fact, more than half of CHROs (56%) say the ability to create a digital, consumerized employee experience will define their roles in three years, compared with just 6% who say traditional HR will define their role.
  • 66% of CHROs say the employee experience will drive quantifiable productivity gains across the business.
  • 44% of CHROs expect to be judged on their digitization success achieved not alone but by partnering with other C-level executives to set and manage strategy.

 

Digital Transformation of the Employee Experience

From how employees access services and information to how global teams collaborate, business as usual is being redefined for the digital era by a new breed of CHRO.

 

  • Three out of five CHROs say HR is now a driver of digital transformation, a top strategic priority for most enterprises.
  • 77%, or more than three in in four, of CHROs say they expect to see improved employee experiences from digital transformation in the next three years.
  • 83% of CHROs say the employee experience is important to the organization’s success.
  • 68% of CHROs say that their HR technology allows them to improve employee experience.

 

Investing in the Modern Employee Experience

For employees, the workplace will become more personalized, predictive, and seamless. Their needs will be met through consumer-like digital interactions, such as push notifications for administrative work updates, recommendations for services based on recent actions, and instant answers to questions through chatbots that receive data from multiple departments.

 

  • 70% say the use of technology to foster a sense of community and healthy corporate culture is a goal.
  • In the next three years, almost half (48%) of CHROs will use an HR platform – not applications – that systematizes automation of HR process and collaboration, up from just 14% today.
  • A significant percentage of CHROs are budgeting for technologies (82% on cloud, 69% on social/collaboration, 65% on mobile, and 47% on function-specific applications) that will help them deliver superior experiences.

 

CHRO Leaders Show the Way

CHROs who are using technology to improve employee experience are winning the war for talent. The survey divides CHROs into a three-tiered model mapping CHRO-led digital transformation of HR functions, and the business overall. HR leaders taking advantage of more strategic investments fall into the top tier, Level 3.

 

  • 97% of Level 3s are much more successful in recruiting talent, vs. 80% of Level 2s and 53% of Level 1s.
  • 79% of Level 3s are much more successful at retaining talent, vs. 63% of Level 2s and 14% of Level 1s.
  • 84% of Level 3s report lower turnover than their peers, vs. 77% of Level 2s and 52% of Level 1s.
  • 63% of Level 3s successfully reskill their existing employees, vs. 58% of Level 2s and 41% of Level 1s.

 

Healthcare Leads, Financial Services Lags

Healthcare CHROs trend ahead of the pack in prioritizing superb HR experiences and building positive relationships.

 

  • 68% of healthcare CHROs say they are successful or highly successful in using technology to make it easier for employees to do their jobs, vs. 55% for non-healthcare industries.
  • Nearly three-fourths (72%) of healthcare CHROs said they are more likely to be successful at delivering HR experiences that match the technology that employees use in their personal lives, vs. 58% in other industries.

 

Financial services CHROs are more focused on creating an experience that meets individual needs rather than a sense of community and collaboration – and they’re lagging their industry peers in building a workforce that meets business objectives.

 

  • 54% of financial services CHROs say the use of technology to foster a sense of community and corporate culture is a core goal, vs. 72% in other industries.
  • 52% of financial services CHROs are less likely to agree that a platform that streamlines cross-functional collaboration would drive productivity and improve the employee experience, vs. 70% in other industries.
  • Only 28% of financial services CHROs say they have built a workforce to meet future business objectives, compared with 42% in other industries.

[INFOGRAPHIC] 6 Types of Recruitment Metrics You Should Know About

This infographic presents 6 main types of recruitment metrics every HR professional should track and measure.

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The importance of recruitment metrics

Tracking recruiting metrics is the key to HR analytics and data-driven recruiting.

In today’s data-driven culture, most successful recruiters are those who make decisions based on data acquired through HR technology such as Applicants Tracking Systems and Recruitment Marketing Platforms.

According to LinkedIn research, HR teams who track and measure recruiting metrics are 2 times more likely to find talent faster and more efficiently.

This is why HR professionals use hiring metrics – to make better and more informed decisions and find and hire the ideal job candidate easier and faster.

Types of recruitment metrics

Here is the list of 6 main recruitment metrics types:

  1. Recruitment Marketing metrics
  2. Hiring Velocity metrics
  3. Hiring Expenses metrics
  4. Hiring Quality metrics
  5. Hiring Source metrics
  6. Referral metrics

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1. Recruitment Marketing metrics

➡️ Definition

Recruitment Marketing metrics is a group of recruitment metrics that measure the results and effectiveness of your Recruitment Marketing strategy.

2. Hiring Velocity metrics

➡️ Definition

Hiring Velocity metrics is a group of recruitment metrics that measure the speed and duration of your hiring process.

3. Hiring Expenses metrics

➡️ Definition

Hiring Expenses metrics is a group of recruitment metrics that measure the cost of your hiring process.

4. Hiring Quality

➡️ Definition

Hiring Quality metrics is a group of recruitment metrics that measure the quality of the candidates you hire.

5. Hiring Source metrics

➡️ Definition

Hiring Source metrics is a group of recruitment metrics that measure where your candidates come from.

6. Referral metrics

➡️ Definition

Referral metrics is a group of recruitment metrics that measure the results and effectiveness of your employee referral programs.