Common HR Mistakes Startups Make

Regardless of how small or large your business is, the team that you assemble to work for you is an essential component to its success. As soon as you begin hiring staff members to join your startup, you must take on important human resources responsibilities. In many cases, hiring and developing talent as well as maintaining relationships with each team member can be stressful and challenging, and serious mistakes can be made.

Approaching the hiring and management tasks professionally from the start is essential for the success of your startup. It can reduce the number of issues that you run into and their severity. This means that you need to develop and follow effective human resources policies and processes immediately, and these should be scalable to accommodate growth in the years to come.

Identifying common human resources mistakes that startups make can help you to avoid making these same mistakes yourself. These are among the more common mistakes that startups make in the realm of human resources.

Not Seeking Professional Assistance

It may seem like hiring an employee to join your team is a relatively straightforward process and that you require little to no help with it. However, hiring a human resource professional as soon as possible to facilitate the hiring and management processes can help you to choose the right individuals to join the team. This step could also help you to retain the talent that you have worked so hard to recruit.

A good rule of thumb is to add one HR manager for every 50 employees on your team. This ensures that each individual on your team is properly managed. It also can help your HR team to identify potential issues that need to be addressed, answer their questions to promote happiness in the workplace and more. It is wise to have your HR professionals hired before adding even more individuals to join the team.

Hiring the Wrong Individuals

Entrepreneurs may be stressed with many responsibilities related to starting and growing a young business. With this in mind, it is understandable that you may take the approach of hiring any individual to join your team who has the right skillset and experience. However, there are many other factors to consider when making a hiring decision than simply the credentials on a resume. For example, a new-hire should have the right mentality to fit into corporate culture, solid personal skills to be an asset to the team and more. Your hiring process should successfully screen applicants in all relevant areas.

When you hire the wrong individuals for your positions, you may have operational issues. These individuals or others in the team could become discontent when new-hires are a poor fit, and your employee turnover rate may escalate. This type of employee experience could ultimately cost the company a substantial amount of money. To combat this, you need to have a solid financial plan for your business, and you need to stick to it. This plan should focus on standardizing the hiring process and creating clear, effective criteria to make a hiring decision by.

Not Having Strong Company Culture

Many of the largest and most successful corporations have a strong and identifiable company culture. For example, Apple is known for its outside-the-box thinking and for hiring creative individuals with fresh perspectives. You may assume that a company’s culture simply develops over time on its own, but the reality is that culture is created by the business owner though individualized decisions. For example, the interactions between team members and management can lay the foundation for culture. Without culture, your business may flounder.

Because of how important company culture is in even small companies, you need to understand how to create it. Choosing policies and processes that are aligned with the culture that you want to achieve is important. Your management team’s interactions with staff members also should represent culture. As you create corporate policies and business processes, the concept of corporate culture should also be in mind.

Failing to Develop the Team

While you may go to great lengths to hire new team members by focusing on their experience and skills, the business world is constantly changing. You need your existing team to be dynamic, and their ability to grow to meet changing needs is directly tied to the training opportunities that you provide to them. Keep in mind that your team members may also be personally interested in advancing within their career. They do not want to feel as though their skillset is outdated, and they may have a goal of climbing the corporate ladder within your company.

Developing your team begins during the onboarding process, which is a time when a new-hire learns about company culture and professional development programs available to him or year. These development programs could include in-house training and mentoring, assistance obtaining certifications, college tuition reimbursement and more. Development opportunities should be offered, encouraged and available to team members free of charge.

Final Word

While many aspects of your business operations require constant attention and thoughtful effort, hiring the right individuals to join your startup team is essential. Unfortunately, many entrepreneurs make serious hiring and management mistakes, and these can ultimately be detrimental and costly to the business. If you are preparing to hire team members soon or if you are facing HR and management challenges, it may benefit your business to reassess your human resources efforts and strategies.

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Social Media Recruiting: How to recruit on Facebook?

Social Media Recruiting: How to recruit on Facebook?

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One of the biggest trends in recruiting over the past few years has been the use of Facebook to attract and convert talent. This practice even got its own buzzword – “Facebook recruiting”. So what is it exactly and how to do it #likeaboss?

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What is Facebook recruiting?
Simply put, “Facebook recruiting” is the process of recruiting (potential job candidates) through the use of Facebook. You can use Facebook to source, attract, convert and hire new employees. “Facebook recruiting” is a form of social recruiting and a vital part of recruitment marketing.

The benefits of Facebook recruiting
Here are the top 3 benefits of Facebook recruiting:

1.) Facebook is the biggest talent pool

Facebook is the largest social network site in the world: it has over 2.07 billion monthly active users, so more people will come across your recruitment ads on Facebook than on any other platform.

2.) You can reach active job seekers

It’s little known that active job seekers prefer Facebook – research shows that there are more job seekers on Facebook than on LinkedIn!

3.) You can also grab the attention of passive job candidates

Passive candidates are those candidates who are not actively looking for a new job, but would be willing to accept a better offer. Facebook is a great tool that can be used to get in front of these people.

How to recruit on Facebook: Step-by-step guide

Step 1: Find potential candidates

Did you know that you can use Facebook as a proactive sourcing tool? Facebook has a powerful built-in search engine, called Graph Search. Graph Search utilizes publicly-available information listed on Facebook users profiles. Facebook Graph Search allows you to find candidates who meet specific criteria using filters (e.g. city, education, company etc.).

Step 2: Create a Facebook page

Your company probably already has a Corporate page, but you should think about opening a Career page too because the audience and message you deliver on those two pages should be different. On your Corporate Facebook page you talk to your customers, and on your Career Facebook page you talk to potential employees.

Step 3: Share your company culture

If you display a great culture within your company, people will want to become a part of it! Post photos and videos which show what it’s like to work at your company. Facebook makes it easy to be visual with your storytelling. People want to be able to envision themselves working for companies, so here photos really are worth a thousand words.

Step 4: Create a job ad

Start by considering your tone of voice, which should be a reflection of your business’s personality and the vacant position you are looking to fill. Next, find or create an eye-catching image. Following, think of a great copy! This is your chance to communicate your key message in an inspiring way that will make potential candidates eager to work at your company!

In the end, don’t forget to add the target link that leads directly to a job listing.

Step 5: Free promotion of your job ad

There are two most important additional channels you can use to promote your job ads: Referrals and Facebook groups. Referrals on Facebook can be done with just one click and reach all of employees’ network on Facebook. Also, take advantage of: hiring groups, interest groups and student/alumni groups.

Step 6: Paid promotion of your job ad

Promoting jor job ads does call for a budget, but if done correctly, investing just a few dollars in promoting your job ad can really pay off bigtime! The reason why Facebook ads work so well in recruiting is because you can specify exactly who you want to reach. The targeting option lets you select location, age, education, interests etc. of the people you want to reach.

Step 7: Use Facebook Live

Facebook Live streaming makes it possible to interact with your potential candidates in real-time via live chats and videos. Live video session is a unique opportunity to introduce your team, give a tour of your office and answer candidates questions in a real time and in a really engaging and fun way!

So should you do Facbook recruiting?

Facebook is and will continue to be a powerful recruiting tool in 2018. With new features rolling out and new trends emerging, we can expect a lot of new opportunities for recruiters, HR professionals, business owners and small business CEOs to connect instantly with thousands of high-quality candidates through Facebook.

Difference between structured, unstructured and semi-structured job interviews

Difference between structured, unstructured and semi-structured job interviews

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There are 3 main types of job interviews: structured, semi-structured and unstructured job interviews. In this article you will learn the differences between them so you can decide which one is your best choice for assessing candidates. Tips & tricks for conducting a great interview included!

Job interview types

Recruiters and human resources professionals divide job interviews into 3 different types:

  • Structured interviews
  • Unstructured interviews
  • Semi-structured interviews

Structured interview

A structured interview is a type of interview in which the interviewer asks questions which are planned and created in advance.
Tips&tricks for conducting structured interviews:

  1. Prepare interview questions to ask candidates in advance.
  2. Develop a scale for grading candidates answers.
  3. Take detailed notes of each candidate’s answers.

Unstructured interview

An unstructured interview is a type of interview in which the interviewer asks questions as they arise spontaneously in a free flowing conversation.
Tips&tricks for conducting unstructured interviews:

  1. Keep in mind specific experiences and qualities you are looking for in candidates.
    2. Feel free to explore specific interesting points from your candidate’s resume.
  2. Develop each next questions based on your the candidate’s answer.

Semi-structured interview

Semi-structured interview is a type of interview in which some questions are predetermined and others arise spontaneously during conversation.

Tips&tricks for conducting semi-structured interviews:

     1. Create basic set of interview questions to ask your candidates.

  1. Customize your follow up questions based on your candidates’ answer.
  2. Return to your basic set of questions and repeat the whole process.

Which type of job interview should you use?

You should choose the right type of interview based on the needs of your candidate persona. Create representation of your ideal candidate by defining the characteristics, skills, and traits that make up your perfect hire.

Try to put yourself in your candidate persona’s shoes. Create questions which would allow your candidate person to show of her/his best qualities and skills.

Importance of choosing the right job interview type

Choosing the right type of job interview will help you find and hire your ideal job candidate, improve your candidate experience and make your recruiting efforts more effective and successful.

How to define your Employee Value Proposition (EVP) and use it to attract candidates?

How to define your Employee Value Proposition (EVP) and use it to attract candidates?

How-to-define-EVP-and-use-it-to-attract-candidates

Employee Value Proposition (EVP) is a solution for attracting talent in a highly competitive job market. In order to make yourself their employer of choice, you have to be able to trigger your perfect candidates’ interest by differentiating your company from your competitors.

You can do that by presenting your unique Employee Value Proposition (EVP).

What is an Employee Value Proposition (EVP)?

Simply put, Employee Value Proposition (EVP) is a compelling answer to the following candidate’s questions:

“Why should I work for your company instead of somewhere else? What’s in it for me?

Why is your company a great place to work at? What can you offer me that other companies can’t?

When faced with that questions, many companies highlight the salaries and benefits they offer.

However, compensations and benefits are just a part of an effective Employee Value Proposition (EVP).

Employee Value Proposition (EVP) is a comprehensive offering that companies provide to their employees, which has 5 main components:

1. Compensation

This component encompasses employee’s satisfaction with salary, but also additional rewards such as bonuses.

2. Benefits

This component incorporates different benefits (health, dental, retirement, tuition and disability), but also paid time off and life insurance.

3. Career

This component consists of employee’s career stability and a chance for its development, including opportunities for training and education.

4. Work environment

This component refers to a positive work environment, sense of personal achievement and a healthy work-life balance.

5. Company culture

This component is based on positive relationships and team spirit with your colleagues and managers.

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Steps: Define and promote your EVP

There are 4 crucial steps in the process of defining and using your Employee Value Proposition (EVP) in order to attract candidates:

Step #1: Define your candidate persona

The first step in defining your company’s Employee Value Proposition (EVP) is defining your candidate persona. 👩

Step 2#: Define each main component of your Employee Value Proposition (EVP)

The second step in defining your company’s Employee Value Proposition (EVP) is

specifying each of its main components with your candidate persona in your mind.

Step 3#: Personalize your Employee Value Proposition (EVP)

In order to use your Employee Value Proposition successfully, customization is the key. If you want to attract the right talent for your company and open positions, you need to segment and personalize your EVP for your target audience.

Step 4#: Promote your Employee Value Proposition (EVP)

There are many different types of content (such as team blogs and company videos) and communication channels (such as your career site, social networks etc.) which can be used for promoting your Employee Value Proposition (EVP).

Employee Value Proposition (EVP) examples

Here are 2 different, but very effective examples of Employee Value Propositions (EVPs), presented in a popular video format.

BMW’s Employee Value Proposition (EVP) video

In this video BMW employees explain what makes BMW Group such a special employer and what do they like the most about working for BMW. In this video you can see young, talented people explaining why they chose a career with BMW over other companies.

(https://www.youtube.com/watch?v=u5KMRNdY4g0)

Deloitte’s Employee Value Proposition (EVP) video

This video offers a glimpse into the everyday experiences of Deloitte’s employees. At the same time, it very cleverly incorporates and showcases different components of Deloitte’s Employee Value Proposition (EVP).

(https://www.youtube.com/watch?v=qDXWYzz7cHM)

We hope this two videos have inspired you and gave you some fresh ideas.

Now go on and start defining your own Employee Value Proposition (EVP)! 🙂

How to Write a Job Description Like a Pro?

How to Write a Job Description Like a Pro?

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Have you ever struggled with writing clear, precise and compelling job descriptions?

If you have, this article is for you. It will let you in on recruiting professionals’ job description writing secrets and present resources and tools that will help you write your job description like a pro.

The trouble with job descriptions

Sometimes writing a great job description can be easier said than done. If you’ve ever stared at the blank page, you know how frustrating that can be.
But you don’t need to struggle anymore! 🙂

This article is your guide for writing job descriptions like a pro.

I will let you in on recruiting professionals’ job description writing secrets.

If you want to learn all their little tips and tricks for writing great job descriptions, this article is for you!

The benefits of writing job descriptions like a pro

Carefully crafted, clear and precise job description are important for two main reasons.

First is improved internal communication, and second is improved external communication.

Improved internal communication

Clearly and precisely described job position can eliminate possible misunderstandings inside your company.

Writing down all the job position’s duties and responsibilities will get everyone on the same page about the position you are looking to fill.

Without it, you risk managers having one idea, HR professionals another, department you are looking to fill with a new role third, etc.

Improved external communication

Clearly and precisely described job position is crucial for communicating your needs and requirements with possible candidates.

Crafting a compelling job description is the first step in finding and hiring your ideal job candidate.

A well written job description can help you attract high quality candidates and repel unqualified, thus saving your time and money.

How to write a job description like a pro?

Here is the list of essential knowledge, resources and tools that will help you write your job description like a pro! 💪

1. Learn the difference between job description and job posting

Recruiting professionals know the difference between job descriptions and job postings

A job description is an internal document which explains company’s job position. It contains all the details about the role and it is written in a formal tone.

A job posting, on the other hand, is an advertisement for your open job description. It is a document meant for external use, to attract candidates.

In short: Job description explains the job, while job posting sells it.

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2. Follow the common job description structure

All professionally written job descriptions follow the common structure:

  • Job title

           Write a clear and precise job title. Use commonly known titles in line with industry norms.

  • Role summary

          Explain why is this position important for your company and specify how it contributes to your business goals.

  • Duties and responsibilities list

           Don’t write a laundry list of job duties and responsibilities, just list the main ones.

  • Qualifications and skills list

           List the required education level and type, professional certifications, years of experience, technical and soft skills.

Job-description-structure

3. Define your candidate persona

As you write your job description, keep your ideal candidate in mind.

Imagine a person that would be a perfect fit for this job.

This representation of your ideal candidate is called candidate persona. 👩

Provide enough information and descriptions to help your ideal candidates visualize themselves in your job position!

4. Use job description templates

Instead writing your job descriptions from scratch, start with professionally written job description templates.

These job description templates are a great starting point.

They will save your time and make sure that you don’t miss any of the key requirements for a certain job position.

Feel free to copy these job descriptions templates and customize them to suit your own needs.

5. Use professional tools

Modern recruiting professionals use specialized recruiting tools to help them write and advertise their job descriptions.

Specialized recruiting tools can help you with all phases of posting jobs, from writing job descriptions to publishing and promoting your job ads.

With professional recruiting software you can access free job description templates, build beautiful career sites (no coding needed!) and publish your job postings on multiple job boards with just one click.

You can also set up employee referral programs, create engaging email campaigns and easily share your job postings on social media – all from one easy to use platform!

And… voila!

That’s it.

Now you know how to write your job descriptions like a pro.

So go on and start writing! 🙂

Employer Branding on Social Media: Best Examples

Employer Branding on Social Media: Best Examples

Browse the best Employer Branding examples found on Social Media and learn how big brands use Social Media to promote their Employer Brand and attract top talent.

Employer-Branding-on-Social-Media-Best-examples

Employer Branding on Social Media: How to do it?

You have probably already heard that you should put more effort, time and money into promoting your Employer Brand on Social Media.

What nobody is telling you though, is how exactly to do that.

What type of content should you publish on your company’s social media profiles in order to portray your company as a favourable employer?

Here are 8 inspiring examples of great content big brands use to promote their Employer Brand on Social Media.

1. Employees’ testimonials

Feature your employee stories and testimonials.

Sharing their personal stories will make it easy for your potential candidates to see what type of people you are looking for.

Example: Marriott

Marriott International, Inc. is a leading global lodging company with more than 6,000 properties in 122 countries and territories.

Marriott has a great Instagram page called Marriott Careers, where they often feature their employees’ testimonials.

Are you ready to meet Duffy?! 🙂

Employer-Branding-on-Social-Media-Best-examples

2. Office and workplace

Share the videos and photos of your office environment.

Don’t worry if you don’t have the coolest office space ever.

Most candidates don’t expect you to have a huge yoga studio or a video game room in your office.

They just want to see the space where they could be spending the majority of their day.

Highlight details of your office that send out the good vibe. Maybe you have a cozy coffee corner. Or a great view. Or some interesting posters on the walls.

Example:

L’Oreal’s Instagram career page is called L’Oreal Talent.

Although L’Oreal surely has many of those offices “to die for”, they still keep it real by posting photos of their employees’ desks.

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3. Perks and benefits

Make sure you also highlight perks and benefits you offer to your employees.

Example:

Here is another great example form Marriott’s Instagram page.

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Your company probably can’t offer an employee discount for a vacation on exotic islands. :sigh:
But hey, you company surely has something special that you offer to your employees, weather it is flexible working hours, tuition reimbursement, gym membership, free lunch etc.

4. Company culture

A great company culture is based upon positive relationships with colleagues, managers and company’s leaders. You should send a message that your company culture is characterized by trust, collaboration, team spirit and support.

How can you do that?

Example:

Here is an absolutely brilliant example of showcasing company culture on Microsoft’s Instagram page.

Microsoft know that a little sign of appreciation and support can mean a world of difference. ♥️

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5. Company events

Besides your business related events, it is also important to present your events which are not directly business oriented.

These events include team building activities and any similar events and social gatherings of your employees, such as parties, celebrations, special occasion etc.

Example:

Nanobit is a company specialized in developing and delivering mobile applications and games.

They often organize saturday Game Jams where their employees gather in office to play games, socialize and have some fun together in a relaxed and cozy atmosphere.

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6. Awards

Make sure to highlight every award, certification and recognition your company receives.  Celebrate your success and don’t forget to thank your employees for their hard work and commitment to a higher cause.

Example:

HubSpot is an inbound marketing and sales platform that helps companies attract visitors, convert leads, and close customers.

Hubspot has recently been awarded as the Best Place to Work in 2018. on Glassdoor. Here is their celebratory Instagram post.

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7. Recruiting content

Creating and sharing specialized recruiting content is a must if you want your company to be perceived as a serious employer.

But what do I mean by “specialized recruiting content”?

Recruiting content is a social media content created created with a goal of informing your potential employees’ about your hiring process.

Example: Microsoft

Microsoft has a great Facebook career page called Microsoft Life.
Microsoft Life regularly hosts live interviews with Microsoft’s recruiters.

Potential candidates could send in their questions before the event and tune in during live broadcast.

Candidates who weren’t able to follow the live broadcasting can watch the recording of the event posted on Microsoft’s Facebook career page.

Live interviews are a great way to open a dialogue with your potential candidates and answer their questions.

Below you can an example of Facebook post Microsoft used to announce their event.

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Employer Branding on Social Media: Lessons learned

Social media makes it easy to be visual with your storytelling.

People want to be able to envision themselves working for companies.

A great way to enable them to do it is by using photos and videos across all your social media platforms.

Show off your Employer Brand by sharing stories, photos and videos of:

    • your employees testimonials
    • your office and workspace
    • perks and benefits
    • your company culture
    • educational, corporate and recruiting events
    • awards and recognition you won (especially Best places to work recognitions)
    • specialized recruiting content.

There is no magic formula for choosing the right type of content and communication channel that is guaranteed to work for every position and every company.

What will work best for you depends on your candidate persona. A candidate persona is a semi-fictional representation of your ideal candidate.

Based on your candidate persona, you will be able to define the right type of content and the appropriate channels to distribute it.

We hope that examples presented in this blog have inspired you and provided some interesting ideas you can use to create your own winning Social Media Employer Branding strategy! 🙂

7 Ways to Become a More Successful Recruiter

7 Ways to Become a More Successful Recruiter

7 Ways to Become a More Successful Recruiter

How to become a more successful recruiter is a major concern of today’s modern recruiters.

The war for talent is raging on, and recruiters are facing new challenges. Do you have what it takes to thrive in today’s highly-competitive recruiting industry?

What makes a successful recruiter?

Recruiting industry has been going through a period of immense change in the last few years.

Unlike before, today’s labor market is completely candidate-driven.

According to research, 90% of recruiting professionals think that today’s labour market is candidate driven.

Candidate-driven-market

Consequently, finding and hiring ideal job candidates, especially those with in-demand skills, has become an extremely hard, expensive and time-consuming endeavor.

As the “War for talent” is getting more and more intense, recruiters are faced with new challenges which have changed the way we recruit.

The recruiters who are ready to embrace these new challenges will be successful, while the others will be left behind.

How to become a more successful recruiter?

In order to successfully tackle these new challenges and get ahead in the talent game, recruiters must adopt new recruiting strategies, tactics and tools.

Here is the list of the 7 most important recruiting strategies that will help you become a more successful recruiter.

1. Build talent pools

Gone is the time when you could post your job opening on a job board and wait for a great candidate to come to you.

Why?

Because only active job seekers visit job boards.

The war for talent is raging on, so your best job candidates are passive job seekers. These passive job seekers are candidates who aren’t actively looking for a new job, but would be willing to accept a better offer.

73% of candidates are passive job seekers who are not actively looking for new job opportunities.

passive-candidates

In order to become a more successful recruiter, you need to go out there and proactively source and attract these passive job seekers. You need to become a talent sourcing pro.

You can’t afford to wait for the new positions to open to start recruiting.

You need to constantly build pools with great talent.

That way you will have the perfect candidates even before you have a new job opening!

2. Focus on candidates

When job market was employer driven, it made sense to focus on the wishes, wants and needs of employers.

But things have changed.

Now the job market is candidate driven, so you have to focus on your candidates.

In order to become a more successful recruiter, you have to focus on candidate’s wants and needs, hopes and fears. You need to understand what candidates are looking for from employers.

Why is this important?

First, when you know what really motivates your candidates, you can use that knowledge to attract them. You can turn your company’s employee value proposition (EVP) into a real magnet for attracting candidates.

Second, getting to know your candidates on a deeper level can help you build and maintain relationships not only with current, but also past and potential future candidates.

You will excel at candidate relationship management and build better talent pools.

Finally, you can encourage candidate engagement and significantly improve candidate experience.

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3. Utilize specialized recruiting software

Today’s technology offers a great variety of specialized recruiting software which can automate, streamline and improve different stages of your recruiting process.

There are modern HR tools that offer all-in-one solution for finding attracting, engaging, nurturing and converting candidates into job applicants.

Adopting these tools will give you a huge competitive advantage in the war for talent.  

Benefits-oF-using-an-applicant-tracking-system-ATS

Before getting a recruiting tool,  you should first identify your recruiting goals and challenges.

This way, you will be able to better understand if you need solutions offered by Applicant Tracking Systems (ATS) or solutions offered by Recruitment Marketing Software.

4. Use data-driven approach

To become a more successful recruiter, you need to make better and more informed recruiting decisions.

You can do that based on the data form your recruiting software.

By tracking and reviewing the most important recruiting metrics, such as time to hire, cost to hire and quality of hire, you can get a clear and precise, data-backed evaluation of your recruiting efforts.

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Based on insights that you get form data, you can adjust your recruiting strategies to improve your ROI.

For example, if your data shows that your best job candidates come from referrals, you can stop wasting your money on job boards.

In other words, you can save your time and money by investing in the channels that bring the best results.

5. Use social recruiting

When we say social recruiting, you probably think of posting your job ads on Facebook. Everybody does that these days. If you want to stand out and attract top talent, you need to go a lot further.

In order to become a more successful recruiter, you need to become aware of the power that social media networks hold, and be quick to utilize it.

Social recruiting goes beyond posting current vacant jobs ads on your company’s social network profiles.

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You can use social recruiting to proactively search for potential candidates, build relationships with them and encourage them to apply to your vacant job positions.

6. Use employee referrals

To become a more successful recruiter, you have to set up a structured employee referral program.

By using a structured employee referral program, you can find talented people with the help of existing employees. You ask existing employees to recommend candidates from their networks, and you offer them employee referral awards in return.

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Employee referral program is your best bet for finding and hiring the ideal job candidate and improving the most important hiring metrics such as time and cost per hire, quality of hire and employee retention.

7. Use marketing tactics

In order to become a more successful recruiter, you need to start using marketing tactics to attract talent. This new trend of using marketing tactics in recruiting is called Recruitment Marketing.

The main goal of Recruitment Marketing is to drive talent to apply for the open positions. In other words, it makes talent come to you.

In order to achieve this goal, you need to develop inventive Employer Branding strategies to build a picture of your company as a desirable employer.

Another important method for attracting top talent is Inbound Recruiting. Inbound Recruiting is a method of creating targeted, branded content to attract and engage talent.

This content needs to be informative and useful for talented professionals you want to attract. It can come in different forms, such as company’s career blog, team blogging about interesting projects, employer branding videos, interesting social media posts, employee stories and career advice.

If you’re looking for some inspiration and best practice examples, check out these great Employer Branding ideas.

Are you ready to become a more successful recruiter?

The above mentioned recruiting strategies are created in order to overcome new challenges in the recruiting industry.

If you follow this 7 recruiting strategies, we guarantee you will upgrade your hiring game, get better results and become a more successful recruiter!

10 Simple Steps to Improve Candidate Experience?

10 Simple Steps to Improve Candidate Experience?

Improve-Candidate-Experience-steps

Improving candidate experience is a must if you want to win in a war for talent. The current job market is candidate driven, which means you don’t pick talent anymore. Talent picks you. That’s why it is absolutely necessary to start improving candidate experience right now.

Read on and learn how to attract and recruit top talent in 10 simple steps!

The recruiting game has changed

Candidate experience is more than just another passing HR trend. The way we recruit has changed. Current job market is candidate driven. That means you don’t pick talent anymore. Talent picks you, and they do it based on their candidate experience.That’s why it is absolutely necessary for your company to ace candidate experience.

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Candidate experience definition

Candidate experience” is current, past and potential future candidates’ overall perception of your company’s recruiting process.

It is the product of candidates’ feelings, behaviours and attitudes they experience during the whole recruiting process, from sourcing and screening to interviewing, hiring and finally onboarding.

Steps to improve candidate experience

1. Write a clear job description

A recent Talent Board report found that job descriptions are the most important job related content. Write a clear and accurate explanation of the job and responsibilities, salary range, perks and benefits and company values.

Pro Tip: Writing a job description that attracts candidates is the very first step in finding the right candidate. To help you save time, we have created free most common job descriptions templates and samples, ready to use and post to multiple job boards with just one click.

2. Be transparent about your recruiting process

Setting expectations about the recruitment process is very important in delivering a positive candidate experience. According to research, 83% of candidates say it would greatly improve
their overall experience if employers could set expectations about the recruiting process.

Pro Tip: It is crucial for you to make clear what exactly your hiring process will look like. Offer resources and tips to help candidates. A great example is Google’s How We Hire,
a transparent and detailed look into their recruiting process.

3. Improve your career site

According to research, 89% of job seekers, your career site is the most visited recruiting asset you have, so ensuring candidates can easily find the information they need is essential to a great experience.

career-site

Pro Tip: There are many things you can do to improve and optimize your career site. We prepared a detailed step by step guide to help you get more job applicants from your career site.

4. Enable easy application process

According to research, 60 percent of job seekers quit in the middle of filling out online job applications because of their length or complexity.

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Pro Tip: Evaluate your application process and do everything you can to make it shorter in time and more simple. Consider asking only what you really need from people at this first point of contact.

5. Respect candidates’ time

According to LinkedIn’s survey, it generally takes 2 to 3 months for candidates to move from application to hire. This is quite problematic, because top talent stays on market only for 10 days.

Pro Tip: What constitutes as a timely response by employers? This a recurring theme across the recruitment experience. Most of the candidates  say that 3 to 5 business days is an acceptable time frame.

6. Communicate, communicate, communicate

Research shows that the No.1 frustration during the overall job search is the lack of response from employers. 81% of candidates that the one main thing that would greatly improve their overall candidate experience is employers continuously communicating status updates to them.

Pro Tip: Create email campaigns that will keep your candidates interested and engaged. Set up personalized campaigns based on different stages of recruiting and hiring process.  With our TalentLfyt Engage, you can create your own email templates, or use existing ones to save time.

7. Become an interview guru

The interview is a pivotal point in the candidate’s’ job search journey. According to LinkedIn research, 83% of talent say a negative interview experience can change their mind about a role or company they once liked.

Here’s our guide on which questions to ask job candidates.

Pro Tip: Keep your interview period short, offer candidates a chance to learn about the role and your company culture. A great way to that is to show off your workplace. A simple walk around your office after interview will give candidates a glimpse into your culture.

8. Give and ask for feedback

Feedback helps candidates improve as professionals, and they are very well aware of that.  According to LinkedIn hiring statistics, 94% of talent wants to receive interview feedback.

Pro Tip: Make sure to provide feedback for candidates that you didn’t hire. If the feedback you offer to rejected candidates is constructive, they will be 4 times more likely to consider your company for a future opportunity.

9. Maintain candidate relationship

Despite popular belief, a candidate’s experience doesn’t end when you decide not to hire them.
So called silver medalist are candidates that don’t make the cut for this position, but may be a perfect fit for some other future job openings.

Pro Tip: So how can you keep your silver medalists interested and engaged? Connect with them on LinkedIn and your company’s social media profiles. Add them to your recruiting email campaigns. Organize talent networking events and invite candidates from your talent pool.

10. Create a great recruitment content

Inbound recruiting creates a remarkable candidate experience through employer branding content and helps companies build relationships with top talent.

Pro tip: Create appealing employee testimonials and stories, shoot attractive company videos and provide interview and career advancement tips to get potential candidates interested in working at your company.

2018 Recruiting Trends: 9 Recruiting Strategies to Implement in 2018

2018 Recruiting Trends: 9 Recruiting Strategies to Implement in 2018

2018-recruiting-trends

This list of 2018 recruiting trends should be your guide for improving your recruiting strategy.

Are you ready to implement these new recruiting trends or will you be left behind?

We live in a candidate driven market

The way we recruit has changed. Compared to just a few years ago, candidates now have far more power during the job search.

According to research and every recruiter and HR professional everyday work experience, current job market is 90% candidate driven. That means you don’t pick talent anymore. Talent picks you!

2018-recruiting-trends

That’s why there is a major shift going on in recruiting paradigm. The focus is now on candidates, who are being treated like customers.

Recruiting trend no. 1: Recruitment marketing

What is recruitment marketing?

Recruitment marketing strategy is based on implementation of marketing tactics in recruiting.

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The importance of recruitment marketing

Main goal of recruitment marketing is to follow the latest trends in the market and offer solutions to the companies that best overcome these new challenges.

Recruiting trend #2: Inbound recruiting

What is inbound recruiting?

Inbound recruiting is a recruitment marketing strategy where you proactively and continually attract candidates with the goal to make them choose you as their next employer.

 

The importance of inbound recruiting

If you are looking for a long-term solution to advance your recruiting and hiring strategy, inbound recruiting is the way to go.

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Recruiting trend no #3: Employer branding

What is employer brand?

Employer brand is the term commonly used to describe an organization’s reputation and popularity as an employer, and its employee value proposition.

The importance of employer branding

Research by LinkedIn has proven that more than 75% of job seekers research about company’s reputation and employer brand before applying.

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Recruiting trend #4: Candidate experience

What is candidate experience?

Candidate experience” is current, past and potential future candidates’ overall perception of your company’s recruiting process.

The importance of candidate experience

Candidates who had a positive candidate experience in your recruiting process will more likely accept your job offer, reapply in future and refer others to your company.

candidate-experience

Recruiting trend #5: Talent pools

What is a talent pool?
Talent pool refers to a place or database where recruiters and HR Managers keep all of their top job candidates.

The importance of talent pool

Imagine if every time you had a job opening, you had a pool of talent from which you can just pick the best one! Sounds great, right?

Recruiting trend #6: Candidate relationship management

What is candidate relationship management?

Candidate relationship management (CRM) is a method for managing and improving relationships with current and potential future job candidates.

The importance of candidate relationship management?

This relatively new method in recruiting was introduced to the world of talent acquisition as a solution to one of the biggest challenges in the HR industry – attracting talent.

Recruiting trend #7: Social recruiting

What is social recruiting?

Social recruiting is using social media channels (such as Facebook, Twitter, LinkedIn etc.) for recruiting.

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The importance of social recruiting

You can use social media networks to proactively search for potential candidates, build relationship with them and encourage them to apply to your vacant job positions.

Top recruiting trend #8: Recruitment automation tools

What is recruitment automation tools?

Recruitment automation tools are software that use new technology to automate recruiting process.

The importance of recruitment automation tools

These new all in one tools offer help in finding, attracting, engaging, nurturing and converting candidates into applicants.

Many recruiter have agreed that having an ATS improves their quality of hire.

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Recruiting trend # 9: GDPR

What is GDPR?

General Data Protection Regulation (GDPR) is a new piece of EU legislation that will replace the current Data Protection Act (DPA) with the goal to unify data regulations within the EU.

The importance of GDPR

GDPR will be introduced on 25th May 2018 and it will completely change the way recruiting operates in 2018.

 

Two Challenges Facing Healthcare HR

Two Challenges Facing Healthcare HR

As technology races forward and the aging population places greater demands on healthcare staff, the need for competent HR professionals will only continue to grow. Current healthcare professionals as well as HR specialists in other industries should consider advancing within health administration in order to bring their experience to a rapidly expanding field and help shape the future of healthcare. Here are two major challenges healthcare HR departments face along with strategies for successfully combating them.

Adapting to New Technologies

Thanks to advances in healthcare technologies, health providers can monitor and analyze health issues remotely. Fitness trackers, mobile apps, telemedicine platforms, and devices such as remote heart monitors and insulin pumps are giving medical professionals real-time insights into a patient’s medical conditions like never before. However, these also place new demands on HR professionals.

One major responsibility that falls on HR departments is the task of ensuring healthcare professionals are trained to use the constantly evolving array of technologies. Training sessions and other learning opportunities can be particularly challenging in part because hospital staff are often made up of several generations of people. This includes baby boomers who may lack the technical skills to pick up new technologies right away and may need special support. Millennials may also have difficulty adopting new technologies because information systems can vary greatly between facilities they’ve previously worked for.

Although some technology vendors will provide training to healthcare professionals, there are limits to what an individual can learn and retain. In most cases, it isn’t possible to know everything about each device, especially if training takes place infrequently. To combat this, HR professionals can create in-house training initiatives that stand as a resource professionals can return to.

One example of this is to create opportunities for microlearning. This is an effective strategy because it provides specific information at the moment healthcare staff need it. Medical professionals can view short videos that break down difficult concepts or processes into more digestible lessons, after which they can immediately put the information to use. This also cuts down on the amount of time doctors and nurses have to spend away from their current tasks and patients for training.

In addition to their impact on training, new technologies lower a facility’s need for some positions. For example, as the adoption of electronic health record (EHR) systems continues to rise, the tedious and expensive process of transcribing, charting, and duplicating medical information is significantly minimized. These digital systems also reduce the chance of medical errors due to conflicting or incorrect patient information. In addition to EHRs, radio frequency identification (RFID) systems can wirelessly track patients’ conditions and provide instant access to medical records, which will eliminate some low-tech clerical positions.

Responding to Workforce Shortages

Hiring and retaining qualified staff may be the most impactful thing an HR department can do to improve patient outcomes. We’re facing a shortage of healthcare professionals due to a number of factors. For one, our population is aging, which means a higher percentage of people are developing health conditions that require medical attention. The fact that more people are insured also places additional strain on healthcare facilities.

The number of primary care physicians, in particular, is decreasing because fewer physicians are choosing primary care specialties. However, HR professionals can hire alternative staff such as physician assistants or nurse practitioners to help fill this gap. Nurse practitioners can provide a similar level of care to primary physicians, and they have kept an even pace with the demand for their position. As an added bonus, nurse practitioners can provide their services at a lower cost than physicians.

As with any industry, HR departments looking to combat the shortage of healthcare professionals should take advantage of hiring best practices in order to find the right employees. Hiring qualified professionals is essential for positive patient outcomes as well as reducing employee turnover. In order to attract quality talent, healthcare facilities should design compensation packages that meet the financial and lifestyle needs of new medical professionals. This includes things like insurance, retirement plans, paid time off, and something that has become increasingly important — debt relief.

It’s important for HR professionals to work with unit managers when creating job descriptions in order to identify which qualifications are essential to the position and which are simply preferred. They should also avoid setting experience or education requirements higher than necessary in order to draw from a wider pool of worthy applicants. Pre-hiring assessments can reveal qualifications beyond an applicant’s resume, such as their personality and their ability to fit in with the organization’s culture.

The internet has changed the way people find and apply for jobs, and HR professionals should target a variety of channels to advertise an opening. This includes and job boards that cater to healthcare positions as well as social media platforms and university recruitment programs. Employee referrals are also a great resource for discovering qualified applicants who, in many cases, will also stand a good chance of fitting into the culture of the workplace. Internships offer a low-stakes opportunity to work with an employee and test whether they are a good fit.

Finding and hiring the right employees is only one facet to maintaining a successful workforce. Retaining employees should take high priority within healthcare HR. According to one study, employee turnover is the top staffing concern of a third of healthcare recruiters in the United States. And while the exact number isn’t clear, some studies suggest a 28 percent turnover rate in healthcare jobs. Aside from expensive recruiting and training costs, turnover hurts patient satisfaction, places additional burdens on other staff, and lowers productivity and morale between co-workers.

To increase retention rates, HR departments should focus on hiring employees that are a good fit professionally and culturally. Although recruiters might meet their organization’s goals for quickly hiring employees within a set budget, bringing on low-cost employees who aren’t the right fit contributes to high turnover rates. One strategy for accomplishing this is to include peer interviews within the hiring process. This way an applicant can meet their potential co-workers, and the current staff can gauge whether the person would be a cultural fit.

Employee retention isn’t just about making good hiring decisions, but ensuring current employees have the resources they need to do their job well and stay engaged. Regular workshops in which staff and management can share best practices, personal goals, and success stories is a great way to create a dialogue that will help staff to grow professionally and build a sense of community in their mission as a team. Likewise, employees who under-perform should work with management to set clear goals for moving forward. If timely improvement doesn’t seem possible, it may be a good idea to let that employee go in order to ensure they aren’t placing additional strain on their co-workers and the organization.