The Human Side of HR: What Makes a Great Administrator?

Businesses are made up of a multitude of working parts. From upper management down to the mailroom, everyone has a vital role to play. HR managers are an essential part of maintaining a well-oiled machine; they take care of the people who work there and maintain the kind of workplace that inspires people to turn up day after day, year after year. They are the people behind the people. In order to do their jobs effectively, HR managers need to have a variety of skills in their toolbox.

Hire the Right People

Hiring is a major part of HR responsibilities. It’s important to hire the right people; you want them to be engaged, capable, and in possession of a skillset that compliments the current work goals and progress. An experienced HR manager needs to know how to hire the kind of person who fits the company culture and values, and who will assist in reaching long-term goals as well as immediate needs. The wrong person, or hiring a good employee for the wrong position, can be detrimental. The right person can not only fit into your corporate culture but can help that culture grow along with the business.

Effective Training

A good hiring manager can recruit employees with all the skills required to shape the company’s ability to succeed, but they also need to help mold the employee’s skill set into their brand and workflow through comprehensive and effective training. An employee with a wealth of talent needs to know how to apply that talent, not just for best results but also in compliance with legal and labor laws. A thorough training regimen outlines expectations, any company-specific training, as well as what the employee can expect from the company. This communication is vital to ensuring everyone, including the company, can comfortably fulfill their expectations.

Employee Retention and Satisfaction

The link between employee engagement and revenue is well-established. A skillful HR manager is the cornerstone of employee satisfaction — and employee satisfaction is the key to engagement. HR can utilize programs designed to show appreciation for employee work; anything from food to incentive programs can energize employees. Likewise, public praise and spotlighting distinguished employees as well as a culture of positive reinforcement can be effective. HR must also stay on top of employee needs, whether it be in benefits offerings or promotion and salaries. Employees should feel needed, appreciated, and like they have something to work towards.  

Conflict Resolution

One of the more complicated aspects of HR is conflict resolution. An effective HR manager should be patient, even-tempered and able to navigate employee interpersonal and professional relationships (as they apply to the job) with a delicate touch. HR should be attuned not only to the needs of the company but of the employees as they apply to a productive and effective workplace. Conflict resolution can range from small interpersonal spats to the larger legal issues, such as sexual harassment. It is important that HR managers be thoroughly educated and knowledgeable about conflicts of a legal nature, for the safekeeping of both employees and the company.  

Follow Through

Your employees rely on you to make sure their work lives run smoothly. From benefits to paychecks, they need you to make sure the company fulfils their end of the employee contract. Prompt follow-through shows your employees their well-being is important and the company is invested in making sure they are in a safe, productive atmosphere. If employees do not trust HR, they’ll be less likely to seek out solutions to any problems from HR. They will be more likely to become bitter or malcontent, grow stagnant in terms of work or look for employment elsewhere.

*   *   *

An HR manager who utilizes these skills will be able to work effectively and harmoniously with their company and workforce. Their administration skills can help boost productivity and make the workplace somewhere employees look forward to turning up for a long, happy future.

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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!

Top-10-HR-influencers-you-should-follow

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

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

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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.
Difference between structured, unstructured and semi-structured job interviews

Difference between structured, unstructured and semi-structured job interviews

How-to-Hold-an-Effective-HR-Meeting

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.

Recruitment Marketing Software is a software program designed to attract top talent.

Benefits of Recruitment Marketing Software?

Benefits of Recruitment Marketing Software?

Recruitment Marketing Software is a software program designed to attract top talent. Recruitment Marketing Software utilizes an innovative idea of applying marketing methods to recruitment process in order to find, attract, nurture and engage candidates and turn them into job applicants.

What is Recruitment Marketing Software?

Recruitment Marketing Software is a software program, tool or platform designed to automate, simplify and fasten the process of finding, attracting, engaging and nurturing high-quality candidates.

In comparison with regular, old-fashioned recruiting software, Recruitment Marketing Software uses an innovative idea of applying marketing methods to recruitment process in order to attract top talent.

What are the benefits of Recruitment Marketing Software?

Recruitment Marketing Software offer solutions for all the 5 stages of Recruitment marketing process: Finding, Attracting, Engaging, Nurturing potential candidates and Converting them into applicants who apply for your open job positions.

inbound-recruiting-strategy

Recruitment Marketing Software offers innovative features for finding high-quality candidates. With web sourcing you can easily passive job seekers, your best job candidates. You can also post your job ads to multiple free and premium job boards with just one click, set up a Social Media job ad promotion and Employee Referral Programs.  

Recruitment Marketing Software is especially useful for attracting candidates. Recruitment Marketing Software offers features for improving your Employer Branding and Social recruiting strategy and creating an attractive branded career site – no coding skills necessary!

With Recruitment Marketing Software you can engage and nurture your candidates on a whole new level. You can advance and automate your Candidate Relationship Management and email recruiting campaigns, which will create a better candidate experience and save you a ton of time!

Finally, Recruitment Marketing Software provides tools for successfully converting candidates and tracking your whole recruiting process. Form user-friendly application form to highly advanced hiring analytics and reporting.

Who can use Recruitment Marketing Software?

Recruitment Marketing Software was created for recruiting experts like recruiters and HR professionals.

However, since modern Recruitment Marketing Software is user-friendly and easy to use, many small companies without specialized HR professionals have also started using this tool.

With Recruitment Marketing Software, small companies can handle the whole full cycle recruiting process and all related marketing operations in house. In that way they save a lot of money they previously had to spent on recruitment agencies services.

Which Recruitment Marketing Software to buy?

Not every recruiting software is the same. Moreover, same types of recruiting software differ in their features and capabilities. Which one is the ideal for you?

There is a proven strategy that helps in making the best decision about which tool to buy.

Step 1

First, start with identifying your recruiting goals and challenges.

Step 2

Second, check out the extensive list of solutions offered by Recruitment Marketing Software and see if you can find solutions for your challenges.

Step 3

Third, pick the recruiting software that best suits your needs.

That’s it! 🙂

P.S. You can also download 2018 Guide for Buying a Recruiting Tool. It offers interesting insights and useful advices for buying a recruiting software tool.

How HR Can Be the Rock Star of Employee Experience

Written by Deepak Bharadwaj, General Manager of the HR Business Unit at ServiceNow

In 1981, James Hetfield, an unknown vocalist and guitarist responded to an advertisement posted by drummer Lars Ulrich in a local newspaper. From this meeting, Metallica was born.

As a huge fan of Metallica, my ears are still ringing from the last concert I attended in San Francisco’s Golden Gate park. Every time I see them live I walk away amazed at their talent. For many, Metallica is the epitome of heavy metal, and while many of their peers from the 80s and 90s have faded away, Metallica is going strong. They released their tenth albumin2016 and have sold more than 58 million albums, a number only exceeded by the Beatles and Garth Brooks.

I’ll spare you the rest of the history lesson, but I hope you will indulge me on what makes this band so popular: What may sound like loud noise to some is a four-person group coming together, each with their own style and backgrounds to create a finely orchestrated metal experience.

HR leaders can draw inspiration from Metallica and its frontman, James Hetfield. The key to a successful organization isn’t much different than what makes a band successful. A band finds success when they can pull all of the different parts together – lead guitar, rhythm guitar, bass guitar, drums and vocals – all working in perfect harmony creating that sublime listening experience for the audiophile. Similarly, an organization finds success when all departments providing service to employees – IT, facilities, finance, legal and of course HR come together to create that unparalleled end-to-end employee experience. And HR must be in front with responsibility and accountability for this outcome.

Take onboarding for example: HR helps set an employee up with their tax forms, direct deposits, benefits packages and employment contracts, IT also has to to provision their laptops and accounts, while the office manager helps with a desk area and whatever other supplies may be needed. It is hard to imagine an effective onboarding process that does not bring all of these departmental services together. Yet, for many years HR has operated in a silo with little interaction with other departments leading to often disjointed processes. But employee expectations in the workplace have changed significantly, and HR can no longer ignore collaborating with others outside HR. It takes all departments working together to provide a positive and exceptional employee service experience.

While Hetfield wrote the lyrics to “Enter Sandman,” it was lead guitarist Kirk Hammett who did the riffs. The end result was a song referred to as one of Metallica’s best moments and earned them a place on Rolling Stone Magazine’s “500 Greatest Songs of All Time” list. Its time for HR to create that well-orchestrated masterpiece.

Before we get into the “how” let’s begin with the “why.”

Employees first (♪ Nothing Else Matters ♪)

I’ll start with the backbone of the organization, its employees. When you look at the employee experience, one of the most important things to consider is employee interactions with HR and other departments that provide service. If employees are frustrated with the level of service they experience, then something needs to change.

Today’s employees want their experiences at work to be just as easy as ordering a Lyft or shopping on Amazon or booking an AirBnb or filling out their tax returns with Intuit’s Turbotax. They want easy and fast access to information without having to spend time searching or having to ask around. They want to be able to make a request and receive regular updates and reminders if further action is needed, but with little to no exposure to what’s going on “behind the scenes” to fulfill the request. From their standpoint, providing this level of service across the enterprise should be a top priority for organizations and they look to HR to own that end-to-end experience for important life events such as having a baby, a promotion, a transfer or onboarding. Yet, a recent study ServiceNow commissioned of 1,850 business leaders shows that HR is the department most in need of a “reboot.” Not only that, the study also revealed that the three most inefficient processes also happen to be HR-related – employee relocations, leaves of absence, and onboarding.

Enough is enough, it’s time for a change.

HR is the Lead Vocal ( Master of Puppets )

When James Hetfield was asked about Metallica’s hit Master of Puppets and what it meant for the band he explained that they were “definitely peaking” and that the album had “the sound of a band really gelling, really learning how to work well together.” Drawing inspiration from that massive hit of a song, I’d like to suggest that given the employee expectations in today’s world, it is time for HR organizations to begin “peaking” and reaching new levels of effectiveness by coordinating across the organization and “gelling” the various departments and processes. By doing so, HR becomes the lead vocalist and leader of the employee service experience, making sure processes and tasks get completed with complete end-to-end visibility.

Almost all employee life-event services provided by HR touch other departments. With better cross-departmental coordination, companies are sure to see increases in efficiency, greater visibility into processes, and overall happier and more productive employees.

Here are four steps for organizations to achieve cross-departmental success:

  • Clean up shop. Before anything, each department needs to clean up their act and get organized. HR cannot successfully bring departments together if individual departments are bogged down in managing requests in an unstructured manner.
  • Unite departments. Work towards a “team” approach by getting all departments involved. Welcome ideas and have open discussions about how departments can work together better to provide the best end-to-end employee service experience.
  • Constant communication. Provide a way to communicate back and forth effectively, between departments and with employees. Be transparent and open with departments as you help guide them through processes while reminding them of the benefits to their group and the organization.
  • Ongoing optimization. Use analytics and employee feedback to determine what is working and what can be improved. This should be an ongoing process that is constantly evolving and proactively looking for ways to be more effective.

While HR may not officially belong to the Rock and Roll Hall of Fame, HR organizations can certainly be rock stars within their company. By bringing departments together and working as a team, not in silos, HR can lead the way in improving the employee service experience.

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.

employee-value-proposition-talentlyft

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?

job-description-complete-list-500-templates

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.

Job-posting-ultimate-guide-job-description (2)

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! 🙂

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.  

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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!

Step-by-step guide: How to write, publish and promote job ads?

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How to write a great job ad? Where should you publish it and how to promote it to attract the best candidates? Find out in this easy to follow, step-by-step guide!

What is a job ad?

A job ad is an advertisement for an open job position.

The purpose of a job ad is to inform potential job candidates about a new opening and attract them to apply. In order to do that, an effective job ad will highlight interesting information about your company and the benefits you offer.

How to write a job ad that works?

Step #1: Start form job description

If you want to write a great job ad, you first have to have a clear job description.

An effective job description explains your company’s job position and contains all the details about the role you are looking to fill.

You can find some great examples in 500 most common job descriptions templates.

Step #2: Create your candidate persona

Now, take your job description and imagine a person that would be a perfect fit for this position.

This representation of your ideal candidate is called candidate persona. 👩 This persona is formed by defining the characteristics, skills, and traits that make up your perfect hire.

Step #3: Craft your job ad

To write a great job ad, you have to go through few steps – the great 4 Ws. Your job ads need to answer the questions: What, Who, Where and Why. By following this 4 Ws, you will outline the structure of your job ad.

  • What is the job?

 Write a clear job ad title and list the main job responsibilities form your job description

  • Who is your ideal candidate?

List qualifications related to education, previous working experience, technical and soft skills of your candidate persona.

  • Where is your job located?

This is one of the main criteria job seekers use in job search, so be sure to mention it!

  • Why would someone want to work for your company?

Briefly introduce your company and focus on the benefits you offer. Include information about the salary range, exciting projects and perks.

PRO TIP: Customize your job ad

This step is the secret of writing a great job ad that will attract your perfect candidate!

You need to customize the content and tone of your job ad to specifically target your candidate persona. Use your imagination and put yourself in your candidate persona’s shoes!

How to publish your job ad?

Step #1: Publish your job ad on your career site

First and most important, you should publish your job ad is on your company’s career site. Did you know that 60% of job seekers start their search on career sites?

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PRO TIP:
Here are our tired out tips and tricks that will help you get more job applicants from your career site.

Step #2: Publish your job ad on online job boards

Next, you should publish your job ad on online job boards.

Make sure to utilize the job boards where you can publish your job ads for free. Some of the most popular free job boards are Indeed, Monster, Simply Hired, Glassdoor, Stackoverflow and many others.

PRO TIP:

Here’s how to save your time by publishing your job ad on multiple free job boards with just one click!

How to promote your job ad?

If you want to attract high-quality candidates, it is not enough just to publish your job ad on your career site and job boards. Your best job candidates are passive job seekers, who are not actively looking for a new job. 75% of candidates are passive job seekers. That means they won’t be visiting your career site and searching job boards.

Step #1: Promote your job ad on social media

Social recruiting has become one of the most popular methods for finding and attracting best talent. Social recruiting is using different social media networks (such as Facebook, Twitter, LinkedIn etc.) to actively share and promote your job ads.

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PRO TIP:

Check out our easy to follow Complete Guide on Social Recruiting and learn how to recruit on social networks like a pro!

Step #2: Promote your job ad through referrals

Another great way to promote your job ads is through referrals. Referrals are one of the most effective and most productive modern recruiting tactics. When using structured employee referral programs you can ask your existing employees to help you promote your job ads and motivate them with great employee referral rewards.

PRO TIP:

Learn how employee referral programs can improve time, cost and quality of hire.

Useful tools

There are many different tools and applications that can help you promote your job ads on Facebook, set up referral programs etc. You can check out the Ultimate list of best HR software by type and chose the one you need.

PRO TIP:
There are also all in one type of software that can help you with all phases of posting jobs, form writing to publishing and promoting.
With these modern recruiting tools 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!