Top 4 Productivity Tools for Recruiters

If you’re a recruiter looking to boost your productivity, here are top 4 tools you have to know about!

Time-Management-for-Recruiters-4 Step-Technique-plus.apps-and-tips

Attention recruiters: These tools can seriously improve your productivity!

Most HR professionals and recruiters I know are always looking for better ways to find the right job candidates and improve their productivity. If you are one of them, you’ve come to the right place!

In this article I will present 4 types of productivity tools that can help you:

  • Achieve better recruiting results
  • Organize and streamline your recruiting processes
  • Help you stay focused
  • Free up your time
  • Make your life easier!

So without further ado, here are 4 awesome tools that can help you boost your recruiting efficiency and productivity!

Top 4 productivity tools for recruiters

Here is the list of the 4 key types of productivity tools for recruiters:

Productivity tool for recruiters #1: Recruitment software

The right recruitment software will help recruiters automate, streamline and improve their recruitment efforts by offering numerous benefits. Make sure you choose all in one recruitment software, the one that offers sourcing, recruitment marketing, candidate tracking and candidate relationship management features. Having all these features under one platform will save your time (and nerves) immensely! Forget about switching back and forth between many different recruiting tools!

Check out: TalentLyft

Productivity tool for recruiters #2: Project management tools

Recruiters often have to work on many different projects at the same time and work with a lot of coworkers, clients and candidates. There are so many people to be contacted and so many tasks to be done… Trying to keep track of everything can easily get overwhelming.

This is why recruiters can benefit a lot form comprehensive project management tools. These tools will help recruiters organize their workflow and efficiently juggle deadlines, resources, and deliverables.

Check out: Basecamp, Trello and Asana.

Productivity tool for recruiters #3: Time management tools

With million things to do and million people that need to be kept in touch with, recruiters often struggle to stay focused. Usually working on one task at the time and blocking out all distractions seems like a mission impossible, doesn’t it?
If you feel like time is slipping through your fingers, a time management tool that can track the time you spent on applications and websites and give you an accurate picture of your day will come in handy.

Check out: RescueTime, Toggl and TrackingTime.

Productivity tool for recruiters #4: Social media management tools

No, LinkedIn is not enough. If you want to excel as a recruiter these days, you have to juggle many different social media networks, form LinkedIn, Facebook and Twitter to Instagram, Snapchat, Youtube, etc. Social media management tools will help you save time and manage all your social media in one place. Using social media management is a simpler way to schedule and track the performance of your posts on different social media networks.

Check out: Hootsuite, Buffer and Sprout Social.

Other cool productivity tools for recruiters

Which of the productivity tool that we mentioned above do you use?

What is the number one tool that boosts your productivity the most?

Do you know some other cool productivity tools for recruiters?

Share them in comments and help your fellow recruiters out! 🙂

Advertisements

3 Best Employee Onboarding Tips

Looking to improve your employee onboarding process? Simply follow these 3 great tips!
How-to-successfuly-onboard-new-employees

Why should you improve your employee onboarding program?

Employee onboarding is a very method used in talent acquisition.

If done right, the employee onboarding process can easily become your secret weapon for hiring and retaining talent.

A successful employee onboarding program ensures that your best candidate actually shows up on their first day at the new job.

This is because a successful employee onboarding process starts at the moment your best candidate accepts your offer. If you don’t engage you best candidates until their start date, they might accept a better offer or a counteroffer from their current employer.

It also helps to improve retention, engagement, satisfaction, and productivity of your new employees.

According to the Society For Human Resources Management (SHRM):

  • 69% of employees are more likely to stay with a company for three years if they experienced great onboarding.
  • Organizations with a standard onboarding process experience 50% greater new-hire productivity.
  • 54% of companies with onboarding programs reported higher employee engagement.

3 best employee onboarding tips

Here are the best 3 tips that will help get the most out of your onboarding program:

Tip #1: Plan and organize

If you want to maximize the power of your onboarding process, you need to carefully structure it. To learn how, check out our step-by-step Guide on how to successfully onboard new employees.  

Keep in mind that:

  1. A successful onboarding is a process
    A successful employee onboarding is not an event that takes place on your new employee’s first day at the office. It is a continuous process that starts at the moment your best candidate accepts your job offer.
  2. A successful onboarding is people oriented
    A successful employee onboarding is not focused on tasks, but on people.
    The human touch drives onboarding success.  The secret of great onboarding is the fact that it makes your new employees feel welcomed and integrated into your company culture from the day one!

Tip #2: Automate

Automating your employee onboarding process will help you save time and your nerves. There are many different employee onboarding tools you can use to easily automate your onboarding process.

There are 3 main types of employee onboarding tools:

  • Checklists
    Checklists are the most simple and straightforward tool that can help you onboard new employees.
  • Specialized tools
    Specialized employee onboarding tools are tools created for the sole purpose of improving the employee onboarding process.
  • Integrated tools
    Integrated tools are comprehensive, all-in-one tools that offer solutions for your whole HR management process, including payroll, benefits, time and attendance, etc.

Tip#3: Be creative

To make your new employees’ onboarding experience truly unique, you need to get creative! Luckily for you, we compiled the best and the most innovative employee onboarding ideas and examples from experts to inspire you!

Here are 3 simple, but creative employee onboarding ideas you can easily implement:

  1. Welcome GIF or video
    Gather your team and create a welcome video for your new employee!
    If your employees shy away from a camera or you don’t have enough time on your hands, go with the quicker version – create a welcome GIF!
  2. Decorate your new employee’s desk
    Decorate your new employee’s desk with some balloons, welcome sign and maybe even some cake! You can also pack your company swag (such as branded notebook, pens, T-shirt, water bottle, etc.) as a present!
  3. 100th-day party
    Throwing a 100 day on the job party for your employees is a great opportunity to shower them with some attention and remind them how much you are happy to have them joined your company.

8 Quick Tips for Writing Great Job Requirements

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

Job-requirements-the-how-why-and-what.jpg

Improve your job requirements to attract better candidates

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

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

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

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

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

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

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

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

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

How to write job requirements?

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

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

Tips for writing great job requirements

Here are 8 quick tips for improving your job requirements:

Tip #1: Use bullet points

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

Tip #2: Keep it short

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

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

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

Tip #4: Focus on your candidates

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

Tip #5: Use everyday language

Use the simple, everyday language and conversational phrases.

Tip #6: Use the right tone of voice

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

Tip #7: Personalize

Your requirements should aim to attract your perfect candidates.

Tip #8: Be specific

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

Job requirements: Key takeaways

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

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

6 Useful Tips for Choosing the Best Background Check Service

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

How-to choose-the-best-background-check-service -provider.jpg

The necessity of using a background check service

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

It is to use the background check service.

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

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

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

Tips for choosing the best background check service

Tip #1: Define your needs

Background check services offer different types of checks.

Which of the following do you need?

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

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

Tip #2: Ensure legal compliance

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

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

Tip #3: Consider turnaround time

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

Tip #4: Look for great user experience

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

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

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

Tip #5: Check review sites

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

Factor #6: Inspect integration options

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

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

How to Fill That Difficult to Fill Position

A number of businesses across the country, and around the world are having major difficulties filling positions as industries switch to more technology-focused jobs. This is cutting out the older workforce and has created openings for future employees that currently haven’t left high school and university yet. This is creating a big issue for particular businesses who need cyber assistance employees as well as those in the virtual reality and augmented reality fields.

Outlined below are some tips to make the process of hiring for a difficult to fill the position a little easier.

Streamline and Fast track interviews

One of the issues a lot of employers get strung up on is wasting time setting up interviews and planning them. If you’re looking to fill a role quickly, and save money, utilise all of the tools you and your candidates have to make the process as effortless as possible. This means using one-way video to get your candidates to answer their interview questions, then you can watch over them all later. This way, you can pluck out the best of the best for the real in-house interview.

In the same scope as this, you should also tailor your interview questions around getting as much personalised and work-related information as possible. If you can’t sit down directly with candidates you need to be able to form a personality profile of them in another way. This can mean asking questions about their hobbies, what their daily or weekly sports activities are and their future and past goals.

Correctly Advertise

Possibly the most important part of filling the position is correctly advertising. How will candidates and job seekers even know the role exists if it isn’t posted in the correct areas. Utilise any and all job listing platforms to get your vacancy out there, and that can include Facebook’s Jobs section too, you’ll be able to utilise user data and target your listings to the qualified users as well.

More ‘old school’ job listing sites are great to spread the word about a vacancy too, like Gumtree, Indeed and Seek, all of which have metadata and tags to help anyone searching for a particular role find the listing.  

When advertising your listings though, it’s important to make sure all of your business’s websites and social media accounts are up to scratch, as candidates will back away from sketchy and outdated looking companies, mainly due to the assumption that the company isn’t legitimate.

Dig deeper than a resume

As we all know, there’s far more to a person than their work history, their resume and their cover letter, so when looking for a great candidate, don’t look past all of the other facets that make a person unique. Look towards the social media of the candidate, and even ask them during an interview about their personal life, but don’t get too invasive. It’s all about working out what type of person the candidate is and how they will work within the business and with their team.

Encourage your candidates to share and create a happy and welcoming environment in the interview and do your best to try to develop a questionnaire that will collect as much personal information about the candidates as possible.

Don’t be too targeted

This is particularly important for niche roles such as those in cybersecurity, app development and other highly skilled tech-based roles as there aren’t typically a lot of job seekers with these skills. This means that HR and employers need to make sure that they aren’t too targeted and cutting off a large portion of their candidate’s just because they don’t fit their role perfectly. This is the time to hire candidates from university, or who have only been in the workforce for a few years and train them on the job.

The best way to expand this target is to look for candidates who have a few of the skills required for the job but have the good learning and friendly attributes that will allow them to be taught and trained the new skills they need. Simply by doing this you’ll have access to a far larger number of candidates and have a greater chance of filling the role.

Use industry resources and online communities

These areas are perfect for finding the right employees to fill a difficult position as they’re already packed with those almost perfect for the role. If you target a trade show or an online community within Reddit, Facebook groups and even on LinkedIn you’re more likely to find candidates that are relevant and hold the knowledge and skills from the beginning. But better yet, you’re almost definitely going to find passionate and devoted candidates in these areas, as they’re taking their own time to continue interacting and immersing themselves in their roles and careers.

Online communities are a hub for likeminded people and those with the drive and enthusiasm for their field, which typically makes the perfect candidate. If you’ve found or connected with someone anywhere in the world who might be the perfect employee, but they aren’t located near your business, then the power of the internet revolution comes in — utilise them as your full-time remote team members.

 

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

job-posting-ultimate-guide-for-posting-jobs-that-stand-out

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?

Job-posting-career-site

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.

social-media-recruiting
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!

5 Social Media Recruiting Tactics You Haven’t Thought Of Yet

5 Social Media Recruiting Tactics You Haven’t Thought Of Yet

Written by Helen Sabell, CEO & Principal of the College for Adult Learning.

ICU

In our current digital era, it is so easy to reach a wide group of people from your fingertips. It is important for companies to have strong social media recruitment strategies so that they can fill their teams with the best candidates for each position. Social media recruiting is one of the most effective tools in attracting talented professionals to your organisation.

Read on to learn how you can improve your social media recruitment tactics and increase your chances of finding the perfect candidate for your role.

Sourcing Candidates

Sourcing potential candidates via social media is an excellent strategy, especially with people using an average of five or more social media platforms. LinkedIn is the most common social media platform recruiters turn to in order to find talent and it is an excellent place to start. However, if people are using more than five social networks, surely there’s room to branch out?

Instead of heading straight for LinkedIn, try other social media sites like Twitter, Google+ and Facebook to source new talent. Specialised search tools such as Followerwork can search through Twitter bios for job titles and keywords. Chrome browser extensions such as Intelligence Search, can easily search Facebook and Google+ and help you find potential candidates.

You can also use social media to filter out bad candidates since how someone behaves on social media can be a direct indication of their attitude. If you find that your candidate’s values do not match your company’s you can cross them off your list before you go through the lengthy recruitment process.

Monitor Your Competition

Social media is not only an excellent form of finding candidates, but you can also use it to keep an eye of your competitors. There are many tools available to recruiters to monitor the social media activity of their competition. Certain tools allow you to set up search columns which display how often certain hashtags and key terms are mentioned on sites such as Twitter. Such insights can allow you to get a leg up on competitors and improve your on social media tactics.

Targeted Facebook Ads

Targeted Facebook ads can be a great opportunity to connect with the best candidates. Many companies are investing a large portion of the advertising budget towards Facebook ads. Targeted Facebook ads allow you to choose certain demographics so that your ad is seen by the groups you are looking for. For example, if you are searching for an entry-level candidate, you may target a younger crowd (e.g. early 20s). It is an excellent way to narrow down your search and make sure you are reaching the right people.

“Occupational targeting” is also an excellent strategy to make sure your Facebook ads reach users who are experienced and working in your desired industry. You can alter your settings so that you are targeting users from particular companies, job titles or adult education courses.

Engage With Candidates

Social media platforms are a great way for you to communicate with new and current candidates throughout the recruitment process. Your Facebook page is a great tool for communicating your company’s image to potential candidates. Be sure to include useful information about the work culture, locations, employee testimonials and other relevant information.

Encourage your candidates to visit your page and ask any questions they may be pondering. Be sure to present an accurate image of your company as most people can usually tell if you are being ingenuine. You will pull in more talent if you provide an authentic persona of your company. 

Participate In Online Discussions

Social media can give you the opportunity to make sure you are present in the right conversations. Through the social media sphere, you can sort through your pool of candidates and find the right people. Being present in LinkedIn groups and using hashtags is a great strategy for making sure your job ads are seen by your target group. Make sure your job hashtags are unique and carry some relevance to the role.

Adult learning forums are constantly active, with many students seeking job advice and eager to gain experience. Online forums like these are an excellent place for recruiters to source talent and find the right people for their positions. Make sure you are getting your brand out there so that you have a well-known presence online.

Recruiting through social media strategies opens up a world of opportunities for HR professionals. It is a vital channel for sourcing new candidates and reaching the best people for the job. Start getting to most out of your social media recruitment strategy today.

About the Author:

Helen Sabell

Helen Sabell works for the College for Adult Learning, she is passionate about adult and lifelong learning. She has designed, developed and authored many workplace leadership and training programs.

Website | Twitter | LinkedIn | Facebook | Google+


If you want to share this article the reference to Helen SabellCollege for Adults Learning and The HR Tech Weekly® is obligatory.

Etiquette

Professional Etiquette For Jobseekers And Recruiters (Infographic)

Professional Etiquette for Jobseekers and Recruiters | Main Image

To be on your best behavior is always important, but good professional etiquette is more essential and more critical when one is looking for a job or a new talent for a company.

For job seekers, failing to create a positive and lasting impression during the initial assessment can hinder their chances of moving forward in the hiring process.

For recruiters, even the slightest mistake during the hiring process could cause them to potentially lose a valuable candidate.

Keeping up to date with the overwhelming amount of job search trends, hiring protocols and interview practices can be very stressful. Also, these trends may quickly change. In this infographic, we listed down the rules that will forever matter.  Rules that job seekers and recruiters have to keep in mind during the whole hiring process.

So, good professional etiquette is important during hiring process. Learn some rules that jobseekers and recruiters have to keep in mind with this infographic by Phil. Exeq Search Solutions.

Professional Etiquette for Jobseekers and Recruiters | Infographic by Phil. Exeq Search Solutions


Source: Professional Etiquette For Jobseekers And Recruiters (Infographic)

Hollywood Legend Jerry Weintraub Always Heard “Yes”

Hollywood Legend Jerry Weintraub

Hollywood Legend Jerry Weintraub

The biography of Hollywood legend Jerry Weintraub is truly extraordinary. He was a American film producer and actor whose films won him three Emmy’s. Weintraub is also known for being a talent manager (one could say a recruiter) and concert promoter. The list of musicians he represented includes: Elvis Presley, John Denver, Frank Sinatra, Neil Diamond, Bob Dylan, Led Zeppelin, and The Four Seasons. In many ways Jerry was the “Godfather” of concert promoters and a true showman.

Further, Weintraub is also known for producing films such as Nashville (1975), Diner (1982), The Karate Kid (1984), Vegas Vacation (1997) and the Ocean’s franchise (2001). More recently, Weintraub was the executive producer for a couple of HBO series – The Brink and Behind the Candelabra (both 2013). In 2011, HBO broadcast a television documentary about Weintraub’s life, called His Way. Weintraub was an amazing story teller and his book When I Stop Talking, You’ll Know I’m Dead: Useful Stories from a Persuasive Man and documentary are worth checking out for sure. I want to focus on one of my favorite Weintraub stories that hits home [as the time it was written we get ready for Thanksgiving 2016].

Weintraub Refused to Go Quietly

As the story goes, in 1969, Weintraub was living in New York on 54th Street and awoke at three o’clock in the morning to proclaim, “I just had a crazy dream” to his wife Jane Morgan (an enormously talented singer in her own right whom he managed). Jane said, “What was the dream?” Jerry proclaimed, “I saw a sign in front of Madison Square Garden that said ‘Jerry Weintraub Presents Elvis.’” Jane then said, “That’s crazy. That’s nuts. You know, you don’t know Elvis and you don’t know Colonel Parker. You know, how do you expect to do this?” Jerry then quipped, “I don’t know them now but I will.”

For the next year from 1969-1970 Jerry’s first phone call of the day, at 8:30 in the morning, was to Colonel Tom Parker and (as reported by Weintraub in his memoir) here’s how it went.

JW: Good morning, Colonel, this is Jerry Weintraub. I want to take Elvis on tour.

Colonel Parker: What are you, crazy? Why do you keep calling here? You’re wasting your money. First of all, Elvis is not working right now. Second of all, if he were working I have a lot of promoters that I owe dates too. A lot of producers I owe dates to. And it’s not gonna be you. It’s never gonna be you.

After a solid year of rejection one morning, in 1970, Colonel Parker had something different to say than the usual dismissive “No” “not interested.”

Colonel Parker: You still want to take my boy on tour?

JW: Yes, very badly.

Colonel Parker: Okay, you be in Las Vegas (in two days) at 11:00 o’clock with a million dollars and we’ll talk a deal.

Weintraub Gets a “Yes” Finally

The year was 1970 and, therefore, securing 1 million dollars in two days had long odds. Jerry didn’t have a million dollars and, in fact, owed a bank about $65k. By sheer persistence and phoning practically everyone he ever met or knew within a 48 hour period, low and behold, he found a wealthy business owner in Seattle, WA that said “Yes.” The Elvis super-fan, from the Pacific Northwest, was willing to wire Jerry a million dollars site unseen for a chance to fund an Elvis concert tour. Weintraub showed up in Las Vegas at the bank 2 days later and worked out a deal with Colonel Parker.

Elvis proceeded to put on an incredibly successful and lucrative concert tour. The tour would also be remembered for providing concert goers with reasonable ticket prices. As the tour came to a close, Elvis, Weintraub and Colonel Parker cashed in on the tour for sure.

What’s more, at the conclusion of the tour Colonel Tom Parker took Jerry to a back room (behind the stage) and proceeded to reveal a huge pile of cold hard cash. Jerry proclaimed, “What’s this?” Parker exclaimed: “This is the money from the t-shirts, the hats, the buttons, and so on that have been sold throughout the tour.” Jerry then said, “We didn’t have a deal for the merchandise.” Parker then said, “You are my partner 50/50.” He then took his cane and smacked the table and said, “Half is mine and half is yours. Are we good?” After the tour with Elvis, Weintraub went on to have a storied Hollywood career partnering with some of the biggest stars in music and television.

The Power of Persistence is Undervalued

It’s funny how we often only see the ‘final product’ of a person or group’s success and assume that they must have had amazing breaks, luck, or connections to get where they are at. What’s often lost, by people, is the struggle of how difficult it is to achieve truly extraordinary things. It takes persistence and sheer will to do hard things. Often many obstacles must be conquered along the way.

George Clooney, Brad Pitt, Andy Garcia, Julia Roberts, and Matt Damon (just some of the star-studded cast of the Ocean’s franchise) have all commented on the amazing power Jerry had of getting everyone to a “Yes” when the odds were incredibly long to do so. In order to get all of the A-list actors to align their schedules to shoot the Ocean’s movies was nearly impossible. The odds of any other producer being able to make it happen would probably be about 0%.

However, Weintraub would call each cast member and tell them when the dates were for shooting and when they would inevitably say, “Jerry I can’t do it I’m busy during that time… no seriously I’m out.” Jerry would respond with, “Yea, I know you are busy but everyone else is in and you will be able to do it.” Famously he would tell each actor that all the other actors were all “in” even though they had said they were “out.”

Through sheer force of will Weintraub made it happen. There’s a lesson here.

The Weintraub Way for Business & Recruiting

When recruiters or business professionals are told “No” this can lead to cracks in their resilience, resolve, and self-confidence. We can begin to think we aren’t good enough, don’t have the necessary skills and abilities to do awesome things and, therefore, become unmotivated and depressed. But the Weintraub Way is to turn that negativity on it’s head and go in the opposite direction. When people say “No” or “It’s not going to happen” maybe you should double-down. The thought should be “Oh, it’s going to happen all right.” One of the great motivators for the human spirit is the ability to overcome obstacles and ‘win over’ the folks who aren’t on board with what we are ‘selling’. What is more, there is little in life that compares to the incredible high of ‘proving everyone wrong’ and accomplishing big things despite those that don’t believe.

There’s little doubt that there had to be mornings, in the 300+ phone calls that Jerry made to Colonel Parker, where he doubted his abilities and his power to persuade. But he didn’t let it hinder him or his ‘dream’. In the end he made the deal and was a key player in one of the most successful concert tours of all time. By sticking to a plan and being determined to see it through (no matter how difficult things get) individuals get a true sense of accomplishment. There is no substitute for the euphoria that comes from “Beating the Odds.”

So, you might be asking, “What the heck does this have to do with Thanksgiving?” Thanksgiving is a time for reflection. This year I’m going to think about how glad I am that over the years I’ve been told I couldn’t do something. Even though I didn’t appreciate it at the time, hearing this skepticism has likely helped light the fire within me even hotter. The fire to prove the doubters wrong is powerful.

I’m Thankful For…

When you sit down for Thanksgiving this year with your family and friends take a moment to say thank you to those that have told you “No” or openly questioned your ideas, motives, abilities, or work ethic. It’s highly likely that those folks, that you may have perceived as shutting the door on your ambition, have helped to make you the success you are today.

Thanks Jerry Weintraub for sharing with us this incredible anecdote about the power of perseverance, pride, and not taking “No” for an answer.

In your own experience, are you able to pinpoint particular times when someone doubted you or said “No”? Did the rejection serve as a motivation for you to work even harder to prove them wrong? Have you ever thought to be thankful for those that weren’t on board with what you were selling?  What other forms of motivation do find the most useful?


Source: Hollywood Legend Jerry Weintraub Always Heard “Yes” – Crelate

Don’t Trust Your Gut: 3 Guidelines for Evidence-Based Recruiting

Chess Algorithms

Experience is generally good. Employers love job candidates with impressive track records. But when we on the hiring decision-making side start gaining experience in recruiting, there is a dark side that we need to be aware of if we still want to be effective.

The problem with growing experience in recruiting positions is that you start to gain confidence in your judgement. And that gut feeling about job candidates clouds the decision-making of even the best of us.

The essence of evidence-based recruiting is that you build your recruiting practice on the best available scientific evidence. What is scientific evidence? It is not expert opinions, TED Talks or blog posts. Why not? Because they are opinions without rigorous methodology backing them up. Sure, there is often wisdom in the words of HR influencers, but in order to be effective, basic evidence-based guidelines should be in place.

In the core of evidence-based recruiting should be a hiring algorithm. Algorithm is simply a formula that calculates the score of each of your job candidates. Algorithmic decision-making is simple – you hire the candidate with the highest score. But an algorithm won’t work without variables. It is the recruiter’s responsibility to build the formula – decide what kind of data to gather from the candidates and which factors matter the most. But where to start?

Screening methods – the fairest of them all

I/O psychologists have been studying selection methods with meta-analytic methods for around a 100 years, and there is a clear consensus that General Cognitive Ability (GCA) – also known as General Mental Ability (GMA) or Intelligence Quotient (IQ) – is the most versatile and powerful of the methods commonly in use. Considering how simple-to-use and cheap methods there are available, it is a mystery why these tests are not more widely adopted in practice.

Especially as a screening method, GCA measure is powerful for a couple of reasons. First, for most jobs, the job requirements aren’t set in stone. Especially in startups or companies working in dynamic markets, the contents of employees’ jobs tends to change a lot. GCA is a measure that indicates how well the candidate would be able to learn new things. Second, and related, when the job requirements are complex or new, higher information processing capacity, which is what GCA essentially measures, helps candidates perform better.

Research suggests, that the best predictive validity is achieved when GCA is coupled with other methods that preferably are “MECE” – mutually exclusive and collectively exhaustive. This means that the other methods used should be strong as well, but they should measure different constructs that GCA tests measure. Famous companies such as Google measure GCA together with other variables – namely, “Googleyness” – that they have internally found predictive for future performance. Some evidence-based factors found in I/O psychology are conscientiousness and integrity, and most companies would actually get better results with these methods than with using classic unstructured job interviews as a go-to method. But I bet that…

You are going to interview anyway, so here is how to do it right

One common mistake that many recruiters make is not structuring their job interviews.

How do you expect to compare the candidates if you ask each of them different questions? And how do you expect to hire actual talent if you let human error come in between? If you use the so called “free talk” method (the losing method) to interview candidates, you are bound to simply get along better with some candidates than with others. If the recruiter was changed, the result would most likely be different too, and this is not a good indicator of the reliableness of the interview.

Structuring interviews takes some work, but it’s principles are fairly simple. Essentially, structured interview is an employment interview where

  1. the same questions are asked of each candidate in the same order
  2. free talk is minimised
  3. the evaluation criteria for each question are determined beforehand

The two best types of questions are behavioral and situational. Behavioral questions ask about candidates’ past performance in order to predict how the candidate is likely to perform in the future. Situational questions present hypothetical situations and ask how the candidate would proceed in a given situation.

The outcome of designing the structured interview should be an “interview booklet”. This guide provides a set of predetermined questions (based on variables you have deemed to be necessary for success in the job), room for note-taking and a guide for evaluation. It should be written in a way that anyone even without recruiting experience would be able to run the interview.

If you want to be really professional, have interviewers write down the answers of each candidate, and let someone else evaluate the answers. This obviously takes time, and you need to make the call whether the added value is worth it.

Decision time? Enter Excel

So. You have built your hiring algorithm (hopefully based on GCA and other reliable variables) and collected data to measure those variables using tests and structured interviews. Now it is time to be humble, and let your new best friend Excel make the decision for you.

When you let an algorithm decide for you, you are going to get an improvement of about 50% in predicting work performance. And the interesting fact is that even the most experienced recruiters with years of experience fail more often than algorithms.

Let’s go one step further than that. Even when there is a group of experts, and when they have more data available than your excel table (the algorithmic decision-maker), their decisions are worse. Why is this and what can you do to improve?

A likely reason, as mentioned, is that these bad choices arise from various psychological biases. We as humans are overly influenced by first impressions, personalities and our own values, among other things. Because hiring decisions are essentially prediction problems – ”which candidate would perform the best in the job?” – we should use statistical algorithms which are tools originally built for prediction problems.

This does not mean that experts are unimportant. They are a great source of insight in building the algorithm in the first place. But it does mean that HR professionals need to be humble and understand their limitations. Hiring managers need to be aware and continuously measure the success factors for each job in their company, but they need to restrain themselves when the decision-time comes.

Evidence-based decision-making is the first step towards next-generation recruiting. Most of the algorithmic methods discussed here are going to be adopted to various HR tech applications in the future, but by knowing the basics, you can already start making better decisions while waiting for Big Data and AI to become mainstream in the industry.

Further reading:

Danieli, O., Hillis, A., & Luca, M. (2016). How to Hire with Algorithms. Harvard Business Review, https://hbr.org/2016/10/how-to-hire-with-algorithms

Kuncel, N. R., Klieger, D. M., Connelly, B. S., & Ones, D. S. (2013). Mechanical versus clinical data combination in selection and admissions decisions: A meta-analysis. Journal of Applied Psychology, 98(6), 1060.

Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241-293.

Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological bulletin, 124(2), 262.

Schmidt, F. L. (2002). The role of general cognitive ability and job performance: Why there cannot be a debate. Human performance, 15(1-2), 187-210.

If you want to share this article the reference to Max Korpinen and The HR Tech Weekly® is obligatory.