How to find the right candidate for a job?

Finding the right job candidates is one of the biggest recruiting challenges. Recruiters and other HR professionals that don’t use best recruiting strategies are often unable to find high-quality job applicants. With all the changes and advances in HR technologies, new recruiting and hiring solutions have emerged. Many recruiters are now implementing these new solutions to become more effective and productive in their jobs.

According to Recruitment strategies report 2017 done by GetApp, the biggest recruiting challenge in 2017 was the shortage of skilled candidates.

The process of finding job candidates has changed significantly since few years ago. Back then, it was enough to post a job on job boards and wait for candidates to apply. Also called “post and pray” strategy.

Today, it is more about building a strong Employer Branding strategy that attracts high quality applicants for hard-to-fill roles. Today, it is more about building a strong Employer Branding strategy that attracts high quality applicants for hard-to-fill roles.

Steps for finding the right job candidates

1. Define your ideal candidate a.k.a candidate persona 

Not knowing who your ideal candidate, or candidate persona, is, will make finding one impossible. To be able to attract and hire them, you need to know their characteristics, motivations, skills and preferences.

Defining a candidate persona requires planning and evaluation. The best way is to start from your current talent starts or your best employees. Learn more about their personalities, preferences, motivations and characteristics. Use these findings to find similar people for your current and future job openings.

Not sure how to do this? Here’s our free guide for defining your candidate persona.

2. Engage your current employees

You probably already know that your current employees are your best brand ambassadors. Same as current product users are best ambassadors for product brands. Their word of mouth means more than anyone else’s. Encourage their engagement and let them communicate their positive experiences to the outside. Remember, your employees are your best ambassadors, and people trust people more than brands, CEO and other C-level executives.

Involving your current employees can not only help you build a strong Employer Branding strategy, but it can also help your employees feel more engaged and satisfied with their jobs.

3. Write a clear job descriptions

Even though many recruiters underestimate this step, it is extremely important to do it right! Writing a clear and detailed job description plays a huge role in finding and attracting candidates with a good fit. Don’t only list duties, responsibilities and requirements, but talk about your company’s culture and Employee Value Proposition.

To save time, here are our free job description templates.

4. Streamline your efforts with a Recruitment Marketing tool

If you have right tools, finding the right job candidates is much easier and faster than without them. Solutions offered by recruitment marketing software are various, and with them you can build innovative recruiting strategies such as Inbound Recruiting and Candidate Relationship Management to improve Candidate Experience and encourage Candidate Engagement.

Sending useful, timely and relevant information to the candidates from your talent pool is a great way for strengthening your Employer Brand and communicating your Employee Value Proposition.

5. Optimize your career site to invite visitors to apply

When candidates want to learn about you, they go to your career site. Don-t loose this opportunity to impress them. Create content and look that reflects your company’s culture, mission and vision. Tell visitors about other employees success and career stories.

You can start by adding employee testimonials, fun videos, introduce your team, and write about cool project that your company is working on.

Don’t let visitors leave before hitting “Apply Now” button.

6. Use a recruiting software with a powerful sourcing tool

Today, there are powerful sourcing tools that find and extract candidates profiles. They also add them directly to your talent pool. Manual search takes a lot of time and effort, and is often very inefficient. With a powerful sourcing tool, you can make this process much faster, easier and more productive. These tools help you find candidates that match both the position and company culture.

7. Use an Applicant Tracking System

Solutions offered by applicant tracking systems are various, but their main purpose is to fasten and streamline the selections and hiring processes. By fastening the hiring and selection process, you can significantly improve Candidate Experience. With this, you can increase your application and hire rate for hard-to-fill roles. Did you know that top talent stays available on the market for only 10 days?

8. Implement and use employee referral programs

Referrals are proven to be best employees! Referrals can improve your time, cost and quality of hire, and make your hiring strategy much more productive. Yet, many companies still don’t have developed strategies for employee referrals.This is another great way to use your current employee to help you find the best people. To start, use these referral email templates for recruiters, and start engaging your employees today!

GetApp‘s survey has proven that employee referrals take shortest to hire, and bring the highest quality job applicants.

If you don’t have ideas about how to reward good referrals, here’s our favorite list of ideas for employee referral rewards.

For more details about finding the right candidates, here is our 2018 guide for finding high-quality talent.

Chatbots Are the New Phone Interview

How to boost employee communication with these 3 apps

The way we communicate has come a long way since the ancient scratches and drawings on cave walls. The modern world of work is fluid and ever changing, with ‘agile’ solutions being required to solve contemporary problems. Work habits are changing as Millennials are demanding not only different working environments; with standing desks and cubicle-less, open planned work spaces; but also innovative technologies and solutions to keep them engaged, and to aid them in improving their overall employee experience. Consequently, this has made the work of internal and corporate communications professionals considerably more demanding. Yet despite this appreciation of the need for changing work circumstances, the ‘2016 Digital Workplace Communications Survey’ conducted on over 250 companies concluded that almost half of all employees (48%) advocated for a change in their company’s digital workplace communications. Here a list of the top apps to implement to boost employee engagement and communication.

Slack

Slack is a cloud-based set of team collaboration tools and services. The name is an acronym for “Searchable Log of All Conversation and Knowledge”, which concisely indicates it’s primary functions. Slack has humble beginnings and initially was used as an internal tool by its founding company. Since its creation in 2013, Slack has become one of the darlings of the tech scene, becoming one of the fastest growing apps in history. Slack was recognized as the best start-up of the year at the 10th Crunchies Awards, organized by TechCrunch. By the end of 2016, Slack was valued at $2.7 billion. Features offered by Slack include organized chat rooms (channels) by topic, private groups, and direct messaging. All content inside Slack is fully searchable This enables workers to search for all kinds of data including files, conversations, and users. Conveniently Slack is integrated with many other available services such as Google Drive and Dropbox; thereby making it simple to implement, and even easier to share and save files.

Impraise

Technology is here to make our lives easier. Having a conversation with someone on the other side of the world is now simple and instantaneous. There’s no delay. That’s precisely how good performance management software should work, and is the key to Impraise’s performance management software. Multi-award winning Impraise, is a web and mobile application, that was founded in 2013. Since then, the start-up has grown impressively with over 130 clients including booking.com, NRG and Fandango all using Impraise to streamline their in-office communication. Ease of use and accessibility are at the heart of Impraise’s performance management tool. Impraise allows you to gather relevant and accurate feedback for your employees faster and easier than ever before. Collaborative feedback is set up in a matter of minutes, giving an excellent understanding of your team’s strengths and possible coaching needs. Prompt feedback results in faster learning and encourages social interaction amongst your team.

Asana

Asana is web based ‘software-as-a-service’ designed to improve team collaboration. It comes in both web and mobile app versions, and enables users to manage projects and tasks online without the use of email. This is a crucial part of Asana’s mantra, as its founders  Dustin Moskovitz and Justin Rosenstein launched “an audacious attempt to change the way people connect at work, where the incessant drumbeat of email has become an excruciating annoyance”. Asana works by giving each team its own unique workspace. These workspaces contain projects, and projects contain tasks which can be assigned (or owned) by a team member. Users can follow projects and tasks and, when the state of a project or task changes, get updates about the changes in their Asana inboxes. The app also contains a social network, instant messaging application and online calendar. These features enable teams of employees to share information and do most of their jobs without relying on tedious emails. This is a revolutionary idea as the ‘2016 Digital Workplace Communications Survey’ found that 97% of employees still use emails for both internal and external communication.

Without continuous and free flowing communication in the digital workplace, companies will fail to innovate and progress will be stunted. There are many applications that companies can adopt to improve communication however Slack, Impraise and Asana are our three favourites.

Half of American Workers Aren’t Taking a Full Vacation – Is Anyone Benefiting?

Half of American Workers Aren't Taking a Full Vacation - Is Anyone Benefiting?

Majority of American Workers Don’t Use Allotted Vacation Days

Over the winter break I came across two articles that were fascinating and worth commenting on for recruiting and HR professionals. One study I came across included a shocking statistic about American workers and their vacation habits and another outlined the positive impacts of taking time off to recharge the batteries. As we will see there seems to be a significant disconnect regarding the value of taking breaks in our workplaces between workers and researchers who study productivity patterns.

First, for the statistic that immediately stunned me. According to an article on Market Watch, research done by the U.S. Travel Association, documented that, “More than half (55%) of Americans didn’t take all of their vacation days in 2015, up from 42% in 2013…” Essentially, millions of Americans are giving their vacation days back to their employer. The article went on to to report that:

The average worker took 16.2 days of vacation [in 2015], down from 20 days in 1993, resulting in $61.4 billion in forfeited benefits. These workers gave up 658 million unused vacation days and 222 million of those days cannot be rolled over or exchanged for money. Over 5,600 full-time workers were surveyed, including 1,184 managers for the study.

Furthermore, 61% of Americans work while they’re on vacation – with 1 in 4 reported being contacted by a colleague about a work related matter while taking time off. This begs the question how many Americans truly ‘unplug’ when they are on vacation (for those that take them in the first place)?

What’s more, according to the researchers looking at career trends for Glassdoor the primary reason people don’t take vacation time, they are offered, is “Fear.” Therefore, the breakdown went as follows for the top reasons why vacation time was left on the table:

  • 28% of workers say they fear getting behind while they are on vacation
  • 17% say they fear losing the job if they take vacations 
  • 19% don’t take all of their days off in hopes that it will give them an edge for a promotion
  • 13% are competitive and want to outperform colleagues

Another important nugget, in the Glassdoor survey, was that in the post-recession world (after 2008) workers are often shouldering heavier workloads and, therefore, afraid of not meeting goals if they take regular vacations.

It might be easy to assume that taking less vacations means we are more productive and it’s “good” for business – but this assumption may be dead wrong according to recent studies.

Evidence Mounting that No Vacations Short Changes Productivity

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Taking Proper Time Off Can Aid in Overall Productivity & Creativity

According to an excellent article in Entrepreneur, in 2016, a recent study at Virginia Commonwealth University argued that it is imperative that employees and small business persons take time off to re-charge the batteries. Entrepreneurs are often celebrated for wearing multiple hats and logging incredibly long hours, but working without letup is a bad habit that can jeopardize business, health and the life you’re working toward – according to some experts. One such researcher stated,

There is a lot of research that says we have a limited pool of cognitive resources…When you are constantly draining your resources, you are not being as productive as you can be. If you get depleted, we see performance decline. You’re able to persist less and have trouble solving tasks.

This is clearly counter-intuitive to how many entrepreneurs and workers perceive the benefits of being a workaholic in America. Most assume that the hardest working will survive and “rest” or “relaxation” is considered something the ‘less motivated’ partake in. According to one strategic coach in reality everyone will eventually hit the wall and end up being less productive, creative, and able to problem solve if breaks (big and small) aren’t routinely taken. As the researchers note, “Since almost all of us are doing mental work these days, managing cognitive resources is not a nice thing to be able to do; it’s essential.” This is isn’t about business or worker management, it’s about the physiology of the brain and body.

The bottom line is burning up mental resources without replenishing them leads to stress, burnout and poor performance (not to mention making it hard to concentrate and/or make good decisions).

Researchers are finding that extended vacations – at least 2 weeks in length are extremely important to completely ‘unplug’ and ‘re-charge’. Also, taking more frequent short breaks each day of work can be incredibly beneficial for the employees and the business.

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Taking off a Full 2 Weeks is Optimal

A few  ways to avoid burnout and boost creativity and productivity include:

  1. Daily breaks (walking meetings, lunch with a friend or working out)
  2. Unplugged weekend activities such as hiking or driving with family and friends
  3. Home activities such as cooking (to help relieve stress)
  4. Exercising during lunch
  5. Truly leaving work at work when on vacations 

As recruiters, hiring managers, and HR professionals this is a topic that deserves a much more robust discussion – as it relates to your work life and those that you are helping to place.

There is so much more to say on this fascinating topic, but suffice to say in 2017 we should all do some self-reflection on our workloads and ensure that ample breaks are being taken to truly optimize our productivity and creativity.

Do you have any anecdotal evidence that getting ‘recharged’ has helped you be more productive, creative, and a better problem solver?


Source: Half of American Workers Aren’t Taking a Full Vacation – Is Anyone Benefiting? – Crelate