HR Challenges Working with Staffing Agencies

Staffing Agencies and HR go hand in hand, but some challenges can get in the way of having a successful hiring process.
With misunderstandings regarding the company culture, sometimes the company is misrepresented to the candidate. When a staffing agency oversells an opportunity to a candidate in order to peak their interest, you run the risk of hiring a candidate that does not fit in with your work environment.

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Contract Staffing, how it works and when you should use them

When it comes to contract staffing, the very name is pretty self-explanatory. It’s a technique where the companies are hiring human assets on a contract-based commitment. Such contracts are possible between an organization and an individual or between two companies. In the quest to fill in challenging positions while not making any longer commitments, an increasing number of companies tend to turn to such staffing alternatives.

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5 FACTS ABOUT APPLICANT TRACKING SYSTEMS

The 21st century came with unprecedented growth in the ICT (“Information and Communication Technology”) world such that it has come to revolutionize the way everything on earth is done. It has birthed advancements in medicine, insurance, banking and finance, education, advertisement, transportation, general grocery and every other aspect of man’s everyday life.

AUTOMATING YOUR HIRING SYSTEM

With the kind of evolution going on in the tech world, if your business or career is not powered by ICT (“Information and Communication Technology”), then it is going into extinction already. Only businesses and enterprises that will harness the power of the internet will survive. This shouldn’t be news to you right now if you are abreast with your market and the demands it places on you and on your clients. If you have not, you will need to take a closer look at what you are doing and how ICT can help you do it better.

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Should I Pay Someone To Help Me Find My Next Job?

I get asked by candidates quite often if they can pay me to help them find their next job.  I tell those candidates that 99% of recruiters (including myself) are paid by the client when we make a placement.  Companies come to a specific recruiter and engage his or her services to recruit specific talent to fill specific roles.  Generally, recruiters do not work as “talent agents” to represent individual candidates to “shop” them around to various companies.  I will never accept money from a candidate in order to help them find a role.  I don’t feel that it is morally right to do this.

However, there are firms out there that will charge candidates really good money to represent them in their job search.  Under the guise of “Career Counseling”,  these firms will help candidates put together a resume, coach them on how to interview, and then tell the candidates that they will market their resume to various companies and recruiters.  There is a substantial fee for all this so-called service.  In addition, these firms generally get the candidates to sign an agreement that the candidate will owe a certain additional fee to the Career Counseling company if the candidate finds a job, whether the Career Counseling firm helps makes the placement or not.

There is something wrong about this business model where you lead the candidate on to think that your firm will open up doors for them and never do.

My advice to candidates is NEVER pay anyone to help you find your next job.  It may be OK to pay someone a small fee to assist you to prepare and/or update your resume, but most recruiters that I know, will give advice to candidates for free.  In addition, there are a lot of free templates online that a candidate can use to prepare their resume.

 

 

STAYING AHEAD IN YOUR RECRUITING NICHE

Being the best in your niche will require resilience, hard work and creativity. If you want to stay ahead, you have to be ready to roll up your sleeves and work for what you want. That also means you will have to find a way to communicate this to your employees and keep motivating them to make this dream theirs and not to settle for less than the best. Here are a few practical tips to get you on your way to the top:

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Job Seekers-Expanding Your Social Media Brand

More and more recruiters are finding candidates through social media than the traditional job boards.  Most people have heard of LinkedIn which remains the most popular site for recruiters when they search for candidates.  It is a must for all active and passive job seekers to have an up-to-date LinkedIn profile.

I came across a new site the other day called beBee www.bebee.com which seems to offer a lot of promise.  While it is not nearly as well-known as LinkedIn, it seems like a site that most potential job seekers should be on.

beBee is a Personal Branding Platform founded by serial-entrepreneurs Javier Cámara and Juan Imaz.   The network was created to allow people to showcase and share their personal brand and market themselves to employers, clients, customers, vendors and media in their respective industries. beBee allows users to network with each other through common personal and professional interests, uniting their personal and professional lives in one place.

The startup was established in February 2015, and originally launched in English, Spanish and Portuguese before expanding in French, Italian, German and Russian in 2016. beBee has more than 11.5 million users and is aiming to have 40 million users by 2018.

While my experience with beBee is limited, it seems like a well-managed and easy-to-use site.

Top 10 most promising industries in 2016

Smart investing, whether your planning to invest money or time, involves researching the latest technology and identifying the most promising industries.
The top 10 fastest growing industries represent not only good investment options but also excellent career opportunities. These areas have the greatest potential for future success.

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How to write an effective self-performance review

A good self-performance review allows employees to assess their effectiveness in their areas of responsibilities by reflecting on:
a) what they accomplished
b) what they learned, and
c) what they need to learn.When done effectively and honestly, management can use this tool to close the gap between the employee’s expected and actual performance.

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Creating Job Advertisements to Attract Stars!

Think of your job postings  the same way that you think of any advertisement that you see on TV, online, or in print.  Boring advertisements won’t catch the eye of the intended consumer, much the same as a boring job posting won’t catch the eye of the stars that you are trying to attract.  You need to give these stars a very good reason to want to interview with your company and leave the relative comfort of their existing jobs.

Creating compelling job advertisements will take you some time and effort, but in the long run, this time and effort will really pay off as the quality level of the applicants should significantly improve.

Below are some best practices that I have put together to assist you in crafting job advertisements that will attract and excite potential star applicants.

1. Research What Leading Companies Are Doing

Want some ideas of how other industry leaders are crafting their job advertisements? Then, look online at various job posting sites to see what your competition and leading companies are doing in developing their ads. It seems like a pretty easy way for you to get some general competitive intelligence as well as some great ideas for your advertisements.  Doing this research also may assist to get your creative juices flowing!

2. Know Your Target Audience

What type of skills or background are you trying to attract with your job advertisements?  Job ads which try to attractive information technology applicants or engineering applicants should not look the same as ads which try to attract sales applicants. Technology and engineering applicants are generally excited more about your technology versus sales applicants who may be focused on both the technology as well as your customer base.

3. Why Do I Want to Work For Your Company?

This is probably the most important piece to your job advertisement.  Stars will generally only leave their current company if they see another company who has a more exciting technology or product as well having as a smart and passionate team that is working to develop and sell such a technology or product.  Stars don’t leave to go to a boring job!  Stars sometimes hit a “rut” in their current job and may poke around to see “what else is out there”.  The opportunity to become part of an exciting company and work as part of a smart and creative team would be very appealing and exciting.

You need to be able to point out all the pluses with what your company is doing (e.g. describing your exciting  technology or service, some background on your workforce, any awards that your company, product or work culture has won, etc.)   Don’t be shy in your description!  Feel free to brag!

4. Develop a Descriptive Job Title

Boring job advertisement titles (such as Senior Engineer or Sales Representative) won’t tell your target audience anything about your company or the actual job itself.  A sharp title such as Senior Engineer-Designing Cutting Edge Consumer Electronics Technology will certainly catch someone’s eye; more than likely these will be the top folks that you are seeking for the role.  A secondary reason for having a more descriptive title is for SEO purposes as people search for the jobs online.  The more keywords in the title that correspond to the type of candidate that you are seeking will raise the odds of the top stars spotting your ad.

5. Creative Description of Duties, Projects

Too many job advertisements read like boiler plate job descriptions.  While you need some “job description verbiage” in any job advertisement, you need to take the time to specifically and creatively describe the role’s duties and describe any products or projects that the role will work on.

One other pet peeve of mine as I see this a lot is don’t include a sentence at the end of the duties that says “Other Duties As Required”.  What does this tell anyone?  It is quite boring and actually takes away from any creative flow to your ad.

6. Accurately Describe Essential versus Nice-To-Have Skills

Again, just like the job duties section of the ad, take the time to accurate describe what are the ESSENTIAL Must-Have skills to be successful in the role versus the NICE-to-Have skills.  I see too many job advertisement skills sections that contain a long list of must have skills that makes it virtually impossible that your company will find some who is a master at all these skills.  In fact, not separating the must-have skills from the nice-to-have skills will be a turn off for many applicants applying for the role.

By following these six steps, you can optimize your job advertisements and help ensure a higher level of applicant quality.

For Recruiters

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