BirdDogHR’s VP of Operations, Michelle Stedman, recently contributed an article titled How to Hire the Right Person to The Business Woman Media about building a candidate profile and hiring the right person.
Recruiting new talent isn’t easy, too often employers get bombarded by a pile of resumes and sorting through them to find the ones that should be interviewed is no easy task. That’s where a candidate profile comes in. It’s a list of 4-6 traits that would be expected on an ideal candidate – it’s not that hard to write but it makes a world of difference when you’re shuffling through resumes.
In her article, Stedman explores the benefits of using a well-built candidate profile.
Check out How to Hire the Right Person
Retaining new and seasoned employees not only rids you of the cost of higher, but will increase productivity in the workplace. Collaboration technology will help you do just that. This technology promotes effective communication which is one of the most important skills a person can possess. Best practices and specific information is all stored in an easy-to-access centralized system. Employees and employers can find information or collaborate with a colleague from any location whether that be the office or on vacation. Collaboration technology has been able to reduce email volume by 30% and increase team efficiency by 15-20% (Source).
Organizations that have implemented collaborations technology have seen employees empowered to communicate with peers in an open forum while also promoting online learning. The seasoned employees can become mentors for new hires. The new hires can learn from their mentors mistakes and successes. Organizations that haven’t implemented collaboration technology have found that their employees spend around 9 hours a week search through their email or the internet for information.
Gone are the days of sifting through documents and spending hours on organization. Filing cabinets and stacks of loose papers are out and the age of automation is here to stay. Here are the days of one click and you’re there. Here are the days of safer, faster and easier. Job seekers, employees and future retirees are looking for a modern organization that makes the employment experience an automated one.
When job seekers apply to jobs, it is an expectation that the apply process is online and accessible from a mobile device. According to ERE Recruiting, over 50% of job seekers are using their mobile devices to search and apply for jobs. Don’t expect to attract great, long-lasting employees if your job postings aren’t accessible from a mobile device, because the perfect, long-lasting employee you want is applying to your competitor’s job posting from their tablet or phone.
Job boards are a great way to drive traffic to your career page and get job openings in front of applicants, but are your openings in front of the right applicants? If the position requires a specialized skill set, not just any candidate will do. Some things to consider before throwing money at a job distribution site is traffic levels, free vs. paid job distribution, niche vs. general job boards and the quality of candidate you need.
You have to be strategic about which job boards you select. Currently Indeed, Career Builder and Monster are driving the highest volume of traffic. Job boards like this would be most effective if you needed to fill many jobs in a short amount of time.
When organizations are considering a free job board, don’t be surprised if your job postings get little to no traffic. Jobseekers like easy, simple and accessible so if your job postings aren’t right in front of them, don’t always expect them to go searching. On the other hand, not all paid job boards get the bang for your buck. It’s important to watch source analytics to control the cost and spend your money where it works for your organization.
It’s no secret that social media can be good for business, but most people don’t know that it can also be invaluable for recruitment. BirdDogHR’s Michelle Stedman wrote an article for HRO Today about using the right hashtag to reach the right talent.
Hashtags are a string of characters behind a pound sign. They mean different things on different platforms but typically hashtags are used for organizing ideas or topics. An example would be a job seeker searches Twitter for #Jobs. In return they’ll see an entire feed of people and companies posting their job openings. Or they could search #HRJobs or #TexasJobs.
In the article, Stedman dives into the different kind of hashtags and two of the platforms that utilize them: Twitter and Instagram. Learn more about using social media for recruiting.
Social recruiting can find employees that fit your company needs, but if you aren’t managing your social media accounts appropriately you could miss out. Do you know the specific analytics of your social media accounts? What time of day is best to post on your company Facebook wall? Or advertise a new blog post on Twitter? Pinpointing these small details on your social channels can be a full-time job in itself, unless you’re connected to Buffer.
BirdDogHR Recruitment and Applicant Tracking System customers have full access to Buffer’s social media management services. With Buffer, BirdDogHR customers are able to post to hundreds of different social media sites.
On Buffer, as social media content or job postings are created, you can easily select which of your accounts you want to post to. Buffer allows you to post the same message to all of your accounts or create a customized message in case your Facebook post needs to be tweaked for your LinkedIn audience.
Buffer understands your social analytics and shares your content at the best times throughout the day, so your followers and jobseekers will be more likely to see your updates.
Onboarding is critical to employee retention. Why? Well, the sooner your new employee is comfortable in their role the sooner they’ll be able to contribute. BirdDogHR’s Michelle Stedman recently wrote an article about the importance of onboarding for Business Woman Media.
Personalization isn’t just a trend; we’re seeing the benefits everywhere from the classroom to online shopping and well beyond. Personalization adds value to the individual and fosters faster growth so, naturally, it benefits onboarding.
In her article, Why You Should Customize Onboarding Induction for Employees, Stedman discusses several different ways that you can increase the value of your onboarding process and retain your new talent.
An Applicant Tracking System (ATS) not only finds your organization the best applicant out of a large candidate pool, but also can ensure accurate record keeping and compliance, especially for federal contractors. The Office of Federal Contract Compliance Programs (OFCCP) was put in place to assess the effectiveness of federal contractor’s Affirmative Action Program (AAP). It’s important to have an ATS that’s built with your compliance needs in mind as federal regulations are constantly changing or updating.
BirdDogHR contributed an article on Startup Nation entitled Company Culture: The Workplace Perks That Impress Top Performers. In this article, we explored perks that are really enticing top talent to join a company.
We also answered the questions:
- Why is wellness and work/like balance so important to employees?
- How training opportunities drive engagement.
Read the full article on Startup Nation to learn more about important workplace perks.
BirdDogHR recently contributed an article titled Unique Challenges of Onboarding for Small Businesses and 3 Mistakes to Avoid on Women On Business.
In this article we explore important onboarding topics including the role that all team members play in onboarding new employees, how workspaces and resources make a first impression, and when to give feedback.
Visit Women On Business to read the full article.