February 7, 2017

Man with mobile technology devices

Reaching the right candidate for a position isn’t easy, especially now. We live in a big, connected world with a hundred different channels available for anything, which is why it’s important to have a plan when it comes to advertising your jobs. First, you need to find the right channel (i.e. job boards, job sites). Second, you need to know your brand and finally, you need to make it stand out.

Now that it’s 2017, recruiting is really an exercise in marketing. You are marketing your company as a great place to work. We suggest you:

January 31, 2017

Woman in focus standing in foreground with several others out of focus in background

When it comes to hiring, the stakes are high. A bad hire can cost your company more than $50,000, while the right hire can increase your company’s performance.

So is it better to hire externally or promote internally? Should managers devote more time to finding external candidates or invest in their teams so they can be promoted some time down the line?

The answer is: it depends. Here is an overview of the benefits of promoting internally and the benefits of hiring externally, as well as some particular circumstances that could make one or the other better for your company.

The benefits of promoting internally

The benefits of promoting internally read like a checklist designed to please managers. Lower costs? Check. Better performance? Check. Better morale? Check and check.

It’s true. Promoting internally has a lot going for it, including:

January 20, 2017

New employee shaking hands

Recruiting a new employee is a time consuming and important process. It’s also an expensive one. HR professionals estimate recruitment can rack up costs equalling between 15% to 30% of a position’s future salary. With the average hiring period lasting 10 to 12 weeks, and possible temporary staff having to be hired in the interim, recruitment is ideally something you only do once.

If you recruit the best candidate, they’re more likely to stay with your company longer, and that’s positive for your finances. A report from Oxford Economics found it costs more than $39,800 USD to replace a staff member once they’re hired.

The bottom line is this: make efforts to recruit for retention, otherwise your company risks hemorrhaging talent and capital.

What to Look for in an Employee Recruit

There are a number of ways to tell whether a candidate would be interested in staying with your company in the long run.

January 4, 2017

Job applicants preparing for an interview

We recently contributed an article titled Are You Raising Red Flags When Recruiting? on We explore the topics of understanding inappropriate questions, why silence isn’t golden and more in this article.

Visit the Are You Raising Red Flags When Recruiting? blog to read the full article.

November 29, 2016

Construction, engineering and manufacturing employees

Recruiting isn’t easy but for employers in the skilled trades; it’s especially tricky.

Boomer generation retirements reveal an enormous skill gap and visible talent shortage which is creating a competitive and limited market of skilled candidates. Because of this, it’s more important now than ever, to make sure that your company’s recruiting strategy isn’t just cutting through the clutter, but through the competition.

At BirdDogHR we know it isn’t easy, but we’ve got some recruiting tips from Construction, Engineering and Manufacturing employers that can give you a head start in selecting and retaining the best candidates for your organization.

Recruit and retain your candidates by:

  • Offering opportunity
  • Finding those who will thrive in your culture
  • Test candidates focus and core competencies
  • Expand your reach to those who aren’t looking
  • Prioritize employee development
  • Lean on automation to free up HR for strategic thinking

BirdDogHR has all of the resources to help you in your candidate search from our own fully integrated Talent Management System to our experienced Managed Services team which is ready to serve as an extension of your HR team.

October 26, 2016

BirdDogHR VP Operations Michelle Stedman

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

September 28, 2016

Job board graphic

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.

May 27, 2015

Annual AGC Convention invite

Every spring, BirdDogHR attends the Annual Convention of the Associated General Contractors of America (AGC). This year, BirdDogHR was invited to host a concurrent session during the event to discuss with general contractors, specialty contractors and suppliers the struggles the construction industry faces when it comes to talent acquisition and retention.

Bryan May, VP of Business Development at BirdDogHR lead the session. BirdDogHR customers Les Snyder, President & CEO of i+icon and Brad Babcock, HR Director of Croell Redi-Mix with FMI Managing Director, Ron Magnus comprised the panel, offering comments on how the ideas presented have been implemented in their own organizations.

Watch the 90 minute session for insight into:

April 2, 2015

Finger using a touchscreen device

It’s a constant challenge that doesn’t have to be a challenge at all.

Recruiting top talent for your organization should be as simple as flipping a switch. Why? Because your company’s reputation in the industry should already have top recruits lined up, waiting for the next opportunity to be one of the few who gets to walk in the door. Once that job posting goes up, they come calling.

It’s a nice thought, isn’t it? So, how do you get from this long-shot thought to an everyday reality? It may not be as far away as you think.

Put yourself in the recruit’s shoes. Who do you want to work for? Is it a company that is on the cutting edge of technology that will connect with you in the ways and places you’re most comfortable with, or is it an “our way or the highway” organization that hasn’t changed their recruiting policies in decades? One that makes you put in hours of work just for the privilege of applying for a job.

In our Top 5 Recruitment Strategy Trends for 2015 whitepaper, we break down five strategies that companies are implementing to become the “go-to employer” for top talent in the industry. They include:

Simplify Your Recruiting and Hiring