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hiring RSS feed Tag: hiring

1 Submission 1 Hire … I Dare You

by May 19, 2015, 5:40 am ET

Screen Shot 2015-04-08 at 9.02.57 AMLet me tell you a story.

This is one of those stories I have been saving away in the vault for some time, knowing that while I worked as the head of talent acquisition for a large branded company, I could never tell it. keep reading…

‘Hire Them Both’ — a Buddy Hire Option Is a Powerful Deal Closing Tool

by May 18, 2015, 5:15 am ET

Screen Shot 2015-05-14 at 2.22.05 PMIf you are experiencing great difficulty in convincing a reluctant superstar or magnet hire candidate to say yes to a job offer, there are few more powerful convincing tools than a “buddy hire” program. If you haven’t heard of it, the buddy hire approach is where you offer to hire your target star candidate and a close colleague or friend of theirs as a package deal. This option is amazingly effective simply because most of us do have a close colleague or friend who we’ve always wanted to work with. And as a result, most would jump at this rare opportunity to work together with them. keep reading…

Sports Mirrors Life: 4 Hiring Lessons From ESPN

by May 13, 2015, 8:58 am ET
Mike Budenholzer

Mike Budenholzer

It’s a dream come true for recruiters and hiring managers who want to kill time at work without getting grief from their boss. I recently discovered that ESPN.com is chock full of hiring lessons, so keep clicking away instead of getting back to that boring spreadsheet the next time a co-worker questions your productivity.

Speaking of wasting time, let’s not do that and get right to the sports-mirrors-life learnings:

Lesson One: You Can’t Change A New Hire’s Character keep reading…

What We Did When Our Reqs Went From 80 to 400

by Apr 29, 2015, 5:25 am ET

workload

Hire hundreds of people, faster than we ever have, with no decrease in quality.

That was our task, and we completed it.

Let me tell you our story.

A Super-quick Overview of Why This Happened keep reading…

Recruiting Can Be Really Hard Unless You Master the Simple Things

by Mar 26, 2015, 5:38 am ET

Screen Shot 2015-03-23 at 12.39.04 PMEvery successful recruiter that I have ever met does some very simple things well. When a requisition goes weeks and weeks without being filled, it’s the product of a fundamental break-down of a simple process.

The recruiting process typically breaks down in one or more of the following areas: keep reading…

Forget the Fixtures. Upgrade Your People

by Mar 25, 2015, 5:41 am ET

Delta+Flight+Attendants+3+smA regional convenience store chain with a not-so-stellar reputation recently renovated the store located a couple miles from my house. It’s actually quite beautiful as c-stores go — bright and open with new fixtures, colorful signage, and a classy stone façade.

But what happened in front of the refurbished building is what really caught my attention during my visit there last week. keep reading…

Grow a Pair — Treat Other Firms as Your ‘Farm Teams’ and as Part of Your Talent Pipeline

by Mar 2, 2015, 5:24 am ET

Screen Shot 2015-02-26 at 2.46.04 PMI get frustrated with recruiting leaders that continually say that they want to be bold and strategic but they end up actually taking only minor actions. Well, if you’re feeling bold again, I have a strategic big idea for you to consider — build an inexpensive future talent pipeline of already trained and proven-on-the-job talent by identifying potential “farm teams” to recruit from.

Recruiting farm teams are slightly little less desirable or “one-level down” firms in your industry that you target specifically because their former employees have performed so well after joining your firm. Of course, you don’t get formal permission to recruit out of “your farm team,” but you don’t need it because their employees already dream of someday moving up to the next-up-level firm. keep reading…

Break Out of Your Recruitment Rut: 6 Stats Every Employer Must Know Now

by Feb 13, 2015, 5:20 am ET

“Where have all the candidates gone?” If you’re among the nearly 40 percent of employers who have an open position for which you can’t find the talent to fill those roles, you’re probably asking yourself this very question.

Screen Shot 2015-02-05 at 2.06.56 PMAccording to CareerBuilder’s 2015 hiring forecast, more than a third of employers plan to add full-time, permanent employees this year, the best outlook from the annual forecast since 2006. But many are finding that planning to hire and actually making a hire are two vastly different undertakings. Across industries, the demand for candidates with specific skills far outnumbers the supply, and the old rules of recruiting no longer apply.

Faced with these new challenges, many employers are exploring alternative approaches to finding talent with the skills they need, as results from the forecast show. Consider the following findings from CareerBuilder’s study, which reveal how employers are working to overcome today’s most common recruiting challenges, and see how you can apply the takeaways to fill skills gaps at your own organization.  keep reading…

5 Tips for Hiring Entrepreneurial People

by Feb 3, 2015, 5:38 am ET

Screen Shot 2015-01-26 at 3.34.42 PMHiring entrepreneurial people can do wonders for your company. As a manager, it would be foolish to assume you can do everything and have all the right answers. You can’t be an expert on marketing, product, engineering, sales, business development, etc. The beauty is that if you work with entrepreneurial people, you don’t have to.

Entrepreneurial people are those who can:

  • Work with limited resources
  • Enjoy figuring out a solution without a rulebook
  • Overcome any challenges or setbacks

Entrepreneurial people help make business decisions, strategize, and put it quite simply, “figure it out with you.” It is much more beneficial to have more brains tackling a problem rather than one.

But hiring entrepreneurial people isn’t easy. To do it:  keep reading…

Develop a “1-Day Hiring” Program to Avoid Losing In-Demand Candidates, Part 2 of 2

by Jan 26, 2015, 5:23 am ET

Odds are that it happens way too frequently at your firm. You finally get a highly qualified applicant for one of your critical jobs, and in what seems like an instant, the prized candidate you are counting on is gone.

walmartThe reason that you can’t land any of these top “in-demand” candidates is simply because they have already accepted another offer before you have even completed your standard interviewing process. Fortunately, there is a way to stop this loss of top candidates, and it is called a one-day hiring program.

One-day hiring is a condensed corporate hiring process where you complete all interviewing and reference checking and you make an offer before the candidate leaves the building. The effectiveness of one-day hiring has been demonstrated many times in the hiring of nurses, call-center staff, and for retail jobs (including Wal-Mart and Urban Outfitters). It is also routinely used when hiring interns and many college hires. In last week’s Part 1, I highlighted the many benefits of a one-day hiring process. This Part 2 covers the recommended action steps for implementing an effective one-day hiring process.  keep reading…

Develop a “1-Day Hiring” Program to Avoid Losing In-Demand Candidates, Part 1 of 2

by Jan 19, 2015, 5:32 am ET

Screen Shot 2015-01-15 at 1.22.53 PMThe average time to fill an average job in the United States is 25 days; unfortunately, in many cases top candidates are no longer available after 10 days.

You may think that making quick hiring decisions would lower the quality of your hire, but the reality is that in most cases, the reverse is true. The very best candidates are in high demand. They are likely to receive multiple offers. And because they are decisive individuals, they are likely to accept another offer before most corporate processes are only one third completed. If you’re skeptical, simply have an intern call your top candidates each day and ask them if they’re still available. You’ll be surprised to learn how quickly they are gone.

I am not advocating one-day or same day hiring for every job. However, you need to have this option available when either a top candidate applies or for jobs where your data shows that available candidates are quickly out of the market (like nursing and software engineer vacancies). You can maintain high-quality hiring standards using same-day hiring if you take the air out of your normal hiring process and if you learn how to assess candidates quickly. More on the “how-to” later, but first let’s go over the many benefits of one-day hiring.

The Many Benefits of One-day Hiring keep reading…

The Top 10 ‘Bleeding Edge’ Recruiting Trends to Watch in 2015

by Jan 12, 2015, 5:29 am ET

Screen Shot 2015-01-08 at 2.20.29 PMMost articles that cover recruiting trends highlight what I consider to be obvious approaches that many firms have already adopted. But my perspective on trends is unique because I am focused on what I call the “bleeding-edge trends.” These trends are unique and rare because they have been adopted by less than 5 percent of the major firms. However, they are still important for all recruiting leaders to know and watch because they signal the path that all progressive firms will eventually have to follow. The top bleeding-edge trends are listed below in an easy to scan format.

The Top 10 Most Impactful Trends That May Surprise You keep reading…

2014 Ends With Strong Job Growth as Private Sector Adds 241k Jobs

by Jan 7, 2015, 12:58 pm ET

Total-Nonfarm-Private-Employment-by-Company-Size-December-20142014 ended on a strong note with private employers in the U.S. adding 241,000 new jobs. It’s the fourth consecutive month that ADP’s National Employment Report showed job growth over 200,000 and was well above the 225,000 jobs forecast by economists.

“The job market continues to power forward,” said Mark Zandi, chief economist of Moody’s Analytics which compiles ADP’s payroll data. “At the current pace of job growth, the economy will be back to full employment by this time next year.” keep reading…

5 Reasons Job Hoppers Make Great Sales Reps

by Dec 11, 2014, 5:49 am ET

Screen Shot 2014-12-02 at 11.06.19 AMAlthough recruiters are traditionally warned to stay away from job hoppers, many employers now expect candidates to have a history of job hopping. In fact, a recent survey from CareerBuilder shows that 55 percent of employers reported hiring a job hopper.

Why are recruiters ignoring the advice to avoid flighty employees?

For one, jumping from job to job is common. The CareerBuilder survey found that by age 35, 25 percent of full-time employees have held five or more jobs, while 20 percent of those ages 55 and older have had 10 or more jobs.

But there is a deeper explanation. Employers see the value job hoppers can bring to certain positions. For example, workers who frequently switch from job to job may have the personality and experience needed to excel as a sales rep.

Here are the top five reasons to consider hiring a job hopper for your open sales rep position. keep reading…

The Top 12 Most Effective But Easy-to-Implement Recruiting Tools

by Dec 8, 2014, 5:46 am ET

Screen Shot 2014-12-04 at 1.11.42 PMCorporate recruiting leaders and recruiters, as well as hiring managers who operate in small businesses, are constantly searching for new and effective recruiting approaches. There is certainly no shortage of new and emerging recruiting approaches, but unfortunately, most of the approaches that you are likely to run across are either expensive, overly complicated, or they are extremely difficult to implement. So if you’re looking for highly effective but cheap and easy-to-implement recruiting tools, here is a descriptive list of my top 12. Each one has already been proven effective, so you won’t be the first to try it.

The Top 12 Highly Effective But Cheap and Easy-to-Implement Recruiting Tools keep reading…

How to Hire Visionaries for High-growth Companies

by Dec 4, 2014, 5:41 am ET

Screen Shot 2014-11-25 at 12.53.32 PM

If you’re a funded startup, in a turnaround, experiencing an uptick in growth, going through an acquisition, or on the cusp of something new that will change your business dramatically — hiring visionary people who can lead your company through growth can be a major challenge. When I worked at a well-known fashion company, the business planned to open 500 new stores within two years. I was tasked with hiring an inventory manager who could handle the current workload while making sure this person would be able to triple their workflow and amount of responsibility in the near future. Then and since I’ve worked for Seven Step, I have often had to figure out how to get people to trust me and inspire them to take a journey with a growing company that is more promise than anything else.

Here is what I’ve learned. keep reading…

There Is Little Recruiting Competition During December … So Be Bold and Seize a Great Opportunity

by Dec 1, 2014, 5:05 am ET

Screen Shot 2014-11-23 at 5.24.51 PMBetween Thanksgiving and the rest of the year in the Silicon Valley and in many other geographic areas around the U.S., it is mostly a dead period for recruiting. But recruiting leaders should realize that failing to recruit during this period is a huge missed opportunity, simply because the recruiting competition is mostly inactive during this extended period. This lack of competition makes recruiting even more essential for smaller firms and those without a strong employer brand simply because the major firms (with powerful employer brands that are difficult to compete against) are on the sidelines. keep reading…

Speed Up Hiring Without Compromising Quality

by Nov 28, 2014, 5:26 am ET

Earlier this year, Dr. John Sullivan wrote a piece for ERE detailing the top 12 reasons why slow hiring damages recruiting – and hurts business results. Sullivan quotes a candidate who dropped out of the running for a coveted position because the hiring manager took too long to respond:

It’s not like I need their job. If it takes them a week to respond to a resume like mine for a job of this importance, they’re not the kind of company I want to work for. I move fast, and I can already see that my style wouldn’t fit in their culture. – Wind River Associates

It’s true that slow hiring puts you at a big disadvantage in the recruiting process. As Dr. Sullivan argues, moving too slowly can lead you to miss out on top candidates, lose revenue and productivity, and even damage your reputation as an employer and an organization. And with average time to fill at 25 days, its longest duration since 2001, there’s a good chance that many companies are feeling these effects.

However, there’s also risk involved when it comes to hiring too quickly. If you make an impulsive decision because you’re worried about losing a candidate to another company, you could end up hiring a candidate who’s a bad fit — and who ends up being a bad investment.

When it comes to hiring, talent acquisition professionals should follow the Goldilocks principle. The hiring process shouldn’t be too slow, and it shouldn’t be too fast.

The right pace depends on several things: the size of your organization, your company culture, the position you’re hiring for, and even the individual candidate. A company with 10 employees may want to spend more time getting to know a candidate than a company with 500 employees. Some candidates may seem like a perfect fit right away, while others may take several rounds of interviews.

To get the top talent — and ensure that they’re a good fit for your company, find the right pace for your hiring process.

Below are a few things to remember to help you do just that. keep reading…

Hire to Hurt: the Boldest Recruiting Strategy of Them All

by Nov 24, 2014, 5:56 am ET

Screen Shot 2014-11-20 at 8.01.16 AMThe recruiting function is unique among business functions because almost no one in recruiting can actually name even a handful of the different strategies that are available to the chief recruiting leader. But this article is not about the complete list of recruiting strategies (it can be found here), but instead it is about which strategy from among the 20+ possibilities is the boldest and most aggressive recruiting strategy.

The “Hire to Hurt” strategy (or H2H for short) is the most aggressive for a variety of reasons. The first is that the name alone sends chills through the risk adverse in recruiting. The name of the strategy is also clearly indicative of its chief goal, which is to “identify key talent and then directly hire them away to the point where your H2H hiring actually hurts the competitor’s business results.”

It’s a two-for-one deal. Not only does your firm get top quality talent but simultaneously your top competitors’ lose key talent. As one CEO put it, “I really like that strategy; our ship rises while their ship sinks” (Incidentally, the No. 2 most aggressive recruiting strategy is “make other firms your farm team”.)

Join the Team, Because Every Other Business Function Already Tries to Hurt the Competitors keep reading…

Improve Offer Acceptance Rates by Revealing the Quality of Your Team Members

by Nov 17, 2014, 5:35 am ET

Screen Shot 2014-11-12 at 10.57.11 PMTop candidates demand quality co-workers … so show them profiles of team members

Imagine this recruiting scenario. During a final interview, one of your top tech candidates clearly appears to be wavering about whether she is willing to leave her current “pretty good job” and accept a possible new opportunity at your firm. Suddenly the hiring manager makes a bold and unexpected move by leaning over and handing this reluctant candidate a stack of resumes, each one from a member of his current team. Why? In order to show her the power, education, experience, and capabilities of the team she’ll be joining.

In this case the manager was Jonathan Rosenberg (as outlined in his recent book), who eventually ran the product team at Google. However, this “show-them-their-future-coworkers” approach can be used by almost any hiring manager. In my experience, revealing the quality of the coworkers remains as one of the simplest, most effective but least-used candidate closing approaches.

The Average Worker Cares About Coworker Quality keep reading…