Recruiting: 8 tips to help your company get Popular
1. Define Yourself
· Why is your company the best employer?
· We make great products
· Our culture is supportive
· You will succeed here
· We work hard and have fun
· You will love working here
· We will pay you well
Notice You, We, Our, Your- not “The”
2. Know your Recruiting Market
IDENTIFICATION OF SEARCH STRATEGIES THAT WILL PROVIDE THE BEST RETURN ON INVESTMENT INCLUDING NETWORKING, REFERRALS, SOCIAL MEDIA, JOB POSTINGS AND RESUME SOURCING.
Strategies in identifying candidates can consist of:
· First-hand referral program; ($50-$500)
· Second-hand/ industry referral program with free tools such as LinkedIn, Facebook, YouTube, Instagram, Twitter and networking by managers in the community
· Texas Worksource- consider job fairs and onsite interviews
· Job boards: Craig’s List, Monster or Career Builder and job aggregators Simply Hired and Indeed
· Quick hire incentives- sign on bonus, walk-in to apply, call us asap!
· Long term conservative incentives- annual profit share, promotion opportunity
· Headhunting methods of targeting direct competitor employees
· Resume searches using search key word strings on various platforms
· Print Media- Greensheet, Paper, signage
Social Media for Branding and Recruiting
• 80% of companies are using Social media in recruiting, LinkedIn is the top source used with 220+ million users
• Younger generations are using this approach to find jobs and using smart phones for their job applications
• Company’s get a “FREE” website space on LinkedIn, Facebook and Instagram for marketing products/Services and Recruiting
• YouTube is a great way use a short video to give prospect employees and inside perspective
• Social media can be an ideal way to find customer service employees that thrive on human interaction
3. Get “Popular” with Geeks
Let them do your homework! Computer’s Love job postings full of searchable key words view on www.wordle.net
Examples:
HUMAN RESOURCES: Human Resources, Human Resource, HR, Operations manager, SHRM, Director, Payroll, Recruiting, HRIS, Personnel, Benefits, management, Orientation, hiring, terminating, train, training
ACCOUNTANT: Accountant, Accounting, Accounts, Accounts payable, Accounts Receivable, AP, AR, AP/AR, Payables, Receivable, Bookkeeping, General Ledger, GL, Profit and Loss, P and L, P&L, Profits and Loss, Balance
5. If you have skeletons in your closet, paint the door pink!
• Every company has its flaws, but play up your assets
• Know your negative rumors and how to down play them
• Research your company from a candidate perspective- what will they find out?
• How can you impact your internet image?
Advertising Recap:
• Define your company, your culture and assets- BRAG!
• Know your target market- how to reach them
• Sell to that audience- highlight what matters to them!
• Vision: Add your logo and images that sell your brand-took 1 min. to create ad above
• Key word rich postings for internet optimization
• Make your posting fit the casual/ professional nature of candidates
• Know how to handle negative comments and sell your best assets
• “Call to action” for prospect employees
6. Be an expert in Dating (Interviewing)
• Dazzle everyone and expect them to share the experience with your community
• Interview style must match position
7. Pick your BEST Clique
Take additional steps to make sure you are hiring a diverse team with the right skills, knowledge and abilities… and not just because you like them.
• What makes them qualified for this position?
• Do they have the ability to become a superior performer in this role and in this company?
• What concerns do you have about their ability to succeed in this job?
• Is it your recommendation that they be hired?
Achieve this decision confidence through:
• Behavioral Interviewing
• Performance based Interviewing
• Reference checks
• Background checks
• Drug tests
Behavioral Interview Questions:
• Adaptability- "Tell me about a situation where your contact person changed at a key account, how did you adjust to the new contact?"
• Resilience- "Tell me about a time you worked hard for a sale but didn't get it in the end, how did you handle the situation?"
• Persuasiveness- "Tell me how you developed your largest account."
• Motivation- "Tell me about one of the most time-consuming sales you have made."
• Temper and ability to handle change- Tell me about a time when you are angry about an unfair decision. How do you react?
• Stress: How do you know when you are stressed? What do you do to de-stress?
• Team collaboration- Tell me about a time when you were a part of a great team. What was your part in making the team effective? Give me an example of a time when you had to deal with a difficult co-worker. How did you handle the situation?
• Dependability- How do you think your co-workers would respond if you were absent from work?
• Stability- Tell me about your present or last job. Why did you choose it? Why did you/do you want to leave?
Reference checks that go beyond work verification
• What was your Relationship to the Candidate?
• What were their top 3 Responsibilities?
• Compared to their peers, how did their performance compare?
• If you could choose one thing that you most appreciate about working with this candidate what would it be?
• What is an area that you could suggest improvement to further their career?
• Can you give me an example of their ability to recognize and resolve problems?
• How does he/she interact with others, specifically management?
• What type of environment do you feel this candidate is best suited for?
• What have I not asked that might surprise someone looking to hire them?
8. KEEP Your Friends!
Post Hire Reassurance- Post-Sale Advertising
• Keep your employees happy, they are better workers, refer other great employees and WHEW!!.. Makes your jobs easier!
• Thank them on regular basis
• Ask them input on making company better
• Make them feel special!
• Listen and meet their needs- short and long term objectives
• Advertise to them on social media and print media