Lou Adler, CEO and bestselling author, has come up with a method and checklist for finding exceptional talent. The 10 steps are based on Performance-Based Hiring techniques and marketing that he finds the most effective. Read the rest of this entry »
A Checklist for Recruiting Exceptional People
by Amy TeskeComparing Your Recruitment Firm to a Puzzle
by Amy Teske
Have you ever compared your recruitment firm to a jigsaw puzzle? It’s interesting to compare the two. There are borders, fine details, vast elements, background space, and the box where all the pieces gather together.
When putting a puzzle together- you work through trying to find the right pieces to put in the right places. Once they are in place, they fit and make a picture that is clear and defined.
According to CreativeGrid, they defined that recruitment firm guidelines can be strategically arranged based on jigsaw puzzles.
The Process Puzzle: Each firm has strategic questions of how they manage their process. What recruiting services are you selling? What niche do you work in? How do you manage customer satisfaction? How do you generate referrals? All of these questions define the process piece of your puzzle.
The People Puzzle: People are a complicated balance of personalities, strengths, desire and drive. These pieces can be more challenging to put in place than process. Focusing on your own strengths and your team’s strengths make it possible to grow and achieve new levels. This also applies to working with your clients. Over time, you become quite familiar with their strengths, and know where you can rely on them. And in return, they also rely on you in the same fashion.
Puzzle Vision: The vision is the end result. You know what you want your firm to look like. You know how you organized and guided each piece into place. You have a clear vision of your process and the people involved that help bring you success. If you are still looking for this picture- the first step is visualizing what you want the end result to look like.
Obstacles of Social Media and Recruiting
by Amy Teske
Recruitment relies heavily on searching for talent online. While there are many benefits of this, many studies done through Forbes, The Undercover Recruiter and MediaBistro have reported many obstacles as well. Many talented candidates cannot be found online at all, or may have out of date profiles that do not accurately highlight their experience. Read the rest of this entry »
Which Factors are Most Important to Candidates?
by Amy TeskeQualigence International surveyed nearly 1,000 professionals across all industries to find out what they value most in an employer when looking for a new role. In other words, business leaders will need to do more than offer a higher salary to make people attracted to their organization. There are several factors that attract candidates.
#1- Work Life Balance- This is important to know that they will not be spending every waking hour working. Candidates want time for family, hobbies and activities. It has been classified as the most important detail, even over salary!
#2- Culture- Candidates want to know what it’s like to work for an organization before starting. It is a valuable asset to have a client who devotes time and resources to an evolving and positive culture. Culture is extremely valuable, especially to new employees.
#3- Salary- This is one we hear every day. The salary attracts candidates, but falls 3rd in line from Culture and Work Life Balance. This data shows the evolution from what recruitment was in the past.
#4- Management- Does the organization have competent and experienced managers? This is critical to a new hire as they want to be challenged and have a member of the company that they can learn from and trust.
#5- Benefits- This does not only encompass health benefits. There are many unique job benefits to attract quality candidates. Health insurance, retirement benefits and paid time off are some of the typical benefits. Some of the creative benefits now being offered are: wellness perks, flexible vacation policies, floating holidays, and paid time off to volunteer.
http://www.hyrell.com/blog/unique-job-benefits-to-attract-quality-candidates
Recruitment From a Different Perspective
by Amy Teske
On February 2nd, according to American folklore, if it is cloudy when a groundhog emerges from its burrow, then the spring season will come early. If it is sunny, the groundhog will see its shadow and winter weather will persist for six more weeks. A Hollywood movie was based on this folklore- Groundhog Day. It reminded us that we really do only have one chance in life to do the right thing and make the right decisions. In the movie, Bill Murray would wake up and repeat the same day over and over. He realized he had a fresh start every day to correct wrong decisions by simply going to sleep and waking up the next day. Read the rest of this entry »
Using Appreciative Inquiry in Recruitment
by Amy Teske
Appreciative Inquiry is about the search for the best in people, their organizations, and the world around them. It is a way to solve problems by looking at what is going right, rather then what is going wrong.
It is easy to be negative. Things sometimes don’t go the way we plan. Deals collapse, communication can be amiss and certainly plans fall through. Read the rest of this entry »