candidates

IDENTIFYING RECRUITING PROBLEMS (Part 3 of 3)

It is helpful to gather input from “the trenches”. Asking employees to share their insight can shed light onto how team members view their jobs, managers, and the company. This can be done one-on-one, in groups, or by sending out a company wide questionnaire. The key is to include everyone, not just the individuals who may provide the answers that you want to hear. Again, do not penalize them for being open and honest with you if you want the best, most candid information from them.

If no clear solution can be determined after reviewing all the information, it might be time to call in reinforcements. The unbiased opinion and advice of a management consultant or recruiter may be the best option. They can look over policies, procedures, and data without emotional or psychological attachment and help craft an unbiased plan for improvement.

Remember attracting and retaining the best talent is a challenge for all industries. Today’s market even more so.

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IDENTIFYING RECRUITING PROBLEMS (Part 2 of 3)

During this process, be certain to review exit interviews. What is revealed as an employee leaves can uncover deep, underlying issues in all areas of an organization. Make the conversation informal. Tell them you really need their help as you truly wish to improve as an organization. The key here is to LISTEN and to not get defensive. You may not agree with everything they say, but you are getting their direct and blunt feedback, which can only benefit your way ahead.

After reviewing the questions and answers, it is time to call in reinforcements. Consult with peers and colleagues: those within the organization that will be most helpful from an “insider’s” perspective. Trusted individuals outside of the company can act as a sounding board or a voice of reason. Many times, the problems experienced at one company are actually universal to the industry.

Next: Voices From The Trenches

IDENTIFYING RECRUITING PROBLEMS (Part 1 of 3)

Recruiting top talent that is a perfect fit for an organization is not an exact science. If it were, everyone would be working the perfect position at their dream companies. Errors or difficulties in the process would not exist. However, we live in this place called reality. In reality, companies encounter issues finding and retaining great employees. Over the next three articles, we will look at how to identify and correct some common recruiting problems.

When faced with a problem, whether personal or professional, there is usually a set of steps that one takes to determine its cause and to formulate a solution. When the problem is systemic to an organization, this process is also beneficial.

When an organization has trouble with its recruiting process, it is best to first go to the source of the problem. If there are issues with attraction, or retention, or with making hiring decisions, it is best to go directly to the person or group responsible for talent acquisition and talent management. Is the process up to date designed to address key steps? Are there missing steps or steps that are overlooked – maybe even skipped? Are great candidates lost to a long decision process? How does your company cultivate relationships with passive candidates? Are team members from specific areas of the organization leaving more than others? These types of questions will demand very specific answers that apply directly to the company’s unique situation.

Next: Exit Interviews

Intentional Culture Benefits All (Part 3 of 3)

When recruiting, become dedicated to building a team of people who are compatible and enjoy working together. When interviewing for cultural fit, make sure the candidate fits not only the position, but the organizational dynamic. When people who genuinely like and respect each other work together, there is a dramatic increase in recruiting and retention. Your teams are more likely to share how much they enjoy working at your organization and will more likely refer top talent.

Once your organization’s values are defined and the corporate culture is created, it is time to spread the word. Ask all employees to engage with the organization on social media and encourage them to post frequently. Demonstrate your culture with videos of life in the office, team members serving their communities, or share how employees enjoy their time away from work. In the end, happy employees will gladly share in the vision and values, which will yield more recruiting success.

Intentional Culture Benefits All (Part 1 of 3)

Ever feel like your employees feel differently about your organization than you do? Do your employees understand the company’s culture and value system? Your organization is a living, breathing entity, and its pulse is defined by a well-established culture and the value system that keeps its rhythm.

Corporate culture is not a mission statement, it is a way of life both in and out of the office. A successful corporate culture is shaped and managed by core company values. These values are what create the basis for hiring and branding. After salary, culture is the most important aspect of an organization to employees and candidates alike.

Intentional corporate culture will increase employee engagement, productivity, customer service, and revenue. For a culture to be successfully adopted by an entire organization, Executive Management must believe in the culture. Since buy-in trickles downstream, no one will fully believe in the company’s value statement, brand, and culture without knowing that it is supported and adhered to by those at the very top. It is vital that leaders set the standard in this way and believe in the culture they wish to establish and maintain.

Next: Building an Intentional Culture

Attracting and Retaining Millennials

Part 2 of 3

Technology is the obvious choice since they are so dependent upon it. Submitting a resume or application online is second nature to a group who took exams and applied for college online. Eighty-seven percent of new college grads will go directly to a company’s website to search and apply for open positions. However, they will not take time to look for postings on the website. Adding a “Careers” link on the home page of the company’s website is the best way to direct not only Millennials, but all candidates to current opportunities.

Brand recognition and corporate culture are the biggest factors to Millennials. They seek positions that are challenging and lead to opportunities for advancement. When crafting job posts or company profiles, highlight projects they may work on, mentorship opportunities, and potential advancement tracks.

Next: Include Videos

Communicating with Millennials Continued

Part 3 of 3

In the spirit of communicating via summary sheets and videos, keep in mind that Millennials are a generation who are happy to converse via text, so when writing emails, keep them brief. Utilize the subject line to give a snapshot of the email. Better yet, utilize text. Texting is not only an acceptable form of communication but may garner a quicker response than email.

While Millennials may seem to speak a different language of IDK (I don’t know) and TL;DR (Too long; didn’t read), learning their language and communication preferences can benefit the organization as a whole.

Communicating with Millennials

Part 1 of 3

While technology has been embraced in most of areas of the corporate world, there are still areas that remain in the “dark ages” of large handbooks, guides, and pamphlets. This is especially true when it comes to employee benefits information or other on-boarding and training materials. And, communication methods remain low-tech at some companies. With more and more Millennials entering the workforce, these methods can lead to a complete communication breakdown.

Millennials are technology dependent. They have no concept of a world without the internet and are more comfortable reading from a computer screen and typing on a keyboard, rather than writing in a notebook. Today, more college students use electronic textbooks than traditional textbooks. When sharing new employee materials or updated information, it is best to do so electronically. Placing employee handbooks, benefits package information, summary sheets, and other important information on a company intranet is ideal for everyone, not just the youngest team members.

Next: Benefits Count

INCLUDING MILLENNIALS

 

Part 3 of 3 – Millennials

You may recall Millennials want diversity in the workplace, flexibility, safety and career security, jobs that nurture their core values and the opportunity to constantly gain new experience.

While this may seem like a tall order, if a company can help cultivate this generation into leaders through mentoring, professional development, and re-recruitment, they will be rewarded with a loyal team member.

Failure to reassess the corporate organization and culture to include Millennials will result in high turnover and a loss of productivity. It will also alienate the next generation of minds who can help change the face of work as we know it.

Next time we share the best way to communicate with the more junior members of the team.

Outsourcing Dividends

Read a piece suggesting 5 small business tasks that pay to outsource. All great suggestions like customer support, taxes, legal, online marketing and Web design and maintenance but, missing one biggie – acquiring talent. Full disclosure. I’m an executive recruiter helping firms find marketing stars.

Empty seats equal missed revenue. I know, I’ve harped on this subject in the past but, in today’s tight, highly-competitive “human capital” market filling those seats with satisfied, long-term revenue producers is critical. Which suggests outsourcing talent acquisition may have a multiplier effect on your business and its growth.

What are experienced, driven marketing executives looking for in today’s market?

Allow me to share comments from an outstanding sales director I spoke with earlier today. He’s looking for a firm with a differentiated product coupled with a strategy to keep ahead of the competition and established culture that unconditionally supports its employees. A place with around 100 dedicated souls who bring a positive attitude, enjoy collaboration and thrive on applauding everyone’s successes.

If that describes your company let’s talk. I’d love to help keep the momentum rushing forward.