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Modern Methods that Bring in New Talent

 In the past ten years, there has been a significant change in the way both internal and external recruiters search for new talent. To reach the next generation of job seekers, companies need to think outside the box when posting positions. Here are few ways for organizations to consider finding that perfect hire.

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  • Social Media - In today’s job market, posting your open positions on social media is a MUST. Twitter, Facebook, LinkedIn, and industry specific online groups are perfect vehicles to share job postings and develop casual relationships with candidates. Studies show people who are hired through social media, as opposed to traditional hiring means, are more likely to stay with the company longer. This means less time and money spent on recruiting and training of new employees.

  • Online Networking Events - Career fairs and in person networking are very valuable but they are also time consuming and can be cost prohibitive. Holding an online networking event is a great alternative to the traditional career fair model. They reduce the need for traveling and spending time with candidates who don’t have the required skill sets. Holding your online networking event will also give you access to a much larger pool of potential hires.

  • Employee Referral Incentives - Your current employees are a great resource when looking for new talent to add to your team. Offer incentives for finding and bringing in new hires.

When the times change, you should change with them. This includes the world of job searching. While some of these methods may not work for your organization, investigating more modern recruiting methods can benefit you in the long run. Not only will it save you time and money, you’ll also reach a bigger pool of candidates for that next open position.

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Phone Interviews: More than meets the Ear

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Your resume is flawless, your cover letter impeccable and your credentials have earned you an interview; a phone interview, that is. Many companies are now using this method of interviewing to decide if a candidate is worth spending the time and money to get to know better and some even use it for final interviews. So, how should you go about preparing for this type of interview? Much the same way you would prepare for a face to face meeting.

The first thing to remember is a phone interview should be taken just as seriously as an in-person meeting. The same way you would research the company in order to ask intelligent questions, make bullet notes to highlight successes and accomplishments in your professional career and dress appropriately for a traditional interview, should be done when planning for a phone interview.

Be sure you schedule the interview at a time when you will not be distracted and interrupted. Allow yourself a quiet room that will be off limits to children, pets and other distractions during the call. These things cannot only cause you to lose focus, but could also annoy the person interviewing you.

During the call, speak clearly and confidently. This eliminates the possibility for miscommunication and keeps the tone of the conversation positive. While you can’t be seen by the interviewer, try to keep a smile on your face. It helps to convey an enthusiastic tone in your voice and shows your excitement about the position.

One of the best things about phone interviews is you can keep cheat sheets right at your fingertips. Research about the company, notes you want to emphasize about yourself, and a copy of your resume should be on hand for quick reference. Often HR managers will reference your resume during an interview and having a copy will allow you to answer questions with confidence.

In this digital age, more and more organizations are turning to phone interviews as a less expensive and time efficient way of finding new hires. If you take the time to prepare, it could lead to being called in for an additional interview.

 

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Why Human Capital Is Your Company’s Greatest Asset

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Human capital is an asset consisting of the knowledge and skills held by a person that can be used by an organization to advance its goals. Many companies don’t understand why human capital is such an asset to their company. To ignore the importance of this asset is to risk moving your company forward.

While machines, technology and data are important to help companies reach their goals, some level of human knowledge and skills are needed for an organization to accomplish anything. Tapping into this unrecognized potential is vital for a successful company. Investing in your capital will incentivize employees to become more involved. They will be eager to reach goals set by the organization and this will boost morale. The domino effect won't stop there. As employee satisfaction increases, quality hires will be easier to retain and turnover will decrease. This means less capital needs to be spent on recruiting and training, leaving more to be invested in your current employees.

Human capital can be increased through education and training. When new members are brought into the team, their capital is low. As they prove themselves to be eager and willing to take on projects that will move the organization forward, their capital can be increased by investing in their education. Broadening their skill set and expanding their knowledge base will allow them to further advance the company towards obtaining their goals.

Why is it so important to recognize human capital? You will see a greater company culture. Employees want to learn, they want to advance their career and they want to enjoy their place of employment. Having a positive company culture will lead to engaged and happy employees which, in turn, will increase productivity and improve your bottom line.

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What’s Killing Your Productivity?

One goal of any organization is to increase revenue. In order to do that, companies need to be productive. Therefore, attention needs to be given in hiring individuals who can be consistently productive, contributing to the success of their organization. There are several factors that contribute to keeping your workers productive.

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This article will take a look at some of those factors and what can be done to avoid productivity pitfalls.

  • Prioritize your work the night before - Significant time is wasted in the office during the morning hours. Co-workers greeting each other and making small talk, getting your desk straightened out and deciding what tasks will be accomplished, take time away from accomplishing them. Prior to leaving each night, you should create a list of tasks for the next day. Your desk should be ready with the items you need for the first project on your list. This eliminates time wasted in the morning and allows you to get started right away.
  • Cell Phone Overuse - Technology has allowed for great advancements in the workplace. However, it is also a huge distraction. While cell phones are necessary, you should find a place for them when giving attention to your work. Place them in your desk drawer and designate a specific time to check your calls. If productivity is a priority while at work, cell phone distraction should be eliminated.
  • Email - Of course email is necessary at work, but many times we divert our attention from something of high priority to an email that could be addressed later in the day or even the next day. Similar to cell phones, you should have a designated time to check and respond to emails. Ideally, while working on a task from your list, your email should be closed so you are not pulled off task by the constant notification of incoming emails.
  • Multitasking - While this may sound counter intuitive, multitasking can actually kill your productivity. Trying to jump from one project to another interrupts your concentration and work flow. Each time you go back to a task, you have to take the time to find where you left off and how you will proceed. If you increase your attention to ONE thing for a longer period of time, you stay focused longer and accomplish more.

These are just a few tools that could make you the most efficient member of your team. Trying to make all these changes at once could be difficult. Try focusing on one and see if it works for you. If it does, great! Continue to incorporate these changes and over time, you will see your productivity increase.

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Importance of Team Building

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Team building activities are some of the most useful ways to form a trusting, cohesive environment in the workplace; they are also frequently overlooked and underutilized. Organizations could significantly improve the culture and day to day working of their team members, by investing time and resources in strengthening their relationships. The following are just a few benefits you can expect from providing quality team building activities for members of your company.

  • Effective Communication - The vast majority of team building activities require being solved as a group, which means communication is key. Practicing this type of communication can translate into more productive and efficient daily work.
  • Ease Conflict - One of the biggest advantages to working as a team, as opposed to individually, is the diversity of knowledge, resources and ideas. However, diversity tends to produce conflict. Team building activities can help employees become more accustomed to individual personalities, increasing the chance they will be more tolerant of opposing points of view.
  • Collaboration - collaboration is key to a successful business. Learning how to work together and solve problems through fun, non-threatening activities will transfer to situations that might arise during the work day.
  • Leadership - Through various activities, management can identify leadership qualities in individuals. This can help identify workers who would be able to supervise certain projects or take on roles requiring less direction from upper management.
  • Confidence - Having confidence to take chances others may not be willing to take, produces results. Being able to practice this behavior in a safe environment will build the confidence needed to apply the same determination and self-reliance in workplace situations.

Encouraging team building in the office not only helps develop open communication between the employees themselves, it opens lines of communication between employees and higher management as well. It significantly contributes to employee motivation, ensuring better productivity. Providing activities that build the team’s skills mentioned above, will contribute to the success of the organization.

 

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How to Use LinkedIn Effectively

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LinkedIn has become one of the biggest social media sites when looking for careers and quality candidates. This could be a great vehicle to help you land your dream job or it could also be what causes you to lose it. Here are some tips to help your LinkedIn profile characterize you as the professional you would like to be considered.

  • Don’t Use an Avatar - Your profile picture should represent your professionalism. Using an avatar or pictures including your husband, children or friends is conveying the message you don’t distinguish your personal life from your professional life. Your profile picture should be clear, professional, and relatively recent.

  • Be Active but not Overactive - You should keep your profile updated and join groups that will help you in your career search. However, don’t comment on every post you come across or update your status every hour. This could give the impression you have too much time on your hands and don’t know how to use it effectively.

  • Cross Promote - LinkedIn is just one web page of your online presence. Link your profile to your blog’s “About Me” page or any other web presence you have. It would also be smart to direct people to your LinkedIn profile from other venues.

  • Show Work Samples - In the “Summary, Education, and Experience” section of your profile you can add videos, images, documents, links, and presentations. This enables you to showcase work samples and projects you’ve accomplished. Companies can get a look at your work before they even get a look at you!

  • Colloquial Writing - Even though it’s a social media site, grammatical errors, acronyms, and colloquial styled writing can cast a bad light on you. Remember, LinkedIn is a snapshot of the professional you. Be sure your content is polished and perfect.

When searching for that perfect job, using social media is a must. Unfortunately, when used inappropriately, it will do more harm than good. Differentiate your professional social media from your personal accounts to be sure companies see the side of you they would expect to see at work…...the professional side.

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How to Avoid Mismanaging Your Employees

Though many people overlook this part of a manager’s job description, talent retention is a big part it. Keeping quality hires should be on the minds of supervisors on a daily basis. Study after study shows the top reasons employees leave their jobs are due to variables that can be controlled by proper management. Whether it be the culture or environment of the workplace, feelings of being overworked, or not feeling valued by their employer, managers have the ability to positively influence the way their workers view their jobs.

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Let’s take a look at some common mistakes that can send productive members of your team packing and what management can do to stop this from happening.

  • Be Consistent - One of the biggest complaints from employees is a lack of consistency from their managers. For any number of reasons, one employee gets treated one way and others get treated differently. Expectations should be the same for every member of the team, as well as consequences when those expectations aren’t met.
  • Be an Active Listener - When employees are heard, they feel valued and important; workplace satisfaction increases and so does job productivity. Listening skill training is often unnecessary if managers demonstrate they truly value people’s opinions.
  • Show Appreciation - One of the top reasons people leave their jobs is feeling unappreciated. Be sure your employees know how much you appreciate them working late in order to get a deadline met or going the extra mile to secure a new client. Team members are more likely to put in extra effort when their hard work is noticed.
  • Overall Workplace Culture - If there are issues in the workplace, management needs to deal with them immediately before they create an uncomfortable working environment. Contention between co-workers, unsatisfied employees, and unclear company goals are big factors in creating poor morale within a team. A dip in morale will affect productivity and the overall success of the company. Managers need to be aware of the climate and be sure any issues are addressed.

Recruiting new hires is expensive and time-consuming. Spend some of your time and money focusing on your current employees. This can help reduce the company's turnover rate and increase retention rates of your most valued team members. It will also give your organization a reputation for being a great place to work, making it easier to attract good talent when the need arises. 

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How to Communicate Effectively During an Interview

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A well thought out resume is the first step to making a great impression on a potential employer. Having the right experience, education, and references help your resume get noticed and in turn, help you land an interview. However, the way you communicate during that interview, goes a long way in supporting the credentials you listed in your resume.

Some studies have shown people form first impressions based 55% on body language and only 7% on actual verbal content of the conversation. Here are some helpful ways to make sure your non-verbal communication is saying what you want it to.

  • How you look - Your appearance is a reflection of your level of professionalism. You want to show the interviewer you care about the impression you are making and you take pride in how you represent yourself. Before one word is spoken, you have already conveyed the message their opinion of you matters and, if hired, you will put in the same effort when working with clients.
  • Your posture during the interview - When you are seated, don’t slouch. This gives the impression of being disinterested and too relaxed. Ultimately, you want to show you are engaged and confident. Sitting up straight and leaning forward just a little will show the interviewer you are actively listening. Try to avoid fidgeting, either with your hands or shifting your position frequently. This shows you are nervous and can also be distracting to the person interviewing you.
  • Eye contact - Making eye contact with the person with whom you are speaking is important. Again, your goal is to show your confidence. If your eyes are looking away from that person, convincing someone of your sincerity and self-assurance will be difficult.
  • Your handshake - While this may seem like a “no brainer,” often people are not aware of how they shake another person’s hand. Your handshake should be firm, but not bone crushing. Most importantly, your palms should be dry. If needed, dry them with a towel prior to the interview. You can also put powder or antiperspirant on them to keep them dry.

The old adage “you only have one chance to make a first impression” is never truer than in a job interview. You want the person interviewing you to see you as a confident, prepared professional who takes pride in themself.

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Interview Questions to Help Find Quality Hires

Interview questions need to be developed so the answers provide a company the necessary information to decide if the potential hire will be a good fit. The candidate’s job experience, background, interpersonal skills and professionalism all need to be revealed during the interview. If the right questions aren’t asked, you could miss out on valuable information.

While job specific questions are always necessary, there are other types of questions whose answers can inform hiring managers about the candidate’s values and work ethic. Let’s look at some of those.

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What are the most important skills you believe you would bring to this company? This question will inform you about what the candidate sees as important when considering their skill set. It will also give a better understanding about the qualities they feel are important for being successful in the position. Candidates need to have a strong understanding of the responsibilities for the position in order to answer this question thoughtfully.

What interested you most about this position? Knowing what interests a potential new hire also gives some insight as to what motivates them. Highly motivated employees are usually the most successful, and tapping into that motivation can benefit all members of the team in the long run.

What kind of support would an “ideal” boss provide you? Finding a candidate to fit into the existing culture of the company is as important as finding one that has the right skill set for the job. This question will tell you if the individual is self-directed or needs more guidance when it comes to starting and completing projects. If the leadership likes to micromanage its employees, a self-starter might not be the right fit.

What do you consider your greatest career achievement? There are several pieces of information you can get from this question. If the applicant struggles to answer, it may be a sign they haven’t done anything they consider an achievement. The answer will also tell you what they consider important and what they value.

As an employer, you need to decide what information you want to receive from potential hires and fashion your questions so the answers will give you that information. Knowing the purpose of the questions will help you get the most valuable information from the answers.

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Don’t Lose the Job After the Interview

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Searching for a job is a difficult and arduous task. Trying to find the right job to match your skill set, spending hours preparing your resume, filling out online applications, scheduling and preparing for the interview, and waiting possibly weeks for results can be draining. When the process is over, it’s natural to think it’s okay to take a break, but that would be a mistake. The same drive and effort you put into GETTING the interview, needs to be put into following up AFTER the interview.

Here are a few things you can do to better your chances of securing the job.

  1. Ask the questions - inevitably, every interviewer is going to end the process with “Do you have any questions for us?” You should ALWAYS be prepared with a couple questions you can ask about the job. Don’t ask questions that can be answered by looking on the company website or reading the job description. Ask specifics about the job itself, or the team you might be working with. This will show the interviewer your level of interest and preparation.

  2. Send a thank you email or personalized note - This should always be done within 24 hours of the interview. Be sure you address the note to the person who interviewed you. If there were multiple people on the committee, send a note to each individual. Customize the body of the note and mention something specific that came up during your meeting. Also, it never hurts to remind them why you would be a good fit for the organization. Remember, your final impression can be as important as your first impression.

  3. Check your references - If you let a good amount of time pass between asking someone to be a reference for you and getting an interview, give them a phone call to let them now they might be contacted. You wouldn’t want a potential employer calling your reference and catching them off guard. Touch base with them and let them know what position you are applying for and with what company. Remind them about your qualifications and why you think you would be a good fit for the new organization. If the person gets contacted, they can speak knowledgeably about your background and experience.

  4. Follow up - If you haven’t heard anything in the time frame you were expecting, don’t be afraid to send a follow up email or phone call. Hiring managers get busy and can lose track of the amount of time that has passed after finalizing a hiring decision. Don’t be apologetic for inquiring about the status of the job. This shows the level of interest and drive you have for the position.

The work doesn’t stop once the interview is over. Be sure to follow up and continue to show a high level of interest in the position until you have a definite answer. It could be the difference between securing the job or being passed over for someone else.

 

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Successfully Onboarding New Employees

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You have sifted through stacks of resumes and sat through dozens of interviews. Now you’ve finally found the perfect new hire. To help this new employee reach their full potential in the shortest amount of time possible and maximize productivity, your company must have an effective onboarding process.

This is more than a basic new employee orientation. Onboarding is intended to familiarize new hires with the overall goals of the company and offer support while they take on initial projects. The purpose is to have the new employee experience success quickly which will translate into increased job satisfaction and decreased turnover.

Many companies lack a well thought out onboarding plan. This can have a negative impact on retaining quality hires. Let’s look at some strategies organizations can incorporate into their on-boarding plans to increase the likelihood of new employees having a positive introduction into the company.

  1. Give your employee undivided attention - When bringing a new hire into the organization, make a list of subjects you want to review and block out enough time to address them all. Letting emails, phone calls and texts continually interrupt the orientation sends a message to your new employee that they don’t deserve your full attention. This can immediately make them feel devalued.

  2. Set up a workstation - While employees will eventually take ownership of their workspace, it is uncomfortable to be assigned to an empty desk on the first day. Be sure the new hire has a working computer and phone set up on their desk. Relevant office supplies should be stocked in the desk including a small number of business cards.

  3. Introduce new hires to other employees - Set up a meeting so current employees have a chance to meet the new hire and share information about their position within the company. This is also a great time to assign the new hire a mentor to have as a resource for any immediate questions that may arise.

  4. Set aside one on one time - For the first weeks, make time in your schedule to check in with new hires and see how they are doing. Determine if the position and the company is meeting their expectations. If not, fix what can be done differently. Knowing you value their input goes a long way in overall job satisfaction.

While there are several other strategies companies can add to their onboarding process, the aforementioned are a few that can have the most immediate impact. The faster you can make new hires feel like valued members of the team, the faster they can start becoming productive and contributing to the overall success of the organization.

 

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Managing Employment Gaps on your Resume

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Employment gaps are much more common now than in the past. Rarely will you find an employee staying with the same company for 35 years before retiring. There are a multitude of reasons for these gaps: family situations, looking to advance your career, medical necessity and unfortunately - layoffs. Many people feel these can be explained during an interview. However, they might be the very reason you are not GETTING an interview.

When companies review resumes and see gaps between jobs, an impression is created that you lack the ambition or ability to advance your career. What company would want to waste their time interviewing a candidate with those qualities? You want to show career progression, not stagnation and if there is inactivity in your resume, it’s best to address it.

The first step is to explain the gap. If you were let go from a company, explain why. Were they restructuring, downsizing or relocating? Being let go for these reasons are easy to clarify and it is much better to address them in your resume, then to leave them unexplained, hoping they will be overlooked.

If you voluntarily left a job, don’t be afraid to give the reasons for it. Millions of people in the workforce take time off from employment for sabbaticals, travel, or family obligations. Good intent behind leaving a company can be easily explained. Emphasize the activities you participated in during your time away from employment which helped improve your professional standing. Companies are much more likely to view a resume favorably if you can show certifications, education, freelance work or any other valuable experience that would convince them you continued to advance your professional learning.

Finally, if you were dismissed from a previous job for an individual reason, you may have no other option but to wait for an interview to explain it. If this is the case, be prepared prior to the interview. Be honest, stick to the facts, and don’t come across as bitter. Stay positive and emphasize what you learned from the experience.

Remember, a resume not only tells a prospective employer about your professional history, it also implies a standard of ethics. Taking control over what your credentials illustrate will make it harder for hiring managers to make negative assumptions about any gaps they may see.

 

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Unique Perks You Can Offer

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Research shows happy workers are productive workers. Therefore, employers place a high premium on keeping members of their team happy. While working in an environment with like-minded coworkers and a great company culture can be rewarding in itself, there are other unique perks that can attract prospective new hires.

  • Flexible Scheduling - Trusting your employees to get the job done should be the bottom line and it shouldn’t matter if it’s done during the hours of 9 to 5. Offering flexible scheduling is very enticing to new recruits. It allows them to work when they feel most productive and if that happens to be at 8:00 p.m., a company on a 9-5 schedule would be missing out on that employee's best work.
  • Wellness - Whether it be healthy meals provided for the staff, an on-site gym for physical fitness or occasional chair massages for destressing, every worker could benefit from some type of wellness perk. Keeping employees healthy means less sick time and more productivity.
  • Student Loan Debt Reimbursement - In 2016, the average college graduate entered the workforce with $37,000 of debt. Offering yearly bonuses, to be applied directly to student loan debt, is a great perk for millennials who are entering the workforce more burdened with student debt than any other group.
  • Continuing Education - Not everyone can afford the privilege of a higher education. Offering workers compensation for pursuing their educational interests or broadening their skill base is not only a great perk, but could help the company in the long run.

With today’s tight applicant pool of high quality workers, companies need to do what they can to attract the cream of the crop. Using some of these incentives could help your organization stand out from others and be the deciding factor for new hires.

 

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The Changing World of Job Searching

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With many workers looking for career advancement and growth, the job market can become saturated with potential candidates. This can make it difficult for you to stand out to a potential new employer. In addition, there have been significant changes in how job searches are conducted, so it’s important you reacquaint yourself with those changes. If you don’t update your approach to job searching, you could be missing out. Here are some changes you should be aware of:

  • Resume - Managers will spend about 15 seconds or less before deciding if they will revisit your resume, so you need to stand out immediately. When including job descriptions, be sure to point out what you did in previous jobs that the potential employer would be interested in. Focus on what you would be able to do for their company. Keywords are also important. Find specific skills or qualifications that were used in the job posting and use those same keywords in your resume.
  • Cover Letters - Although cover letters are not as common as they once were, they are still used. Write less in your letter and use bullet points, highlighting your skills. Use the cover letter as an opportunity to offer new information the resume does not provide.
  • Networking - It doesn’t matter if people are in your industry or outside of it, if they are influential, you want them in your network. The more contacts you can make, the better chance you have of “talking to the right person at the right time”. Building relationships and networking is crucial in order to be successful in today’s job market.
  • Social Media - The biggest change in job searching in the last ten years is social media. You can use Linkedin to establish a name for yourself that goes well beyond your resume. Since potential employers will more than likely look at your Linkedin account when considering hiring you, you want to add information that enhances what is already in your resume.

With the growth of technology, many things about job searching have changed. To ensure your approach is sound, you need to use the latest tools. Try following some of these suggestions and you’ll be landing job interviews and job offers in no time.

 

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Unite Employees and Build Brand Awareness

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Building brand awareness and increasing visibility are important goals for any company. Regardless of the company’s size, quality candidates want to work in an environment that offers a sense of community. There are some simple ways you can unite your employees, build your brand awareness and attract the type of high caliber applicants you want. Below are some suggestions on how to do just that.

  • New Employee Welcome Kits - Nothing welcomes a new employee to a team better than company “swag.” Items such as office supplies, technology accessories and apparel that boasts the company logo help new hires feel they are part of the community. Be sure branded items are part of this welcome kit so the newest member of the organization becomes another form of advertisement.
  • Celebrations and Giveaways - Find any and every reason to celebrate and acknowledge success. Whether it be birthdays, anniversaries or work goals achieved, have some type of memento to celebrate the occasion. Holidays or year-end gatherings are great times for larger giveaways. These gestures will make the employees feel valued and cohesive.
  • Customer Appreciation - Show your loyal customer you value their business by sending customer appreciation gifts. These can be sent around the holidays or even after the completion of a particularly large project. It is a great way to say thank you, show your customers their business is important to you and get your brand into the community.

The way an organization does business is defined by the individuals who comprise the organization as well as its clients and customers. Uniting employees creates a positive work culture and directly affects customer relationships. Integrating some of the gestures mentioned above will also help strengthen those relationships and build a reputable brand.

 

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Stop Losing Offers after the Interview

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Being invited to interview for a position requires a lot of work. Your resume and skill set has to be impressive enough to set you apart from the majority of other candidates who applied. While getting the interview is exciting, the work can’t stop there. Read on to find out what you should be doing AFTER the interview is over.

  • Ask Questions - When the interview comes to an end, typically you will be asked what questions you have. Never respond with “none”. It is very important you do your homework BEFORE the interview and be prepared for this final question. Research the company and formulate questions that show your interest in the job and team you could potentially be working for. Be sure to prepare enough questions so if any of them are touched upon during the interview, you will have others.
  • Contact Your References - It is always a good idea to contact the names you are supplying as references and let them know you recently interviewed. There is nothing worse than a potential employer contacting a reference who is caught off guard. Supply your references with an updated resume so they can “freshen up” on your skills and experience and speak about them knowledgeably.
  • Send A Thank You Note - Following up after an interview is not an option, it is an expectation. There is no need to break out the fancy stationery, an email is acceptable but be sure contact is made within 24 hours of the interview. Be certain to mention something specific about the job or position. This shows your level of interest.

If you find you are getting several interviews, but are failing to get offers, try some of the suggestions mentioned above. Job searching is a frustrating process and requires constant reevaluation. Finding ways to improve this is process is all…….part of the job!

 

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Finding Quality Candidates

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The ever changing landscape of recruiting has hiring managers and recruiters looking for new and unique ways to attract top talent. Keeping up with these trends, makes talent acquisition a much more successful process then if your organization falls behind. Below are a few things you should be doing to find, attract and retain quality candidates.

  • Develop accurate job descriptions - Finding the right hire for a position starts with knowing the skills the position requires. Careful thought should be given to experience needed, skill sets required to complete the tasks of the job, and the roles the individual will fill. While this sounds very basic, many companies are not careful to develop accurate job descriptions.
  • Employer branding - If you don’t explain WHY your company is a great place to work, you won’t attract top talent. A critical part of recruitment strategy is demonstrating the reasons a candidate would want to work for a particular organization. Using social media platforms is a perfect way to advertise. Allowing prospects to communicate with current employees gives them insight about the culture of your establishment.
  • Develop an ideal candidate profile - When you know what you want, often it is easier to find. This profile should be used by the hiring team to outline the qualities and characteristics that are being sought for a specific position. Don’t forget to include personality traits that would allow this candidate to seamlessly integrate into the company culture.

Keeping up with recruiting trends is challenging. Companies need to do their best to ensure hiring managers employ the latest industry techniques. By doing this, you can be confident that you are acquiring the best talent available.

 

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