Anyone who posts job openings knows the problem. We get hundreds of resumes and the vast quantity of them have absolutely no qualification for the job. Many who tell us that they do in their cover letters are later revealed to only be qualified for fiction writing (or worse). And many of those that make it to the interview make you wish you’d never given them a shot. And far too often, we actually need to hire some of these people anyway to keep the business running!
So what’s the problem?
The people you’d like to be interviewing already have jobs and most of these aren’t looking at help-wanted boards. According to LinkedIn, 75% of the people reading job postings are unemployed. And since we now have a 5% unemployment level, the unemployed (i.e. your job applicants) are probably the least likely folks you’d ever want to hire. Of course there are people who’ve recently moved, or picked the wrong job for them back when times were tougher, but it’s fair to say that the folks answering your job postings probably aren’t a competitor’s best employees.
And those are exactly the people you’d love to hire. But how? Head hunters can cost 6-20% of the position’s salary – if there are headhunters for that position at all. You can, and should, directly reach out to these people if you know who they are. But what if you don’t? How do you get the word out?
Have you considered other ways to get the message out? The message that you’re hiring, the message that you have a great work culture, salary, or benefits? Read on if you’d like to know how.
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Synopsis: It’s found in every large business, but when should your growing company actually create an HR department? We give some thoughts on the debate.
It’s sort of surprising when you research Human Resource Departments, and see what experts think is the right time to put together a dedicated area of the business focused on the employees. What’s surprising about it is just how specific the experts are because they say that at 50 employees you should then create a HR department. That’s about as straightforward answer as I’ve ever seen, when discussing small business issues.
But is that really right? After all, I’ve worked in organizations of about 15 employees that had HR. And the department of one stayed busy. I’ve also spent time in large organizations, where the HR department seemed non-existent. So what’s the right situation?
First, you need to ask yourself ‘why would you want HR?’
It’s a more difficult question to answer than you might expect. After all, HR can take the lead in hiring or they can handle employee morale, training or instead deal with payroll. It really depends on where you think they’re needed the most.
But in growing companies, like yours, the idea of putting the act of hiring into someone else’s hands may seem risky. Since every employee you hire is so important to the overall organization, do you really want to put the act of picking talent in the employees that don’t handle mission-critical responsibilities within the company? Meaning, they’re not there to manage those that bring in the revenue, so do they have the best knowledge about who and what expertise your next hire should have? Maybe, maybe not, but it’s risky. Read more »
Synopsis: Do you have a test that weeds out potential future employees from the rest of the pack? Maybe you should. Here’s why.
If you’re looking for a sign of a productive employee, where do you focus? Is it their past? Their school? Their references? According to a new report by the data analytics firm Evolv, you should peer towards the candidates’ social media use, that’s if you work in a call center.
In the study, Evolv sent a survey to all of its clients that have employees at call centers. Based on the responses, the company found that if an employee was on five or more social media networks, then s/he had 1.6% higher sales conversion than the rest of the organization and 2.8% average shorter call time.
That’s strange. But Evolv couldn’t come up with an causation for the results, according to Inc.com. And that’s okay, because what this shows is a way to test future employees. For some reason, more productive call center employees often have at least five social networks. If I ran a business that used call centers, then I would look for employees that had that characteristic.
There’s an old story about Van Halen, and how they would always put in their contracts with venues that they wanted M&Ms included in their backstage buffet, but the bowl could not contain any brown ones. If it contained a single brown M&M, then good-bye, no show that night. People heard this and jumped on the band for being spoiled rocks stars. But, it wasn’t the case. Read more »