by Josh Seaman | Mar 25, 2022 | Employment Agencies, Recruitment Agencies
A company’s hiring manager serves as a matchmaker and a detective for potential employees. Your brand, your company culture, and the demands of your business should be well-known to a recruiter, who may be the first person to meet your new employee. With the addition of new employees, this crucial function may aid in your company’s progress. On the other hand, some typical errors might prevent its development from attaining its maximum potential. They are as follows:
Being Technologically Outdated
Recruiters must understand people and how to build connections throughout an extensive network. The tech boom has already impacted recruiting in numerous ways, and as more millennials enter the workforce, this trend will only continue. Recruiters that do not use technology in their leads potentially lose talent to much more tech-savvy organizations. Better data and talent pool analytics will enable exceptional recruiters to explain the data’s significance to HR departments and hiring managers. The biggest mistake Human resource teams make is not having a data-driven recruiting plan.
Too Much Eagerness
The line between pursuing a candidate and bothering a candidate may be narrow. When a recruiter is too enthusiastic, they may send a candidate a string of text messages. Candidate outreach should not be overdone since an overabundance of emails, calls or text messages may come off as unprofessional. Candidates may wonder why an employer is so anxious to fill a post.
Misrepresenting a Company’s Image
The recruiter is the first person a potential employee sees when they apply for a job at your company. Thus, your recruiter should not only be aware of your company image but must also represent it—and have explicit knowledge of how potential candidates may relate to the brand. Furthermore, they must express the company’s brand and workplace culture to potential hires clearly and concisely. This is critical for determining if your company and a job applicant are a good fit, and it also has a bearing on talent retention.
Pushing a Poor Match
It’s possible that a candidate who looks fantastic on their resume may not perform well in person. Recruitment professionals must be able to tell whether a candidate isn’t going to be a good fit for their organization for any reason. Your recruiter should be able to tell you when it’s time to let an excellent applicant go rather than attempting to “make things work” by squeezing an applicant into a particular role.
Sticking to what is Shown to be Effective
Rather than sticking with what has worked in the past, an intelligent recruiter should look for new approaches. The excellent recruiter is prepared to let things fail while continuously attempting to improve things, whether it’s exploring new employment sources, trying new recruitment marketing methods, or engaging people in creative ways. Successful businesses are built on creativity and risk-taking, which holds true for hiring. Now that you know the common mistakes recruiters make during their hiring process, it’s essential that you avoid them. Help yourself improve your recruitment process by doing some research and staying up to date with the latest techniques in recruitment.
by Josh Seaman | Mar 23, 2022 | Employment Agencies, Healthcare & Medicine, Medical, Recruitment Agencies
More effectively operated hospitals can better serve the public. It seems straightforward, but everyone in the healthcare sector knows it’s a challenging endeavour to pull off successfully. The obvious still has to be stated: when things are running well, and patients receive a high-quality treatment, hospital measures such as costs, patient satisfaction, and efficiency increase. A hospital’s financial line improves due to providing higher-quality treatment. It’s easy to get mired in day-to-day tasks and forget about the big picture. The key is to focus on the future and set specific goals for each department and the entire hospital.
Aside from clinical professionals, hospitals will suffer a staffing deficit in areas like infrastructure and security. Combined with considerable industry turnover, this makes finding talent difficult. While hospitals can’t stop the rising demand or the resulting shortage, they can enhance the hiring quality. Improving hiring quality is a long-term commitment to reduce turnover and ensure that existing personnel is engaged and performing at peak levels to improve overall patient care and hospital effectiveness.
Evaluating the Quality of Hire
How can you tell how much a person hired by a healthcare facility adds to its health and efficiency? It is necessary to construct quantitative indicators for quality since the idea of quality may look abstract at first sight. Patients’ happiness, staff engagement, work performance, and turnover rates are some of the most critical measures for hospitals. Additionally, the percentage of workers who have been fired due to poor performance is an important measure to use when auditing the efficacy of the company’s recruitment team.
Assess new workers’ capacity to satisfy employer objectives, perform well on patient satisfaction questionnaires, and most crucially, properly self-assess staff engagement surveys. Studies suggest that active nursing personnel leads to more outstanding health outcomes, contentment, and reduced turnover rates. The next phase is to analyse areas that need improvement based on the HR data.
Anticipating the Quality of Hire
Can you anticipate a candidate’s quality of hire before hiring them? Developing a system of pre-hire measurements is a more proactive and suggested strategy to increase recruit quality. Consider the efficacy of sourcing, cultivating quality referrals, using metrics to measure cultural fit for possible applicants, or even creating candidate questionnaires to gauge potential involvement in a new role. Assessing talent acquisition teams’ procedures measures the quality of hiring, not only the individual.
Utilising Technology
Technological advances in talent acquisition may assist gather and analysing data to help forecast attrition and improve hiring quality. It may touch on so many other criteria in talent evaluation. Finding a comprehensive data gathering system that can combine all elements is critical to improving your recruiting process. Hospital performance may be directly connected to the quality of hiring, which assesses how effectively each employee contributes to the company’s overall performance. Because of time or money restrictions, this statistic may be overlooked by certain talent recruitment teams—and it doesn’t have to.
by Josh Seaman | Mar 18, 2022 | Employment Agencies, Recruitment Agencies
An often-overlooked strategy for increasing your candidate pool is perhaps the most straightforward: crafting an improved job description. While it doesn’t take a lot of time or effort, this phase may help you find the finest possible prospects and get them on board. As you brainstorm and write your job description, make sure it’s a targeted match for the position. If it’s not, you may attract applicants who aren’t qualified or don’t take the role seriously.
Here are some tips to help you craft the best job descriptions.
The first thing potential employees will notice when applying for a position is the job title. Meaning you must provide sufficient details without boring your audience. You can be as descriptive as you like with the job title. If the candidate is drawn to it, then they will likely read the full description of the role.
Naming your positions are critical to attracting the top talent. Most job titles are too dull and are not exciting enough to attract the next generation of professionals. A bit of creativity with your position titles will immediately get them interested in the opportunity.
Give a Clear Description of the Role
You should provide a short job specification in your ad, a summary of the work, its significance, as well as a list of duties. Even though this doesn’t have to be an extensive list of all that a candidate would be doing in this position, it should contain the most significant components of the work and any obligations that need particular talents or expertise.
If your job description is overly broad, you might end up with under-qualified applicants who believe they fit that description. Unless you’re prepared to compromise on a few minor details, being excessively particular might scare away applicants who otherwise would be a good match. On the other hand, if your job description is too narrow, you might miss out on finding a good match if they don’t meet every single criterion listed.
Ensure the job description properly states what education, skills, or training is required for the role. Indicate if the position is entry-level or not. The more specific your job description is, the more likely you’ll attract competent candidates who believe they would be a perfect fit for the position.
Showcase your Brand
Keep in mind that your goal is to grab the reader’s attention. You can portray the values and culture of your firm too. If you want to add value to your job post by showing how different you are from the competition, then you must craft a statement of corporate values that tells your story and answers two questions: What is the essence of our company? What are the company’s ideals? By showing off your brand, applicants will have a good picture of what kind of company they are applying for.
Easy to Read
Improve the readability of your job posting. Take a look at the structure of your content. It’s possible that some job seekers are accessing your posting using a mobile device. It may be difficult to read long paragraphs of text on small displays. Try to break up the content on your job posting into bullet points.
Make it easy for job seekers to apply. Make sure the process of applying is as simple as possible, whether they’re using a desktop computer or a mobile device. The more clicks it takes to complete the application, the less likely applicants will complete the process.
You don’t have to spend a lot of time or money to improve your job postings. If you express the job’s requirements clearly, your company brand, as well as its benefits, you’ll get a greater response from possible candidates.
by Josh Seaman | Mar 16, 2022 | Employment Agencies, Recruitment Agencies
You already know those job seekers don’t check the advertisements with a red pen in hand seeking openings. Many digital employment boards are being visited, bookmarks being made, and postings being compared and weighed against one another. The way you write your advertisement is going to impact the number of people who actually see it.
The new paradigm is all about a candidate’s journey to your position and how you can make them want to join your company. In the same way that it’s essential to go beyond the job description and address what the individual will actually be doing on a day-to-day basis, it’s also important to think more creatively when it comes to attracting talent by using other channels.
Recruiting is more competitive than ever before, and it may be tough to stand out in a pool of similar-sounding opportunities. This is why your job description is so important. And it all begins with the title of the role. Continue reading to find out how to come up with a great job title.
The Importance of Job Title
Job titles serve as a launching pad for job seekers in most cases. Job seekers may be exposed to your business for the first time by clicking on a job post on your website. In order to entice eligible applicants to click on the job ad, the title of the ad must accurately describe the position you are looking to fill.
Once job seekers have clicked on the job ad, they read what your position requires in detail. The job title on the job posting must be consistent with the qualifications or job description summary. Don’t make the mistake of using confusing job titles. You want to make sure that the individual viewing the job is able to grasp its true meaning. This means using clear and concise wording.
Job Title Writing Tips
Don’t complicate things; keep everything straightforward and clear- Make use of the keywords your prospects are likely to use in their searches.
Accurately describe what you mean- Increasing your pool of potential applicants is a simple matter of being as specific as possible with your job title. Build a job title that is precise and enticing by being as descriptive as possible.
Consider the salaries and benefits- You won’t be able to foresee the pay expectations of every candidate you interview. However, by doing market research, you should have a good idea of a fair wage. The salary for the position must meet the title.
You’ve developed an excellent job title, and you’ve written an engaging job description to go with it. So, what do you do now? Advertise the job! The effectiveness of the wording is significant, but the effectiveness of the listings is also essential. Your job ads will be more likely to be seen by the right people if you use great job titles and practical recruitment tools.
by Josh Seaman | Mar 11, 2022 | Employment Agencies, Recruitment Agencies
While recruiting isn’t the only thing recruiters do, we can’t disregard that it is an essential part of the work. With that said, to succeed as an effective recruiter, you must have a well-thought-out hiring strategy that considers both quantitative and qualitative factors like spending plan and headcount. This strategy, along with some skills, will serve as your foundation for a successful recruiting process.
Hiring Plan
A recruiting strategy is another name for a hiring plan. It doesn’t matter what you label it. The purpose remains the same: efficiently documenting the number of employees you expect to bring on board throughout the company, split down by department. This is often presented in the form of a spreadsheet, along with any relevant financial information.
The following are my top 4 tips to start you off on the right track.
Let Everyone Know and Agree on your Hiring Plan
Let everyone know and agree on your hiring plan before you start hiring. Make sure that everyone on your team is aware of your plans and agrees with them. Many individuals will be involved in the decision. It is essential that everyone knows how you’re making your decisions and that everyone agrees with the process. This can help avoid objections later. Make sure to consult all stakeholders.
Goals and Budget
How many people you can afford to hire will be determined in part by your spending plan. The company’s objectives will influence the funding and staffing allocation among teams. The amount of money you have available may also affect your capacity to attract the best or highly-experienced applicants.
When developing a hiring strategy, it’s crucial to keep these factors in mind. In other words, you shouldn’t plan on hiring more people than your resources allow. In reality, it is not only a waste of money but a serious disservice to an employee who loses his job for such a reason. You should never compromise your resources and make exceptions in such cases.
Ask Questions
Here are some questions to bear in mind when you create your hiring plan:
What’s the best way to look for qualified candidates?
How long will it take to find, recruit, and hire one person?
Do you have enough money to hire new people?
How many candidates are you currently tracking?
What talent gaps need to be filled?
Is your hiring plan too ambitious or too conservative?
Build your hiring strategy by raising additional questions. These questions will help you better understand how long it will take you to fill a position with a new employee.
Your recruiting strategy will be easier to establish if you know how many people you need to hire and how much you need to spend. Modern recruiting techniques and technologies are often used in this process. Programmatic recruiting software can help you locate the best people, whether you’re filling a small number of highly specialized posts or a huge number of less technical ones.
You can also utilize some job sites and social media sites to help you with job advertisements. Meanwhile, tapping some reputable recruitment agencies can be very efficient and fast. These recruitment agencies have a great pool of competitive candidates ready to start a new career in your company.
by Josh Seaman | Mar 9, 2022 | Employment Agencies, Recruitment Agencies
A manager’s worst nightmare is to hear the words “I quit” from one of their most valuable workers. Still, it happens often. It is becoming more critical for companies to maintain a strong workforce. The capacity of a firm to retain its best employees, particularly in competitive recruiting markets, has a significant impact on its ability to run smoothly and efficiently, free of interruptions caused by staff turnover.
Every year, the competition for elite talent appears to become more intense. That implies that you’ll have to make more effort towards retaining your finest workers by using retention measures like compensation raises. Here are some pointers on how to retain excellent workers:
Choose those who’ll Remain and who have your Mindset
You must figure out a way to choose employees who are more inclined to stick around. There are strong indications right there in their Curriculum Vitae. If someone has a history of changing jobs often, that’s a sign that the person is not stable. Make sure you turn down anyone who changes jobs too frequently. They might be good employees, but it’s hard to see how they will stay with your company for any length of time. On the other hand, if someone has held one job for many years without moving, this is a sign of stability.
Retention may be improved by finding employees aligned with your values, vision, and purpose from the beginning of the recruiting process.
Encourage Continuous Learning and Make Career Paths Clear
Employers must provide opportunities for advancement. An evaluation, coaching input, and a knowledge of one’s capabilities, risk factors, and intrinsic motivators should be the first step. Once that is accomplished, a performance plan must be developed and evaluated on an ongoing basis.
Investing in your employees’ education can help retain talent, grow your business, and increase your company’s value. When you offer training and upskilling, don’t just think about how you will see a return on investment through increased productivity or sales. You also want to make sure that your culture supports continuous learning.
Offer Competitive Compensation Package
Offering a competitive salary package can help with the retention of your top employees. Part of this package can include a bonus at the end of the year. The bonus is typically based on the company’s performance for the year as well as individual performance. If a bonus is paid, it needs to be part of the employee’s regular pay package and not counted as an additional expense. A bonus can often help with the retention of your top employees.
Maybe your top talent intends to leave the company because you failed to offer a yearly salary increase. Make sure to evaluate your employees’ performances regularly and prepare a compensation plan properly.
Whether or not you can figure out how to get this talent to stick around. It’s not likely that you’ll ever uncover every reason, but at least now you know some have made your top talent consider leaving your organization. Such as not providing a supportive, healthy work environment for them. You may also find that these reasons aren’t all work-related at all.
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