by Josh Seaman | Apr 8, 2022 | Employment Agencies, Recruitment Agencies
There are many methods to reduce expenses without cutting down on the strategy. It is essential to maintain a ready-to-hire pool of vetted candidates for all of your available jobs, especially those that are crucial to the company or have a high turnover rate for whatever reason.
Below are some of the best ways to make the most of your recruiting budget:
Candidate Referrals
Employer recommendations are still one of the most acceptable methods to establish a talent pipeline and have greater certainty about applicant qualities, even in the age of modern technology, data-driven solutions, and automation. The less cold-calling and email you have to do, the more time you can promote your employer brand and grow your referral pipelines.
If your company has never used a referral program before, ask yourself this question: why not? Most companies have their employee referral programs or are aware of such programs’ benefits to their business. Many companies have now made it easier for their employees to refer friends and colleagues for jobs at their company. Referred candidates are hired more quickly because they are introduced to the company by a friend. Most importantly, referred candidates perform better in their roles.
Pre-screening for Qualifications and Culture Fit
Creating a pipeline enables you to begin examining a candidate’s credentials and cultural fit with your business before you even get them within the doorway for a first interview. Prior to interviewing, you may learn about the applicant via a talent pipeline and get a sense of where they stand in terms of required abilities and cultural fit. Even if specific skills may be taught, cultural fit is more challenging to determine and must be evaluated on an individual basis. It saves you time and money, and it allows your company to hire the best people for the job.
You can be as choosy and demanding as you want to be. If your job description calls for a particular set of skills and experience levels, by all means, select only candidates who meet those requirements. If your business has a culture that is a perfect fit for an outgoing social butterfly, then you’ll save yourself many heartaches if you can ensure you’ve hired the ideal fit.
Utilise Free Job Site
Job websites function as modern-day classified advertising by aggregating and distributing information about telecommuting and local jobs. One of the best and most effective methods to advertise jobs is utilising a job website with millions of qualified candidates. Most top job boards offer free or paid listings for employment and may provide other value-added services. For example, many offer resume management, candidate screening, HR and payroll services, and other features that help both employers and employees.
Utilise Recruitment Agencies
Recruiting/hiring tasks are often delegated to a single person or possibly a small internal team within a complete human resources function. This situation might lead to rushed recruiting strategy and hiring choices, resulting in poor ROI for the firm. These are the kind of situations that recruitment agencies can help companies and hiring managers.
There are several advantages to using a recruitment agency instead of doing it yourself, such as minimising advertising costs, less recruitment time, less interviewing time, less overtime pays for recruiters, high retention rate, saves time and money.
Follow the tips mentioned here and make the most of your recruiting budget.
by Josh Seaman | Apr 6, 2022 | Employment Agencies, Recruitment Agencies, Sales, Sales & Account Management
A salesperson represents a company or organization who serves as an intermediary between the seller and the customer. Salespeople sell products, services, ideas, or plans to other people for some compensation. The first goal of a salesperson is to generate revenue for the company. Identifying the characteristics of the best-performing salespeople can help you achieve more success in your career as a sales manager or as a salesman.
Traits are characteristics you possess or are predisposed to possess. A lot of these characteristics may be developed or improved upon. Five traits consistently characterize the most effective salespeople. In order to better understand these traits, let’s take a closer look at them.
Emotional Intelligence
Emotional intelligence (known as EQ) is a feature that’s simpler to develop if you already have it but more difficult to grow if you don’t. Understanding your actions and inclinations and how they affect others is critical to your emotional intelligence. High emotional intelligence allows you to adjust your behaviour to get the best results.
Empathy is also a factor in your emotional intelligence. It means being able to understand and relate to other people’s feelings and emotions, even when you’re in a different situation from them. It isn’t simply about feeling sorry for someone or becoming emotional yourself. When you display empathy, you try to understand the other person’s point of view and respond accordingly. In sales, it’s easier to read people and circumstances with a high EQ since you’re more perceptive and flexible.
Organized
To keep up with all the responsibilities of being a salesman, you need to be very well-organized. It’s essential to keep in touch with prospects, future clients, and current customers in order to keep them engaged and keep them coming back for more. Administration, scheduling, meetings with management, training, and other business obligations are essential to be organized. To be successful in sales, you need to have your schedule and your accounts in order.
You will have to work with clients, suppliers, and clerks. You may find yourself doing the billing, too. You can quickly lose track of your work schedule with all these responsibilities if you are not organized. It is vital that you keep all your appointments written down and that you are prepared for each one. This way, you won’t be late or miss an appointment because you forgot about it.
Self-Motivation
These are those who have “competitive fire” mixed with self-control. To wake up every morning and begin making calls, making plans, and arranging their day without someone looking over their shoulder demands a very determined individual. The ability to follow through on a well-thought-out strategy is essential to a successful sales career. Distractions are plentiful in the home setting, where many salespeople work. Self-motivation is necessary for top-performing salespeople.
Salespeople with high self-motivation have a strong desire to succeed, and they find it easy to pick themselves up after a fall. These people believe in their abilities and expect to succeed in life. When presented with setbacks, these people do not feel defeated.
Resilience
The best salespeople are resilient. Excellent salespeople have the ability to bounce back from setbacks. When things don’t go as planned, you need to be able to bounce back fast to maintain a steady flow of sales. They know there will be other successes and that failure is part of the success cycle.
A Desire to Grow
A successful salesperson has the willingness to learn and grow. The most excellent salespeople are always trying to improve. They have the humility to recognize they are good, but they are continually looking for ways to improve their skills, knowledge, and efficiency, even if they already know they are good.
Continue to improve yourself and be the best salesperson you can ever be. Best of luck!
by Josh Seaman | Apr 1, 2022 | Employment Agencies, Recruitment Agencies
A company should never hire just to fill a position but should instead find the perfect individual for the job. Your company likely devotes a significant number of resources to the recruiting process in order to find the best candidate. If you’re starting with a job description that isn’t what it might be, you may be restricting yourself at the beginning of the process. You also want to be sure to keep your goal the same with each new hire – the reason you started a business and the reason you will stay in business. If you change direction, you risk losing focus and losing both customers and staff members.
Listed below are some job posting basics:
Eye-catching Job Post
Start with a decent template before you even begin to think about the wording of your job advertisement:
- Use a clean and modern font: Use fonts like Serif or Sans Serif. Avoid using fun or wacky fonts.
- Use bold text to emphasize: Make fonts bold when necessary. Do not make all texts bold! You are not highlighting anything in that case.
- Make it simple: Do not over-design your job advertisement. Classic and straightforward looking design is enough for a job ad. Do not use lots of pictures and bright colours; this can overpower the text.
Be Found Easily by The Right People
This is where you begin to modify your job description’s information. It’s best to avoid using phrases like “career chance!” or “medical employment” in your headers since they’ll make you harder to find. If you provide a particular job title in your job description, it will be easier for job seekers to find your posting. When space permits, use whole words rather than abbreviations.
The first paragraph of a job description should attract the reader’s attention after the job title/header. Consider using action verbs to define the primary responsibilities of the position. You may lose the interest of anyone scanning through if you start with a lot of background information about your business or the industry. Also, each paragraph should not be longer than three lines.
Make It Clear to Them Who You Are
You want to make sure that you’re offering your new recruit all the information they need to know about you as soon as possible. Don’t forget to provide some context about your company’s mission, vision, and core values. This is also a great time to give some information about your management style. Do you have a hands-on, active kind of leadership? Or, do you prefer to be more of a visionary that stays in the background and lets their team run with it?
It’s essential to have a strong employer brand if you want to attract the best prospects. And while you’re working on creating the best employer brand, don’t forget to show it off on social media. Job seekers are Googling to find companies they want to work for, so you need to be visible.
Now that you have the basics in creating a job post that gets results do additional research on improving more! Remember that the more precise and comprehensive your job description is, the more likely you will attract and retain the top employees. Good luck!
by Josh Seaman | Mar 30, 2022 | Employment Agencies, Healthcare & Medicine, Medical, Recruitment Agencies
There will be a number of job openings to fill when the Baby Boomer generation retires. As Baby Boomers begin to retire and need more medical attention, the demand for healthcare services will skyrocket. This is especially true in the healthcare business.
The shortage of physicians, nurses, specialists, and even caregivers puts a strain on talent acquisition. This is due to the fact that the healthcare sector is now seeing tremendous growth. The Australian Bureau of Statistics projected that by 2025, the healthcare sector would continue to lead in employment. The increasing demand for healthcare is fuelled by ageing baby boomers, which has led to an increase in the number of hospitals and clinics over the years.
Let’s dig into some tips on how to prevent a shortfall in healthcare personnel:
Evaluate and Educate Essential Skill Sets
In addition to the overwhelming pool of individuals competing for jobs, the challenge for talent acquisition staff will be to handle the Millennial generation’s lack of experience and skills. Baby-boomer nurses are leaving the workforce, bringing with them a wealth of expertise and wisdom that can no longer be utilised in the workplace. Companies will need to keep an eye on their entire performance indicators as they try to bring a younger, less competent, and less experienced nursing workforce up to speed when fresh graduates from nursing schools fill these open jobs. To keep recruits happy, engaged, and prepared, HR departments will need to improve their orientation procedures, expedite the onboarding process for new hires, and increase efforts to engage employees.
Offer Relocation Packages that are Reasonably Priced
The physician and specialist shortages will create a service gap, disproportionately impacting individuals outside substantial population centres. In some places, patients needing psychiatric treatment or an OB-GYN may have to drive farther to see their closest expert. This may need talent acquisition to incentivise physicians to relocate to certain places, such as subsidising relocation costs or providing other incentives to promote transfers.
Strategic Recruitment of New Employees Should be a Priority
It’s also crucial that talent acquisition departments devise a comprehensive recruiting plan that focuses on how and where Millennials look for work in order to prepare for the impending healthcare workforce deficit. Targeted social media advertisements employing ad technology may become more relevant in healthcare staffing and job advertising due to the younger generations’ increased social media usage. For this younger breed of tech-savvy workers, it is equally important to make job applications simple to complete on various platforms, such as mobile devices such as smartphones and tablets, as well as laptops.
Ask Recruitment Agencies for Help
When it comes to employing healthcare workers, recruitment agencies may be tremendous assistance. Many companies are turning to agencies to secure their needs to handle the stress that goes with this particular area. They will be able to find the right staff members for your clinic. Numerous agencies concentrate on locating the ideal people to work in health facilities. When it comes to finding a fantastic recruitment agency, there are a few questions you need to ask. You have to make sure the company has experience in recruiting medical professionals. They have to have a good track record to ensure the workers they recruit have the skills and knowledge necessary to get the job done.
Now that you’ve got ideas on how to get ready for the coming shortage of healthcare providers make sure to understand them and apply them to your company’s effort in hiring healthcare workers.
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.
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