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.
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.
Recent Comments