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.
by Josh Seaman | Mar 4, 2022 | Brand, Employment Agencies, Recruitment Agencies
It’s not always easy to market yourself while looking for a new job. The importance of making a solid first impression while searching for a new job cannot be overstated. It’s also essential to present a strong personal image and put your best foot forward during a job interview to ensure that you get the job offer.
During interviews, you’d want to speak about your achievements, both previous and current. On the other hand, saying too much might be seen as boasting. Don’t utter a word, and no one will realize how much you’ve accomplished. How do you make yourself stand out from the crowd as a job seeker?
Even if you have the necessary qualifications and experience, you still need to know how to properly market yourself in order to get a job. In this blog, we’ll look at several strategies for effectively marketing yourself when seeking a job. Let’s start!
Express your Interest in the Company
Expressing your eagerness to join the company is an excellent method to capture the attention of a possible employer. When it comes to pursuing a dream career, passion is one of the most important motivators for anyone. Companies want to hire individuals who are eager and enthusiastic about the business. Show them your passion for the job by taking a chance to write about it in your cover letter. You should also try to inform the employer about your skills and qualifications for the role you’re applying for. If there is any information that is relevant to the position, you should make sure you include it in your cover letter.
Demonstrate Your Value. This is where you show what you can do for the company and help them achieve their goals.
Make a point of mentioning how excited you were when you saw that the business had an open position. One technique to grab the attention of hiring managers is to demonstrate your enthusiasm for the position. As a self-promotion strategy, it’s a powerful one.
Create an Elevator Pitch
An elevator pitch summarizes your identity, career goals, and value to a firm. Job seekers may utilize their elevated pitch as a self-promotional tool to highlight their strongest assets and increase their chances of securing their ideal position.
Build your Brand
Your personal brand will begin to take shape after you have perfected your elevator pitch. There’s nothing wrong with not being interested in developing a personal “brand.” Self-promotion might come out as boastful when done incorrectly.
When it comes to developing a personal brand for your job hunt, you’re not boasting as much as you are presenting yourself for a position in a professional way. Consider it an extension of your elevator pitch. What you’re doing is letting potential employers know who you are, what you can do for them, and why they should hire you.
Your personal branding might include a portfolio website where you can present your work samples and who you are as an individual.
Dress to Impress
Your look says a lot about you. Don’t overdress, but do make sure you’re well-groomed. If you tend to be messy or disorganized or don’t usually wear suits, this is an excellent time to make an effort to clean up your act and present yourself in the best possible light. Prepare ahead of time Because you will probably be nervous, it’s essential to prepare as much as possible before the interview. Also, do some research on the company. You should know a bit about the business before you go in.
Ask Good Questions
Once you have finally been shortlisted for an interview, make sure to ask good and relevant questions.
Ask smart questions. During a discussion, asking intelligent questions shows that you have been paying attention and are eager to learn more. The interviewer will know whether you are the right candidate for the job or not based on the questions you’ve asked. Do not ask questions that your research can answer. This will make you look like you have no interest in the job, and most likely, you will not get a call from the company.
Interviewers tend to remember you if you ask good questions. And that’s an excellent approach to market yourself while you’re looking for work.
And that’s all about it! I hope you can market yourself effectively with the tips we’ve shared. Good luck!
by Josh Seaman | Mar 2, 2022 | Employment Agencies, Engineering, Recruitment Agencies
There is a shortage of trained and professional civil engineers in the workforce, making it tough to locate one. Yet, you will still have to try. Many of the civil engineers out there are either self-employed or have already taken up higher-level positions in corporations. The result is that qualified and competent staff may be hard to come by.
The demand for licensed civil engineers is expected to remain steady through 2023, with a projected increase of about 7%. The number of graduates will increase as well. Due to the expansion of infrastructure construction companies, and the continuing need for experienced professionals, this sector has tremendous potential and growth.
Building and other construction projects have been rising in the past years, especially as the economy continues to recover. Moreover, it’s projected that there will be a need for 1.5 million new construction workers across all fields of construction, including civil engineering, over the next ten years. However, the problem is that there are far fewer qualified applicants for these jobs.
The task of finding a civil engineer can be challenging due to the nature of their work. However, there are some key things that you can do to make it easier for you. Here are some tips to follow when looking for a civil engineer.
Create an Eye-Catching Job Description Based on Your Company’s Needs
To catch the attention of Civil Engineers looking for a job, employers should draft a job advertisement that entices applicants with details about your company. This includes relevant and useful information such as the size of your business, work environment, stability of employment, salary and benefits, opportunities for career growth, positive company culture, training and upskilling. You can also add interesting facts about your company or its industry that might appeal to civil engineers interested in the subject matter.
It is beneficial to use phrases such as “Join a dynamic and growing business,” or “We are seeking Civil Engineers with the following experience.” If you are not getting responses for your job postings in the engineering industry, it may be time to start looking at how you can improve your job posts description.
Advertise the Position
Now that you have drafted a job advertisement that is eye-catching to Civil Engineers, the next step is to advertise the position. There are so many ways to promote a job vacancy. You can post it to your company’s website, post it on social media sites such as Facebook or LinkedIn, advertise it in a newspaper or newsletter, and make phone calls to Civil Engineers.
Another idea is to create a YouTube video of the job description and the duties involved with the position. You can also include a short clip of the type of working environment the Civil Engineer will be working in.
Here are some of the most common ways to advertise a job vacancy:
- Posting on social media sites
- Distribute a notice at job fairs
- Contact with Civil Engineering professional association and post the opening there
- Use college placement offices to reach recent graduates
- Place a listing in online job banks and bulletin boards
- Place an ad in local newspapers and trade publications
Screen your Applicants and Hire the Best Candidate
The hiring process can be challenging and may take a long time to accomplish. For you to be guided properly, follow the sequence of hiring below:
- Screen your applicants
- Conduct background checks
- Conduct a phone interview
- Schedule a skill and personality test
- Conduct a final interview
- Choose your best candidate
- Make an offer
- Onboard your new civil engineer
Because of the nature of the civil engineer’s profession, hiring one can be difficult. But in the long run, it will be worth the effort.
by Josh Seaman | Feb 25, 2022 | Employment Agencies, HR & Recruitment, Recruitment Agencies
What does it cost a business to hire someone who is not a good fit for the company? We don’t have to look far for the answer because the Price of a bad hire is always expensive.
Estimated costs of a bad hire in Sydney might run from 15% to 21% of the employee’s salary, depending on their level of seniority. Terrible hiring may put much stress on a manager’s patience and the morale of their coworkers and some additional expenses if the individual is eventually replaced.
Why Hiring the Wrong Person can be very Expensive?
Many small businesses start with no human resources department and often rely on just one or two people to fill all administrative roles. When these entrepreneurs hire someone new, they simply say, “we’ll give them a try” and hope for the best. The problem is that if the person doesn’t perform well, they still have to pay the rest of their salary. So, you can’t easily get rid of them unless they really screw up.
Wasted Money
It is evident that bad hires mean wasted money. They may not come with an upfront price tag attached, but it is still costly.
To avoid wasting money, employers need to spend the necessary time and energy to prevent a bad hire. Rehiring can cost a company much money, and to add to that cost, it’s also difficult to rehire.
Aside from the difficulty of rehiring, high turnover also impacts your ability to get things done. Training and losing employees is expensive, so it makes sense to avoid high turnover rates. It’s a bad idea to hire an employee who has no potential to learn or grow. You want employees who are willing to take on new challenges, not ones who are happy to stay in their current roles.
Lost Time
We all know that time is money. And a bad hire can cost employers a tremendous amount of time lost. Recent studies show that recruiting, hiring and training a new employee can cost up to $50,000. A bad hire can burn a lot of time in training, acclimation and the like. If you have to replace a bad hire, it is even worse.
Imagine having to repeat the same process of hiring over and over because you missed hiring the most suited applicant for the job. Let’s face it; sometimes, we might miss out on the best possible applicant when they apply for the job. And, we can’t afford to miss out on them. If you missed out on them, you could be left without any other suitable candidates. What can be worse than that? You could lose your customers, your business could go bankrupt, or your team could revolt.
Wasted Productivity
Wasted productivity can lead to lost customers and incomplete projects. This is one outcome of a bad hire. Bad hires don’t usually perform what they are expected to do. As a result, instead of paying attention to getting sales or making customers happy and satisfied, they tend to lose them.
Continuing an incomplete project due to bad hires is as bad as starting a project from scratch. The replacement employee will have to redo parts of the project the bad hire had already finished or, worse, dump the unfinished one and start over.
How Can Recruitment Agencies Help?
Recruitment agencies are experienced firms in the field of recruitment. They have a team of experts who knows the working pattern and current trends of job markets. These agencies help get qualified, talented, suitable and potential candidates as per the company’s requirements. They also do thorough reference checks and pre-employment testing to ensure their candidates have a proven good history of employment.
Recruitment agencies work with employers to find the right people for the right roles. For small and big companies, recruitment agencies are a go-to for locating the perfect candidate and avoiding bad hires.
by Josh Seaman | Feb 23, 2022 | Employment Agencies, Recruitment Agencies, Sales, Sales & Account Management
Even if you may be a talented salesperson, your overall success will be based on how successfully you put your abilities to use. This article will help you develop an action plan that will increase your overall sales ability.
A Successful Salesperson Never Stops Learning
Good salespeople are always looking for ways to improve their skills. They go beyond what they learn in training classes while starting in the sales field.
They look for books, videos, and other tools that can help them develop their skills. These salespeople also read trade journals, attend seminars, and talk with mentors who have successfully proven track in sales. They observe how other salespeople handle their customers. They look at other companies that are successful and emulate what they do. They are the ones who get promoted because they are willing to take advantage of every opportunity to learn more about the field.
A Successful Salesperson is an Epic Communicator
People with strong emotional intelligence are excellent salespeople because they can communicate clearly and persuasively. They can recognize the emotional state of others, understand how others see the world and respond accordingly.
They’re good at managing relationships. People with strong emotional intelligence are great at making friends and keeping them, which often leads to sales. They make good bosses; leaders with strong emotional intelligence can keep teams motivated and engaged.
They can connect with the needs of their customers or clients and genuinely care about them. They effectively listen to and understand others’ concerns, frustrations, and needs. Salespeople with high emotional intelligence are also effective because they do not let emotions get in the way of getting things done. They are realistic and practical and can see and act on issues that may be beyond the scope of their job.
A successful salesperson knows how to empathize with the customer and demonstrate that they are completely capable of solving the problem. When you’re on the phone with a prospect, ask yourself: “What are my goals for this call?” If your goal is to close the sale, it’s impossible to do that if you’re not first establishing rapport with the client.
A Successful Salesperson Makes a Happy Customer
A successful salesperson makes sure customers are happy and satisfied with the service. Salespeople always make a great effort to keep their customers happy in any way possible. They believe that happy customers make loyal customers, and they will return repeatedly and bring in more customers. On the other hand, an unhappy customer will tell everyone about their bad experience and discourage others from trying the business’s product or services.
Successful salespeople make sure to keep in touch with their regular customers and make sure to provide exceptional service at all times. They also keep track of the results of their work to help them have a clear picture of how they are doing.
There are much more qualities a successful salesperson possess; research more about them. Remember that a successful salesperson never stops learning!
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