In our last post, we discussed strategies for retaining talent in a difficult labor market. Hopefully, you’ve focused efforts there, but most likely, you also need to figure out the best ways to recruit talent. Here are some ideas for doing so: 1. Expose Yourself! Exposure is a key problem in attracting talent, especially for B2B companies. Developing programs that expose people in the community to your company and jobs are important. We aren’t all Apple and Google. You can do this through partnership with schools in your area, marketing campaigns, involvement in community and charitable endeavors and by giving your
Written by: Lorrie Coffey, Horizon Point Consulting My first job in HR was with a Professional Employer Organization (PEO) in Virginia. It was a great opportunity for me to learn about the HR field very quickly and I loved it. But there was one thing I absolutely hated about my job, and that was having to terminate employees over the phone. We managed clients in the 48 continental states and whenever a client needed to terminate an employee, that task fell to me. Imagine a manager half way across the country pulling an employee into an office and saying “I
I remember thinking, how am I going to do this? I had just started my first full-time job out of college, and I was getting married that year. I had been given two weeks of vacation for my first year that I had to earn throughout the year. If I wanted to take a honeymoon and be off a day or two before the wedding, I really had almost no time left to take off. And a couple of my good friends were getting married that summer too, and I was in their weddings out of town. Was I going
I follow a number of HR groups online. It’s a great way to expand my HR knowledge, see how different companies manage their HR functions, as well as to share my own knowledge and experiences with others. Recently, while scanning through one Facebook group, I came upon a question that stood out. “Do you think it’s ok that managers are consistently late for interviews and leave candidates waiting for 15-20 minutes?” Reading through the comments, many respondents addressed the base issue- No, you shouldn’t make a habit of being late for interviews. But none addressed the impact that doing so
Written by: Taylor Simmons, Horizon Point Consulting A friend of mine once shared with me a story of leaving a job to pursue one that seemed like a great opportunity. Soon after taking the new job, she discovered the culture was a nightmare. The company owner had terrible temper and was not necessarily following appropriate guidelines for the business they were in. Needless to say, it was not a culture fit for her and she moved on to find another job. When determining your next career move, culture should definitely be a considering factor. In the next few weeks, we
Written by: Lorrie Howard, Horizon Point Consulting 10. “Recruitment IS marketing. If you’re a recruiter nowadays and you don’t see yourself as a marketer, you’re in the wrong profession.” – Matthew Jeffrey, Global head of sourcing and employment brand at SAP 9. “If you think it’s expensive to hire a professional, wait until you hire an amateur.” – Red Adair 8. “Great vision without great people is irrelevant.” –Jim Collins, Good to Great 7. “Hire character. Train skill.” –Peter Schutz 6. “If each of us hires people who are smaller than we are, we shall become a company of dwarfs.
Written by: Lorrie Howard, Horizon Point Consulting Recruiters everywhere are struggling to fill open positions these days. According to an August 2018 report from the Bureau of Labor Statistics, the rate of job openings is 4.6%, while the rate of unemployment is 3.6%. Basically, there are more open jobs right now than there are people to fill them. Organizations are having to rethink their recruiting strategies in order to attract qualified candidates. Part of this revised strategy includes targeting passive candidates, or people who aren’t actively looking for a new job. So how do you attract candidates when they aren’t
Candidate experience isn’t just about getting people to apply for your opening positions. It is also about getting them to continue to or start buying your products and services. In a recent candidate experience study by IBM, “candidates who are satisfied with their experience are twice as likely to become a customer of the hiring organization compared to unsatisfied candidates (53 percent vs. 25 percent).” So you may not care if an unqualified applicant applies for your openings, but you definitely want everyone to continue or start buying from you. With this in mind, communication is the most critical piece
Written by: Taylor Simmons, Horizon Point Consulting I recently conducted an interview with a job candidate for one of our clients. During the session, the young lady answered all of the questions perfectly. As the conversation was coming to a close, I had one final question. I asked, “Why did you make the transition from your last position to your current one?” The resume was stellar, the interview had gone well so far, but her answer allowed me to easily make the decision to not recommend her for a call back. Her answer, you ask? “I was just late too
In writing about how to increase your candidate pool, multiple LinkedIn comments cropped up related to hiring workers over 50. For example, one comment read: “Don’t practice age discrimination or you could miss out on some rock steady workers. Those who give thumbs down to the over 50 crowd really do miss out on some great employees.” Through these comments, it was obvious I should have added a 5th way to increase your candidate pool in the article: Include Older Workers. Also through these comments, there were reasons included as to why hiring workers over 50 is a good idea.