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.
Written by: Lorrie Howard, Horizon Point Consulting We recently switched dentist offices. With three boys I always try to schedule their appointments at the same time and that normally means being handed a clipboard loaded with forms; one set for each child. To my surprise, when I walked up to the receptionist to sign in, she asked me to look at a computer screen on the counter and “fill out” their paperwork. On each screen, the information was pre-filled. All I had to do was make sure it was correct and click through the screens, then use an electronic signature
My LinkedIn Daily Rundown feed started out today with “Jobs are cutting experience requirements….” Reporting that, “an extra 1 million jobs were opened up to candidates last year with “no experience necessary.’” There is a lot of buzz about the hot job market now with the unemployment rate at a pre-recession low. But what do you do to fill jobs in this economy? As the Daily Rundown suggests you can: Lower requirements.Whether it be experience, education or skill requirements, lowering them can increase candidate pools. I often find that job descriptions have qualifications in them that really aren’t “required” to be successful
“The work of culture building is never done. It’s always a work in progress.” – Adam Grant People were excited about the concert Tuesday night at #SHRM18, but I was giddy about hearing Adam Grant speak that morning. The organizational psychology nerd in me was so excited to hear Adam Grant speak, and his comments did not disappoint. Top takeaways from his presentation all centered around company culture: 1. What got you here won’t get you there. Hire for cultural contribution (if you are a big company). Cultural fit is still important for startups. I think most people miss Adam’s