Horizon Point Consulting

Category: Beyond Work

Beyond Work is our line of resources for people and community leaders looking for something new and innovative outside, be it a new job, career change, or personal development outside of work.

  • What You Should Title Your Job Posting

    What You Should Title Your Job Posting

    The job market is hot right now.  As mentioned in a previous post about targeting passive candidates, there are more job openings now than there are people to fill them.

    So how do you get a candidate’s attention for your job when you post it?  Obviously, some things to consider are where you post it (and hopefully you aren’t just posting and praying) and how you are advertising/boosting your post within those sites.

    But one thing we often neglect to consider is the actual title we place on the job when we post it.  Most often, we just pull the job title that is on the internal job description, but that title may or may not reflect what people are actually searching for in the market.

    So, to make the best decision about your job posting title:

    1. Make a list of the various titles you think would fit the job.  For example, Coder, Programmer, Developer, and Software Engineer could potentially all be a title on the list for a job that requires someone to perform computer programming.  Also, make a list of various qualifiers that may need to go in front of the keyword of the job title.  For instance, in this case, you may also need to use words like “Full Stack,” “Front End”,  “Java”, “Python” based on what specific skills/experience you need for the opening.

     

    1. Next, search for all these job titles you’ve come up with in the job posting board(s) of your choice by your geographic area. What brings up the highest volume of postings? Volume could indicate more people are searching for those keywords, thus more potential applicants.  Or it could indicate that you wouldn’t get noticed by applicants, and therefore fewer applicants because the list is so saturated.  In general, though, you want to be using a job title that will resonate with what candidates are searching for.

     

    1. Taking this information, you then need to do some testing. Take what you believe to be the top two job titles based on your search in number two, and post the same job posting with the two different titles on the same job board. Track the number of hits and applicants you get.  Which one performs better?

     

    1. It is a quality over quantity game. Even though you may get more applicants from posting a job one way does not mean that you are getting more quality applicants by posting it a certain way.  So, do an initial screening to see if the candidates are qualified for your opening to see which title is better.   For example, posting the job title “Developer” may get you a lot of applicants, but may not get you the level of skill you need. However, posting as “Full Stack Developer” or “Python Developer” or even posting as “Software Engineer” may get you the right quality of applicants.  That is why you have to test different titles and see what yields you the best results.

     

    1. In addition to tracking quality in the initial screening, track your quality over time. After you’ve made a hire, is it really a quality hire?  Obviously, there are a variety of factors that affect the quality of hire, but one could simply be the job title of the opening they were for which they were selected.  This is because your job title should reflect the reality of the position and steer people who have the knowledge, skills, and abilities that are a match for an opening.  For example, we have one client where “code monkeys” as they call them are not a good fit for their organization because the reality of the positions they have is that people need to not just know how to code but be able to more aptly be a “Full Stack Developer.”

     

    Making sure the job title reflects what the position really is as well as what will draw attention in the marketplace for the right applicants are the critical factors in determining what to “call” a job when you post it.

    How do you determine if you are posting a position with the right title?

     

     

  • Three Things to Stop and Do When You’ve Made Someone Out to be a Villain

    Three Things to Stop and Do When You’ve Made Someone Out to be a Villain

    Movies, TV shows, and plays- anything that tells a story really- usually create a victor and a villain. There always seems to be a bad guy. And we are all so happy to create and label the bad guy.

    And in our own lives and workplaces, there seems to be this fight for good versus evil.  None of us are or want to be on the side of evil, so someone else must be, right?

    If you’re like me, you’ve villainized at least one person in your lifetime.  I see it so much in one-on-one leadership coaching.  The labeling of someone as bad or the person to blame for all the bad going on is classic victim/villain mindset.

    And in this black and white labeling of character, we’ve also tried to get everyone else to see what a villain he or she is.  Of course, we want to win people over to our side, the “good” side.  And before you know it, we end up becoming the villain in outright pursuit to give someone else that title.

    I’ve found that those who are effective in moving past the victim or victor mentality employ these three strategies:

    1. They create at least three alternative stories or reasons for the actions of those they might want to label as a villain. In a classic sense, this is like saying, “Well, he kicked the dog because the dog bit him.”  There could be any number of things you could come up with, but it helps to breed some level of empathy for analyzing the situation in a more objective manner.
    2. They ask, “Have I done this same thing before?” Often, we are quick to be the pot and call the kettle black. We are often subject to the psychology principle of self-serving bias.  Asking this question of oneself can help with this.
    3. If the person really is the “villain”, having caused irreparable harm to others or the business, they “eliminate” the villain and move forward. Sometimes you can come up with reasons why someone has done something (#1), but that still doesn’t make what they did right.  As long as you aren’t practicing hypocrisy (#2), giving yourself a pass for something that you won’t give another person a pass for, the best way to move forward is to avoid the label of villain, but to make the best decision for you and the business.  Think about the greater whole that is served in your decision.

     

    When have you labeled someone a villain?

  • Targeting Passive Candidates

    Targeting Passive Candidates

    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 even job hunting?

    • Offer employee referral bonuses. Current employees are often your best resource for great talent. They’re going to refer people that they feel are qualified, team players, and hard workers. Afterall, they may have to work with them. If your organization already has an employee referral program, make sure you advertise it to your employees. Send out a reminder to all staff that the program is in place, send out regular updates on what positions are open, and recognize the employee when you make a hire as a result of their referral.
    • Use Linkedin to promote your company and to connect with potential candidates. Make sure your company page on Linkedin is up-to-date and speaks to your company culture. Then start looking for people to connect with that you feel could be an asset to your organization. Reach out to them and let them know that you were impressed with their profile and have some potential openings that you think they may be a good fit for. You may not get a response, but then again you might. And even if they aren’t interested, they may know someone who would be.
    • Attend networking events. Networking is a great way to both get your organization’s name out there as well as to connect with people who may be in the same industry and looking for a new opportunity. Events may include tradeshows, conferences, and local meetups. A few great resources to find events in your area include Eventbrite and com.
    • Sponsor local events. In addition to attending networking events, a great way to get your name out there and garner interest from potential candidates is to sponsor local events. This gives passive candidates an opportunity to see who your organization is and what you do. And it may just peak their interest in your organization. Bring recruiting materials with you that you can hand out and take the opportunity to strike up a conversation with attendees who stop by your sponsor table.

    According to Linkedin.com, 70% of the global workforce is made up of passive talent. What is your organization doing to get their attention?

  • The Power of Pause

    The Power of Pause

    “Patience is the primary virtue needed in order to reach your destiny.” Tony Evans, Detours

    We use the DiSC model in leadership training.  As you can see below, the first question asked of people when they are trying to determine their DiSC style or the style of another without the assessment is, “Are you cautious and reflective or are you fast-paced and outspoken?”  I’m so fast-paced and outspoken, you don’t even need to ask the next question (questioning and skeptical or accepting and warm?). I am a Di or an iD all day long.

    So, it’s obvious that patience is not one of my virtues.   In fact, it is quite contrary to the way I am wired.

    I’m used to driving forward to meet goals without ever pausing to think about is this goal really what I want or need anymore.  This has led to some positive results, but also an increasing inability to enjoy the process of getting there, not to mention stopping to examine if there are better goals to be pursuing.

    This year, I’ve been learning the power of the pause. Through trying to force some things to happen in order to launch a new business we had set out to do this year, I have learned that oftentimes pausing to re-valuate the timing of and need for things is critical.

    If you, like me, have trouble with pausing and patience, here are some things that have helped me self-reflect on whether or not a pause is needed:

    1. Are the right people, circumstances and resources available to drive forward? In my experience trying to launch this business, one of these things fell off, then another, then another. Yet, I was still trying to push forward because I had the goal written down on paper.  When I realized that everything I thought I had at my disposal when I set that goal was no longer there, it was time to pause.
    2. Are you enjoying the pursuit? And enjoying it enough to push through resistance? If you don’t know whether you are coming or going and/or can’t stop and reflect on a few things each day you enjoyed doing as a part of the pursuit, it is probably not right.  Also, if the first “no” and/or questions and skepticism come your way and you cave, it is probably time to pause and question is it worth it?
    3. Are other things put in front of you that need your attention more? A large volume of current client work, a son who needs a lot support and time from my husband and I right now, and my husband being promoted into a role he loves but that is more demanding of his time, I have realized are all more important priorities (sometimes not as fun, but always more important) and have led to the need for pause in this area of pursuit that I thought would be a large part of my focus for the year.

     

    I love this thought by Tony Evans from Detours:

    “Training for greater things always takes place in lesser things.  … always-always-always be faithful where you are..,Far too often, we are chasing our destiny so much that we forget to maximize the location where we are right now.”

    My pause has been such a blessing.  And the pause, I believe, is now making way for this pursuit to, at the right time, become a more fruitful reality.

    How are you pausing to maximize where you are right now?

  • Building Culture When There’s No Building: Remote Workforces

    Building Culture When There’s No Building: Remote Workforces

    Even with today’s technology, many people have a hard time wrapping their minds around the concept of a virtual company. When someone asks me where Horizon Point’s office is located and I respond that we are a virtual organization, I often get some puzzled looks.

    Their first question is usually “If you don’t have an office, where do you work?” And that’s often followed up with something along the lines of “Don’t you miss interacting with other people?”

    Truthfully, I’m always interacting with people, including co-workers, clients, fellow HR professionals, and other members of the community. I just don’t do any of that from a central location. Depending on the day my office is at home, at a client site, in my car, or even at Panera Bread.

    Virtual organizations have unique challenges when it comes to creating a sense of company culture. How do you get your employees around the water cooler when the water cooler doesn’t exist and even if it did, your employees aren’t there to congregate?

    1. Clearly define your company’s mission and core values. Make sure employees know the organization’s mission and core values, speak to them often, and ensure your employees actions are guided by them. Recognize employees when they exemplify your organization’s mission or core values.
    2. Take opportunities to bring your team together, whether in-person or virtually. If your employees are all local, hold regular meetings with the entire team to talk about what’s going on in the company or plan social events to bring them all together. If they are spread out, hold virtual meetings regularly. Give them opportunities to get to know each other and build a sense of teamwork. Come together at conferences, workshops, or other work-related events.
    3. Recognize employees for a job well done. Remote employees still need feedback and recognition. Give them a call to congratulate them or thank them, send them a card in the mail, or even send out regular recognition emails to your staff.
    4. Be there when they need you. Virtual employees can’t just come knocking on your office door when they need help, but you can ensure that you’re there when they need you. Be prompt in responding to their calls or emails. Take the initiative to check in with them regularly. Don’t ever make them feel like you’re too busy to give them your time and attention.
    5. Encourage them to lean on each other. Another way to help build teamwork is to encourage your team to support each other. If an employee comes to you with an issue and you know another member of your team has expertise in that area, connect the two and encourage them to work together to resolve the issue.

    Communication is key to building company culture, whether your employees are all under one roof or spread far and wide.

    For more on remote workforces, read our blog It Doesn’t Matter How and Where Work Gets Done. The Death of Office Space, Office Hours and the Employee-Employer Relationship.