America's Next Top Recruiter

Hiring The Right Sales Person

2011-06-02T15:10:00.009-04:00

Sales is one of the most crucial positions you will ever have to hire for, after all they are not only the face of the company but also the ones that bring in the revenue. The sales field is so diverse and unique that each position requires a different type of personality and set of skills, depending on the company and the products they are selling. Often times candidates are better prepared for interviews than the interviewer themselves, but that doesn't necessarily make a candidate qualified. So the better prepared you are, the better the chance of finding the right candidate you will have.

THE PREPARATION
Before you even think about sorting through the hundreds of resumes that you probably already have in your inbox, you must first take some time to prepare yourself before going into the battlefield. First and foremost you need to get together with your sales team and create an "ideal candidate" profile; deciding what would make a salesperson successful in your company. Just because someone was the #1 sales person at cruise line does not mean that they will be a top seller in your organization that sales computers. So, identify some key players in your team, see what qualities have made them successful, what qualities have hindered them, go through candidates that haven't worked out in the past and see why they didn't last. Once you have created the "ideal" candidate, you can begin the hunt for your next star. After all, you can't find what you need if you don't know what you are looking for.

THE RESUME
Being able to identify and differentiate a good resume from a bad one is a key step in your search for the next superstar. A resume is the first indicator of many things such as communication, but also their attention to detail, written skills, presentation, how they sell themselves, how successful they have been in other positions and employment longevity along with many other things. Reviewing the resume carefully and knowing exactly what you are looking for in your next hire will allow you to only move forward with those that you truly feel will add value to you team. Although a resume is only a limited representation of a candidate, it is one of the most important ones too. So, if a resume looks like they only spent an hour on it; chances are they probably did.

THE PHONE SCREEN
This to me is one of the easiest parts of the process as far as deciding whether or not I will continue on to a face to face interview or not. When you think of a great sales person you think of someone you can click with, someone that's engaging, personable, likeable and a great communicator. If you feel like you have to drag answers out of them during the phone screening, if the conversation doesn't flow naturally, if they are not enthusiastic and spark your interest than most likely your clients that they will be selling too will see them the same way. At the end of the day people don't buy from a name brand they buy from the people they like and people they feel comfortable with. So if they can't sell themselves, you cannot expect them to successfully sell your products/services to anyone else.

THE INTERVIEW
This is where it can get tricky. A lot of people present well, have great personalities and might have relevant experience but might not be the best for your position. Don't be afraid to ask questions and really dig into their metrics; how they measured in comparison to others and really put them in the hot seat. The truth only has one face, so no matter how many different ways you ask the same question the answer should remain consistent. Ask questions that will that will expose synergies, strengths, specifics, situational questions, their drive, their competiveness, passion and accomplishments. But never settle for just a superficial answer; ask what they did to get there, how they accomplished it, what made them different, how they remain competitive, etc... It's a job interview and you are in control, so take control and keep asking until you feel you are satisfied with the answer. The interviewer should only talk 10% of the time; the rest should come from the candidate.

THE DECISION
At the end of the day you can only uncover so much during the hiring process, but the more you can uncover and the more prepared you are to interview, the better off you will be and the more educated the hiring decisions you make will be. So take your time in creating an ideal candidate profile, review resumes very thoroughly, don't be afraid to ask uncomfortable questions, and always remain open minded on where your next superstar can come from. The identifying and hiring process is an important part of finding great sales people but what happens after you hire them? How are you keeping them satisfied, challenged, and motivated? Recruiting goes far and beyond just interviewing. Good luck and happy hunting.

How To Spot Biggest Applicant Lies

2009-12-01T09:43:00.011-05:00

Over the last few years we have seen a significant rise in unemployment rates nationwide, some of the highest in the last few decades actually. To some recruiters this is a dream come true due to the overflow of applicants that they now have, but to the true Talent Scouts this is a complete nightmare. Why? Because now it is that much more difficult to find that top 1%. I have always been a firm believer that a resume is a limited representation of the candidate. So if this is indeed the case, what does this say about them when the majority of the information in their resume is fabricated and/or inaccurate? It says that they are dishonest and they were willing to lie to get the job. Thus, chances are they will be dishonest once they are hired and with the economy being what it is, there are very few companies that can afford the huge expense of a bad hire.

Being aware of the common lies applicants tell, allows you to arm yourself with the knowledge and tools necessary to minimize the chances of a bad hire. Some of the most common things lied about in resumes and applications according to a nationally recognized background screening firm (esr.com) include:

1- Job Title/ Responsibilities: Working in a fast growing call center environment has exposed to me to thousands of people from all backgrounds and walks of life and it seems the more people you interview the easier it becomes to spot inaccuracies, lies and exaggerations. What I have found to be the easiest way to spot these types of "self- proclaimed promotions" is by asking them very specific questions. So if they claim to be a store manager (even if you don't know in specific what they do- you kind of have an idea of what is expected of them) you would ask questions such as: A) How did you measure your team's performance? B) How did you deal with employees that weren't performing? C) What were your individual goals as a manager and team goals? Questions like these should be no problem for someone who has been in the position, but to someone who hasn't its a surefire way to stop them in their tracks. Another easy way would be by checking their references (but this would only work if their references are accurate).

2-Claiming a degree not earned- This seems to be a very common trend nowadays and it it comes in many different forms. The first one is where people award themselves a degree even though they still had credits to complete or only attended for a few semesters. The second one is where people claim to have graduated from schools they never even attended- now that's gutsy because with the internet what it is today and by simply asking some probing questions this is the simplest one to catch. Lastly there are those that simply buy there degree online for "3 easy installments of $49.95". They purchase these degrees from Degree Mills, these "Mills" often offer transcripts and even phone numbers that employers can call to verify that they attended. Talk about committing to your lie. But again, this can be verified by running an education background check.

3-Dates of Employment: No one wants to look like they are a job hopper, inexperienced or unstable so this is something that is common regardless of position or age. If this is not dug up during the interview process than the next easiest way to verify this is by calling references or simply running an employment verification check. But remember if your gut is telling you that there is something not right- than chances are that you are probably right and you should dig, dig, dig.

4-Compensation: Times are tough and its ok to exaggerate a little about your salary history so we can get that nice bump in pay, right? Wrong! There is no excuse for being dishonest, period. Every application I have always seen asks for the desired salary, so why not be honest with what you are looking or hoping to make- if they are qualified and deserve it than chances are they will probably get what they are looking for regardless of what they were making before. But when they sit in front of me lying to me and telling me they were making $50k a year when they only made $30k and are looking to make $60k- this is not only unacceptable but can also cause your company some major bucks.

5- Criminal Background- Different companies have different standards and different tolerance levels on what is acceptable and what isn't in the background checks. One thing I do know is that most applications if not all, specifically ask if they have ever been convicted of a crime and to please specify. So, this to me is their amnesty period in which they need to be 100% honest. If not, no matter how small the infraction if not declared up front is considered dishonest and a possible reason for termination.

These are just some of the things that people tend to lie about in their resumes and applications but as I mentioned before some of these can easily be verified during the interview process by asking very thorough and specific questions, as you should be doing anyways. If a pre-screening/ background check is not in place in your workplace I would highly suggest that you implement one as it is a smart business investment. Remember that there is nothing wrong with trusting as long as you verify.

Six Serious Résumé Blunders

2009-02-16T08:55:00.001-05:00

Résumés are tricky: If done well, they can put you in the running for a job; if done poorly, they end up in the hiring manager's recycling bin. They should be easy since you're just talking about yourself. No one knows your work history, qualifications and skills better than you. Unfortunately, they are hard work.

Making years of experience fit on one or two pages is no easy task. Yet, while there is no one way to craft the perfect résumé, there are some moves guaranteed to hurt your job hunt.

Here are some résumé blunders you should avoid at all cost.

1. Forgetting the employer
Although the résumé is about you, it's not for you. After all, if you were the intended audience, you wouldn't bother sending it out. The résumé is meant to show prospective employers why you're the perfect match for the job. They want to see the skills, experience and qualifications mentioned in their job postings. If you have skills that don't line up exactly with the position but you know are transferrable, make that clear in the résumé. Don't assume they'll infer what you mean, because if they don't, you won't be considered for the job.

2. Not using keywords
Keywords, like career summaries, are signs of the time. Today, many employers use software to scan submitted résumés for keywords that suggest an applicant is a good match for the job. Although you won't know which exact words the software is looking for, a job posting can give you a good idea. Incorporate phrases and terms from the posting, and see what words reappear in several industry ads. Concrete terms such as "infrastructure development" and "strategic planning" will fare better than generic phrases like "hard worker" and "team player."

3. Using an objective instead of a career summary
An advantage of updating your résumé regularly is that you can not only update your skills and accomplishments but also its format. For example, just five or 10 years ago most résumés included an objective at the top. These days, the career summary has taken its place. Like an objective, the summary should give the employer an idea of who you are, except it allows you to focus more on your experience than on your goals. You can briefly mention your career highlights, including past roles and your strongest skills.

4. Not proofreading
Typos and grammatical errors on a résumé are the textual equivalent of showing up at an interview chewing gum and wearing tennis shoes. A résumé full of mistakes suggests you care neither about the quality of your work nor the impression it makes. An employer wants someone who produces exemplary work and will be an excellent representative of the company.

5. Lying
Embellishing is a common practice that rarely impresses hiring mangers because they've seen it all. They know "childcare leadership executive" means "baby-sitter." Outright lies, however, have no place on a résumé. For one thing, it's not hard to verify any information you put down, so you could get caught at any point between submitting your résumé and getting a job offer. Plus, it's a small world, and the truth has a way of coming out when business associates bump into one another at conferences. If your boss mentions your name to your supposed former supervisor only to be told you never worked there, you could get fired.

6. Not keeping up appearances
Before an employer even reads your résumé, he or she forms an impression based on how it looks. It's a snap judgment that can't be avoided -- after all, don't you immediately zone out when you receive an e-mail that's one huge block of text? Make your résumé visually appealing by using bulleted lists, plenty of white space and subheadings. Also, avoid fonts that are full of distracting swirls and colors. It doesn't matter how well-written your résumé is if no one wants to read it.

Anthony Balderrama is a writer and blogger for CareerBuilder.com. He researches and writes about job search strategy, career management, hiring trends and workplace issues.

Copyright 2009 CareerBuilder.com. All rights reserved. The information contained in this article may not be published, broadcast or otherwise distributed without prior written authority.

By Anthony Balderrama

From Good To Great Recruiting

2008-10-28T12:56:00.007-04:00

"The World Makes Way For The Person Who Knows Where They Are Going"-Anonymous

As recruiters- whether for a staffing company or corporate recruiter, we guard the gates of our companies by choosing who gets to join our team and who doesn't. We have the power to create and dictate who we bring on board, how we set the hiring standards, as well as the tone and professionalism of our work environment. But, it is not ever enough just to be a good recruiter; you have to be a great one in order to differentiate your company and yourself in the today's market and to assure that you are only hiring the "Best". Why settle for being a lamb when you can be a Lion and dominate. The way we dominate is by having a strategic and competitive edge; we get that edge by attracting, hiring and retaining the best talent available. In order to succeed in this competition for talent, we must do five things before each interview:

Come up with five reasons why your company is amazing to work for. Think of reasons why you are at your company when there are so many others to choose from.

Come up with five reasons why you are great at what you do. Confidence is key for the person looking for a job, but it is even more important for recruiters, because we are selling a potential superstar on joining our company.

Empathize with the person you're interviewing. Look over this person's resume with admiration and respect and ask yourself: what is something about this person I can respect and admire? Do not start your interview until you come up with at least 5 reasons. (He/She is a leader, President of Student Body, likes to travel, etc).

Remember your success stories. View your greatest hires as your own children whom you have seen grow up and become successful. Think of your best hires and how well they are doing for the company. Think of how great it makes you feel that you have had such a great impact on the company.

Get excited: stand up straight, put your shoulders back, take a deep breath, smile and get yourself so excited about working for your company that when you shake your applicant's hand for the first time he feels that they finally found the job they always wanted.

Passion and profits go hand in hand, and things work best when you are at your best. Be your best every day by incorporating these five exercises into your routine and you will see everyone at your company profiting from your experience.

The Passion of the Resume

2008-08-11T17:18:00.025-04:00

"One person with passion is better than forty people merely interested."—E. M. Forster

Aristotle once said that, "All human actions have one or more of these seven causes: chance, nature, compulsions, habit, reason, passion, desire"; and it is those whose actions are driven by passion, that reach the unreachable and create the unimaginable. It is their passion for what they do, to succeed, to be the best, and to never give up on themselves that allows them to persevere regardless of adversity. But it is only when we understand what passion is and can identify that quality within us that we can begin our search for those candidates that posses it.

Passion is what drives us to be the best, it is what makes us challenge ourselves and forces us to take the next step in our lives. How do you know if you are passionate about what you do? Take a look at what you do and see if every day you push yourself just a little more, if every day you do something that makes you just a little better, and if every day you go above what is expected of you; not out of fear but out of pride and a sense of fulfillment. Take my HR Manager (Miguel Arguelles) for instance-- he was the first student in his high school to get accepted into Harvard having come from Cuba only a few years prior, was promoted to his position of HR Manager at the age of 22 and within his first year of being fully employed here at Inktel Direct, and has made many drastic changes in our company which helped us win the "Best Company to Work for" Award in 2008. A person with this type of passion is what we all need to be looking for with every hire. By learning how we can identify passionate candidates before they even walk through our doors, we can start improving the quality of our placements.

Identify passion in a resume
As the Corporate Recruiter that is responsible for staffing all exempt and non-exempt positions for our three locations , I receive hundreds of resumes per week and have undoubtedly developed my talent for spotting passion in them. Although a resume is a very limited representation of the candidate, most of the time it is a very accurate representation. So, when reading a resume be sure that you pay attention to everything from the email address to the layout; the content that the candidate displays on their resume tells you more than just their work history. With that in mind, here are a few of the things you can look for when in search of "Passion" in a resume:
1) They are member of industry related groups and associations- This shows that the candidate takes initiative and an interest in staying up to date with what's going on in their industry. Use this as an opportunity to further explore their reason for choosing to join that particular association/group and also make sure that they joined on their own and not because it was required or because their last employer gave them a free membership. You may also want to make sure that they play an active role, just because you are a member doesn't mean that you necessarily attend the meetings and events.
2) They list extracurricular activities pertaining to their field- People who love what they do usually spend a lot of time at work--so for someone taking the little bit of spare time that they have and using it to take part in extracurricular activities such as networking events, seminars, and gatherings is someone who is not only passionate but dedicated as well. But again, just like #1; you want to make sure that it was not mandated. Find out why they chose those activities and how often they do it.
3) Show continuous growth in the employment history- Again, passion is what drives us to be the best at what we do and someone who is passionate about what they do will undoubtedly continue to grow and excel in their careers. But make sure that the growth shown in the resume makes sense and it wasn't a matter of them just being at the right place at the right time or that the growth wasn't based on length of time at the employer. Keep in mind that different companies promote based on different merits.
4) List accomplishments instead of duties under each employer- This to me is the simplest of all signs to look for. A passionate person is obviously driven to continuously go above and beyond of what's required of them and therefore have probably accomplished a lot throughout their careers and what better opportunity for them to showcase those accomplishments than in their resume. Use the accomplishments that they list to prepare you for the next step in the process, whether it be a phone screen or an interview. Asking questions and breaking down their accomplishments to the smallest fact will allow you to trim all of the fat in the resume and get to the core of how passionate they truly are and how much they really have accomplished.

5) Have a consistent work history- I have come across so many people that have been in the call center industry for so many years, but not because they love it or they are passionate about it but simply because that's all they can ever find or its where they are the most comfortable. So, when you are revising the consistency of the work history make sure you keep #3 (show continuous growth) and #4 (list accomplishments instead of duties) in mind. The combination of those three qualities will assure that you find someone who loves what they do and are passionate about their career.
6) Clear and specific objective of the career they are pursuing on their resume- This is directly related to #5 (have a consistent work history) and pretty much ever other factor on this list. The objective shows us that the candidate knows what they are looking for and why they are looking for it. Even though someone has been in the same industry or field for a long time, that doesn't necessarily mean that it is what they are pursuing, what they are good at, or what they are passionate about. So be sure that their objective is a clear reflection of their accomplishments, work history, and most of the content on their resume.

7)Little to no gaps of employment- We have all come across those candidates that have a great resume, great education, and great companies that they have worked with; but then comes the much dreaded and mysterious employment gap. This should not necessarily disqualify a candidate but a lot of the times it is a red flag for you to be aware of when proceeding. Be sure to fully investigate any gaps of employment, this is where a lot of the times candidates truly show whether they love what they do or not. People who have been successful and have excelled in their career, don't just "take a break" they want to instead do everything possible to keep moving up and continue to grow.
8) Layout and Resume Format- This is basically resume reading 101. A lot of us seem to forget that it is not only the content of the resume that's important, but also the way that it is presented. One of the questions I love to ask candidates is "How much time did you spend on your resume?", it almost seems like a trick question but all I am doing is making sure that it was them that prepared their own resume, and that they didn't just put it together in 3o minutes-- like I've heard many times. My resume for example, has been a work in progress for the last 8 years and it is something that I continuously revise and update; as we continue to grow and develop, our resumes should reflect the same. So pay attention to the fonts used, spelling and grammatical errors, layout, colors (if any), uniformity of font sizes, verbiage, and the layout they choose (an executive's resume should not look like a high school resume).

As helpful as these tools may be, keep in mind to apply these tools within the context of the individual you are pursuing, since one size does not fit all. Using these tools is not going to guarantee you the perfect candidate but it will help you distinguish those that are passionate and teach you not to settle for any less. Take it upon yourself to decide what passionate means for you. Remember that finding passion in a candidate does not stop at the screening of a resume. It continues on to the interview process and even after they are hired. But it is the development of being able to identify this trait, starting at the screening of a resume that can make you a better recruiter and assure a more solid placement.

Effective Leadership

2008-07-31T10:40:00.012-04:00

"If your actions inspire others to dream more, learn more, do more and become more, you are a leader." -- John Quincy Adams

You cannot manage a soldier into combat-- this is something that my CEO (Ricky Arriola) at Inktel Direct, firmly believes in. As a former Marine who served in Iraq and Afghanistan, I can tell you first-hand that this is the absolute truth. The same principles that I learned as a leader in the Marine Corps can be applied now as a business professional. The inspired employee acts upon the motivation he finds within through the influence of another; while the managed employee finds his motivation through external factors (e.g., money, manager's requests, incentives). As leaders in our industries we must learn that in order to be successful in what we do, we must help those whom we lead be successful at what they do. To accomplish this, a leader needs to not only lead by example, but also be courageous, trustworthy, and respected.

Courage
Think back into history, and think of those great leaders that inspired the masses and forever changed the world; Winston Churchill, Martin Luther King Jr., John F. Kennedy, and Ronald Reagan . What quality did they all have in common? They all had courage. Courage is not the lack of fear but instead the ability to successfully perform with the presence of fear. So be courageous and take risks without the "what if I fail?" mentality and instead replace it with "what if I succeed?"mentality and encourage others to do the same. As a leader, you have the ability to set the pace and the tone of the environment in which your team operates in. If it is one of fear, then people will become risk averse and therefore limit themselves for fear of failure. But if it is one of courage and confidence, then your team will continue to grow and surpass expectations by having the courage to take risks and learn from their mistakes.

Trust
You cultivate trust by establishing boundaries within which you allow others to perform and have certain freedoms (think creatively, take risks, and make decisions) as well as obligations (in which you hold your staff accountable, encourage them to speak the truth and allow them to learn form their mistakes). It is very difficult for people to be productive when they are driven by rules, nor can they be effective when chaos resides and they have no boundaries. You must continuously instill your confidence in your team to be successful within those boundaries while holding those who are not performing accountable without undermining their abilities. In an environment where people feel they are trusted to operate, they will perform their best and take pride in their work. So trust in your ability to lead and trust in those whom which you are leading.

Lead By Example
Just as it is important for you to trust your team, it is important for your team to trust in you. To have a team perform at maximum capacity whether you are there or not, you must keep a "Do as I do" and not a "Do as I say" mentality. A team needs to feel confidence in their leader's ability to perform and ability to lead. You must never be afraid to roll your sleeves up and get your hands dirty. So, take the initiative, have a hands on approach and take smart risks that others would be afraid to take; this will show others that you have the ability to do what they do and teach them based on experience. Always keep a cool head and take the time to teach and help those who need it. Let your actions speak for themselves.

Respect
Treat people the way you want to be treated-- is something that we have been taught since we were children, and yet somewhere along the line, we have forgotten this "Golden Rule". We need to understand that a leader inspires respect and admiration, this is in no way a feasible task if you don't treat others with the same respect you would like. Respect is something that is earned and not given, and you earn it by encouraging others, by teaching and helping those who need help, and by making sure that every action you take are ones that inspires others to succeed despite adversity.

Many question whether leaders are born or made, I believe that there is a mixture of both. To become a great leader you must first be a great follower and it is through learning and allowing to be taught that you can be made into a leader. As leaders we have the ability to change people's life both personal and professional. And even though there are many more qualities that make a successful leader, master these four basic qualities and you will see tremendous improvements in your team's performance and quality of work. Take pride in your position and have confidence in your abilities and always inspire others to dream more, learn more, do more and become more.

What else does it take to K.E.E.P your employees satisfied?

2008-07-24T11:54:00.014-04:00

"People work for much more than a paycheck."

Having extensive recruiting experience in a fast paced staffing firm (Robert Half International) and corporate call-center environment (Inktel Direct), I have learned that most employees are looking for common elements from the people they work for. People, regardless of position, seek a good "Relationship with their manager", "A positive work environment", and "Praise and recognition". Successfully combine these three elements and implement them effectively and you have created the foundation for a great retention strategy.

It is obvious that these crucial elements have little or nothing to do with compensation. Instead they remind us an important fact: People work for much more than a paycheck. People not only want their jobs to be a source of income but a source of attaining pride, professional development, enjoyment, and acknowledgment of their skills and efforts as well. With this in mind, I would like to introduce to you a retention-boosting method that I came across a few years ago, simply called K.E.E.P.-Kudos, Excite, Empower, Promote. Sounds simple right?

Kudos- Offering kudos to an employee who is meeting or exceeding expectations is a simple, effective, and inexpensive way to recognize their efforts. An employee who is constantly encouraged and continuously feels appreciated is less likely to leave. Just remember that what might be considered as a reward for one employee might not be the same for another. So, make sure to make the rewards meaningful to each individual employee. A few ways to offer kudos may include: Public recognition, an email, a "thank you" or "good job", a note of recognition or any other simple gesture of recognition.

Excite- As managers, we have the ability to set the mood and the tone of the environment that we work in so keep this in mind each and every morning as you are walking in your office. Creating a positive and rewarding corporate culture is essential for generating excitement. Remember that the more people are excited and enjoy coming to work the less likely they are to seek employment elsewhere. Here are some ideas to generate some excitement in your environment: Have a positive attitude, provide your employees with assignments that are achievable yet challenging, frequent praise and recognition, and share the company's successes with your staff so they know their hard work is paying off.

Empower- Trust your employees and give them their space to perform their jobs competently. The more empowered and trusted they feel by you, the less likely they are to leave. Most employees are on the never-ending search for autonomy and the ability to make impacting decision; meet these needs and you will create an undeniable sense of loyalty. Here are a few suggestions for "empowering" your employees: Be open to suggestions and act on them whenever possible, reward smart risks along with result, foster creativity and teamwork, and show confidence in your team's ability to make decisions.

Promote- The key to any successful retention method should be a structured program that provides and nurtures professional growth and development for employees of all levels. If your employees feel that they have hit a "Glass Ceiling" with the company, then the next logical step would be towards the door. So when possible always try to promote from within, help employees develop career plans with the company, set up a mentoring program, help employees achieve their goals.

Happy employees that enjoy coming to work everyday are the key to any successful organization, so remember that creating a positive company culture is mutually beneficial for you and your employees. Many times we assume that our top performers already know they are doing a good job, but don't make that assumption; a small gesture has the ability to go a long way. A simple thank you or a brief email can motivate someone to keep trying their best not only at work but at other things too. Try and take a personal interest in your employees and don't ever take someone's hope from them, because for some-- that is all they have.

How to Keep Your Best People

2008-07-17T10:41:00.004-04:00

"Statistics say that 22% of high value employees often think of quitting, 20% would leave for a similar position and 13% are looking for a new job right now-- or at least as soon as the economy recovers." (humaneticsllc.com)

Hire right
Who do you blame when a new employee doesn't work out? It may surprise you that the majority of executives blame themselves. Or, to be more specific, they blame their hiring procedure. Therefore, the first step on your mission to control the turnover rate is to re- evaluate your company's hiring practices and policies. Here a re a few tips to keep in mind:

Identify your needs
Understand the work flow and when peaks occur, so as to know when you are more likely to need more employees and for how long. Also, take some time to evaluate the collective skill sets and personal attributes of your staff and decide if there are any proficiency gaps to fill. Take your time before you begin interviewing-- to determine exactly what it is that you are looking to hire for and what specific skills you need out of a candidate for you and the employee to succeed. Create a specific and detailed job description for each position-- be sure to include core competencies and duties that speak to your target audience.

Be rational
Overstating your needs might get you a candidate, but chances are the candidate is not going to last very long. Honesty is always the best policy, especially when it comes to hiring. So be sure to be candid about the company, the position and the opportunities ( short and long-term). This will assure that you will find the right candidate and that they are joining you team for the right reasons.

Don't ignore your employees
Previous studies have shown that candidates hired under the recommendation of current employees are more likely to stay longer than those who come on their own. Current employees know the organization and are less likely to risk their reputation by recommending someone who is not going to work out. They are also more likely to speak honestly about the company and the opportunities and therefore attract the candidate without the "sales pitch" that hiring managers usually use.

Rehire a previous employee
The advantage of rehiring a former employee who left under favorable circumstances, is that you already know the caliber of work to expect from them and the learning curve is substantially lessened. Aside from that, you also already know how to coach that employee best and how they will fit in with your current employees. So don't shy away from rehires, instead keep an open mind and place them back on your team with a strategic mindset.

Provide exciting incentives
Incentives can be anything from allowing people to take an extended lunch break to perhaps even leaving early. Loving the feeling of being a winner is something we can all relate to. Providing something to work towards will allow for employees to feel motivated to take that extra step or to make that extra call, simply because they know there is something additional waiting for them at the finish line. Other incentives can include things like, tuition assistance, casual dress days, and additional vacation time. Remember that people work for much more than a paycheck.

Start off on the right foot
Make sure that all new employees are fully aware of their duties the company's organizational structure, and what is expected of them. You cannot possibly expect someone to live up to your standards if you do not make those standards clear form day one. So, be sure to take a look at your new-hire orientation process, and make sure that it is up-to-date and effective. If you set the right pace from the beginning, you will ensure that your new employee will be performing at their very best.

Keeping your best employees is essential to your organization. These are the employees that make you look good and keep your organization oiled and fine tuned. So be creative, innovative, and exciting when thinking of new retention methodologies. And keep in mind that your employees (whether they are the best or average), are the driving force behind your business; so take the time to acknowledge their efforts and let them know that their loyalty and hard work is appreciated. You will be surprised how the little things can sometimes make the biggest difference.

Simple Steps to Better Recruiting

2008-07-11T16:40:00.000-04:00

"The best changes often start as a single, simple thought. Think big, and discover the ways to make your dreams real."-- Anonymous

There are only 175,000 US Marines in the entire world (which is about a quarter of the size of the US Army), yet they are known as the "best of the best", "the few the proud" etc... They have attained the reputation because, they don't allow just anyone to become a Marine, and those who do become Marines share a common passion and a sense of pride for what they do. With the limited amount of personnel that they have, they have achieved things and made victories possible that might have not otherwise been achievable if it was not for them.
That same mentality of being the best, and only hiring a selected few can be applied to any company in order to make it successful in today's struggling economy. But to attract the best you must market yourself accordingly and strategically as well as have an aggressive plan of attack to help you achieve your goals. So in today's posting we will cover a few simple steps that we can take to assure that we are filling our open positions with the best talent possible.

Step 1
Improve your candidate Pool
Complacency is one of the worst habits that a recruiting manager can pick up.It occurs when we get used to applicants walking in to apply and all of a sudden we stop searching for the ideal candidate and settle for what's in the "pile". A candidate pool is not simply having a bunch of applications handy for any give position, but instead having a few strong solid candidates that you have already screened and believe are the best for the job and are ready to start at the drop of a dime. Having a solid pipeline can make the difference between being the best recruiter and just being average.

Step 2
Look Internally for the Ideal Candidate
A lot of the times we get so caught up with looking through the "Careebuilders" and the "Monsters" that we forget that we already have a source of applicants that have already proven their loyalty, work ethic, and responsibility to you. Allowing current employees to apply for your openings will help boost morale and show that there is potential and room for growth in your company-- which in turn is a marketing tool for you company all on its own. Give potential internal candidates a chance. It is a great opportunity to get to know your employees better and for them to learn more about your organization and its needs. A lot of the times a good fit can be found between your needs and theirs.

Step 3
Be Known as a Great Employer
Employee practices for retention, motivation, accountability, reward, recognition, flexibility in work-life balance, promotion, and involvement are all key factors needed to be a great employer. If as an employer you are continuously practicing these things, they will give your employees a sense of pride in who they work for, as well as a sense of loyalty which in turn will allow them to spread the word about how much they enjoy working for you. A company's reputation is a sensitive thing. It can take years to create and only seconds to destroy, so it is just as important to maintain a strong reputation internally as it is externally.

Step 4
Use your website for Recruiting
Your company's website is one of the most overlooked recruiting tools now a days. It is important for us to understand that when we are interviewing top candidates, they are interviewing us as well-- just as we want to know about their history, stability, and reputation; they want to know about ours. Which is why an updated and attractive website is such an important part of the recruiting process. How can you possibly ask a candidate what they know about your company, if your website hasn't been updated in months or sometimes even years?

Being an average recruiter should never be an option, otherwise you or your company will never join the ranks of the "Selected Few". Keep that "best of the best" Marine Corp mentality and constantly apply it to everything that you do. Do it because you want to improve yourself and be the best at what you do and not so much for the recognition. Recognition will come with time, but the sense of accomplishment and pride in what you do will remain constant.

Good luck and happy hunting...

Inpirational Words from a great man

2008-07-07T10:58:00.000-04:00

“It is not the critic who counts, not the man who points out how the strong man stumbled, or where the doer of deeds could have done better. The credit belongs to the man who is actually in the arena; whose face is marred by the dust and sweat and blood; who strives valiantly; who errs and comes short again and again; who knows the great enthusiasms, the great devotions and spends himself in a worthy cause; who at the best, knows in the end the triumph of high achievement, and who, at worst, if he fails, at least fails while daring greatly; so that his place shall never be with those cold and timid souls who know neither victory or defeat.”

Teddy Roosevelt speaking at the Sorbonne in 1910, but he could have just as easily been speaking to you.

Importance of Online Networking

2008-07-03T14:20:00.000-04:00

Importance of Online Networking

2008-07-03T10:58:00.000-04:00

In today's world of continuous technological advancements, it is our job to assure that we stay up-to-date with the newest methodologies of how to not only increase our network but how to manage it as well. As managers, recruiters, and executives we need to be aware of how important it is to have a solid network; not only an online network but a personal social network as well. With today's economic downturn it has become as difficult as ever to sift through the hay and find that one needle in the haystack, and even more difficult to create that sense of desire in that one candidate that we do want. So what can we do in order to create that sense of desire in these candidates? How do we find them? And how do we know if they truly are what they say they are? Having a solid network allows for a number of different advantages and can answer a lot of those questions. Here are just a few of the benefits to a strong network.
1) A wider range of talent- Creating a targeted network will give you access to employees who are currently working and have a proven track record of performance. These candidates are also known as "Passive Candidates"--- which simply means, candidates who are currently employed and are not necessarily looking for employment. These can be some of the most difficult employees to attract, but if you do your due diligence and put in the extra effort, I can assure you that your hard work will pay off.
2) A stronger referral source- This is the best way to find a great employee, simply because you get insider's info to the people that are being referred. You also have to keep in mind who the referral is coming from, of course. But its like I always say "good people know good people". How do you generate referrals you ask? Simple, if you have a large online network, all you have to do is send out an email to everyone asking if they or anyone they know are interested in your opening and let them do your work for you.
3) Company Branding- This one is an important one! Company branding involves increasing your company's presence and reputation in the marketplace. Think of Google, Apple and Microsoft; these are some of the most desired companies to work for. They are constantly on the news, advertised and written about thus creating a permanent brand in our heads that we are not likely to forget. This should be your goal, to create that desire where you have people in line just waiting to come and work for you. This can be done by increasing your network, college presence, online presence (blogs, networks, online presentations, social groups, etc...), and taking an active part in local organizations. You want people to think of your company on a regular basis and you want them to see your brand everywhere they look.
4)Personal Branding- This is just as important as Company Branding. You are solely responsible for creating a reputation for yourself. The more well-known you become, the more well-known your company becomes. As a recruiting manager (either working as a corporate recruiter or Staffing Firm) you are the face of your company and candidates and outsiders will always relate the company to you and who you are. This has two major benefits---1) With so many companies doing so many layoffs, we need to always be prepared to take that next step in our career in case we are the ones in an unfortunate situation. And there is no better way to be prepared than to already have a solid relationship established with other hiring managers in your industry. 2) You want to make sure that if someone is looking for work or is looking to help a friend, you want to be the first person to pop into some one's mind and have them referred to you, and therefore continuously generating a source of referrals.
5) Staying abreast with Industry trends- With so many new resources, social networks, and advances, we need to make sure that we are on the cutting edge of the recruiting industry. Think of it as a computer, every few months a faster, cooler sleeker computer comes out; the same thing applies to us. If you are recruiting the same way that you were recruiting back int he 90's or even last year-- than you my friend are missing out and losing the best talent to your competitors. The best way to use you network to stay abreast of the industry and its trends is as easy as joining an online industry related group/s and trust me when I tell you that there are hundreds to choose from. Don't be an outdated recruiter.

Just like anything else in life always remember that when you are planning to establish your network do it with a purpose, decide what image you want to portray and what your ultimate goal is. Also keep in mind that there are hundreds of social sites out there, some good and some that are not so good. So, take your time and do some research on which one's would benefit you the most and which one's will help you reach your ultimate goal. Start off slowly, join your top site and dedicate 10 to 15 minutes a day to it, once you have established a solid network and feel comfortable managing it, do some more research and see what other site you can use in conjunction with the one you are already a member of.
Remember, this takes time and will not happen over night-- but the benefits that you will get out of this will be endless. Recruiters are the faces, representatives, sales people, hiring force, social gurus, and experts of their company. So do your part and keep growing and developing yourself and your network. At the end of the day, you are responsible for your success. Good luck and I hope these tips are helpful.

The Purpose!

2008-04-25T10:57:00.000-04:00

This blog was created for any and all recruiters who want to stay up to date with recruiting trends, methodologies and ideas as well as those who want to share their knowledge and experiences in recruiting.
Please feel free to make any suggestions on articles about recruiting or trends that you would like to read about and I would be more than glad to do my research and post it up. Happy Reading!