3 MORE Ways To Kickstart Candidate FlowWhat Do I Do Now? So you read my previous article called, "3 Ways To Kickstart Candidate Flow," and you've already done those things. Still little to no flow? What do you try now? By the way, if you didn't read that article,...
3 Ways To Kickstart Candidate FlowNo Flow? Your supervisor is ringing you up saying, "We need widget-makers on night shift bad! We got nothing coming in and more just left!" You promise to see what you can do even though you're not sure where to get more...
Build A Recruiter BrandWhat Is A Recruiter Brand? In short, a company's Recruiter Brand is a statement or representation of what a company values internally. Just as it's marketing or consumer brand is a statement of what it values externally. And while these two...
You’ve seen how The Favorite Employee seems to get the breaks. The Favorite Employee doesn’t get fussed at the way you do, gets time off when you don’t, and gets left in charge when the boss is away. Yep, The Favorite Employee has it pretty good. Wish you were The Favorite Employee? In this article, I’ll tell you the four things you can do to be The Boss’s Favorite Employee, and it’s not rocket science.
Advertise For The Right People. Train The Right Employees. Do You Advertise For The Right People? Belief Drives Behavior What human beings do is determined by who those human beings are. Who they are is determined by the things they believe. Let that sink in...
Write job ads that win. You need people to respond to your ads so you can interview and hire them. Just knowing about your openings isn’t enough.
When your employees’ values and your company’s values are not in sync, the two often part ways. So what creates a values mismatch? Most values mismatches happen because we don’t make a good match in the first place. So let’s look at these values from the one perspective that we can influence – the hire.
Can you image the Brady Bunch without Alice? Seriously, those people who completely fall apart without her. She might as well skip the Housekeeper title altogether and just be the Vice-Parent in Charge of Domestic Operations. How would the Bradys advertise for someone like Alice? What would that job ad look like? Would it resemble job ads the way we write them in our companies today?
We all want to feel special, especially when we’re buying something. And, make no mistake, applying to your job ad is buying something. The job seeker is transacting with you and the currency is his or her contact information.
“I wish I had time to focus on retention.” How many times have you said or heard that one? The truth is that you’re probably never going to get the opportunity to focus on retaining your employees. Retention is more like guerrilla warfare. It’s affected through occasional remembrances and seemingly random acts of thoughtfulness.
Regardless of how much we would love for Facebook Ads (or any ads for that matter) to be the miracle cure for all our recruiting ills, we must remember who we’re ultimately dealing with – people. Yes, three-dimensional, thinking people. And as long as people are at the end of our advertising process, we will have to engage and woo them if we want successful results.
Of all of the places where we place job ads, Craig’s List is one of the most colorful. There is very little law in this here town and survival is often determined by who has the fastest gun.
Now, what if you not only got credit for all of the hires, but also for the applications? What if you got credit for everyone who wrote down the phone number or email address you listed in the posting? In fact, what if you got credit for everyone who just read the whole thing?
I call it the Exodus Cycle and it’s all too familiar to Hiring Managers these days. If you’ve been in the hiring business for any time at all, you’ve probably experienced it in some form. In this article, we’re going to take a look at it and I’m going to share some things I’ve learned that might help you break the cycle. Or, better yet, avoid it altogether.