So you read my previous article called, “3 Ways To Kickstart Candidate Flow,” and you’ve already done those things. Still struggling? Here are 3 more things you can try for better candidate flow.
No Candidate 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!” What do you do now? Start with these 3 tips.
A company’s Recruiter Brand is a statement or representation of what a company values internally. What’s your recruiter brand? Where will candidates find it? Here are some tips for building an effective recruiter brand.
You’ve seen how The Favorite Employee seems to get the breaks. He doesn’t get fussed at like you do. He gets time off when you don’t,. He gets left in charge when the boss is away. Wish you were The Favorite Employee? Here are four things you can do to be The Boss’s favorite, 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...
Your ads are swimming around out there in an ocean of messages, competing for each and every view. It’s tough! That’s why the winning ads aren’t the ones with all of the fancy jargon and corporate fluff. They are the ones that get the clicks. Here’s how to write job ads that win.
When your employees’ values and your company’s values are not in sync, the two often part ways. So what creates a values mismatch? It’s usually because we don’t make a good match in the first place. So let’s look at how we can craft a hiring process that creates as solid values match with each candidate.
Can you imagine the Brady Bunch without Alice? Those people would completely fall apart. 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 today?
Before you even write the ad, odds are that you have the right person in mind. So, why write an ad to every job seeker on the web, when you could write directly to the ideal candidate? This is called targeting through content and it really works. Here are some tips for writing job ads to only one person – the right one.
“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.