How to Onboard an Employee: 3 Crucial Steps

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See the original and full article at www.techrepublic.com By 

When most people think of onboarding, they think of paperwork, mandatory training sessions, and small talk. However, the onboarding process is much more than a formality for a new hire—it’s the first impression of the company.

If an employee isn’t shown the ropes, given information, or properly welcomed, then they won’t feel a reason to stay. Nobody wants to feel clueless or unintelligent in a job position, nor does anybody want to feel unwelcome. Instead, they’d rather leave.

Weak onboarding not only hurts the employee but also the company. Losing employees affects the longevity of the company, if an employee ends up leaving their position because of bad onboarding procedures, then the organization just wasted a lot of time going through the hiring process and bringing on someone new. Unless companies fix the way they onboard, then they will just keep unproductively cycling through employees.

Here are three steps for onboarding success:

1. Send a Welcome Message

You should want the new hire to feel welcome right off the bat. For the company as a whole, a quick email is a great option. However, the employee’s individual team or department should do something a little more personal. If you were involved in the employee’s interview process, maybe single out a trait they displayed that could serve them well in the position.

Current employees and managers should also show the employee around the office. Make sure they know where everything is, from bathrooms to vending machines. By establishing that the team is friendly and accessible, the employee will feel less nervous, and most importantly, cared about.

2. Provide Resources

Starting a new job can lead to information overload. While they are getting their feet wet, act as a guide. Point the new hire to formal and informal resources. If the employee is starting a position you are familiar with, consider offering advice based on your experiences, or establishing someone as a good reference point for the position.  Any sort of useful tool to help an employee feel more prepared is worth sharing. Employees should also share the company’s mission with the new hire, so they are exposed to the goals of the office.

3. Be Available

Transitioning to a new company is a process. Just because someone has filled out the paperwork and is sitting at a desk doesn’t mean they feel at ease. Make it clear that you care about them and their success. Check back in periodically to make sure they are doing alright.

You should treat the new employee as you would want to be treated yourself. So based upon your previous experience—what you liked and what you didn’t like—that’s how you need to treat a new employee who’s coming into the organization alongside you.

See the original and full article at www.techrepublic.com By 

Hiring In-House or Outsourcing? Which One Is Better?

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Organizations have always struggled with trying to find the best hiring practices to find employees that suit their needs. With the stunning growth of the “gig economy” more and more businesses are considering the use of contract or freelance employees to meet their needs. While there are many advantages to hiring freelancers, there can also be disadvantages. But the same can also be said for full-time employees. So how do you choose?

What are your Needs?

The primary factor in deciding whether to hire in-house or to contract a job out will be the needs of your company. Are you looking for a one-time software installation project or a long-term data analyst? Evaluate whether your project is something that will be completed in a short period of time or if there will be an ongoing need. Many freelancers and contractors are also willing to contract out retainer services so that you can keep working with them long-term. This is especially useful if you need a specialist, but only for 8-10 hours a month. If you’re having trouble finding quality talent, outsourcing can help you get the expert you need for a short-term project.

What can you Afford?

Is your company able to provide a full-time position with benefits and everything that goes along with it? If not, you may want to stick with a contractor. On the other hand, depending on what you need to be done, contractors can be extremely expensive. Part of the reason is that they need to build the overhead costs of looking for jobs and other administrative tasks into their hourly rate. They might only be “working” on projects for 30 hours a week, but they’re also spending 10 hours communicating with clients, handling their billing, and reaching out to find new work. Their prices may be higher, but then, if you’re only paying them for 10 or 20 hours’ worth of work, it may work out for your benefit also.

Are you Flexible?

Do you need an immediate response to issues? In that case, you might be better off hiring in-house, as employees are going to be available during their scheduled shifts. With contractors, they often look to freelancing to afford them flexibility for travel or personal reasons. They might be out of the office for weeks at a time if they have no current projects and can sometimes be hard to get in touch with if there is a problem. If you’re not likely to have any urgency and have clearly defined deadlines, say for writing an annual report for investors, you should have no issues using a contractor.

Can you be Patient?

When working with freelancers, you are generally not their only client. And they will often prioritize the work that they do based on how much they value the clients. Factors that determine this value are how much they’re being paid, are they likely to have future work, or are they, long-term clients. If you’re just starting with them or have negotiated their rate down a bit, you’re probably not going to be at the top of the list, so a project that should only take 4 or 5 hours might not get done for several days. If you want things done right away, you may want to stick with an in-house employee that will prioritize their work according to what you want, not their own needs.

The original article can be found at www.social-hire.com By Linda Binklage

9 Scalable Recruiting Tips and Tricks

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Recruiting success depends on keeping up with the latest trends and continually evolving strategies, which are driven by well-planned, targeted goals. In today’s market, building an extensive pipeline, while focusing on relationship requires identifying and mastering the appropriate technological tools. Talent acquisition leaders must develop best practices regarding data collection and analyzation, the agility of information, ability to track mobile date, incorporating web analytics, and receiving and utilizing key metrics provided by ATS. Finally, they must funnel all these practices and tools into a scalable recruiting system – a system that smoothly handles fluctuations in hiring demands.

Scalable recruiting – that ability to fluctuate with hiring demands is a complicated issue. It involves many building blocks, including:

1. Establish targeted goals –

Everything begins with goals. Successful strategies only work with well-defined, measurable, and achievable goals, and you need to keep adjusting the goalposts if you want to keep an edge. Review them regularly, think strategically, and always try to hit your targets.

2. Build an attractive employer brand –

Yes, that’s what we said – building an attractive employer brand – your reputation and popularity as an employer. Attracting and engaging talent in a fluctuating market starts with being a company that speaks to the heart of potential talent; that fosters a high employee value proposition. In fact, research by LinkedIn has proven that a whopping 75% of job seekers research a company’s reputation before applying. And if you want to tweak the interest of passive candidates (a constant in a talent-driven market), you need to be a company who will stand out in their minds. Furthermore, 30-40% of talent say reputation or brand of the company is “very important” to them when considering a job move.

3. Build a pipeline of talent –

An ongoing, active search for talent – even when the demand is low – to build up an extensive pool of talent. Develop and nurture your talent pipeline, and identifying current employees who have the potential to step up into roles. Create a compelling recruitment brand, engage with prospective candidates through targeted social media content, and institute an active referral program. These steps will ensure you have an extensive pool of talent when the need arises.

4. Generate accurate job descriptions –

Ensuring that your job descriptions accurately and portray a comprehensive overview of the prospective job and responsibilities are one of the best ways to reduce the number of unqualified or wrongly-qualified candidates. Eliminating unnecessary overload reduces the time and cost spent in building your short list.

5. Streamline your recruitment process via software –

Keeping track of applications, sending emails, scheduling interviews, etc. via on centralized software system will reduce both time and cost in the recruitment process. This allows you to transfer administration hours to time spent on more proactive hiring strategies.

6. Connect with talent where the talent is –

Going mobile – and doing it in an attractive, easy to use system – is an absolute for connecting with talent and building a pipeline that enables you to handle a sudden increase in hiring demands. Make sure that applicants and potential prospects can engage via their mobile devices, including texting and tweeting.

7. Create a memorable candidate experience –

A positive candidate experience not only increases the odds that they will accept a position but also leaves a note of optimism even when they turn it down. They will be much more likely to reapply in the future, and best of all will refer other talent to your company. Organizations that invest in a strong candidate experience improve their quality of hires by 70%.

8. Improve your strategy for hiring diversity –

Place diversity (be it gender, cultural background, age, disability, etc.), and cultural intelligence high on your agenda to integrate diverse workers and maintain productivity. Reinforce your diversity mission and remove any barriers that may be preventing you from achieving it. Examine your hiring process for unconscious bias and consider how your job postings and application forms could be preventing people from diverse backgrounds from applying.

9. Utilize Technology –

Making use of automated and machine-learning algorithms is essential in a scalable recruiting model.

• AI allows processes to be completed at a rate and scale beyond human ability. It transforms text into structured data and vice versa.
• There is also software available the integrates into existing ATS systems, scans the job descriptions of open roles, and then sources your existing resume database to discover candidates who fit the qualifications (This is one places where an extensive bank of passive candidates pays off).
• Virtual Reality (VR) allows companies to provide their shortlist with VR tours that reveal the company’s workplace and culture.
• Augmented Reality (AR) allows candidates to walk through the workplace, participate in a mock client meeting or another relevant activity, and sit with an employee who talks about their typical day.

Scalable recruiting is attainable, but it requires commitment. The ROI, however, is significant and ensures the destination is well worth the journey. Through Award’s own Cross-functional Recruiting model we will be able to scale our efforts to find the right employees that fit your unique business needs. If you’re searching for more tips and trick on how to improve your company’s workforce, check out our hiring solutions blog.

 

FINDING YOUR TALENT

Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

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The Big Picture of Cross-Functional Management

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Cross-functional teams are the ultimate in diversity. Members come from diverse backgrounds and different levels and departments within a company. They have distinct skill sets, as well and varying personalities and perspectives.

When a team comes together in a healthy appreciation for each other’s contributions, they can be highly innovative and effective. With strong leadership paving the way, successful cross-functional teams:

• Bring new and better insight into
• Increase employee engagement.
• Stimulate creativity and innovation.
• Breakthrough stereotyping and build the positive aspects of diversity.
• Enhance employee morale, team spirit, and the company culture.
• Take an organization’s success to the next level.

So, what are the criteria for a cross-functional team leader?

Team management should be assigned to a senior executive. Even when a team member is appointed direct leadership over the other members per/a specific project, he/she should be reporting to a senior staff member, who clarifies quality standards, budget, and expected timeline, as well as ensuring clear communication within the group and between the group and C-level staff. Cross-functional management organizes business processes across traditional boundaries, coordinating and synergizing the responsibilities and work of each unit, confirming that goals are met, and policies are upheld. He/she chooses the team members, and then educates, delegates, and provide autonomy. Ultimately, the manager/leader is accountable for the team’s success.

It sounds daunting, and it certainly can be a challenge, but by recognizing the critical functions of a team and the principles of cross-functional management, the statistics of the past can be exchanged for success.

Best Practices for Cross-Functional Management –

 

Choose wisely your team:

First, establish the skill requirements and expertise needed for the project. Then evaluate the potential member’s accordingly, recognizing that no one person will have all the required skills. For example, your team may have an IT specialist, several engineers, an accountant, and a visionary. Some will envision the big pictures, while others see the details.

Don’t overlook interpersonal skills. Some will be introverts, and some will be extroverts, but every team member will need to be adept at communication, embrace diversity, handle conflict in a healthy manner, and generally get along with people.

Clearly Defined Goals and Objectives:

It is critical that every member of your cross-functional team understands the project goals and objectives, the principles, factors, and methods that will be used in accomplishing those objectives, and how progress will be measured. They must know what is expected from him/her and how his/her tasks fit into the big picture.

Establish a system of organization:

To manage a team of this diversity and complexity, you’ll need a system for organizing deadlines, files, notes, data, research, and whatever else you bring to the project. Create a method to ensure that the team’s output is transferred back into key functions and work streams, so the insights become standard operating procedures for the enterprise.

Clarify communication:

Good communication is a critical aspect of cross-functional team success. Establish your expectations and methods of communication from the beginning. Conduct in-person meetings. If most of the team are working from remote locations, establish regular conference calls, skype, or facetime meetings. Ensure that everyone is both giving input and listening to the rest of the team. Take steps to confirm the clarity of information passed.

Build trust:

Trust is essential. Provide opportunities for members to connect both within the project time and off work. Encourage team members to respect and appreciate each person’s role. Pay attention to each member’s credibility and reliability. Better to remove one person from the team than to disrupt interpersonal connections.

Resolve conflicts quickly:

There will always be some level of friction when you put together a team of diverse skills, personalities, work styles, opinions, etc. The key is not thinking you can avoid it, but instead accepting the reality and establishing procedures for responding quickly to incidents.

Recognize and express appreciation:

Acknowledge and reward hard work creative talent, dedication, skill strengths, and innovative thinking of the team, and toward each one individually. Measure performance, so the team knows how well they’re delivering, how much they have accomplished, and what is still to be finished. Both are important; both build morale; both increase productivity and team spirit.

Cross-functional teams can play a valuable role in company success. When they are managed well, the results can be astounding. Applying the above principles will ensure effectiveness and ultimately enhance your company’s bottom line. Through Award’s own Cross-functional Recruiting model we will be able to help you find the right employees for your unique business needs. If you’re searching for more tips and trick on how to improve your company’s workforce, check out our hiring solutions blog.

 

FINDING YOUR TALENT

Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

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12 Ways for Ghosting Prevention for Employers

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Ghosting – an old phenomenon in a new arena. Many employers and recruiters are dealing with that unpleasant, and sometimes costly, and frustration of a prime candidate suddenly dropping off the radar – never to be seen or heard from again.

In fact, the numbers are daunting.

• 20% – 50% of companies report applicant and workers are no-shows. (USA Today)
• The number of employees who choose to leave is almost double the number who are fired. (Bureau of Labor Statistics)

Eugene Hunt, Trevi Communications Inc. Principle, says that only 25% of qualified applicants make it through the process without becoming distracted, disengaged, or even disconnected.

So, how can a company avoid the growing trend – or at least reduce the statistics within their borders?
Begin with the basics. No one who expects to win a war without the knowledge of the enemies strategy, and ammunition, but the first step is always learning the rules of engagement.

1. Build an impeccable company reputation: Ensure that everyone knows you will stand behind your word – and your employees.

2. Create an attractive culture: Be the company that every candidate considers the dream position.

3. Build a robust and active social media presence: Post relevant information. Share company photos that reveal culture. Get involved in global giving and post about it. Respond to comments – including swift, thoughtful responses to the negative ones.

4. Treat candidates – and employees – the way you want to be treated: This philosophy became the “golden rule” for a reason. It works.

• Extend respect to everyone. Treat every person like . . . well, a person – rather than a necessary commodity.
• Be direct, honest, transparent, and consistent in all your communications. Go beyond the open position – build relationships.

5. Be aware of the landscape – don’t be caught unawares: In a talent-driven market, there multiple reasons for the sudden disappearance of a candidate – or an employee.

• They’re interviewing with multiple companies.
• Another company has made a better offer.
• They’re waiting to see if a better offer comes.
• They’ve accepted a counter-offer from their current employer
• Job switchers have been gaining almost 30% greater pay increases than those employees who stay. (Jay Hicks)

Ok – the basics are covered, and you understand the playing field. Where do you go from here? Be proactive. Don’t give candidates the benefit of the doubt: Assume that even the friendly, likable ‘nice guy’ with excellent references will ghost – because they will.

6. Discuss the ghosting issue upfront: If possible, get a non-ghost commitment. Sure, they may still do it, but now they outright lied and even though it doesn’t change your dilemma it certainly damages their reputation.

7. Beware of other offers: If possible, get a clear picture of how many other proposals are looming on the candidate’s horizon. In a talent-driven economy, delivering the best offer is crucial.

8. Lengthen your “short list:” Keeping a longer list of qualified candidates increases your options of a great hire should be some candidates ghost you.

9. Double book: Everyone’s been to a medical appointment where you had to wait because the doctor, dentist, etc. was double-booked. Why do they do this? They know that there will be “no-shows and they don’t want “down time” filling billable hours. Recruiters and companies alike are combatting being ghosted by extending offers to more than one candidate.

10. Set specific time frames for a candidate’s response: When you make an offer, recognize that he/she needs time to consider, but set a definite response time. For example, “When is the ideal time to reach you? Ok, I will call you Thursday between 2:00 and 5:00 for your answer.”

11. Have a mutual contact on file: In other words, have another person you can contact if he/she doesn’t show – as a second source of getting to the issue – especially if they were referred by someone else.

12. Move quickly: Once a candidate has accepted an offer, promptly bring them onboard – as in a week or less. As Kent Gregoire, CEO of call center VoiceNation, says, “If you don’t bring them in immediately, they’re still an open agent.”

Bottom-line: Ghosting happens, and it’s not likely to stop, but there are ways to lessen the blow on your company. Be the ideal company. Treat candidates/employees the way you want to be treated and take proactive steps.

At Award Staffing we have been able to mitigate the ghosting phenomenon through text message communication. We address strategic tactics for text messaging in Text Messaging Recruiting 101 and 10 Reasons why Text Recruiting Matter. We will be able to help you find the right employees for your unique business needs. If you’re searching for more tips and trick on how to improve your company’s workforce, check out our hiring solutions blog.

 

FINDING YOUR TALENT

Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

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Text Message Recruiting 101 – Things to know

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Texting is quickly becoming a valuable recruiting tool. (Check out ten reasons for it in our previous blog “Text Recruiting Matters”), but like every aspect of recruiting talent, there are rules of engagement. Following text recruiting protocol will keep your company in the talent spotlight.

• Create a template to ensure efficiency and organization. Some examples of texting tools include TextUs, TextRecruit, Canvas, and Trumpia.
• Be aware of generations. While Millennials and GenZ “live by texting alone,” previous generations aren’t as quick to respond to the idea.
• Treat text recruiting as a business proposition – which it is – and remain professional throughout the entire process. Yes, we live in a casual world, but business is still business, so be professional in your approach.
• Refrain from texting after work hours. Surveys reveal that most candidates prefer to receive texts between 8:00 a.m. and noon.
• Customize your approach to the position.

Salaried positions:

• Use snappy, attention-getting opener for your initial text to a candidate. Introduce yourself, and market the open position. (If there is a previous connection to a potential candidate, begin your text message by acknowledging it.)
• Be personable, approachable, and sincere. People recognize the genuine – and the hype.
• Engage potential candidates, but don’t come across as a pushy salesperson.
• Clearly define the growth opportunities available with the open position. Candidates want to know how it will benefit them.
• Provide information on typical job responsibilities first, before discussing requirements.
• Share the candidate’s value – how they would play an essential role in your company mission and goals.
• Leave mobile-friendly contact information at the end of your first contact.
• Include all the above but be concise. You aren’t writing an essay. Texting is a short, sweet, and to-the-point method of communication.
• Follow-up immediately to every response. 53% of candidates trust a company who responds promptly

Hourly & Entry-level Employees:

You’re reaching previous contacts or making cold calls, hiring for hourly, entry-level positions is all about quickly connecting with mega groups of candidates. Speed and responsiveness are everything, the tools that set your employer brand apart from the competition.

• Keep it simple – from questions to instructions.
• Keep it short.
• Enable two-way communication.
• End with a specific call-to-action.
• Be mobile friendly – ensuring that it’s a simple process to respond and apply online.
• Ensure a fast response.

Moving Forward

Utilizing text messaging goes beyond the initial recruitment process. Once you have connected with a candidate – whether salaried or hourly – texting remains a valuable tool. It provides the ability to react promptly and efficiently. Reaching out to candidates in-process or onboarding, and passing on vital information as the click of a button ensures hiring success. The ability to pass on and to react to real-time information is one of the main reason for incorporating SMS into recruiting.

Interviews:

Make appointments for interviews, and then send directions, updates, and reminders to reduce “forgotten” interview appointments and ghosting. For example, when Conway, a trucking company adopted SMS, they decreased orientation absenteeism by 5 percent and save an estimated $200,000+ in annual recruiting costs.

Information:

Text messaging software enables recruiters and companies to keep candidates instantly informed of their application status and provide links to additional information.

Relationship building:

“Building relationship throughout a candidate’s application journey is the gold standard” (Smashfly). Text messaging encourages the relationship, allowing direct communication between recruiters, talent, and companies during the entire hiring process. Whether it’s pertinent information and details or personalized support texts, it’s a connection that builds relationships, substantiating success in the moment and in the future.

Summary:

In our candidate-driven, the increasingly competitive market for talent, standing out is a challenge. SMS can be a powerful promotional tool. It’s effective in improving communication, time-management, and successful hires – a win/win for everyone.

If you’re looking to hire the best talent in the business, contact Award Staffing. We will be able to help you find the right employees for your unique business needs. If you’re searching for more tips and trick on how to improve your company’s workforce, check out our hiring solutions blog.

 

FINDING YOUR TALENT

Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

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10 Reasons why Text Recruiting Matters

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We live in a digital world – texting has saturated our daily communications. Take a look at these statistics from Sara Pollock, ClearCompany.

• Global phone usage is expected to surpass the 5 billion mark by 2019.
• 80% of people are now using text messaging for business in some form or fashion.
• Texts, on average, have a 97% open rate.
• 64% of consumers are likely to have a positive perception of companies that offer communication via text.
• 90% of consumers prefer texting over calling and email.
• 91% of smartphone users consider content access to be very important with SMS.

It’s only logical then that texting would permeate the world of recruiting. Millennials, 35% of the workforce, and GenZ, (expected to be 25% of the workforce by 2020) are strong advocates of employer/employee connections and quick responses. Since Baby Boomers are retiring in droves, bringing texting into recruiting ensures your process accommodates this up and coming workforce. It’s a solid business strategy – pure and simple. Here are ten reasons why. Texting:

1. Allows a company to stand out from companies who haven’t implemented it into their recruiting process.
2. Enables companies to connect with talent quickly and efficiently – a faster avenue to answers and engagement.
3. Accommodates Millenials – the principal portion of today’s workforce. 76% of respondents to an OpenMarket survey consider texting to not only be more convenient but also more adaptive to their schedule.
4. Is the preferred means of communication for both Millennials and Gen Z. Using it builds their trust in a company.
5. Draws more responses than phone calls. – while many individuals ignore calls from unsolicited and unrecognized numbers, more than 90% of texts are read within three minutes of being sent.
6. Improves time-to-hire.
7. Creates a more agile experience for talent, which increases positive responses.
8. Personalizes the process because it reaches talent – including passive candidates – on their playing field in a non-obtrusive way.
9. Reaches multiple generations. After all, more than 75% of adults (in the US) have a cell phone – which is almost always within reach.
10. Ensures post-application responses, which builds a relationship with candidates.

Consider these statistics, also gleaned from Pollock’s article.

• 73% of job seekers prefer to receive targeted job opportunities via text.
• 78% of candidates who own smartphones would apply for a new job through their mobile device.
• 45% of job seekers search for jobs daily on their mobile device.
• 89% of job seekers think mobile devices play a critical role in the job-hunting process.
• 53% of candidates trust a company more when it reaches out quickly.

Attracting and engaging talent has become more and more challenging. Staying ahead of the recruiting game by employing the latest tools is crucial. One of those tools is texting, which simplifies the entire recruiting process, not only reducing cost but also increasing the speed and convenience of connections. It connects companies and candidates, keeps everyone on the same page during the process, and in general improves the candidate experience, which places texting companies ahead of the pack.

If you’re looking to hire the best talent in the business, contact Award Staffing. We will be able to help you find the right employees for your unique business needs. If you’re searching for more tips and trick on how to improve your company’s workforce, check out our hiring solutions blog.

 

FINDING YOUR TALENT

Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

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Successful Tactics for Multimedia Recruiting

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“Recruitment companies need to focus less on sales and more on marketing, especially using social media to build communities and CRM to connect and build relationships.”
– GREG SAVAGE

Marketing to talent through social media avenues is more than “just one way to recruit.” It’s a must for every company. We live in a talent-driven market. If you want to attract the best talent, then you better be catering to said talent, and that means becoming a multimedia specialist. Candidates expect to be the focal point. They want – make that demand – the personal touch or they’re off to another company who will meet them where they’re at – and that’s on LinkedIn, Twitter, Facebook, Instagram, Pinterest, – you get the picture. They care about what their friends say; they listen to social networks and reviews, they want to know a company’s brand.

Consider these statistics.

· 89% of companies plan to use social media in their recruiting
· 70% claim they’ve made successful hires via social media recruiting
· 80% say they use it to find passive talent

So, what’s the issue if companies are already thick in the social media scene. The issue isn’t “using” social media; it’s, are we using it with finesse?Successful recruiters must become cross-functional multimedia specialists.

Begin with building your company brand. Create a strong online reputation – a reputation of integrity, ethics, warmth and caring, and making a difference both globally and in your community.

· Know your industry and communicate with potential candidates via their interests.
· Connect with current and potential industry leaders.
· Be personal and authentic.
· Choose the social networks that appeal to the audience you want to attract.
· Be willing to experiment – discover which profiles will earn the highest level of engagement.
· Target your messages, share your style and define your culture, all through social media angles.
· Establish your company as a reliable authority in your industry.

As Alice Clarke says, in a post she wrote for the TimeDoctorBlog,  

“Social media give you the tools to present your business proposal in the best possible light. Thus, the first key to effective recruitment is being active online and establishing yourself as the authority in the respective field. Most companies keep the relationship with customers in mind when building their social media presence. These channels, however, can be used to accomplish a wide array of additional goals.”

Studies and surveys indicate that:

· 79% of job seekers will use social media (Glassdoor)
· 64% will research a company online, and if they can’t find information, more than half of them will move on to other job offers. (CareerBuilder)

Choose the best social networks for your industry and learn how to use them to attract the talent you need.

Multimedia Tips

LinkedIn

· Create a company profile Keep it updated. Share information about your services and link to your blog or other social media sites.
· Utilize LinkedIn’s advanced search capabilities to discover passive talent. Search LinkedIn for passive candidates. Gain a more complete picture of both passive and active candidates via capability, credentials, and skills screening.
· Participate in groups, post status updates, and utilize the question and answer portion to build relationships with experts in your industry. Being connected will often open the door to passive candidates.
· Connect with potential candidates via InMail and referrals.

Twitter

· Grow your followers. Tweet about open positions from the company’s primary consumer account. Cross-promote your Twitter account from your website, and other social networks. Follow other social media accounts within your industry and retweet pertinent info.
· Use Twitter to show your company style and culture. Don’t just tweet about your job openings, but also about company happenings.
· Be active and present. Quick responses build engagement.
· Use hashtags. It’s a great way to get more people to see your tweets, but don’t overdo – your tweets will come across as spam. Use relevant hashtags from other social networks, but also create your own.

Facebook

· Post intriguing, attention-getting job posts that clearly spell out the requisites without losing your company voice and personality.
· Post company events that establish your culture.
· Attract attention to job fairs as well.
· Post interesting industry-related articles, as well as ones that draw a warm fuzzy.
· Offer candidate and referral opportunities with rewards.
· Post live videos with current employees sharing what they like about the company.

Instagram

· Use Instagram to build trust with potential candidates by letting them see your human side and your company’s culture. Take office photos that shout teamwork, and show employees having fun.
· Advertise a position visually. Take a photo of the highlights of an open position, and when and where they can apply.
· Share links to company blog posts.
· Use hashtags – across the social media board, hashtags further your reach.
· Focus on quality – not quantity. As the undercover recruiter points out.

“Keep your posts simple and high quality, with a clear focus and connection with your brand. Users don’t want to be bombarded with dozens of poor-quality updates that take up their newsfeed and don’t really contribute any value.”

Be Mobile Friendly

· Mobile recruiting is here to stay. According to Glassdoor, 89% of job seekers say their mobile device is an essential tool for job searching, and 45% use it to search for jobs at least once a day.
· Develop a mobile-enabled application process. Keep it simple with one-click apply options and easy-to-follow links. Include an option to apply by uploading a LinkedIn profile.
· Use automated text messaging to acknowledge application received, as well as sending reminders about interviews.
· Create relevant mobile-optimized content about the company to enable potential applicants to get to know who the company is and for what it stands.

 

In Summary: Building your cross-functional multimedia skills is essential. Using social media effectively is about maximizing your reach. It is an extension of your company and reflects your brand.  To get the results you’re seeking, establish a company social media policy that is based on a team approach and creates the right culture.

· Use the social media platforms, networks, and techniques that fit your industry and attract talent accordingly.
· Focus on the candidates’ experience.
· Stay current, relevant, and post attention-grabbing content.

Multimedia is a recruiting staple – stay ahead of the game and win the talent war. Learn how our Recruiting Specialist – Amy Mayberry is being effective in Multimedia Recruiting.

If you’re looking to hire the best talent in the business, contact Award Staffing. We will be able to help you find the right employees for your unique business needs. If you’re searching for more tips and trick on how to improve your company’s workforce, check out our hiring solutions blog.

 

FINDING YOUR TALENT

Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

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Don’t’ Throw Away Job Fairs: Part 2 – Companies

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In Part 1 – Candidates, we discussed the benefits of job fairs for candidates, as well as mapping out a program to success. In Part II, we do the same from the company’s perspective.

Companies – Job Fair Benefits

· While job fairs are not by any means the sole or even the top recruiting angle for companies, they can still play an essential role in recruiting. Job Fairs offer companies the opportunity to:
· Meet face-to-face with multiple candidates without specific appointments.
· Meet talent they might otherwise have missed.
· Target specific talent for specific positions.
· Solidify your brand with potential candidates – this is a key opportunity to shine in your industry; to educate job seekers about your company’s brand and culture.
· Increase your level of diversity among potential candidates.
· Network with other corporations.

Companies – Job Fair Success

Gaining a high return on your job fair investment takes strategic planning. From the initial decision to follow-up every step is crucial.

Planning

· Evaluate: What are your recruitment goals? What positions are you seeking to fill? Participate in the fair that best accommodates your hiring needs; that targets the right audience for your company.
· Be proactive in your participation: Where your booth is located will have an impact on how well you do. Negotiate with the job fair
· Choose your team wisely: Choose employees not only understand the job descriptions of your open positions but also will be friendly, confident, and capable communicators who exhibit the company brand and culture.
· Market your participation: Go mobile. Post on LinkedIn, Facebook, Twitter, and other social media. Encourage your current staff to get involved in spreading the word and inviting both active and passive talent to attend.
· Prepare your questions: Have a clear understanding of the open positions and prepare your questions ahead. Consistency will help you measure candidates.

At the Fair

· Design an attractive booth: Create a space that aligns with your company culture and attracts industry candidates. Prepare recruitment brochures to send with visitors. Have a generous supply of business cards. Create a space for impromptu interviews. Set up equipment for scanning and uploading resumes.
· Get involved: Conduct a mini-seminar or give a talk at a designated time during the fair.
· Give-a-ways: Pass out merchandise gifts. Consider having a drawing for a door prize.
· Be professional: Welcome everyone who stops and treat them with respect. Remember, they are here to learn about your company as much as you are learning about them. Keep communication going both ways. Don’t present a narrow window of requirements to potential candidates.
· Find a balance: You want to talk to as many candidates as possible. You also want to gain enough information from each “interview.” Set a time frame for interviews.
· Take notes: Write notes during each interview and attach them to the candidate’s resume and business card.

Post Fair

· Contact every potential candidate immediately and coordinate the next steps. They stopped at multiple booths – be the open they remember.
· If possible, contact every candidate who talked to one of your staff and left a resume/business card, etc. Even if it’s a standard “We don’t have a place for you” letter, connecting will strengthen your brand.
· Organize an office meeting to discuss the fair. Discuss what went well and what needs to change in the future. Measure your success against your cost. Christina Pavlou, writer and researcher at Workable, suggests you ask the following questions.
· How many candidates did we source during the event?
· How many of them were qualified?
· How many did we interview for our company?
· How many did we hire?
· What was the overall time-to-hire?

While some companies may decide against the Job Fair scene, most will find that with strategic planning, careful delivery, and prompt follow-up, job fairs are beneficial and a vital part of successful recruiting.  Learn how our Recruiting Specialist – Jared Fessler is being effective at Job Fair Recruiting.

If you’re looking to hire the best talent in the business, contact Award Staffing. We will be able to help you find the right employees for your unique business needs. If you’re searching for more tips and trick on how to improve your company’s workforce, check out our hiring solutions blog.

FINDING YOUR TALENT

Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

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Don’t Throw Away Job Fairs: Part 1 – Candidates

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There’s a lot of negative vibes concerning job fairs and other hiring events, and some of the reasoning behind those vibes carry a measure of truth. After all, how many companies can a candidate interact with, in a three to six-hour window? Who wants to put the time an effort into preparation and then travel only to be told to upload their resume online? But wait, maybe the issue isn’t whether to conduct job fairs, but rather how to gain the desired result. Job fairs, both traditional and virtual can be a powerful networking tool when companies and candidates approach them with the right attitude and apply commonsense networking principles.

Candidates – Benefits of Job Fairs

Whether you are looking for a job following college, returning to the workforce after an extended absence, wanting to move forward and upward in your career, or making a career change; networking with potential employers is beneficial. Job fairs are not only a networking event but also an opportunity to:

· Meet with several companies in one location – and compare what they have to offer.
· Learn more about your industry; how it’s changed, what skills are in demand, how industry players are presenting themselves, and the latest job market trends.
· Face-to-face communication and an opportunity to give your elevator speech to company representatives who are typically difficult to reach.
· Stand out as the person behind the resume – getting feedback on your resume, as well as a jumpstart on preliminary screening and interview.
· Interact with the company’s employees and gain insight into the company culture.
· Make connections with and collect contact information for relevant company personnel. (Sometimes these contacts result in a future career opportunity)
· Get the scoop on types of jobs the company offers, qualification requisites, and in some cases, typical salary and benefits.
· Learn about new opportunities for your skill set.
· Take mini-seminars and sit in on panel discussions and talks.

Candidates – Job Fair Success

Yes, there are multiple reasons to attend and benefits to gain, but success is up to you. Output depends on input – and that’s oh-so-true with job fairs. The following steps will help you to succeed.

Preparation

· Obtain a list of the participating companies and prioritize them in the order of importance to you and your career. Starting with the first company on your list, do your The more you know about a company going in, the more you will gain from your conversation with the company representatives. Make a list of the questions you want to ask. Customize your resume to the positions that interest you – and mark them, you certainly don’t want to hand a resume customized for company A to company B.
· Get ready for the job fair in the same way you get ready for an interview.
· Plan your route and leave in enough time to arrive early.
· Be well rested and eat a low carb, protein-rich breakfast.
· Dress professionally – choose cool and comfortable.
· Wear shoes that fit and support
· Keep your load light – a folder of resumes, pen, and paper for notes, your wallet . . . fill in the rest, but keep a short, light list.

At the Fair

· Be confident, professional, and friendly. Smile, keep eye contact and give a firm handshake. Be ready with your elevator pitch but listen to cues; the company representative will often “lead” the conversation.

· Give them your resume as quickly as possible. Communicate your interest and why your experience and skills are a prodigious fit for their company.
· Ask questions that show your knowledge of the company (this is where your research pays dividends) and your interest in working for them.
·  Pay attention to culture cues and share your personality via your communications.
· Treat your connection like a preliminary interview; ask them the next step. Ask for their business card and give them yours – if you have one.

Follow-up

· Follow-up begins immediately – when you leave a company’s booth, take a couple minutes to make notes about your conversation and your impressions. When you get home and try to write 6-10 thank you’s, these notes will be invaluable.
· When you get home – send your thanks immediately. Whether you take the time for handwritten or send emails, do it. This is rarely a time for texts. Thank them for their time, express your interest in going to the next step, and reiterate why you are the right fit for their position.
· Even if you are not interested, send a note of thanks for their time. You never know where your connection may lead to in the future. That’s the beauty of networking.

With committed preparation, focused participation, and swift follow-up, candidates can build their network, gain career advice, and either win a job opportunity or open the door to a future one via Job Fairs. Learn how our Recruiting Specialist – Jared Fessler is helping win with candidates at Job Fairs. In Part 2, we’ll discuss how job fairs are also beneficial for companies.

If you’re looking to hire the best talent in the business, contact Award Staffing. We will be able to help you find the right employees for your unique business needs. If you’re searching for more tips and trick on how to improve your company’s workforce, check out our hiring solutions blog.

 

FINDING YOUR TALENT

Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

  • This field is for validation purposes and should be left unchanged.