Archives For Step 1 – Preparing to Recruit

Planning a hire is one of the most important steps of the hiring process. When you recruit and hire with NewHire, you get more than software — we’ll help you through the planning process, too!

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I write and talk a lot about all the ways recruiting can go wrong. When we understand why or how recruiting is going wrong, we are more willing to take action.  And action implies change. Until today I hadn’t considered that you want to hire the right person –  and making a change probably wasn’t on your radar at all – even if you’re having trouble hiring and you reached out for assistance.

Today I read the first chapter of the book Triggers by Marshall Goldsmith. As I read the first chapter I had a realization about our customers – about you.  And I had a realization about us – the people at NewHire.

Here is the quote from page 10 that really got me thinking: “…adult behavioral change [is] hard. If you want to be a better partner at home or a better manager at work, you not only have to change your ways, you have to get some buy-in from your partner or co-workers. Everyone around you has to recognize that you’re changing. Relying on other people increases the degree of difficulty exponentially.”

Getting buy-in from partners and coworkers is important in making changes. Recognizing the change is needed, requested or is happening is important too. AND adding more people makes it more difficult. Wow. This is good stuff. But what does it have to do with you and me and recruiting?

When recruiting isn’t yielding the expected (or desired) result and you engage with an outside service, like NewHire, to solve the problem, you were probably not thinking about changing. You were thinking about solving a hiring problem. But sometimes solving a problem comes with a healthy does of change.

Here are four behaviors we will be asking you to change as you recruit with us:

1. We will ask you to change HOW you evaluate talent, both the criteria and the tools.

Plan to experience some discomfort as we coach you through this change. The feelings we have when we start doing things differently is kind of like feeling an itch we can’t quite reach. Sometimes that’s really frustrating and makes us angry. Be open minded and try the new way.

Practice thinking out of the box about talent when we review candidates together. Remember that we are on your team! We share the same goal – to hire efficiently and effectively every time.

2. Respond quickly and honestly when we ask for your feedback. We depend on your timely, realistic input. (And we know you depend on ours too.)

We are glad when you like our work. We are also glad when the interview goes well. And we’re as disappointed as you are to hear that an interview didn’t go so well.

We want to hear from you if the news is good AND if the news you’re sharing isn’t so good. We promise to share good new and not-so-good news too.

When it comes time to share feedback about candidates and interviews we want detailed  information – so we know what to do next on your behalf. When we ask you for feedback about the candidate interview, we are trying to answer these key questions: Should we schedule a second interview for this person? Or should we modify the type of candidate we recommend next? Tell us!

Be realistic in your evaluation. None of the candidates (or staff at NewHire) have superhuman powers, be realistic in your expectations.  Be specific with your feedback in three key areas: the candidate’s skills, experience, and demonstrated work behaviors. Don’t be shy to deliver bad news (or better yet – good news) quickly. It will speed up the entire process if we know right away.

If you need something from us, and you haven’t heard yet, please please let us know. Remember we are on the same team and we share the same goal – to hire efficiently and effectively every time.

3. Don’t freak out when we Fail Fast.

Fail Fast in an idea that comes from Kanban, lean engineering / manufacturing  and inquiry based science. It is be a misleading term for a positive outcome. Let me repeat that: Failing Fast is a positive outcome.

Of course the goal isn’t to fail, the goal is to learn from the failure. The faster we get you to interview candidates who are not-quite-right, the faster we can make adjustments and get to the people who are just-right. We are tough and want to know what you thought (see #2 above), which will help us move the needle together on your recruiting.

When you feel like we’ve failed you might find that you have an emotional response – like anger or frustration. It’s ok and it’s normal. Remember that we are failing fast – not failing flat on our faces. We want to fail fast and we want get your feedback on that failure – so we can make the appropriate adjustments that will lead to success. And that leads me to the last and most important behavior change we will ask of you.

4. Collaborate with us. You’re the inside expert and we are the recruiting experts. Together we can be awesome.

Building trust is a two way street. We work hard to keep you up to date. But we don’t want to overwhelm you either. We can’t read your mind, but we can read your email. Engage with us by asking questions and sharing your preferences.

We want you to understand the Why, the How and the When of our tried and true 6 step hiring process. If you don’t understand or don’t remember or just want clarification – let us know. Be open minded about trying something a little bit different and new.

We want to move your recruiting project forward quickly, but not at the expense of the end goal.  We believe that every job deserves the right person, and we are working hard to get the person to you!

Putting the best people in the right seats is the biggest problem identified by most business owners, especially as it applies to critical sales roles. Here are the 5 most common reasons most companies struggle with hiring quality salespeople.

#1 Companies outsource their recruiting and the responsibility.

Recruiting is something that a company Hiring Quality Salespeoplehas to own. They can no longer outsource the work and the responsibility. That makes it too easy for people internally to throw up their hands and transfer failures associated within the hiring process to the outsourced firm. If companies are going to improve the quality of their hires, they have to own the process.

#2 There is a lack of a consistent process for constantly searching.

Most, if not all, companies make the mistake of looking for candidates only when they have an opening. This leads to many problems:

  • Being held hostage by salespeople with “large books”. Companies feel they cannot do anything about them for fear of losing the “books” since there aren’t any replacements.
  • Feeling desperate to fill a chair with a warm bottom when there is a vacancy. A body,
    anybody, is better than no one sitting in the chair (branch).
  • Not replacing underperformers because there isn’t a pipeline of candidates to choose from. The underperformers stay around too long; others know it and realize that they don’t have to perform to keep their job, so overall team production continues to decline.

#3 Companies are not getting quality candidates entering the process.

The traditional model of recruiting today is one where the placement firm tries to convince their client why a candidate should be hired. Companies should, on the other hand, work extremely hard to disqualify candidates because there are specific skills that apply for that sales job and many/most candidates do not have those skills. Bottom line, the company has to assess at least two things: 1) Do they have enough of the right strengths to be successful? 2) Will they sell versus can they sell?

#4 There is poor communication about the specific role and expectations of this new hire.

Too often, everyone is so excited about putting the deal together (getting the seat filled) that no one takes the time to get into the details of the day-to-day requirements of the job. This leads to early misunderstandings about the role and eventually, failure on the part of the new hire to meet the expectations of the company. Failure to “negotiate on the 1st tee” leads to misunderstanding and failure to execute on the sales goals.

#5 The on-boarding process is inadequate.

Most companies are ill-equipped to effectively on-board new sales people. They spend time introducing them to the “culture” of the operation, the mechanics of the job and how to get things done. They introduce them to HR, their support team, marketing and their partners. And, yes, there is discussion about goals, sales activities and how to enter data into CRM. And then… the new hires are on their own.

Companies think that they have hired their next sales superstar and then, 12 months later, they cannot figure out what went wrong. They look at the numbers and discover that the new hires are producing “just like everyone else in the middle of the pack.” The process most companies have in place currently to recruit and hire salespeople perpetuates this problem. This is what makes the Hire Better Salespeople process so compelling. Our program works to eliminate “middle of the pack” performers by screening for sales talent upfront. From the application, to the assessment, to the interview, the main objective is to identify those that can and will sell. Partnering closely with our clients ensures that responsibility cannot be transferred, consistent candidate pipeline work occurs and new hires are set up for success upon starting.

Hire Better Salespeople was developed to eliminate the frustration and guess work when sourcing and hiring quality sales talent. Stop hiring mediocre performers today and start seeing success with Hire Better Salespeople and NewHire.


 

Alex Cole

Alex Cole is the Managing Director & Recruitment Specialist for Anthony Cole Training Group. She attended the University of Dayton and holds a double major in Marketing and Sales, with minors in Theater and Psychology. She is specifically focused on Anthony Cole’s latest venture Hire Better Salespeople. She helps companies recruit, assess and develop the right salesperson for their team.

“Hire the right people by making your job enticing” was originally published for the OKSPA. See the full blog at the link below:

My company is based on this premise: Every job deserves the right person. We help businesses improve their chances of making good hires.

The first thing we discover with most of our clients is that they need help getting ready to hire, which I believe is the most important part of the hiring process. If you don’t do it well, you’re going to end up hiring somebody, but it’s not likely to be the right person.

I’m going to focus on what I consider the two most important parts of getting ready to hire—the employee value proposition and the job description.

Read more about those two most important parts here.

Machine learning in recruitingIf you haven’t heard about how machine learning is changing the entire landscape of recruiting, it might be time to call your real estate agent and get them to put “For Sale” sign on the rock you’ve been living under the past three months. Just kidding, but seriously: everyone is talking about it. If you want to do some catching up, here are a few good places to start:

How Machine Learning is Revolutionizing Recruiting: “Recruiters can start to recognize pure data points of candidates’ contact information, their profile, their work history, etc. and be able to match those with opportunities. Machine learning does not automatically select the best candidate, instead it narrows the field of search and allows us to focus on analyzing the intangibles.”

What Machine Learning Can Bring to Corporate Recruiting: “So using historical data to predict what a human being will do or like isn’t that new but it is only now that the world’s HR departments are realizing how valuable it can be. Combining employee and candidate data in the right way can help companies get more out of their most important assets: human capital.”

With to all of the hysteria surrounding the topic, I considered titling this blog “This Millennial just used Machine Learning to destroy the Fake News about Recruiting.” I surely would have had more clicks. Machine Learning is the buzzword flying around in the recruiting world today. It’s the mystical, magical solution to all of your problems. The fact of the matter is, like all buzzwords, the idea behind machine learning in recruiting comes from a place of relative truth and good science. Using a computer to analyze the processes and outcomes of recruiting will allow you to make better recruiting decision, given a quality dataset and a well-engineered analysis.

Unfortunately (you knew a “but” was coming), the blog-o-sphere got a hold of this idea, and now you need a facial recognition software, a Google-sized recruiting budget, and an in-depth understanding of quantum mechanics in order to have a shot at hiring the right person for a job. While one of those things was a joke that no blogger has ever recommended for hiring better, all three are equally unnecessary for success in recruiting. Recruiting and hiring is hard, and any blog claiming that a robot is going to make it less hard is peddling you the same rubbish that applicant tracking systems have been pushing for years.

How you can replicate machine learning in your recruiting process

The fundamental idea behind machine learning in recruiting is a rock solid one. Instead of relying on your shortcuts – reading resumes, throwing out the ones with goofy names, throwing out the ones who misspelled something, keeping all of the ones who went to the same college as you – you are forced to rely on a computer’s analysis of a candidate. The computer has a quality dataset with information about the candidates who have already been successful at your company. Essentially, it is benchmarking your set of candidates against the criteria it thinks has led to success in the past.

A computer’s benchmarking, given a quality data set and a complex algorithm, will be better than your resume search. That’s a given. But it will never be without mistakes. If you learn nothing else from this blog post, learn this: recruiting is hard. There is no magic pill.

There is, however, good process. Take anybody at your company who has been in the position you are trying to hire for and had success and ask them as many questions as you can think of. Ask them things you might ask a candidate who is coming to work at your company. How many years of experience did you have when you started? What skills did you come to us with? What work behaviors do you possess that you think lead to successful outcomes for yourself and for our business? What motivates you?

Once you have their answers, figure out which ones you can identify during your recruiting process. If your best sales representatives came into the company with zero sales experience, you’ve just learned something about what makes a person successful at your company. If your best customer service representatives are motivated by the positive feedback they receive from your clients, you know how your best future CSR’s ought to be motivated.

Here’s the important part: once you’ve got some criteria set aside, ask your candidates these questions while they apply. Don’t sort through your candidate pool using their resumes. Don’t sort through them based on who submitted a .pdf resume and who submitted a .doc resume (trust me, it has happened.) Ask them the questions that you asked your current employees and use their answers to decide who to talk to. If all of your best sales reps are motivated by money, you should be molding your recruiting process around hiring candidates who love making money. Ask a multiple choice question about what motivates them to be successful in sales, and interview the ones who chose “Money!”

There! You did it. You’re a recruiting machine. Again, this is not the magic pill. In order to reap the benefits of this system, you have to commit to it. Contact everyone who answered your questions the right way. No shortcuts. By setting up our process this way, you will be eliminating 90% of the fluff – those candidates who answer every employment ad and aren’t qualified for your position; they won’t answer your questions the way you want them to. The rest is up to you. Happy hiring.

Today’s Wall Street Journal lead editorial focuses on “America’s Growing Labor Shortage.” The text is 14 paragraphs long, 13 of which detail the problems – construction and farm labor shortages – and one paragraph recommending somebody do something about it.

Every word of the editorial is true, yet stunningly insufficient. The recommendation? “… the U.S. will need to improve education and skills in manufacturing and IT.” The “U.S.” doesn’t “do” anything! Business leaders, state and federal leaders, academic leaders all need to “do” a number of specific actions to start to solve these shortages.

For instance, Hands-On CNC Training, a program in northern Illinois run by the TMA (Tooling and Manufacturing Association) is matching entry level candidates to CNC manufacturing jobs, providing an hourly wage, on-the-job and classroom training and the promise of a full time job on graduation. Funding comes from multiple sources (including the businesses that will benefit most from the investment).

Labor shortageI know that “union” is a dirty word for the WSJ. However, looking backward, it seems obvious today that union busting has had the negative consequence of reducing the pool of trained construction (and other) workers. Yes, unions may create additional expense for employers, but at least some of that expense paid for unions to train new members. This ensured the perpetuation of union and the availability of skilled workers to business. No institution has stepped forward to replace this training function, hence a shortage of workers. Companies that work collaboratively with unions to ensure a trained workforce suffer fewer labor shortages.

Another type of failure we see is a failure of imagination. Whether the open positions are in agriculture, manufacturing, construction, high-tech, or healthcare, employers do a poor job of helping potential employees picture what a career in their industry will be like. When employers spend time and money looking for “experienced” workers in fields that have shortages, they waste effort. Spend time and money educating future employees on the benefits of a career in their field. Spend effort identifying the work behaviors, motivations and skills required for the jobs and then find matching people regardless of experience. Then hire, train, and help new employees grow. Waiting for others to train your workers is a recipe for shortages.

And finally, in agreement with the WSJ editorial, bring in more, not fewer foreign workers for skilled and unskilled positions. Don’t restrict work visas.

At NewHire we believe “Every Job Deserves the Right Person,” and we work hard every day with employers all over the U.S. to help them hire better!

I recently sold my home of almost 25 years. It was a heart wrenching, game changing, long time coming event. It also gave me a new perspective on recruiting.  I know that sounds nerdy, but it’s true (it’s also probably why my house has an eclectic, even eccentric, look. Maybe I should be thinking about decorating instead?). Recruiting & hiring a new employee and selling a home have so many similarities – and some HUGE differences.

Recruiting & hiring and selling house

Image credit: Mark Moz

Both recruiting and selling a home are lengthy, multi-step processes that have an uncertain outcome. The impact of this uncertainty should not be underestimated. The uncertain outcome can cause surprising and sometimes disruptive emotions at various stages of the process – from elation and excitement to disappointment and despair – the emotional journey can be a bit of a roller coaster. We might even delay project launch or needlessly draw out some aspects of the project as a result of that roller coaster ride. Additionally, the need for high cost outside expertise can seem like a roadblock. But where there is great risk there is often opportunity for great return. I invite you to come with me on this journey. Continue Reading…

A new “salary estimator” feature Indeed is currently testing and rolling-out for mobile jobseekers may have significant impact on the effectiveness of your Indeed advertising campaigns. For some time, Indeed has listed applications that include compensation information with a brief blurb on how they are displayed. Recently, Indeed expanded that feature to include an estimated compensation for mobile users. This salary estimate is displayed both for positions that list the compensation in the ad and for postings that do not explicitly list a compensation range.

Salary estimator

This is an example of the new feature in action. Notice the grey text indicating “$30,000 – $33,000 a year estimated by Indeed”.

How does it affect applications with no compensation figures listed?

If Indeed’s salary estimation is exactly accurate, the worst that can happen is that candidates find out your role’s compensation earlier in the process than you wanted. More likely, the estimated range will be higher or lower than your actual ideal range. This will be particularly true as they continue to refine their estimates (it’s only in beta and will presumably get more accurate over time) and if your position has a broad title. Each of these bring clear negative ramifications for your recruiting process. If their estimate is lower than your actual range, it’s possible that highly qualified candidates that would seek a higher compensation will be deterred. If Indeed’s estimate is higher than your range you will receive more candidates than you would otherwise, but when it comes to negotiation, candidates may have unrealistic expectations of what your offer will be. It is worth reiterating that this is currently in beta and is only being tested; it will not effect every job or every market.

Why is Indeed doing this?

Based on data Indeed collects, candidates are more likely to engage with job postings when salary figures are available. Ultimately, Indeed’s goal is to increase the likelihood that candidates click postings and to improve the candidate experience when job searching by giving them additional information.

What can you do?

Our best practice continues to be to list compensation figures in your application when you can. This change to Indeed is just one more reason why it is better to list a competitive compensation and to remain in control of how candidates perceive your jobs.

From employee to employer: some important reasons why you should take your time to hire.

“There’s such a difference between us

And a million miles” – Adele

Take it from the music of Grammy Award winning artist Adele, some people are just not who you thought they were. It takes a lot of life experiences and a different perspective to really understand why or why not someone will be a match for you. It takes time to get to know someone and just like finding the love of your life, the recruiting process has to be taken slowly and seriously.

And like Adele, sometimes we end up with a broken heart instead of love, just like an employer might recognize they hired a bad apple instead of a star employee. It’s in these cases that we need to learn from our mistakes and move forward instead of living life sounding like a broken record. I’ve had many jobs where I’ve sat in the passenger seat, watching the driver make the tough decisions of when to turn left or right, or when they should just flat out do a donut. In all these learning experiences I had a unique perspective on entire operations and office cultures, internalizing how the right people for the right jobs interact in particular environments.

Take your time to hire

This has given me great appreciation for how much work it takes to create that environment – that hard-working team each company needs to succeed. One of the things needed to create that great team is a solid recruiting process, one that is thoughtful, effective, and comprehensive. However, all too often employers are in a hurry to hire, and end up getting burned. Like Adele says, “They say that time’s supposed to heal ya, but I ain’t done much healing.” Employers – here’s some aloe gel insights to help heal all the recruiting burns you’ve had so far.

First, let me point out the losses that occur when the recruiting process is rushed:

  1. Lose time – If you hire someone too quickly, you might end up hiring someone unqualified, which means you end up spending more time training them. You might also discover they’re unqualified and have to re-start the process, which takes even more time.
  2. Lose money – Hiring costs money. Not just in the salary and compensation that you pay the candidate, but in the advertising, assessments, and other supplemental documents that go into acquiring that candidate. If you rush this process, you might be putting all of that money into the wrong candidate. Don’t pay twice!
  3. Lose quality – It is crucial before advertising that your job description establishes what skills, motivations, and behaviors you’re looking for. Take your time, and stick to those criteria as you screen candidates. When you hire too quickly, you could end up with someone who does not have all of the qualities you need.
  4. Lose patience – “Patience is a virtue, best keep it if you can.” This goes for recruiting as well. If you rush the process, you will lose your patience and may settle for someone less qualified. Set reasonable expectations and be thorough.
  5. Lose people – If you hire someone who is a poor fit for your company culture and work environment, then you may see a negative impact on productivity or your team morale. One of the most regrettable things that could happen to your company is hiring the wrong person and seeing your decision have a rippling effect on your employees.

Second, let me point out the positive actions you can take during the hiring process that can prevent some of those losses:

  1. Establish Timeline – The time it takes to hire someone varies for every company based on a number of factors including company priorities, location, job market, supply/demand, etc. You will likely need to set aside a longer amount of time for harder to fill roles like engineers, but you may be able to fill administrative and entry level jobs a bit faster. Set realistic expectations for yourself before you begin recruiting and set some short-term goals along the way for interviews to keep your timeline on track.
  2. Create Budget – Recruiting costs will vary for every company, but it’s important to estimate and set aside budget for your recruiting. After you have set aside the budget for the candidate’s total compensation, you need to calculate costs for assessments, background checks, and advertising. The budget for these costs will vary depending on a variety of factors, including whether or not you need to re-advertise, how many candidates you decide to assess, and more.
  3. Identify Candidate – When you are going through the screening process, make sure you are asking the right questions that help you find the right person for the job. Get to know them to make sure that their skillset, workplace behaviors and motivations are in line with your goals for the role. Ask questions like:
    1. Why do you think you are right for our company?
    2. Talk about a time that you resolved a conflict.
    3. How do you stay organized?
  4. Keep Calm – Don’t settle. You’ll find the right person for the right job, even if it takes more time than you might like. You just have to be patient. It’s a tough virtue to keep, but by continuing to advertise, interview, and meet people, not only are you getting practice in recruiting, but you are getting a better understanding of the job you are hiring for.
  5. Maintain Rapport – Keep the team you do have, happy. Make sure you are aware of your internal culture and articulate that well in your job description. When you are interviewing in-person, observe the candidate’s behavior and how they interact with your staff. Ask yourself if you can see them integrating well into your workplace. Hiring great people and keeping rapport with your team will maintain morale and productivity.

In short – take your time to hire. Recruiting isn’t a quick task you want to get checked off a “to-do” list. Set goals, a budget and a timeline before you start your recruiting process. Identify the right people for the right jobs in your company by thoroughly assessing candidate skillsets, motivations and workplace behaviors at every step in the recruiting process. Make sure they match your company culture and align with your goals for the role. Keep your employees happy and you’ll be “Rolling in the Deep.”

In our high-tech, modern internet age, life moves pretty fast.  And no device helps us navigate the day-to-day struggles like a smartphone.  It’s something that has become ubiquitous and indispensable, which is pretty remarkable considering it’s a device that didn’t exist ten years ago.   Smartphones have changed the game for many industries.  From scheduling to gaming, to watching and making movies, or taking your office on the road, we can do practically anything with a mobile phone nowadays —  Even look for jobs.

Whether you are an employer looking to hire, or a candidate in search of a new job, mobile technology is impacting you. Smartphones make it easy to connect to job sites and see and apply to open positions.  Many career sites that allow someone to store their pertinent details online now have smartphone apps to make looking at jobs even faster and easier.  With the rise of internet browsing by mobile job seekers , we decided to parse through some of our recent traffic data and analyze what mobile job seekers are doing when they visit NewHire® jobs.  Our conclusions have shown, mobile users are like window shoppers.  Most candidates are “just looking”  – and few are actually buying.

We’ve found that our mobile traffic has skyrocketed in the last year. But all that extra traffic is just people looking at job ads, and not actually applying. Our conversion rate* (the number of applicants divided by the number of candidate views)  in that time has plummeted.  Interestingly though, we’ve also found that people in specific jobs or industries are more predisposed to apply by mobile device.

Highlights!

Mobile candidate traffic, on jobs advertised by NewHire®, has exploded this year.  In 2015  approximately  22%  of candidate traffic was from Mobile. this year, through October 2016,  that traffic has increased to almost 39%. of our total job seeker traffic. This increased mobile traffic is ALL JOBSEEKERS including people who only view applications AND people who actually apply.

Mobile Activity 2014-2016

Tip: Click our graphs to make them larger!

Mobile Desktop Views 2014-2016

Mobile Desktop Applies 2014-2016

When we dig deeper we see that mobile job seekers are window shoppers. They look but when it comes to applying for jobs on their mobile device, they are not buying. Our Mobile Views doubled this year compared to 2015. However those mobile viewers MOSTLY DID NOT CHOOSE TO APPLY TO THOSE JOBS ON THEIR DEVICE.  In 2016, through October,  we’ve had almost 300,000 views from Mobile devices, more than double all of 2015!  However, our mobile Apply count for 2016 is just about the same as for 2015.  Our 2016 Conversion Rate* for jobs has plummeted for Mobile traffic. There has not been been a noticeable increase in applicants to correspond with the increase in views.

Mobile Conversion Rates 2014-2016

But the story is more complicated. It turns out that some jobs attract lots of mobile applicants and others attract very few.  People who DO apply to jobs from their devices are doing so in some interesting industries.  The jobs with the highest Mobile Apply activity in 2015 and 2016 include those in the Medical field, those in Skilled Trade, Drivers, and Food Service Workers — these are all professions where someone doesn’t spend a lot of time sitting at a computer and probably won’t be filling out a job application that way.

Conversely, we noticed very low Mobile Apply activity for jobs including Executives, Managers, Engineers and Human Resources workers, who usually have better access to computers during their normal routines.

Top Mobile Activity By Job Industry

Mobile Activity by Job Industry

Why are Mobile users just window shopping? There could be any number of reasons. It could be related to job  or industry or location. It could be that candidates are looking and then coming back and applying later on either a desktop computer, or on their device. Or it could be that mobile employment applications are only important for some jobs and much less important for others.

Tl;dr or Key takeaways on Mobile Jobseekers

  • Mobile candidate traffic is rising and will continue to be important force in the employment market place in 2017.
  • Many mobile applicants are just window shopping and not applying for work.
  • For specific jobs including drivers, food service workers, skilled trades and medical – mobile is an important for capturing applicants. Be sure these types of jobs are advertising  on mobile platforms and be sure you have a mobile optimized application process.
  • For job in engineering, human resources or at the executive level mobile is much less crucial for capturing applicants.

Definitions:

  • Views = the count of people who look at a NewHire® candidate landing page and application. This link is an example of an application.
  • Applies = the count of people who submits an employment application to NewHire® for a specific employment opportunity.
  • Conversion Rate = Applicants (Applies/ Views) people who successfully fill out a job application) / Viewers (People who view a specific Job application

 

 

Imagine your worst nightmare as a recruiter – you’ve just found the perfect candidate for your job, they’ve passed through every interview, passed every test and have been universally accepted by everyone you’ve consulted with — except that one group you forgot to include, who now say this candidate is a no go.  Or maybe it’s the President of the company who has their own opinion of what the candidate’s qualification should be. In either scenario – you’re back to square one with your recruiting. How could this happen?  More importantly – how can it be prevented in the future.

These hiring misfires can happen because – before even sitting down to figure out the basics of the job you are recruiting for – you’ve failed to identify all of the Stakeholders involved.

Avoiding Hiring RoadblocksWhat’s a stakeholder?  In a project sense – a stakeholder is a person or group, internal or external to your company, that has an interest in your project, or will be somehow affected by the outcome of your project.  Stakeholders can have a direct or indirect interest and influence in your project, and knowing how to identify them all and manage their relationships to your project is a major task of a project manager.

In a Recruiting Sense – A Stakeholder is a group or individual who will either have a direct influence on the hiring process, or will be affected in some way by the hiring outcome.  Some are more influential than others, but all stakeholders will have some impact on the hire.

Some examples of recruiting stakeholders include:

  • Other groups/ teams in your company
  • Company Executives
  • Outside Vendors or Contractors
  • Unions
  • Customers (for external recruiters)

It’s in the best interest of the recruiter to identify all possible stakeholders and get them all on the same page with all the issues concerning the job being recruited. That way, any disagreements or other obstacles can be identified and addressed at the beginning of the process and not when candidates are at the door. That will ensure a smoother and more timely recruiting process and save time and money in the long run.