Earlier this month, I had the pleasure of participating as a panelist in The Alternative Board’s Prosperity Series, an ongoing series of events aimed at assisting small to mid-size businesses. This panel’s subject focused on what companies can do to find candidates in the digital age.

To see a written summary of the topics covered, please visit here Steve Davies’ blog here. If there is anything that you have questions on or would have interest in speaking to me or anyone at NewHire about, please reach out (877-923-0054). Here are a few photos of the panel and networking event:

 

The Alternative Board’s Prosperity Series - Finding Candidates

The Alternative Board’s Prosperity Series - Finding Candidates

 

 

Back to the Future of Recruiting

“Your kids, Marty. Something has got to be done about your kids!”

Doc Brown had a point when he took Marty to the year 2015. Something had to be done about us, residents of the year 2015. And although Doctor Emmett Brown may not have been the strongest recruiting mind of our time, I must give credit where credit is due.

Imagine you are in the year 1985 searching for a job. You are laboring over the typewriter to craft a perfect resume, knowing that you will probably have to drive around in search of “Help wanted” signs in the windows, drop a copy of that perfect resume off, and sit anxiously by the phone awaiting a call. There is no email. There is no internet. There is facsimile. Oh the glorious fax machine, invented over 20 years ago and beyond reproach — the greatest technological advancement since the telegraph.

And then, lo and behold, in the middle of your job search a disgraced nuclear physicist who you may have hung out with a time or two comes by the house with a piece of equipment a million times more advanced than your precious facsimile device. In a time machine, the two of you travel forward in time to the year 2015. Not only are their hoverboards and self-driving cars, but there is a magic box with keys and a screen that allows you to connect with anyone in the world with the click of a button. These “computers” not only have the power to communicate across thousands and thousands of miles, but they also allow a user to input, store, process, and output information in fractions of a second.

These machines have become the center of the universe. People everywhere in the futuristic 2015 world are staring at miniature computation devices meant for phone calling, communicating via electronic mail or text message, and playing games. Walking aimlessly on and off sidewalks into the and out of the danger of traffic, so engrossed in these devices that they are relatively unaware of the physical world around them, the humans operating these miniature computers need no location. Humans can be truly present without being physically present.

But alas, you can’t just exist in the year 2015. In order to stay, you’ll need money. And due to astronomical rate of inflation, the old Nickel and Dime stores have become — what is that? — A DOLLAR? Great Scott! That pocket change from the year 1985 will be of no use around here.

A job. You need a job.

But, this is going to be disastrous. The people of the year 2015 must find jobs in a way that has advanced far beyond the old “send and pray resume” method. Given these “computers” and all of this “software,” someone must have found a way to attract, filter, and select talent seamlessly.

What then, will you do with your resume? It’s so bland. It’s so non-specific. It’s so… old.

Hold on. You sir, what’s that you’re doing? You’re just sending in your resume to that employer electronically? But, what about the softwares and the computation devices? They’re not being used to make the resume a thing of the past? People are still asking for you to fax in your resume?

Despite computers and software that give us the tools to match employers with specific candidates for employment that meet their criteria in the click of a button, almost everyone has taken this “send and pray resume” method and simply put it online?

Man, this is heavy. But, couldn’t you send out questionnaires with queries meant to narrow in on ideal criteria? And now that everyone has a device meant to communicate with anyone at any time, if my calculations are correct, these questionnaires could be available en masse via independent landing pages shared across the internet in certain hubs where job seekers hang out. This way, when looking for a job, a candidate can prove their worth to employers in terms that are mutually understood. Heck, this futuristic world could go beyond mere experience when deciding on whom to interview. You could develop methods to understand an employee’s behaviors, their motivations, and their very skills.

Recruiting is an essential business function. How could you, the hyperintelligent beings of the future, have left such an important piece of your lives in the hands of a mere resume? Something has got to be done. Dear employers of the great future, in 2016, I beg you to trust in the one page questionnaire and compare candidates against the same criteria. Rid the world of the resume. Unless… what are you? Chicken?

 

broadcastWant to know more about the changing world of recruiting and hiring? Check out our Webinar series, where you will learn to take complete control of the 6-Step Hiring process that defines who fills that next open seat. 

 

Want to learn more about what type of recruitment advertisement performs best? Interested writing a more compelling ad for your open positions?                  Request our white paper here.

At NewHire, we like to keep an eye on where our candidates are coming from so that we can ensure our clients are getting the most ‘Bang for their Buck’ when they advertise.  In 2015 Indeed surged ahead of the pack, with ZipRecruiter close on their heels. CareerBuilder was the biggest loser of them all, with their average candidate views per job, tumbling.  Craigslist fared little better. And LinkedIn continued its trend of lack-luster performance.

For the majority of 2015, our advertising package featured postings on CareerBuilder, Craigslist, Indeed and LinkedIn.  The graph below shows the number of candidate Views Per Job from each of these sources.  As you can see from the graph, CareerBuilder and Craigslist performance have both been declining for several years.   They’ve gone from almost 200 views per job in 2010 to slightly over 20 views per job in 2015.  That’s a huge drop-off for the King Kong of the Recruiting Boards.  Craigslist, too, has seen quite the decline as more competition in their particular field has appeared.

Indeed, meanwhile, has maintained a healthy number of views per job. ZipRecruiter, our newest partner, demonstrated a robust start  for 2015, with 70 average referrals per job.  LinkedIn, meanwhile, has meandered along, and has not experienced any growth over the years. Recruitment ads also appear on many other smaller sites,  including our own NewHire job board. All of these smaller players are included in the category we call “Other” Together these smaller players represent an important source of candidate traffic.

Views Per Job Per Year

We also have some breakdowns of our applicants (the people who have successfully filled out a job application on our system) for the last several years, and can see where they were referred from.  That data, pictured below, shows a similar picture.

Applies Per Job Per Year

Our newest partner, Ziprecruiter, is the big winner.  For only being with us for six months, they’ve already proved a better choice than CareerBuilder, Craigslist or LinkedIn for bringing in candidates who turn into applicants.  Indeed also surged back up in 2015 after dipping in 2014.  As in the the Views graph above, the losers are CareerBuilder, Craigslist and LinkedIn.  All three of these boards have lost traction over the last few years.

This year, as in the past, these metrics have led us to make changes to the advertising options we offer our clients. As always, crafting a great recruitment advertisement will improve your candidate draw, but being on the right job boards is key. Look for details from the NewHire team about changes in the works to provide you with the best candidate sourcing strategies needed to address your recruiting needs.

Webinar broadcastWant to know more about the changing world of recruiting and hiring? Check out our Webinar series, where you will learn to take complete control of the 6-Step Hiring process that defines who fills that next open seat. 

Eddie’s article first appeared on recruiter.com. Please find a link to that post here.

Isn’t it ironic that the people who think it’s their job to look at resumes (i.e., recruiters) try their hardest to not look at resumes?

It feels almost sacrilegious to start calling out resumes because of how dependent we are on them – employers and employees alike – but they’ve been an obstacle in the hiring process for too long.

An Ineffective Tool for a Complex Problem

The resume started as a basic solution to a complex question that employers didn’t even know they needed to ask: How do I hire the right person for the job?

Unfortunately, despite its ubiquity, the resume was never up to this task.

But I’m probably telling you something you already knew, or at least suspected. In fact, anyone who’s ever had to whittle down a pile of resumes has probably reached the point where they’ve realized that the whole process is somewhat broken. How are you really supposed to compare documents – and by extension, the qualifications of the candidates they represent – when those documents aren’t even standardized?

And that’s when the shortcuts come in: “Times New Roman?! Bye Felicia!” “Oxford commas? Better luck next time!”

Resumes are the worst

Suddenly, everyone has their own “system” based on preferences, snap judgements, and made-up narratives that they use to manage the resume-screening process.

We don’t create shortcuts because we’re bad, lazy, or incompetent people. We create them because we need to find meaning in the things we do. When there’s no meaning, we rebel. We find ways to minimize how much of our resources – time, energy, and attention – we commit to the task.

But if there’s meaning behind what we do, we become engaged in the process and we do it right. Doing the hiring process right means comparing candidates’ skill sets to the job’s duties. So if your system doesn’t start and end with this comparison, can you really say you have a functioning or meaningful hiring process?

Bad Hiring Process? Blame the Resumes (Really)

How often have you seen some variation of the stat, “recruiters spend 6-30 seconds reviewing a resume”? If you’re an employer and you’re entrusting someone to review resumes in the search for the most qualified candidates, this stat should blow your mind! I can’t even decide in 30 seconds if this bag of Doritos fits into my Low-Carb-Paleo-Zone diet (it doesn’t), but we believe that recruiters and hiring managers are accurately gauging candidates in that same timeframe (they aren’t).

We can’t blame individuals in the hiring process for this dereliction of duty, though. We’ve based a giant piece of our hiring process on the resume, so any inefficiencies or shortfalls that result from that flawed process should be accepted as inevitable. If I know my mechanic is tightening lug nuts with his bare hands instead of a wrench, I really can’t get mad when the wheel falls off my car. I knew they were using ineffective tools, so how could I expect anything other than ineffective results?

Resumes are the tool we’ve chosen to assist us in performing a function, but experience, the stats, and the anecdotes should make it clear that we’ve been using the wrong tool. It’s ineffective, and it’s giving us ineffective results.

That being said, resumes are not entirely pointless. In fact, they do have a place in the hiring process – just not at the start. The start of your hiring process is about matching qualified candidates to the job by comparing qualifications and skill sets, and you can’t do that consistently when you’re using resumes.

Do yourself and your company a favor by finally “killing” the resume. You’ll find the benefits of consistently bringing on the best people greatly outweigh the temporary adjustment to how you, your father, and your grandfather hired.

 

WebinarsWant to know more about the changing world of recruiting and hiring? Check out our Webinar series, where you will learn to take complete control of the 6-Step Hiring process that defines who fills that next open seat. 

Technology has drastically changed every aspect of recruiting in today’s job market.The social media revolution has bought many changes to the job search process of today. In the past the resume was the single focus for hiring managers in the recruiting process from the screening, to the phone interview, to the face to face interview.  Today social recruiting has become very prevalent among recruiters and human resource professionals alike.

LinkedIn and your resume both highlight you as a person and tell the world who you are but in very different ways. LinkedIn is used for multiple purposes but a resume can be used for one single purpose. So let’s examine how LinkedIn can be used more effectively in a job search over a resume.

Linkedin v resumes

Broader Audience for Your LinkedIn Profile vs. Your Resume

A resume is distinctly used for people who are looking for a new job. Normally a candidate will submit a resume to apply for a job and chances are your resume may never be viewed by the hiring manager if you are not selected as a viable candidate for the open position. However, LinkedIn is used for multiple reasons such as job searching, networking, connecting with new contacts, publishing articles, posting information, sales people communicating with potential prospects, recruiters reaching out to passive candidates, gathering information from industry leaders and many other uses.

According to the Pew Research Center 25% of adults use LinkedIn which is 22% of the entire adult population. LinkedIn is the only major social media platform in which usage rates are highest among the age group of 30 – 49 years old. With this social media platform 32% of users are employed compared to 14% of users who are not employed.  Therefore, the reach of LinkedIn users are vastly greater than the number of people a job seeker will send a resume to and who may view your resume posted online. LinkedIn will give you greater exposure than a resume ever will.

Professional vs. Social

A resume is a formal document that is professionally written to highlight a person’s employment history and past accomplishments. Your resume is a simple text document that is tightly formatted to highlight STAR (Situation, Task, Action, Result) bulleted points. However, LinkedIn is considered a business social site which allows a person to highlight more than just your skills and work experience. This format is less formal and more personable. On LinkedIn a person may highlight their accomplishments and skills by including media links on both your profile and positions. A person might include a portfolio, a professional presentation, a PDF e-book, pictures, links and videos to highlight your talent and work product.

Past vs. Present

A resume is a one to two page document of your professional history, skills, experience and career highlights. A resume shows your job history and past accomplishments. By comparison a LinkedIn profile is a person’s present and future professional life.  A LinkedIn profile consists of many more sections such as your career summary, experience, education, skills & endorsements, recommendations, honors & awards, groups, volunteer work and more. Status updates are part of your profile and a person can update their profile daily which will organically grow your profile each time you add a new skill, a new job, receive an endorsement, share information, and engage in a discussion and other activities on LinkedIn.

LinkedIn Profile Builds Relationships and Continuously Grows

By using LinkedIn regularly you are able to build relationships with people through your daily interactions and discussions. LinkedIn allows you to connect with people in your industry of business and also connects you with group members who share the same interests or profession. A resume just sits on a desk or the inbox of a hiring professionals email. However, with your LinkedIn profile each time you post an update it is shared with all of your first-degree connections. These updates will put you in front of an audience repeatedly which is what candidates need when looking for a new career opportunity. Your status updates can now appear on your Twitter feed which is one more avenue for exposure when looking for a new job. In addition, to these updates you can include links to articles, videos, websites as well as pictures.

Recruiters and human resource professionals now practice using LinkedIn once they receive your resume and may be interested in pursuing you as a potential candidate. They venture onto the social site to gain more information about a candidate’s personality to determine if they would like to initiate a phone screen with you. Lastly, with LinkedIn a person can separate themselves from the competition better than using a resume. The LinkedIn profile will allow a person to demonstrate and articulate what value you can bring to an organization and why you can become a valuable addition to the team.

broadcast drawingWant to know more about the changing world of recruiting and hiring? Check out our Webinar series, where you will learn to take complete control of the 6-Step Hiring process that defines who fills that next open seat. 

This is a true story about a mid-sized manufacturing company in Oklahoma that needed some help finding the right person for their job…

 

For any company, recruiting can be a daunting task. From putting the ad together and advertising to managing a large pile of applications and resumes – the entire process can be a headache for business owners or hiring managers who don’t have the right tools in place before they start. Especially when you are stuck handling the process single handedly or on a small team, screening alone can dominate your time. Much of this is true for companies in the manufacturing industry – companies like Progressive Stamping, who reached out to NewHire.

When Dave Younge, President at Progressive Stamping, initially contacted NewHire, he expressed interest in establishing a recruiting process and getting assistance filling an Account Manager position.

“I wanted a person that would be a good fit to our organization’s culture.  I did not want a person who had great skills and experience but was a poor person with whom to work.  I shared this concern with Sean Little (Account Manager) and asked how NewHire could make that happen.  He demonstrated the technology and explained how they could customize the application.” – Dave Younge – President of Progressive Stamping

He needed the framework to get started, and then he would be able to drive the hiring process forward on his own. With these things in mind, he purchased our NewHire Elements service.

Continue Reading…

Rejection is hard. No one likes to say no, and no one likes to be said no to. But when you have two to three great candidates, and only one job title to hire for in your company, unfortunately, you will have to deliver some bad news. There are a few things to think about before you speak with a candidate who isn’t moving forward.

job candidate facepalm

First, understand why you need to follow up.

The farther a candidate goes into your process, the more interested they are in working for your company. They are investing more time and energy into landing a spot in your special role. If they are not the right fit, don’t lead them on or hang them out to dry. It is good to keep them in the loop, but also important to consider the timing of your response. If if you’re in the phone screening phase, and you know early on they won’t be a good fit, then deliver the news. By avoiding them or not following up altogether, you might be holding them back from other opportunities that they could be going after. However, if it is a candidate that has moved further along in the process, you should wait to deliver them a rejection until the other top candidate officially accepts. If the candidate does not accept, you will have another top candidate or candidates at the ready. Whereas if you were to reject all the other candidates right away and your pick does not accept, you will have to re-start the process.

Second, consider the method.

If you are turning down a candidate who had made it to the final stages of the process such as second interviews, you should call them. Let them know that you appreciated their time throughout the process and that it was a hard decision. If you would consider hiring them for another position in the future, let them know that they should apply for those opportunities if they really want to work at your company later on. If your candidates did not pass the phone interview or first interview, a general follow-up email would suffice to let them know you will not be pursuing their candidacy, but appreciate their interest and time.

Third, don’t feel so terrible.

Yes, telling a candidate that they aren’t moving forward certainly isn’t joyous, especially if you have met with them a few times and they are in your top two. But think of it this way – if they were so qualified to make it that far in your process – imagine how far they made it (or will make it) in some other company’s process. It is likely that the candidate you reject will accept an offer somewhere else, so you shouldn’t feel like you ruined all of their hopes and dreams. Think positive, and understand that the candidate you reject will probably find another opportunity that is better suited for them.

Lastly, business is business, but remember bad news shouldn’t leave a bad impression.

When you deliver a rejection, whether it be in person, via email, or over the phone, make sure to do it gently. While you want to make it clear that you won’t be moving them forward, you also don’t want to say it in a condescending or harsh way. Every interaction you have with a candidate is a chance to sell your Employee Value Proposition to the talent world. Leaving them feeling like their time was wasted or they were bad candidates will give them a bad impression of your company and how you treat people. This can lead to bad company reviews online or through word of mouth, so be sure to get your point across in a nice way. If a candidate presses you on why they are not moving forward, you can explain it was a difficult decision, competitive, and you had to consider every detail. Be very careful in your choice of words when delivering the news. You do not want to say anything that would put you or your company  in a situation where you risk being accused of discrimination. The best thing to do is to thank them for their time and wish them the best moving forward on their job search.

For most people, rejecting someone or taking rejection is just plain difficult, but it’s a necessary task. We can’t hire them all, and we certainly cannot take every rejection we deliver personally, because, in the end, you need the right person for the role, not just anyone. As NewHire puts it, “Every job deserves the right person!” and your job is no exception. You will have to reject some good candidates along the way in order to hire the right candidate. For more information on best practices for making employment offers, check out our webinar recording on Step 6 in the recruiting process: Hire ’em!

Kill the Resume

It is our declared intention to change the world of employment recruiting in this way:

  1. Stop using resumes as the primary screening method for choosing which job candidates to pursue
  2. Start choosing candidates based on the answers to questions most important to the hiring manager

It may seem a small change to some, however the implications are huge.

At NewHire, we believe that the resume:

  • hinders the connection between the right candidate and the right job
  • causes employers to overvalue experience at the expense of behaviors, motivations skills and aptitude
  • clogs up talent pipelines and fills inboxes with useless, uninterruptible data
  • creates electronic noise when candidates apply for 10 times the amount of jobs and apply for jobs beyond what they are qualified for in the futile hope that one will get noticed
  • invites intentional and unintentional bias in choosing candidates to pursue
  • invites hiring managers to tell themselves stories about candidates without actually speaking to them, creating a situation where potentially qualified candidates are overlooked

At NewHire we want to “kill the resume” to:

  • improve the connection between the right candidate and the right job
  • help employers choose candidates based on behavior, motivations, skills and aptitude
  • free those responsible for recruiting from the barrage of emails with useless information that comes with resume-focused recruiting
  • reduce the electronic noise associated with unqualified candidates applying for jobs
  • reduce hiring manager bias by providing better information from which to choose candidates
  • cause hiring managers to spend more time getting to know fewer, more qualified candidates

At NewHire, we know that companies make better hires when hiring managers stop reading resumes TwitterLogo_#55acee and start choosing candidates to pursue based on their answers to key questions. Because every recruiting process should be shaped like a funnel, with more candidates starting out at the top of the funnel than come out the bottom of the funnel, the manner by which we narrow that flow matters.

Resumes document a person’s work experience and can say nothing about a person’s character, behaviors, motivations, aptitude and skills (all of which are better predictors than experience of on-the-job success!)

Instead of reading resumes for clues of “who” a person is and not just “what” that person has done, ask job-specific questions related to the:

  • work behaviors required for success
  • motivations the job rewards
  • skills the job requires and/or develops
  • culture of the company, work group or department

The most common hiring mistake is that we hire people for what they can do and we fire them for who they are. Resumes are the single biggest contributor to this common error.

It’s time to Kill the Resume.

 

hand drawn broadcastWant to know more about the changing world of recruiting and hiring? Check out our Webinar series, where you will learn to take complete control of the 6-Step Hiring process that defines who fills that next open seat. 

Chess pieces recruiting game

Great Job, Great Company

Recruiting is an endgame. A lot of businesses see their inability to retain top talent as a product of their recruiting practices (“I hire people who tend to hop from job to job, so I will fix it by hiring people who prefer to stay put.”) I could go on for hours about the misuse of the “job hopper” label to disqualify candidates, but I will spare you the word count. Businesses can improve the approach of their recruiters and hire people whose behaviors, motivations, skills, and experience fit the company and the job, which is something that NewHire helps our clients with everyday. Recruiters must be sure to include appropriate language in job ads and sell the job itself to potential candidates. But the fact of the matter is, recruiting is an endgame, and if the company isn’t doing the work to sell the company to top talent, it may be a difficult one.

Here’s what I mean: the market for talented individuals is a complex one. The employer is both buyer and seller, as is the potential employee. In order to win over the best talent at a fair price, the employer must create and market a desirable work environment. Then, the recruiter must communicate what makes the job unique to other available jobs. Finally, they must select from the available pool of interested talent and negotiate a price that doesn’t break the bank. All the while, the potential employee walks the tightrope between expressing interest in a new company and looking out for their needs as an individual (“I want to work for you, so long as you meet these requirements for me.”)

This isn’t just happening with the employees you’re looking to hire. The employees already in place at your company are playing the same game, and it benefits you as an employer to remember this. Your employees are consistently (if unknowingly) aware of what other options are out there. Job boards send daily email reminders, recruiters consistently bombard them with InMails, and friends or peers are always talking about the good, the bad, and the ugly of their own work environments.

Whether they are looking for a job or not, sometimes hearing a buddy talk about his job at an ad agency in the city can get the gears turning in your best employee’s head. Not to mention, if your employees are badmouthing your company, word is likely to get around. So as an employer, you must recruit and re-recruit the people who you have already employed.

But how? 

Keeping your existing employees engaged and employed is not a simple task. If you’re looking for a few things you can tweak at your business to motivate people to make you the next Google, now would be a good time for a reality check. This is something that is going to take some time, some thought, and maybe some professional help.

Okay. Here’s what I think it boils down to: employers need to understand why they are in business, who they are in business for, and where their business will be in the next 10 years. Then, they need to communicate those things to employees, and fulfill the expectations they set.

For example, I work with a lot of small manufacturing companies whose sole purpose is to build widgets. All day, every day, 10 people in a 12 person company sit in a factory and build the pieces that attach to the other side of industrial bolts. They are in business because people need lock-nuts. That’s why they are in business.

These manufacturers usually say, “We are in business for our clients. Everything we do, we do for them.” And that’s a great sentiment for selling widgets, but it’s not a great sentiment for pleasing your employees. The idea, then, is to have a message that is compelling for your employees that is just as visible and consumable as the message you have for your clients.

If you’re in the right industry, both messages can be the same! Because quite frankly, I don’t really care that the person I buy my widgets (or burritos, or dental floss) from is “dedicated to my happiness.” What if my widget supplier said to me, “Listen, I sell widgets because I want to build a better life for myself and my employees. Widgets are the vehicle in which we approach that goal . We’ve built something great here, because we know that the better this widget is, the better education our children get. You understand that?”

Heck yeah I get that! Now you’ve got a message for your clients that says “We’ve got a personal stake in the success of that widget,” and a message to your employees that says, “We do this all for you.” And if you back that message up and actually provide your employees with an improved environment and lifestyle (and dare I say have a little fun once in a while), do you think that they’ll want to stay? Do you think that talented individuals will want to join them?

That’s the why and the who of it. The final task is to set up processes for communicating to employees where you’re going. This includes lofty goals (see: Google) as well as shorter term goals. Giving your employees a road map for where you’re going as a company is a great way to ensure that they’re focused on bringing you there. If you say it for long enough — and loud enough — the employees who will make the biggest difference will hop on board.

 

In closing, people want good jobs at good companies. Those two things aren’t mutually exclusive, but each piece needs to be defined and communicated in a compelling way in order to find success in the search for talent and beyond. In order to win at the recruiting endgame, you will need to build a great foundation for your recruiting strategy. This falls conveniently into Step 1 in our 6 Step Recruiting Process — Preparing to Recruit.