Archives For Recruitment

list-a-salaryIn advertising an open position, it’s important to be as transparent as possible about the job at hand. A field’s top candidates have their pick of positions, and most applicants don’t consider guessing potential income to be a game worth playing. At NewHire we found that the number of applicants increases significantly when employers list a salary range, a dollar amount. This indicates that salary is a top factor when it comes to deciding whether to apply.

Some business owners and human resources professionals have concerns about posting salaries. But for the benefit of your recruiting efforts, consider changing your thinking when it comes to these concerns.

Here are three of hiring managers’ common concerns/questions when it comes to whether to list a salary range—and reasons to consider adjusting your strategy.

I don’t want my other employees knowing how much this position is paying.

It can be uncomfortable for employees to discover that a position is available within their company that is paying significantly more than they’re making, especially if they haven’t received an increase in their own wages. But employees may perceive salary information differently, especially if it’s for a different position than their own. They understand that each function in the company comes with a correlated pay. Also, with the accessibility compensation websites like Salary.com, most people are no longer in the dark about what positions are paying.

To attract top candidates and keep your employees happy, be prepared to handle internal inquires about why a certain position commands more pay than another. Revealing salaries could also motivate employees to work toward higher-level positions, which could eliminate recruitment for those roles in the future.

What if I want to pay depending on their experience?

It’s common to receive a variety of resumes with varied experience levels when you have an open position. You may locate a standout candidate with little experience, or you may have a 10-year, seasoned expert. If you are open to both extremes, it is best to settle upon a salary range that would make sense for the respective candidates.

What if I absolutely cannot list a salary range under any circumstance?

There are instances where it would be out of the question for you to list a salary range in your advertisement. In these circumstances, it’s best to state that you are paying a competitive wage. Then, if you are using a NewHire application, create a customized question asking what salary the applicant would be expecting in your open position.

For budgeting purposes, it’s important for you to know what salary the applicant is looking for, and if you move forward with the candidate, they will know you have noted their requirements.

These are a few suggestions to get you moving toward advertising a compensation for your open positions. Do you have any other situations that you feel are preventing you from listing a salary range? Do you have any additional reasons why consistently advertising salary is a great idea?

This is the second of a three-part series that’s designed to help you answer the question “why is it so hard to hire an employee?” 

Last week, we addressed why no one was applying for your position, but that’s not everyone’s issue when it comes time to hire an employee. Perhaps people are applying, but you’re simply not getting well-qualified applicants. Or maybe you’re being inundated with entirely too many applicants. Let’s dive into why you might be experiencing these problems when hiring.

Why isn’t anyone well-qualified applying for the position?

You’ve been advertising the open position in all the right places, and candidates are responding. But when you review the resumes, none look attractive.  None of applicants meet all the qualifications and requirements you set.

Unqualified Concept

You don’t want to waste time on interviews with people who are unqualified, overqualified, or don’t look like a good match for the company, so you don’t follow up with anyone. That’s understandable, but it’s not going to help you hire an employee.

It is reasonable (and advisable) to be worried when none of the candidates who apply appear to be a good fit.

Why does this happen? Here are a few possibilities:

  • Your job description doesn’t accurately reflect the work or qualifications you expect. Candidates only know what you tell them so give them the information they need to know if they are well-qualified for the job.
  • The expectations for the job changed between the time you advertised and the time you start screening. If this is the case, you need to revise the job advertisement and accept new applications. Changing expectations during the hiring process will lead to frustration for both potential employee and employer.
  • You are looking for a flying mermaid; a rare creature indeed, and likely one you will not find. The combination of experience and knowledge, duties and responsibilities you set are not realistic. To be attractive, the job must be doable. Just because the founder or owner did all that stuff at some point – doesn’t mean an employee can or will.

It is hard to admit it when we’ve experienced any of these problems. It could feel like a personal failing. Admitting to a mistake is hard.

The first step in solving the problem is pinpointing the issue. If you think you’ve experienced one of these challenges, take a step back, take a deep breath and remember there is a solution. In many of these cases a little research or competitive intelligence can go a long way to solving the problem and moving forward with a fresh start.

Why are so many people are applying for this position?

Some employers find themselves overwhelmed by the candidate response. When you have too many candidates to review, it’s overwhelming, and hard to figure out how to identify the best candidates. When that happens, you may find yourself procrastinating reviewing any at all because it’s human nature to put off things that seem daunting.

Before we figure out how to eliminate this problem, let’s figure out how you got to it in the first place.

hard to hire an employee

There are a few circumstances that typically lead to a barrage of resumes.

  • If the position you are hiring for is entry-level or lower skill level, you will inevitably get more applicants than when you are hiring a more senior-level employee.
  • If the position is very attractive – the employer has a great reputation, competitive wages and benefits, and an excellent employment value proposition — you’re going to get a lot of applicants. Pat yourself on the back. You deserve congratulations as that is no easy task and deserves recognition.

If either of those are the case, you need to be prepared to see a lot of applicants. If you’re not prepared, it’s easy to feel overwhelmed and start procrastinating. That is absolutely not how you want to feel when trying to hire an employee. If there is no screening system, plan of action, or objective hiring criteria in place, you’re probably going to feel that pain. But don’t worry. There are things you can do.

If you’re feeling the pain from either of these problems, you might need some tools and coaching to get you over the hump. You also may need a system that allows you to quickly identify the best qualified talent, without reading every application because we know the pain of reviewing applicants. 

If you want to learn more read Part 1 or Part 3 of this series.

This is the first of a three-part series that’s designed to help you answer the question “why is it so hard to hire an employee?” 

It happens regularly; the president, CEO, owner or sales manager calls and asks if we can help them with a hire. Often they have tried to do it on their own, but are having a tough time. They ask, “Why is it so hard to hire an employee? Can you help me?”

There are many factors involved when it comes to hiring, so before we say “yes, we can help,” it’s essential to understand what is truly happening.

Here are four reasons you might find it hard to hire an employee:

  • Hardly any candidates are applying
  • Candidates are applying, but none of them are well-qualified
  • So many people are applying that it’s overwhelming
  • Plenty of qualified candidates applying, but you aren’t following-up

There are many reasons that you can experience any of these four problems. Understanding the problem is the key to finding the right solution.

We’ll address each of the four reasons in this series, but for this post, let’s address the first reason you’re finding it hard to hire: no one is applying.

Why isn’t anyone applying for the position?

You’ve been advertising the job and hardly anyone is applying. That makes it really hard to hire an employee. You’re right to be worried, but what do you do? There are a few things.

hire an employee newhire

First, let’s look at expectations.

Fewer people are going to apply in 2014 and 2015, than in 2009 and 2010. During the Great Recession there were a lot of people on the job market and very few openings. That means, every job that was open during the recession got many applicants based on pure numbers. But times have changed, and I am not complaining! There are more open jobs and fewer candidates. The competition for talent is heating up, and most jobs are attracting fewer applicants. Your new smaller candidate pool may simply be a byproduct of this change, so it’s important to adjust your expectations.

Next, let’s look at the job.

Is the job title unusual or uncommon? In the world of internet job board advertising, candidates find jobs by searching keywords. If the job title is unusual, or doesn’t reflect the duties or salary being offered, appropriate candidates might not be finding the ad. If no one is finding the job, certainly no one will be applying.

Is the job competitive in the marketplace? If the salary, wages or benefits offered aren’t competitive with those offered for similar positions, you’ll see a very small number of applicants. Applying for jobs is time-consuming and many applicants focus their efforts on applying for the best jobs they find. Why spend the same time applying to three very similar jobs if one of them is only offering up 70% of the salary? Pro tip: the top talent won’t apply for jobs that don’t offer competitive compensation.

Does the advertisement highlight the best aspects of the job? Sometimes the available job is a great job at a great company, but the advertising copy doesn’t do either justice. Make sure you put your best foot forward.

Now, let’s look at the people.hire an employee 2 new hire

How many people out there are truly qualified for this job? Are we simply dealing with a scarce candidate pool? For example engineers with many years of experience are going to be tougher to come by than entry-level account managers.

Did too few people see the job posting? If the advertising was not adequate to build a candidate pool, it’s possible not enough of the right people even know about the job. (Hint: you might need to spend more on advertising.)

Do any of these challenges sound like things you’ve experienced? If so, maybe you need some hiring help. Don’t worry. You’re not alone and we can help.

If you still aren’t thinking, “yep, that’s exactly the problem I’ve been having,” stay tuned for part 2. We’ll take a look at the other reasons you may be finding it hard to hire an employee, and give you some tips to make it easier along the way.

Go to part 2 of this blog post to read more on this topic.

Mad computer

In the digital age, consumers have more information available than ever before. One increasingly popular source for such information is opinion and review platforms with non-professional/user-generated content. Whether it’s ranking a restaurant (Yelp), movie (IMDb), book (Goodreads), or even college professor (RateMyProfessor), it has become more and more frequent for everything and everyone to fall under anonymous Internet raters’ scrutiny.

And while much has been written about employers’ ability to use social media to check candidates’ backgrounds, the web has also enabled job seekers to research prospective employers based on past and current employees’ reviews. These employer reviews can play a major impact on the recruiting process, whether positive or negative, and are becoming increasingly important to track when looking to a make a hire.

Where are jobseekers going for Employer Reviews?

The two largest employer review websites currently are Glassdoor and Indeed. While smaller employers could have zero to a few dozen reviews, large employers, such as Coca-Cola, have over a thousand. On both sites, current and former employees rate companies on a 1 to 5 star scale.

Glassdoor allows reviewers to get a little more specific and asks reviewers to rate companies’ Culture & Values, Work/Life Balance, Senior Management, Compensation & Benefits, and Career Opportunities. Both sites allow reviewers to leave comments to accompany their rating, which is frequently where the most insightful information resides.

When a possible applicant uses these sites to research an employer and sees an overwhelming number of negative comments, their desire to spend time applying for that position shrinks. No one wants to work for a bad employer.

Do these reviews really have an effect on recruiting?

How frequently have you seen a restaurant proudly displaying their high Yelp or TripAdvisor rank? Some service sites put enough credence in user reviews that they use them for quality assurance.

For example, Uber, an increasingly popular transportation start-up does not allow drivers who fall below 4.7 stars to continue to drive under the company name. While goods and services providers have known for a while that online review sites affect business, when it comes to recruiting, many small- to mid-sized companies may overlook online reviews’ influence on attracting applicants and hiring people to fill positions.

When consumers turn into candidates, they don’t stop utilizing the web for information gathering. Time Magazine reported that nearly half of employees polled in 2013 said that a company’s online reputation matters as much as the job offer.  For personal evidence- all three of the most recent employees at NewHire (myself included) looked at online employer reviews during our job hunt. Finally, one possible extra perk keeping high reviews: saving money. Most candidates are willing to accept a lower salary if company reviews are favorable.

In their 2013 Candidate Behavior Study, CareerBuilder discovered that 67% of the over 5,500 job seekers polled said they would take a lower salary at an exceptionally reviewed employer online. That’s a lot of people.

Employer reviews are key to making good hires at the rate you want. So now that you know how important they are, what can you do about poor reviews? Stay tuned for part 2 and I’ll let you know.