Are you new to the recruiting process or a seasoned professional? This post will be valuable to you regardless of where you fall on the spectrum. That’s because everybody can use a refresher on the most common mistakes when conducting job interviews — especially experienced people who tend to fall into bad habits.
This video from Business Management Daily provides only five common mistakes, but they’re crucial to remember. It’s less than 4 minutes long, so you can take it in quickly but we’ll admit, it’s kind of boring. Below is a quick summary and if you want more information, just hit the play button in the video below.
Temporary employees are a terrific solution for many organizations to get through a busy season, to cover off leaves, or to get help on big projects. The best scenarios are when it’s mutually beneficial for both the employer (who gets an employee without having to hire another full-time person) and the employee (who gain experiences, but for one reason or another doesn’t want to be locked into a job permanent job).
Even though the talent isn’t going to be around long-term, this should not stop a company and its employees from treating that person with respect. Unfortunately, too often temporary employees don’t feel the same love as their permanently employed counterparts. For example, perhaps they feel they’re outperforming the permanent employees but being compensated less. Other times, permanent employees may start bullying, either because they feel superior in the workplace or they simply feel threatened.
The fact is that everybody — permanent or temporary — deserves respect and has a right to a safe and healthy work environment. It is up to you, the employer, to guarantee that happens. One of the first ways you can do this is by ensuring that your temporary employees are treated as well as the permanent ones. Here’s how you can lead by example:
Train the temps just as well as you’d train the perms so they have the same chances of success.
Share company perks with temporary employees.
Engage with temporary employees as you would any other employee — refer to them by name (not just “The Temp”), introduce them to the team and managers, and ask for their input.
Hire for fit, increasing the chances that everyone works well together.
Mix around workspaces, rather than have an area of temps and an area of perms.
Hire them back if they’re awesome!
Remember, there’s a chance that you’ll want to call back the high performing temporary employees or hire them on to join your permanent team, and how you treat them now will affect their decision. Even if you don’t want them back, they will be talking to other prospective employees and agencies.
Do you work with temporary employees? If so, how have you made sure they fit in with their team and the organization? Please share your experiences in the comments section below.
This post isn’t meant to debate the best management style (but we do welcome it in the comments below). Instead, it’s simply to outline that every manager has a unique way of doing things, every organization has different managers, and every employee prefers to be managed by leaders who possess distinctive styles. In other words, there’s a place for everyone.
Which style are you? Which style is that manager for whom you’re recruiting? These are important questions to answer before meeting candidates and making a hiring decision. There are countless styles, and most people are a combination, but this infographic from FindMyShift simplifies 6 different styles.
High-performance employees are in high-demand across all industries so although it’s sometimes unexpected when a top performer submits their resignation, it’s easy to understand how they received a good offer. Given how expensive it is to replace somebody new — recruiting, onboarding, etc. — every employer would rather keep their best employees rather than lose them to the competition.
A common yet controversial strategy spoken of in all organizations is the counter-offer. When an employee quits, should you offer them more money in hopes they will stay? Some will say this is just a band-aid to a problem, and won’t last, leaving you in a similar predicament a few months down the line. Others will tell you counter-offers hurt relationships between managers, employees and team members. Still, many managers see a counter-offer as a necessary evil to keep talent and trade secrets in the company. Before making a counter-offer to an employee, ask yourself these questions:
Is the person just bluffing about their offer?
Why exactly have they decided to leave? Is this a problem beyond salary that a counter offer won’t really fix?
What additional promises, such as promotions or future projects are you going to have to make?
Will that person now “own” you in the future?
If you counter-offer this person, will other employees consider you weak and start playing the same game?
Are you going to be obligated to give a raise to others due to payroll policies?
Are there non-financial benefits you can offer?
Is there anybody internally who could get up to speed quickly?
Will they agree to a “handover” period and stick around until the replacement is up-to-speed?
What is your limit?
Answers to all of these questions will vary considerably and will have different meanings to different companies, depending on priorities and strategy. Remember to carefully consider all of the consequences of a counter-offer and discuss it with other managers. After all, you may be setting a precedent that is hard to follow.
Flattery frequently has negative connotations, being associated with a way to deceive somebody by giving them false compliments in return for better treatment. While this is true and deception-based flattery is seen all around the world, the term should not always be held in a negative light. Did you know flattery can be a good thing and help grow people and societies?
This School of Life video not only demonstrates how flattery can be positive, but it stresses its importance. It provides real examples from raising children to building cities. Have a look!
What experts say are stupid rules and how they’re hurting your company’s performance
Rules in the workplace are necessary, there is no questioning that. It is what sets standards, keeps people on the same page, and allows for performance measurement. Many rules are even government regulated, so there is no arguing that they have to exist. Arguably, looking past those mandatory policies, some companies can go too far with their staff manual. In these situations, leaders remove practicality, become micromanagers, and overlook the idea of common sense.
Rules Target the Few at the Expense of the Majority
Rules Focus on Activity instead of Outcomes
Throughout the article, Kruse quotes specific experiences that people have had as examples of where he says rules can hinder the organization.
Too Many Rules Can Kill Productivity
Finally, if you’re still not convinced that over-regulating can be a problem, consider that your productivity can also go downhill. Just ask Meghan Biro, who in her recent Huffington Post article listed these Secret Productivity Killers.
Poor Employee Engagement
Lack of Efficiency
Less Collaboration — and less fun
Loss of Business
Time-Consuming Processes and Procedures
After reading these opinions from credible sources, reflect on your own organization. Do you have too many rules, policies and procedures? It’s easy to get there and, unfortunately, the results can be harmful.
How is it possible that we live in a world with billions of unique people yet every single resume seems to be identical? In a way, we like when people use the same boring font, simple format and basic structure, but the least they can do is mix up the wording. Any recruiter or hiring manager who looks at resumes is tired of the same buzzwords.
This infographic from ebi sums it up perfectly. Not only did they capture the most common clichés that appear time and again, they hit the nail on the head with what we’re all thinking when we read it. Better yet, this infographic is more than a negative stab at uncreative job applicants. It also includes suggestions for job seekers on what they can say instead — perfect for you when those keen rejected applicants ask for your feedback!
Many of us have heard the Ontario Government’s new plan to have minimum wage raised to $15/hour by 2019. In fact, the Government of Alberta also has planned to raise rates to $15/hour in 2018 and many have suggested that other provinces will follow suit. These planned increases have led to very diverse opinions from businesses across Canada as many believe that this new expense will negatively impact corporations, with the potential to ruin them.
At first, it might seem that there are a lot of downsides to drastically raising the minimum wage up a couple dollars. However, there can be various benefits to having higher wages that can improve your business such as: motivating employees to work harder, attracting more productive workers, minimizing disciplinary issues, enhancing quality & customer service, and much more! In addition, higher wages can lead to lower turnover resulting in reduction hiring and training costs.
In short, some changes will most likely need to be made to your business and hiring process to accommodate these new minimum wage increases. However, in the end, it comes down to one question; will my business be able to afford the minimum wage increase?
According to this Globe and Mail article, it would be in every business’ best interest to do some early research and preparation. Here are a few measures they suggest to ensure that your business is ready when the new minimum wage legislation come into place:
Conduct an audit. Start with an audit to help determine if the new wage legislation is properly arranged with your business plan and structure.
Determine the scope. By taking a look at the salaries your current employees earn, you may find most of your employees already are already earning $15/hour. Figure out how many employees will be impacted by an increased minimum wage.
Determine the job worth. Separately reviewing each job role to see if any alterations in responsibility needs to be established. A change in responsibility and review of the impact of each role might mean creating different roles with different pay scales.
Create a new pay grid. Once you have collected all your information, start building a new pay grid with ranges in salary.
Communicate any upcoming changes early and try to be as clear as possible! This will help avoid misunderstandings or confusion that may arise with employees, or customers that are involved in your business.
All in all, every business should be able to survive the minimum wage increase as long as they take the time to do some advanced planning!
Finding people who have had success and copying their methods is a proven way to gain success of your own. This holds true in all areas of life, both personal and business. Specifically, if you’re seeking to improve the way you recruit and hire in order to attract the best talent, there are hundreds of great organizations out there – one of which is Dropbox.
This TechCrunch video interviews Dropbox CEO Drew Houston and Sequoia Partner Bryan Schreier and discusses their recruiting partnership. In this interview they discuss how they hire, the challenges they’ve overcome along the way and what they believe brings success. If you want to learn from the best, then grab a pen and take 10 minutes to check this out. Do you have any other tips to add? Leave them in the comments below!
Since the early days of posting jobs in local newspapers, the standard way to promote a job opening has been to pay a fixed price and, in return, receive a designated slot for a specified amount of time. When the Internet took over as the primary medium to post a job, the model remained the same — companies started paying an agreed upon amount to include their job posting on an online job board.
The fixed price, one-time posting model was going great, right up until businesses like Google introduced a new way to advertise online, which they referred to as pay-per-click (PPC). It wasn’t long before the new way of thinking was being adopted by job aggregators like Indeed and Simply Hired, who started offering pay-per-click advertising for jobs.
This brings us to where we are today. Big job boards, like Monster, Workopolis and CareerBuilder continue with the traditional paid posting model and aggregators are pushing the PPC idea. All of these players remain successful and competitive, proving that there still isn’t a clear “right way” of posting your job. Instead, the question becomes which is the right way for you and your company to promote your job openings, assuming it’s in your budget?
The Benefits of Pay-per-Click Job Postings
Only pay for specific clicks. Exactly what the name suggests, pay-per-click means that you only pay if somebody actually clicks on your job, and that’s often less than a dollar. Yes, it can add up quickly; however, at least you know most of what you paid was to give more information to an interested candidate. (Note: There will always be a few accidental clicks or extremely unqualified people.)
It’s easy to measure. You get a report from PPC postings, meaning you’ll see exactly how many people clicked on your job and the cost of each of those clicks. You’ll also know how many clicks resulted in an application and how many of those applications were quality.
Set Budgets. PPC seems like it could get out of control, but another advantage is the ability to set exactly what you’re willing to spend, both the maximum click and a daily budget.
Specify Targets. The nature of PPC also means it’s easier to say exactly who you want. For example, you can ensure your job ad only appears for somebody who typed in certain keywords for certain regions. With sophisticated engines such as Google, advertisers can often name the specific demographics and search history of their target audience.
Free Postings. PPC job postings are frequently associated with search engines and aggregators which also offer organic search. That means you can post all of your jobs for free and only pay to boost those which need extra attention.
The Benefits of Pay-per-Post Job Postings
Low-maintenance. Regular job postings are much easier to use and, with a “set it and forget it” functionality, require much less maintenance and planning. This is the opposite of PPC, which requires more planning and monitoring.
Easier internal sell. Recruiters and HR managers trying to sell a new recruitment solution to their managers have a much easier time getting buy-in for traditional job boards because they’re familiar and easy to understand.
Unlimited views. You pay one price for a posting for a certain period of time and if a million people click on your job, you’re still paying that same price.
Easier to Budget. Fixed prices make it much easier to predict what you’re going to spend. If you anticipate a specific number of posting requirements, then you’ll know your exact costs early on. In PPC, you can set budgets, but you never know exactly what you’ll spend until afterwards.
You Still Get Organic. When you search through aggregator job boards, you’ll often notice postings (sometimes paid) from the major job boards. It’s in these big players’ best interests to promote your job everywhere, and they have the resources to do so.
As with every business decision, the right strategy will depend on your current situation and the direction the company is planning to go. Hopefully these few benefits of each job posting technique will help you make a clear decision on the best route for you.