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Just Proof-Read Your Job Postings!

Just Proof-Read Your Job Postings!We frequently criticize job seekers for spelling and grammar mistakes on resumes and unprofessional-looking emails, but are we taking a close enough look in the mirror? It’s simple to make a spelling mistake, often just because we’re rushing and our fingers type the wrong word or put letters in the wrong order. If you’re hesitant to forgive job applicants and immediately judge them for these slips, then you had better be certain that you never make the same mistakes. After all, just about every professional has learned the hard way that the sophistication in spell check in programs like Microsoft Word and Google Chrome, is not perfect.

Failing to properly proof-read your job description before posting it out to job boards, can have serious implications on your recruiting process. The obvious consequence is how unprofessional you will look to job seekers, though it is unlikely they will disregard the opportunity because you used the wrong “your.” Proof-reading goes beyond spelling and grammar ensuring text is formatted and written clearly to make sense. Without this process in place, you can suffer miscommunications with job seekers who misunderstand the actual role due to a vague job description or misguided requirements and perks. What if this misunderstanding isn’t recognized until mid-interview? You could waste both your time and the candidate’s time.

A few of the common mistakes job seekers report seeing in job postings include:

  • Spelling and grammar errors
  • Inconsistent tenses in bullet points
  • Run-on or incomplete sentences that don’t make sense
  • Excessive corporate jargon
  • Inconsistent or sloppy formatting

Given the potential outcome of not reviewing a job description before publishing it, perhaps it’s time to review your own processes and minimize your risk of appearing unprofessional. A few practices you can consider are:

  • Review it later. If you wrote the entire description, then close it and come back to it later when you have a fresh set of eyes.
  • Review it with different goals. Use the common errors above as an example. Proof-read your description five times and, each time, search for a different type of error.
  • Get somebody else involved. Sometimes, no matter how fresh, your eyes just won’t catch errors and your mind will always make sense of the convoluted sentence you wrote. Ask somebody else, preferably somebody detail-oriented and not connected with this particular role, to proof-read as well.

The reality is, no matter how much effort you put in, some errors are going to sneak past you. As long as you have a plan to quickly fix them as they’re identified, you will minimize the risk of losing business or candidates.

You could also ask yourself how you will deal with applicants who point out your errors. Is it a negative or a positive trait? Start that conversations in the comments below!

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Feedback: What Your Own Eyes Cannot See

Mastering communication is an important skill for everyone in the workplace, employees and managers alike. Failing to get your point across in a diplomatic and clear manner can have disastrous results in a myriad of situations.

One management task where communication tends to breakdown is when giving feedback.
As this video from Credit Suisse demonstrates, this is often because of a misaligned version of a person’s self-perception and their manager’s perception. The video goes on to explain roles that both the provider and recipient need to follow for successful, beneficial feedback for both parties.

If you’re a manager struggling to give feedback to your employees, or an employee who’s concerned about providing feedback to your boss, then take 3 minutes to watch this video. It may drastically improve your current work situation!

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Are Facebook Job Postings Right for You?

Are Facebook Job Postings Right for You?Social media is an integral part of many strategies in today’s business world. It’s used by e-commerce sites to sell products, marketing departments to build relationships with customers, and recruitment teams to attract new talent. Focusing on the latter, the most popular social network for recruiting professionals is LinkedIn. It boasts a massive network of future employees for companies around the world. But, LinkedIn tends to be limited to professionals and white collar workers, meaning it is not effective at recruiting for all positions. Enter Facebook!

This past February, Facebook finally got into the job board game and opened up free job postings for employers. Since then, companies have scrambled to understand and try the new service and see if it works for them. If you’re still working to wrap your head around this concept, then keep reading this simple overview of Facebook’s job posting feature.

How do Facebook Job Postings Work?

  1. The administrator of a company page just has to go to the “Jobs” app in Facebook, which is usually located in the left menu of their newsfeed.
  2. Immediately at the top of the page will be a button to Publish a post. From there, the administrator can enter all of the details, including a job description (max 5000 characters), a photo to attract users and, if you’d like, questions to ask applicants before they apply.
  3. Once published, a link to a “Jobs” tab will appear in the left menu of your company page. That tab will have all of your company’s jobs for visitors to explore. Your job will also appear in Facebook’s main job board section, and link back to your page.
  4. For extra exposure, companies can pay to boost their job postings. The benefit of paying to boost on Facebook is that you can target specific people. For example, ensure it is only viewed by people living in a certain region who previously worked in a specific industry.
  5. When job seekers are interested in your job, they only need to hit an “Apply” button. Facebook will auto-populate their information based on their profile and allow them to edit it.
  6. The candidate’s complete application will arrive in your Facebook company page’s inbox, ready to review. The administrator can then send Facebook messages back and forth with the applicant to receive further clarifications and request a resume.

What Do You Need to Set Up Facebook Job Posting?

  • Company Page: You absolutely need a company page if you’d like to do get started. It is easy to set-up and doesn’t have to be complicated. In addition, you need to ensure that anybody who will be involved in the job posting process on Facebook has the proper administrative rights.
  • Proper Employer Branding: The previous point said set-up doesn’t need to be complicated, but it should be well thought out and more than just a name. Be sure to add pictures and information that show your corporate brand so job seekers immediately know what it’s like to work at your company.
  • A Second Company Page (optional): When you tell your marketing department you plan to take over the Facebook page to show your internal culture and recruit people, they may not be happy. Especially in B2C companies, Facebook pages target customers who may have different behaviours and interests than employees. If this is the case, consider a second page that is corporate and geared towards recruiting.
  • A Defined Process: Posting jobs to Facebook and receiving applications is different from traditional job boards, especially since applications only come in through instant message. Ensure you know how you’ll post, take in applications, and interact with candidates.

Do Facebook Job Postings Suit Your Needs?

There are endless job posting and recruiting tools out there and you clearly don’t need all of them. Facebook is no exception and should be evaluated accordingly. A few questions to ask yourself are:

  • Who are your candidates? As noted, LinkedIn is better for professionals. Facebook will include them, but will also encompass another demographic of workers. At the same time, many people boycott Facebook or, if they are on it, they do not want to use it for a job search.
  • Do you have the resources to manage it properly? The previous section discussed developing a defined process. Once that is outlined, can you follow it? Do you have enough time and ability to manage those applications?
  • Do you have too many jobs? Perhaps the biggest downside for many recruiters is that Facebook has no integration with Applicant Tracking Systems. Part of its value is the easy application and information to your Facebook inbox, but if you have hundreds of job postings, that is an administrative nightmare.

All social networks have their uses and benefits and whether Facebook works for you is a decision for your recruiting team. One thing is for sure, as the largest social network in the world, its free job postings are guaranteed to be the right opportunity for countless small and medium sized businesses.

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Employee Perks You Need to Offer If You Want to Recruit Top Talent

It’s no secret that today’s employees want more than money—so if your company is still offering the same benefits package that was on the books back in 1999, you’re not doing enough to attract the talented workers you really want.

That said, it also isn’t enough to offer the latest workplace incentives just because you think they’re cool. Sure, free snacks and giant slides in the office are great. But are those the perks that will motivate your team the most—or are you trying to copycat great incentives programs like the ones at Google?

Employee perks have to be tailored to the type of workers you want to attract to your company. That means you need to know which options are available and why they work. The team at Company Folders has compiled this top ten list to help you get started:

10 Employee Perks To Attract Top Talent
11 Employee Perks To Attract Top Creative Talent

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Using Analytics to Create the Best Careers Page

Using Analytics to Create the Best Careers PageThe Careers Page on your website is one of the most important online recruiting tools you have. It’s the place where you can be certain all candidates are going to get your sales pitch about working for your organization. You use it as the hub for bragging about your benefits, culture and opportunities. It also usually includes links to job openings so people can apply.

Such an important asset must be monitored, maintained and continuously improved to ensure you’re always delivering the right message to job seekers. The question is: How do you know if it’s working?

Measuring your Careers Page will apply the same strategy used by your web team to monitor the success of your entire website. Google Analytics or a similar tool should already be set up, in which case, it’s a matter of requesting the right information.

Set Your Goals

The first step to improving anything is understanding specifically what you want to improve. Simply saying “We want the best Careers Page” makes it very difficult to measure success. Work with your recruiting team to understand exactly what you want to get out of the page. Does it just need to tell people how awesome it is to work at your company? Do you want job seekers to find your page and apply to job openings or reach out to HR? Is it a place where candidates at the interview stage can seek additional information about the organization?

You should also set a strategy about how you want people to learn about your page. For example, are you making a push to promote your company through social media or do you want to understand how successful your in-house recruiters’ emails are? Your strategy may also focus on referrals from other job boards or search engines like Google.

Decide What You’ll Measure

Your goals will dictate what you want to measure. Very often, people will track the traffic on the site, and feel happy when that grows. But how useful is that? What if all of those visitors were living on another continent where you don’t do business? Perhaps you have keywords and content that’s causing an influx of high school students to end up on your page while researching an assignment.

Conversely, you can’t measure everything either. If we consider Google Analytics as an example, there are hundreds of metrics and reports to choose from. Asking your web team for everything will be a waste of everybody’s time. A few areas you may want to consider monitoring are:

  • Which sources are people coming from? Do they fit with any recruiting investments you’ve made?
  • How well are people engaging with your page? Do they stay on it for a long time or are they leaving right away?
  • Where do they move to after your Careers Page? To another page on your company’s website or do they leave it completely? Do they apply for jobs?
  • How many of your visitors are returning visitors versus new people?
  • What region are they from? Are your recruiting efforts being wasted by attracting people from the other side of the world?
  • How many people apply to jobs versus look at them? Are any people dropping off part way through the application process?

Once you understand your goals and are tracking them against specific metrics, you will quickly see more success in your Careers Page. If you’re still not seeing success in your recruiting goals, then your next step may be to re-evaluate your online goals, ensuring they all connect.

What goals do you have for your Careers Page? Share your experiences with our readers in the comments below!

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10 Ways to Promote Mental Health in Your Workplace

As we approach Mental Health Week in Canada, it’s a good time for managers to take a step back and ensure you’re providing a healthy workplace on all fronts. As this video from Heads Up Australia points out, more employees than we realize suffer from some sort of mental health illness. Not only does it have a negative impact on their well-being, but it can also hurt their productivity. Therefore, promoting mental health in the workplace benefits everyone.

The video is packed with helpful information for leaders looking to play a bigger role in mental health and encourage a healthy environment. It provides 10 easy-to-implement tips that will play a huge role in improving your workplace culture. Is there anything you would add?

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Family-Friendly Perks to Recruit the Best People

Family-Friendly Perks to Recruit the Best PeopleCompanies who want to attract the best talent without blowing their salary budget can compete for top candidates when they offer unique, desirable perks. Very often, job seekers and employees will value these benefits more than a few extra thousand dollars. If you’re looking at expanding on the great things you offer your employees, have you considered specific family-friendly perks? Not only will they grab the attention of the skilled individuals you want to hire, but on a larger-scale, they help position your employer brand as a being family-friendly.

What can you be doing to offer an environment desirable to parents? Here are a few examples, based on what some of Canada’s top family-friendly employers already offer today:

  • Alternative Work Solutions: Most progressive offices already have some benefits that tie into this area. They include generous vacation, flexible hours, compressed work weeks and work-from-home programs so employees can work where and when its most convenient. This is especially helpful to parents trying to juggle the schedules of their children.
  • Parental Leave Top-Ups: On top of the government mandated leaves that companies are required to give new parents, family-friendly organizations will also top-up the pay of mothers, fathers, and adoptive parents when they are on leave. Some companies have also been known to offer extended leaves up to three years.
  • Daycare Assistance: Many parents choose to put their career on hold because when they do the math, it’s more expensive for them to go to work each day and pay for day care, than it is not to work at all. To keep these skilled employees around, companies will offer babysitting subsidies or provide daycare facilities right at the workplace.
  • Scholarships: Once daycare expenses are eliminated, parents only have a few years before they have to start worrying about another major expense of raising a child — education. Few companies pay the entire tuition, but some do offer scholarships to deserving children of their employees.
  • Encouraging Family Time: Family-friendly cultures know that spending time with family is important. As such, they extend regular staff socials to invite kids and spouses or offer subsidies for extra-curricular activities.
  • Family Planning: Offered as a rather unique perk, some companies go beyond helping employees who are already parents, and help other employees to become parents. They offer subsidies for in-vitro fertilization or adoption.

The perks you can offer job seekers to sway them away from your competition are endless and extend as far as your imagination. A mix of unique benefits with industry standards is a solid strategy that will differentiate your organization while giving people what they’ve come to expect from the best employers. When you can add “family-friendly” to your brand, it won’t attract all job seekers (young people who have yet to start a family, people who opt not to have children and empty nesters) but you are guaranteed to tap into a market of talent that is neglected by many other top employers.

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Optimize Your Job Postings for Maximum Exposure

The first step to reeling in top job applicants is to have the best possible job posting. Beyond  a detailed description that tells a job seeker what you need, a perfect job posting uses persuasive communication to grab their attention as well as optimizes tools to drive people to the posting so it gains more exposure.

All of a sudden, creating a great job posting seems more difficult than a standard cut and paste job… it requires thinking! Before you get too overwhelmed, have a look at this AkkenCloud infographic that was created in partnership with Ghergich&Co. It highlights the most important strategies for gaining maximum exposure for your job postings.

Click To Enlarge

How to Optimize Your Job Posts for Maximum Exposure

Via AkkenCloud

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Managing the Office Know-It-All

Managing the Office Know-It-AllOf all of the annoying people in your office, the know-it-all may be the person you’d like to yell at the most. Unfortunately, yelling at your co-workers is generally never good practice and it’s more frowned upon when you’re the boss. So how do should you respond when you find yourself managing a person who thinks they know everything about everything, and are quick to display their vast knowledge to everybody in their presence?

Take the High Road

When your employee is guilty of correcting you for every little detail (even when they’re wrong), your first instinct is to shut them down. While this is necessary at times, you also need to take the high road. Practice empathy and understand that a confidence issue is probably at the heart of their behaviour. As such, pick your battles. Decide which situations can be brushed off and which ones need to be addressed.

Be Prepared

Even if they’re annoying and sometimes wrong, nine times out of ten, the know-it-all is usually quite smart and skilled at arguing. If you want to begin to “put them in their place” then you’re going to have to be prepared yourself. Identify situations where you know they are going thrive and organize before-hand, arming yourself with facts about the subject. As they start to correct you, ask probing questions. Either they will back down or, if you’re willing to be open-minded, you will learn something from them.

Know How It’s Affecting Your Team

As a manager, your job is to lead your entire team, ensuring they’re doing the best work they can do. When you identify the know-it-all, also identify who they’re aggravating. In some cases, it may just be you, especially if they’re vying for your job and only care about undermining you. In other situations, and more commonly, this person has no limits. They correct whoever they can in hopes of feeling superior. When your entire team is being affected, and a negative atmosphere is being created, fixing the problem immediately becomes a higher priority.

Deal with the Behaviour

As alluded to earlier, know-it-alls are smart and you do need to keep an open mind to ensure you’re not turning away innovative thinking that can move your team forward. As a leader, you also need to deal with behaviour that may be bringing down the team. Schedule a time to meet with your know-it-all and provide constructive feedback. Explain that you value their input but they need to consider their delivery. As with all constructive feedback, bring up specific examples of inappropriate behaviour and explain how they affected the team’s performance.

By understanding and addressing a know-it-all’s behaviours, you can bring out much value in an employee that has potential to be a strong asset to your team. Unfortunately, some people are lost causes. They are too stuck in their ways and genuinely believe that they are smarter than everyone else, and that they are a gift of knowledge to your office. This toxic attitude will be disastrous to your team and may cause top employees to leave. As such, your only solution will be to terminate the person’s employment at your company.

How have you dealt with know-it-alls in your company? Do you have any success stories of turning them into functioning team members, or does your experience point to having to fire them each time? Share your experience and advice with our readers in the comments below!

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Managers Need to Understand Remote Workers

If your office still doesn’t offer employees a “work-from-home” program of some sort, you’re behind the times. There are obvious exceptions (security, equipment) when a job needs to be done on location, but advancements in technology allow most office employees to do a large amount of their tasks remotely. Some companies take this a step further and embrace the trend of 100% remote employees, where a person’s primary workspace is their home office.

Remote work comes with a number of benefits for both employers and employees. Just the mention of it in a job description is sure to attract a few new applicants when posting jobs. But you can’t offer the perk and stop there. As the infographic below from TimeDoctor shows, remote workers have different motivations and managing them comes with new challenges. The infographic is compiled based on results of a study completed by employee engagement company, TINYpulse, and provides insight into remote workers’ motivation, demographics and unique struggles they have on the job.

Are Remote Workers Happier Than Office Employees? (Infographic)