Where to start, first point can be included for all types of recruiting and this is assuming you already have a strategy in place.
1. Be clear and very detailed in the position you are recruiting for, if you don’t know exactly what type of person you are looking for and what they need to value to meet your culture how do you expect the possible applicants to know if they are right for the role you are trying to fill. This will save you getting a lot of time wasters apply for the position and if they do you can clearly and quickly remove them as they are not meeting the brief you have created.
2. When you are using social media to recruit have a clear plan on how you are going to get their information and any supporting detail you require, you will need to be open and upfront with them so they know where and how it will all work and so you are not getting their personal details out in the public space. This will show you have respect for them and their privacy from the very start.
3. When using social media for the process be professional, however be more relaxed in the approach, after all you are using social media and not a formal process and it is more relaxed in its approach. There are so many more so happy to add more if it would help as I have recruited via social media before successfully.
I want to explore blind recruitment for my business.
To add a bit more context, can you expand on what you mean by "blind recruitment", and specifically why you're thinking of adopting this strategy for your business?
I know for certain businesses or positions e.g. modelling agencies, hiding some or all of the candidate's details doesn't make sense.. but for others, there may be merits in doing so, I guess it just depends on your business and what you're trying to achieve.
Have you used Hays' recruitment for to find staff? How was your experience and what was the cost?
I used to be the legal counsel for both Hudson and Robert Walters. Recruitment companies are very similar. The real key is to find that one recruiter within the space you are seeking to recruit. Their networks and candidate database is what is valuable.
I have a job interview later this week for a small start up business as a Community Manager (Social Media and Marketing). I've only ever worked for large businesses or for myself so not sure if a...
A job interview is a lot like a test. If you know what the interviewer is looking for, you can answer accordingly and pass the test. Of course, you can just give the answers they're looking for and land the job, but it may not be a good fit for you if you do.
You want to know if you are really the right answer to the questions. Being genuine counts. That way you'll be more likely to like what you're doing and excel at it. You'll also be more likely to meet the employer's needs. Yes, employers often have a different perspective on what is most important than you do. What you have to do is find as close a match for both of you as possible! Everyone needs to have most of their needs covered.
Usually when we think about what those needs are, we think about pay, hours, skills, benefits and personalities. I'll bet you've already passed a few job interviews in your time, but even if this is new to you, you get the idea.
Check the advertisement. Match it to your training and history. Then highlight the matches while talking about your skills during the interview. Each time you study for the interview, you get better at doing them. Sometimes we do get the job. Sometimes it isn't a fit. But we learn more each time we go through the process. How about learning about yourself in terms of your best self-expression and then matching that to the employer's needs?
Say you know how to write an engineering resume, doctor resume, administrative assistant resume etc. You know how much the job needs to pay. You have an idea what's being offered. But how much do you know about your own personality, what motivates you and how that will work for your employer? If you pay attention to which of seven traits or skills are important to you and your employer, you'll be able to find a better fit. They're very important in the task of doing what's needed, as well as being your best self on the job. The seven skills or traits are: leadership, service, storytelling, efficiency, inspiration, information and innovation. Chances are that you are really good with at least two of these.
Let's take a look at what each one means and how they show up in a business environment.
Each of these skills has its place in the workplace. None of them rates higher than the others. All of them are needed and valued in the right job. Look at your goals, your personality and your resume and see which are your top two. Then go find a job that fits the best in you and give it your all!
I am looking at hiring developers and was wondering how much recruiters would charge. Do their fees vary by industry or by role?
It is possible to engage some consultants and agencies on a fixed fee irrespective of the role. There are some agencies that have a service model where they change 5k for example to fill a permanent admin role. Though there are not many of them, and their service offering maybe as simple as post and pre-screen candidates and that’s it.
The more usual model is to negotiate terms with an agency. Usually this is about 14-19% of a salary of the person you choose to hire.
Some roles will have a higher percentile depending on how hard they are to fill, similarly if they are more senior roles – Where the candidate’s salary is over 150k for example there will be less candidates in that pool; So the fee will go up because they are harder to find.
If you work with one agency exclusively they may reduce the fee when they negotiate terms with you.
If you are going to spend 100k salary of a Developer and also pay up to 19k to your recruiter, you have to ask… Is that $ well spent? Could you for example spend some of that on a digital marketing recruitment campaign, internal blogging, and social media presence that draws candidates to you on an ongoing basis.
That’s said once you have an agency working on your role there is no guarantee they will find you the developer of your dreams either.
And the cost of a bad hire IMO has very little to do with your external or internal recruiter. In my nearly 20 experience in HR and Recruitment, poor hiring usually comes from the company not having little ability to define its company culture and then interview for it, as well as a lack of understanding and practices to undertake interviewing for emotional intelligence. “Hire in haste…”
I am fascinated to know what is behind your desire to attract young marketing talent to a small organisation. As experience, capability and talent are not always associated with ‘young,’ also the age of your potential marketing employee may not prove to have any genuine relevance to the commercial success of your small organisation.
If you are (as it would seem) a young individual planning a start-up but lacking adequate marketing skills you could do worse than to outsource to a seasoned (not so young) marketing mentor in the short to medium term.
Once you have established cash-flow and some commercial stability, then you can rationally take on the expense and responsibility of up-skilling a less expensive younger (and talented) marketing employee. I would never suggest that age and talent are connected but experience will almost always trump talent (at any age).
Going through the mountain of resumes I receive to find someone appropriate. Also responding to each one to say that I have received their application and then responding to say whether they are successful or not. It is very time consuming.
Such as violent crime or assault based offences, as you may have a fear for the safety of your staff
Not sure what the law says about your particular case, but when I am hiring I am not looking just for the best person for the job. Nope. I look at everything I think might influence my future employee. So if you fear for your own, and safety of your employees you can elect not to hire.
If you were going to hire someone to fill a Client Experience role. (Content Marketing, Onboarding Experience, Customer Service Enquiries) Where would you look/post job ads to find the best people...
Depending on the industry you're recruiting for, or that which you'd prefer your ideal candidate to come from, there are a few options. The following are some of the sites I would consult myself:
If you were considering outsourcing the recruitment process, I've had great experiences with Aquent (http://aquent.com.au/) could be a good source of Australian candidates in marketing related roles.
KPI's, targets, training and development are always a good start.
A lot of people don't want a normal 9-5 job and lets be honest you don't want your employees to have the 9-5 mentality either.
People are motivated by different things and it is important to keep that in mind when look at rewards programs. Sometimes cash bonuses get a little boring and predictable so change it up a little. Ask your employees what they want.
KPI's should always be setup with the companies goals in mind. If employees are achieving targets based on KPI's then your company is achieving it's goals and your employees are achieving their targets resulting in rewards.
For some employees they want to know they have a future in the company. They want something to work towards. By providing training they have the ability to learn new areas of the company and it could help them find something they are passionate about.
Part of your KPI's could include training, this means in order for an employee to make their monthly target they must also complete 1 training program you have. This could be a short only training course you have setup. It could be based on industry legislation, compliance issues or career development.
This not only ensures your employees are up to date with current legislation increasing your compliance, it also gives them the opportunity to improve themselves.
If your employee thinks they are going to be stuck behind the same desk for the rest of lives what motivation could they possibly have to be energetic and creative?
Rewards can be in the form of training and giving them more responsibility. That not only helps you out it can also really motivate them.
Oh, and one thing I would like to point out.
Don't ever hold a company meeting to tell everyone how they made you so much money for the month unless you are also giving them a reward.
I remember when I was a teenager working in a factory. The owner gathered all the employees in the workshop and said.
"I would just like to congratulate you on making an extra effort this month. This month has been the most productive in a long time and as a result we have made a lot of money. Thank you for doing the extra over time (unpaid) and working faster".
Needless to say as soon as he walked back into the office all the workers were saying:
"Sure George, it is always a pleasure to break our backs to make you more money".
"Thanks for the motivation jerk, wont happen again".
The owner pushed us harder for the month saying we had fallen behind. However it was leaked he was just trying to see how much he could push us to increase productivity. Forcing people to do unpaid overtime is not the best option. Then rubbing it their faces afterwards really had an impact. A lot of people quit the following month.
I have had the amusing experience of dealing with various recruiters and hearing them try to justify their exorbitant fees - I mean, come on, you are telling me that I should pay you upwards of...
I'm curious to know how it went and if you felt satisfied or if you tried something else. I am wondering when it is best for business to use a recruiter.