Strategic Sourcing

Are you posting job ads and disappointed with the results? Job boards, such as Monster, offer the ability to post an ad, however, they typically generate significant responses but not any desirable candidates. Recently, we designed a targeted sourcing program for a client and we were provided a free job posting. We quickly received over 20 responses. None, however, had the experience required or even business-to-business sales experience. In short, they were not viable candidates and wouldn’t benefit our client. A targeted sourcing campaign, using Social Media and innovation, can create and uncover the candidates needed to fill the key slots in your organization to accomplish your strategic plan.

Our previous article discussed the many (legal) ways you can utilize Social Media in vetting your top candidates. Now we would like to address using the Internet to assist you in your “hunt” for these challenging positions. According to a recent survey on Careerbuilder, 75% of currently working people are open to a new opportunity but only 18% of them are actively seeking other employment.

Where do active job-seekers go to find opportunities? Most people would think that company Job boards are the obvious response, but that is incorrect. A large number of active job-seekers are going to Google and using an easy Boolean search (their zip code and job title). Within the Google search results, (62%) direct candidates to the job board, Indeed. Indeed is a great tool that works for you continuously at no cost.

Can Indeed Help You?

Yes! For best results, all you need is an Applicant Tracking Systemand a Career Page and Indeed will do the rest. This easy 3 step process will cut down the time needed to find Top Performers:

1. Create new post via your Applicant Tracking system

2. A lot of Applicant Tracking Systems will automatically post the new position to your company job board

3. Indeed then “harvests” your career site looking for new jobs and then posts them on their job board for free

By simply creating a new job opening on your Applicant Tracking System you can easily reach 100,000,000users a month! A recent study showed that more companies obtained hires from Indeed than from all other job boards combined.

LinkedIn

LinkedIN is the“Facebook” in the business world and a great resource for finding Top Performers. The 3 major perks to using LinkedIN for talent acquisition are:

1. LinkedIN was created with static fields so searching LinkedIN’s interface using a Boolean search is more exact than an Internet search engine.

2. LinkedIN has also made it extremely simple to join, or create, industry-specific groups. This allows for easy posting of new positions directly to those in your industry.

3. LinkedIN has created their own job board where you can post available positions. While this route does have a fee, you can:

a. Target candidates with specific years of industry or product experience, education, or even previous companies a candidate has worked for.

b. Set up targeted search alerts which are emailed you when a new profile matches your criteria

c. Contact a candidate from within the system

The Internet has created a revolution in the recruiting industry. To be successful in today’s competitive, demanding document imaging world, we need more than just talented, willing, and motivated employees. They have to have the attributes that match the position with the skills and knowledge necessary to take the organization to the next level. A targeted approach of finding, acquiring and retraining the talent needed is one of the critical factors to your future success.

We touched on 2 different, but the most heavily used, sources of recruiting Top Performers on the Internet. Each one can streamline your recruiting/sourcing practices while also saving time, money, and effectiveness. For additional information on how to increase revenue through people’s performance, a list of low-cost applicant tracking systems, or other sourcing concerns, contact us at wayne@outlawgroup.com or by calling 843.884.9361.

Social or Anti-Social: How Do You Hire?

The top priority for your business should be filling your company with Top Performers and with the broad range of tools available hiring top performers should be easier than decades before.  One tool that 91% of recruiters are using in recruiting and vetting candidates is social media.   Since it is so readily available, and people naturally gravitate to it, it is wise to consider how to use Social Media well and within the law. 

Recruiting the Easy Way!

Social Media sites can now be a part of your Human Resources department.  The most popular, and widely used, Social Media sites realize how their sites can easily be used by recruiters.

·        LinkedIN offers job ad placement possibilities, as well as, LinkedIn Recruiter which allows you to search their site by keywords for skills you are seeking in a candidate.  By joining, or creating, an industry-specific group on LinkedIN you can also find potential candidates with industry experience.

·        Twitter:  With 140 characters you can “tweet” your latest job. Prefixing your Tweet with a # and it is searchable on Twitter. For example, #Looking for a Sales Rep in SC, Ocean-side, Good Salary, apply at www.companysite.com

·         Facebook: Set up a company page and update it often!  Besides posting job ads on your page, have current employees “like” your page and send out job postings with links to your job page. Offer information about your company (benefits, events, etc.)  Invite people to “like” your page via email or social media marketing.

·        Google+ allows you to post jobs and ask for recommendations.  You can also use a Boolean search to analyze the profiles of Google+ members.

·        Pinterest allows your company to tell your story, share who you are, gain “followers”/potential candidates who are interested in you already.  Once you post a job opportunity it can easily be re-pinned to multiple different Pinterest boards, thus, freely and easily touching a broad audience.  

With all of these readily available sources, your next Top Performer is just a few keyboard clicks away.   

Anti-Vegas Vetting

Unlike Vegas, what happens on the Internet doesn’t stay on the Internet.  What candidates post can be an indication of their thought-processes or values. A little easy “digging” can make the difference between hiring a Top Performer or what looks like a top performer but is a problem employee. 

What Information Found On Social Media Can Be Useful?

Any information that could negatively affect the candidate’s work performance, such as areas of concern like:           

            Have poor communication skills

Candidate has lied about qualifications or past employment

Excessively negative comments about a previous employer

Divulged confidential information

Drug use or excessive alcohol usage

            Indications of Violent tendencies

            Affiliation with extremist groups            

Or Positive information:

            Creativeness of candidate

            Solid communication skills

            Has skills or talents not listed on resume (especially on LinkedIn)

            Is well thought of by peers (via recommendations on LinkedIn)

            Examples that show responsibility and positive values 

But, is it legal? 

Since you are looking for information that is job relevant and you must not use information from the intent that you would ask about in an interview, you must be prudent and follow the EEOC guidelines in what information to consider in your hiring decisions. 

Is it legal, the answer is YES…if done in an informed and attentive manner.   

This includes:

1.     Consulting legal counsel to implement a standard written search policy that covers what information will be considered.

2.     Having a signed release from the candidate to perform a thorough background investigation- including social media search.

3.     Avoid Discrimination:  Social media can provide information that you may not otherwise obtain until you perform an interview.  That is why it is suggested that you not initiate a Social Media search until after you have had your initial interview with the candidate. 

4.     Someone other than the final decision-maker (or a third-party business) should be sourced to perform the Social Media screening. This provides a wall of protection between this person (or business) and the final decision-maker.

5.     Maintain uniform records of what disqualifying information was found via Social Media sites, including site names.

6.     Never use Social Media research as the only vetting tool.  We also recommend the following to complete your candidate analysis:

                                                              i.      Pre-employment Assessments, such as Job Fit Assessments

                                                            ii.      Criminal background checks

                                                          iii.      In-depth Supervisor/co-worker reference checks

                                                         iv.      Skills assessment

                                                           v.      Several in-depth, in-person interviews 

Now that you have the tools and information, vetting a candidate for your next open position can be easier, more effective, and more reliable. For additional information, please contact us at Wayne@outlawgroup.com or 843.884-9361. 

 

Fact or Fiction- How to Easily Verify a Candidate's Education

Just over a week ago, Yahoo! CEO Scott Thompson resigned his position after the news broke of his resume being “padded.”Thompson claimed that he had degrees in accounting and computer science, when, in fact, he had never been awarded the latter degree.

During the 1988 Presidential campaign, it was discovered that current Vice President Joe Biden falsely claimed that he had graduated at the top of his law-school class (he was 76 out of 85).

What do these two scenarios, and based on recent studies, 20-40% of all resumes have in common?

They represent the ever-increasing problem of resume padding- a nice way of saying a candidate has lied.

The recent recession has dumped a large number of potential candidates into the pool, and some, to stand out, are attempting to separate themselves from the rest of the group by glorifying their academic credentials.For an employer, this misrepresentation by a candidate is just one sign of potential issues.

Falsified resumes, whether education or experience, costs your company in many ways- from recruiting and replacement costs, increased turnover, the negative impact to your company’s reputation, lost customers and revenue, and the possibility of civil or criminal liability, should you hire them.

Misrepresentation on a resume tells us a lot about the candidate.If they would lie about their education, what else are they lying about? Are they lying about their work experience?Are they lying about commissions?One thing is true- They are obviously not trust-worthy.

Instead of wasting time and money on fraudulent resumes, there are a couple of ways you can verify this information.

The most efficient way is to visit the National Student Clearinghouse. Their online system offers access to a nationwide coverage of postsecondary enrollment and degree records. This is an excellent source to verify the education of your candidate. Rates vary from $4.50-$9.95 based on the number ordered annually.

The second way, and least efficient, is to have a member of your HR staff call to verify degrees. This option is time consuming and less accurate due to the restrictions most institutions have regarding the release of information.

Because of the increase of misrepresentation on resumes we recommend, at a minimum, you perform the following pre-employment screenings:

      1.Education Verification

      2.Employment Verification

      3.Job Fit Assessments

      4.Integrity Assessments

      5.Criminal Background checks

These simple pre-hire steps will save your company up to 3 times the annual salary of one bad hire. Isn’t that money well spent?

Contact us for a complimentary white page, "10 Steps to Retaining Staff".

Analysis of Staffing Improvement in Customer-driven Company

Recently, we were contacted by a medium-sized company who serves customers with locations in 5 states and with over 300 employees.  They realized that hiring good quality employees was essential to the success of their business but their current hiring process was not sufficient in making informed and effective hiring decisions. 

Concern:  Turnover rate was negatively affecting their operations and slowing corporate success.

Solution: By analyzing their hiring process, and using  tools to measure reliability, work ethic, integrity and substance abuse, as well as, job fit estimates, they were able to reduce their turnover by 45.9% within the first year of utilization. Hiring more productive employees  resulted in reducing cost and turmoil of constantly replacing store staff which significantly improved their ability to continue their growth trend. 

If you would like to find out how we can assist your company , click here.

Portable Human Resource Department

Need a portable Human Resources Department?

We have the answer! We have created a new blog that will focus specifically on Simply Smart Staffing...in fact, that is its name- SimplySmartStaffing.com.

While Smart Staffing SC focuses on specific issues concerning your industry- hiring difficulties, trends, how to increase performance, for example- SimplySmartStaffing.com focuses on the specific challenges of hiring that effects every business. We include Smart Staffing tips, Targeted interview questions, and through our Contact Us feature we will answer your staffing questions.

Visit SimplySmartStaffing.com today to find an easier way to find Top Performers!