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Don’t Make These 6 Mistakes When Hiring Millenials

1. Throwing Money at Them: Millennials are motivating by many things, not just compensation levels. In fact, for most millennials seeking work, job satisfaction and overall interest are more important than benefits and other compensation features. In other words, raising the level of pay or associated bonuses is no guarantee of attracting more talented people. Recruiters need to go far beyond compensation to impress millennials: Focusing on how the job benefits them as a person may well be the deciding factor for the best and brightest.

2. Making Empty Promises: Generation Y has an excellent ear for “marketing speak” and empty promises designed to attract applicants. After being surrounded by this kind of talk their entire lives, millennials are less than impressed. Cheap recruitment tactics will turn this age group away and leave you with the dregs. Instead, be completely honest and upfront with job seekers, and avoid any hint of duplicity or a “by the numbers” approach.

3. Taking Them As-Is: Millennials may be talented, inexperienced, eager, and any number of other things. But one thing is sure: They will change as their work experience grows. It may be a mistake to hire based on talent, rather than hiring a millennial who is eager to learn and teaching them what you need. Likewise, hiring the most experienced millennial may not give you the best results. The reverse lesson is also true: Millennials dislike jobs that do not offer opportunities to learn and grow. Make it clear that you will train them to adopt new skills and improve.

4. Expecting Them To Understand Your Point of View: Remember, millennials have relatively little experience in the job market, and they have no experience in the job market the way it was a couple decades ago. Their perspective and yours will probably not line up in many areas. If you do not explain your point of view, they may not understand what you expect or how the business looks to you.

5. Requiring Them to Stay at Your Company to Receive Bonuses: Millennials love to move around, both physically and in their careers. They tend to be self-sufficient and willing to try new things. Do not expect them to stay at your company for years, and try to avoid structuring benefits to coincide with tenure rather than performance. Likewise, do not underestimate a millennial because they have job-hopped a lot in the past. When they find something they love, they will be willing to stick with you.

6. Not Challenging Them: Millennails rarely know how much they are capable of. Help them increase performance by challenging them to achieve excellence.

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How To Leave Job Applicants Happy, Whether They are Hired or Not

One of the top goals of any HR department is to fill open job positions with quality candidates. And while accomplishing this goal is usually quite straightforward, it can nonetheless be time-consuming. This is why it’s imperative to streamline the process of filling open job positions by using an applicant tracking system. It’s also imperative to make sure the applicant experience is a positive one. Here’s a quick overview of what a positive applicant experience looks like.

Your open job positions are easy to identify

If you’re all hush-hush about your open positions, then there’s a very small chance that quality candidates will hear about them. It’s because of this that you need to post your openings on the Internet, advertise them in newspapers, and also tell current employees about the openings. You might find that you already have a worker who is interested in moving up.

Your application process takes place online

Gone are the days of having applicants fill out paper applications. A positive applicant experience will involve filling out an application on the Internet, and all involved processes – submitting a resume, answering questions, etc. – will be streamlined. The application process should take no longer than 20 minutes to complete.

Your applicants shouldn’t feel confused or ignored

Regardless of how large your business is and how busy the HR department stays, it’s still pertinent to acknowledge each applicant with a thank you email stating that you have received the application and are in the process of reviewing it. It’s also respectful to send a follow-up email once the application has been reviewed. In doing this, applicants won’t feel ignored or confused about the application process. Applicant tracking systems simplify sending out these emails, and they can even help you set up interviews with the applicants who you want to meet in person.

The applicant experience continues after being hired

After you offer the position to an applicant and he or she accepts, this doesn’t mean the user experience ends. Instead, proactive communication should continue to take place, which lets the new worker feel secure in the decision to come on board with your company. You’ll definitely benefit from using an applicant tracking system to send new hires an onboarding package – HR papers to fill out, tax papers, confidentiality papers, welcome kit, etc.

The Takeaway

With a positive applicant experience, you’ll be much more likely to recruit, hire and retain quality workers, and with an applicant tracking system, this experience can be optimized to the max.

Honestly – Are Your New Hires Honest?

When it comes time to hire a new employee, of course you want to find somebody who is experienced and knows what they’re doing. This is often easy enough to test for during the interview process. However, hiring honest employees is also a must, no matter how big or small your company may be. Unfortunately, determining whether or not a particular job candidate is honest isn’t always as easy. Read on to explore some effective strategies for weeding out dishonest employees during a hiring process.

Turn to Your Current Employees

One of the best ways to go about recruiting honest employees is to turn to your best current group of employees for input. As explained in a recent Entrepreneur.com article, current employees “bring the perspective of high standards and effectiveness, and are likely to look for the same traits in potential candidates.” Therefore, business of all sizes can benefit greatly from incorporating a pool of their own tried and trusted employees into the interview process.

The truth is that most employees would like to be trusted when it comes to weighing in on potential job candidates; knowing that the company has a high level of trust in them also boosts morale and tends to improve their own performance. At the same time, businesses benefit from not having to hire an outside consulting group to help with the interview/hiring process.

Take Time to Fact Check

Another effective way of weeding out dishonest job applicants from the get-go is to have your HR department fact check information on their resumes and job application forms. If you run a small business without an HR department, then you may need to take the time to do this yourself.

Either way, checking references, calling past employers, and even checking an applicant’s educational transcripts can be a great way to figure out which applicants are being 100% honest and which are either embellishing or even flat-out lying. This can help save you time by weeding out dishonest applicants even before the interview process.

Unfortunately, some businesses these days overlook the fact-checking process because it’s seem as time consuming and expensive. However, many business owners agree that it’s more than worth it to avoid the hassle or stress of hiring a dishonest employee down the road.

Hiring honest employees is important for any company. And while it’s not always an easy task, the good news is that there are plenty of ways to go about weeding out dishonest workers and ending up with a job candidate you’ll be happy with for years to come.

Got Good Hiring?

The employers in the U.S. added at least 200,000 more jobs to the economy each month during the first half of 2014. Accordingly, hiring has been at its peak since pre-recession times, and recruitment agencies should be gaining ground.

As you search for talent and build a strong clientele, using a well-defined hiring process consistently is key to managing each stage efficiently. There are multiple steps involved, and focusing on each one and refining them as errors develop, is key to maximizing efficiently and your agency’s bottom line.

Applicant Tracking Software

A fantastic tool for handling the management of daily hiring tasks, from recruitment to placement, is an applicant tracking software program.

The program is great for organizing the candidate data, from an application and resume, to interview questions, and it allows a hiring agent to track and monitor their progress throughout the process.

Applicant tracking software is a terrific all-in-one solution that can consolidate the files and work of multiple programs into one centralized location.

It even includes an option to post employment opportunities online on a company website or internet job board.

Team Access

An all-in-one application is also perfect for a recruitment team whose members may need to share files because it centralizes the data.

Choosing a program with online access will also add the flexibility of accessing the candidate information on-the-go, thereby giving your clients more reliable service.

Efficiency Improves the Quality of Service

Another key benefit to processing administrative work more efficiently with candidate tracking software is saving time that can be used instead in the qualitative areas of the hiring process, such in generating interview questions and evaluating candidates with in-person meetings.

A hiring professional will also have more time to evaluate a candidate’s traits and search for those that employers want, such as possessing strengths that are complementary to the targeted team, filling in weak areas. A good attitude is also essential, which may be difficult to suss out without enough face time devoted to interviews and other in-person evaluations.

After all, if the candidate is inappropriately matched with a job opening, the client can lose money, if which is a great reason to devote more time to the areas that matter the most.

Fill the Candidate Cache

Also key in the hiring process is storing candidate information on file for later use. Keeping a cache of talented applicants will give you the advantage an employment opportunity suddenly becomes available. The ATS software will allow the recruitment specialist to access old files and fill positions quickly, which can keep your process moving efficiently and ultimately impress clients.

Software is a terrific way to support a structured hiring process, because it gives a recruiter an organized platform and foundation to work from.

The Myth of the Unicorn

In order to maintain an edge in an increasingly competitive economy, companies need to recruit employees that human resource managers refer to as “unicorns”. A unicorns is a multi-talented employee who hasn’t pigeonholed himself into one specific niche. Unicorns are skilled in a variety of areas and know them beyond merely a superficial level.

While we know that unicorns exist, uncovering them is another matter. Many theories exist as to how to pinpoint and recruit a unicorn. The ideal approach is two fold. Human resources managers must take advantage of technology to whittle down the field to a handful of highly qualified unicorn prospects. The other component involves a thorough analysis of these prospects’ backgrounds, knowledge bases and their performances in interviews.

Hiring managers in pursuit of unicorn employees need to understand and make effective use of the software application known as applicant tracking system (ATS). The purpose of this program is to perform the recruitment of prospects in an electronic manner. Doing so saves human resources personnel valuable time and effort while narrowing the search to a relatively small group of prospects for further evaluation. ATS can be modified to suit the unique needs of each company, regardless of its size and line of business.

The efficiency of this software can’t be overstated. It filters applications and resumes according to your firm’s specific criteria. You can set it up to search by experience levels, college degrees attained, skills, keywords and much more. It can even be utilized to list open positions on job boards or a company website and then filter through resume submissions and even initiate the scheduling of interviews by contacting potential unicorns with an automated e-mail. Don’t take the traditional route by trying to manage resume and application data with your human resources department’s personnel. It’s an inefficient use of resources. You’re better off using those resources once software like ATS has flagged ideal candidates for the open position. At that point, human resources employees can reach out to potential unicorns, conduct interviews, contact references and further evaluate resumes and applications.

Once you’ve narrowed the field with the use of the applicant tracking system and other software programs, it’s time to incorporate the human element. Hiring managers must understand that technology can take the unicorn search process only so far. A human being’s intuition and critical thinking skills are just as important as the use of advanced technology. When interviewing potential unicorn employees, ask them to explain their understanding of the particular niches that they’ve worked in. Then ask for specific examples of how they’ve excelled in each area. Listen to see if the prospect glosses over his duties with buzz words and vague generalities. Push him for specifics to determine if he really understands the intricacies of the fields that the open position encompasses.

Should You Avoid Local Hires?

In recent years, the process for attracting and recruiting talent has changed. Companies want to attract top talent, but many continue to rely on tired strategies that don’t provide results. According to a recent Forbes Podcast, talent is currently distributed around the globe. However, the demand for that talent is concentrated in technology hub spots. This means that companies need to begin looking beyond local talent, changing recruiting strategies to encompass global talent.

In a Competitive Job Market Many Candidates are Willing to Relocate

The current economic challenges in the United States, and across the globe, have resulted in a competitive job market. The increased competition for jobs results in many candidates being willing to relocate, even at their own expense. Just a few reasons job candidates may be willing to relocate include:

  • Circumstantial or life changes, such as divorce, marriage or the birth of children
  • The desire to move closer to family members
  • Longing for a different climate
  • Spouse is transferring jobs
  • The desire to find better neighborhoods or schools for children

With so many compelling reasons for top job candidates to relocate today, companies cannot overlook non-local talent.

Distributed Teams Continue to Grow in Popularity

Of course, companies don’t have to look for candidates that are willing to relocate, especially as distributed teams continue to grow in popularity. A distributed team is a group of people that is spread across the world that uses collaborative programs and emerging technology to work together.

Using distributed teams offers a number of benefits, to both companies and employees. First, it allows companies to tap into global talent. Companies can choose the best talent, regardless of an individual’s location. Distributed teams save companies and employees money. Companies don’t need to have the expense of a main office and employees don’t need to worry about travel expenses. Employees working as part of a distributed team are generally more productive as well, another benefit of choosing this route.

Technology Makes Hiring Remote Staff Members Easier Than Ever

While the idea of a distributed team or hiring remote staff members may have seen impossible just a decade ago, advancements in technology remove these limitations. According to Business News Daily, it’s easier than ever to hire remote staff members, especially with video conferencing, cloud computing and other collaborative options. Geography no longer limits recruiters when hiring talent.

Keeping up with cutting-edge recruiting and hiring methods is essential, and companies must utilize the latest technological advancements to find and cultivate top talent. One integral, evolving technology available to recruiters is the Applicant Tracking System, which makes it easier for companies ready to start recruiting from global talent.

Who Needs Experience?

The process of sifting through resumes, interviewing, and searching for the perfect candidate for the job can be painstakingly long and cause a lot of stress. Many hiring managers are only focused on discovering an exact match by paying the most attention to those resumes demonstrating experience in the same field. This is understandable, a manager believes if they did this job before they can do it again. However, the most effective employee might just be the one with a totally different set of skills and work experience than those needed for the available position.

The Experienced Candidate

This resume gets noticed because a manager thinks that the company will reduce their training costs because this employee knows the job. Let’s look at this differently; consider that this individual is likely set in their ways and might be more challenging to work with than anticipated. Obviously, experience is always good, but we would like you consider another angle – an new hire that can fight to fit in and do a great job.

The Fighter

A resume that might typically get thrown into the NO pile, might just be the right place to look. A hard working person with a knack for quickly learning new things, can prove to be more valuable than experience in certain circumstances. These employees fight to prove themselves and learn to do the job right – by both following directions and exceeding expectations.

The belief that the difference between a good employee and a great employee is one that has the energy to continue to push the job to the next level is going to be found in a Fighter. Odds are that their resume continues to be put in the NO pile by other employers and your willingness to give him a chance is just the spark needed to bring new energy to your business. this employee will aim not to disappoint and prove their worth.

What more can you ask for, an employee with who is driven and loves the job is the perfect combination.

Next time you are searching to fill that job, use the latest recruiting tools and hiring methods that utilize the latest technology and platforms to track and monitor your staffing activity. One of these integral types of technologies that is evolving is theApplicant Tracking System. Even with the latest technology, the decision is still done by the manager. The process to make the right decision can be stressful, but if you take a contrarian approach the results might exceed your highest expectations.

Good luck hiring!