Last week Team Hireology packed our bags and headed to St. Charles, Illinois. For two full days we discussed the current state of the company, changes that need to be made, and where we see Hireology going in the future. For some people (aka those who aren't engaged), this may sound like hell. But for us, spending 48 hours alongside our co-workers brainstorming and innovating was a much-needed break from reality in order to turn our dreams for Hireology into reality.
Many companies are steering away from hiring recent college graduates because they don’t have a lot of experience in the work force, which requires the company to do a lot of training. Hiring recent college graduates can potentially be a great benefit for your company. Instead of taking the safe route and hiring an industry veteran try taking the risk and hire a recent college graduate. High risk can reap high rewards, but it is essential to know the proper way to recruit recent graduates in order to gain the greatest reward.
Don't Overlook Experience
Keep an open mind when it comes to reviewing a candidate’s job experience. The lack of internships or full-time experience in the field is okay! Of course it is important that the individual has most of the qualifications that are required for the job, but those qualifications don’t necessarily have to come from a related job. Realistically college graduates have been working jobs such retail or restaurant services before their first “real” job. It is likely that the candidate has gained more valuable experience from their temporary jobs than an internship they snagged from their father’s good friend. A candidate that has spent time working minimum wage understands what hard work actually is and motivated to prove their abilities.
Internships are one of the best ways to find talented students or recent graduates that can benefit your business without making a full commitment right away. When deciding to create an internship opportunity it is important to attract the perfect match. Students and recent graduates tend to judge internships on the job description, the company’s social media presence, and what they can gain from the experience. Lucky for you there are just a few steps that your company can take to appeal to interns!
Highlight the Companies Culture
Who wouldn’t want to intern at a business that works hard and plays hard? Showcasing the culture is one of the most important ways to attract the right interns. This can be done by utilizing social media pages. Displaying pictures of company functions as well as employee functions can create a sense of unity within the business.A creative way to show that your employees enjoy their time at work is by taking pictures of employees during times such as “wear a silly hat to work day.” Even if your company is more work hard than play hard don’t give off a stiff vibe. There is always a hint of fun in every office, so show it!
Topics: Hiring Interns
We've all seen those resumes come through that are jumbleded messes of spelling errors. But what about those one or two applications that you can't help but wonder if the person applying was actually serious?
Topics: how to hire
In a world where fewer than 10 percent of companies follow any sort of pre-defined hiring process, how can employers be sure they’ve made the best hire? In short, they can't - not without a hiring system in place.
Hireology's CEO Adam Robinson contributed an article to Recruiter.com discussing just how important it is for a company to have a structured hiring process in place. As a matter of fact, it's $72 billion worth of hiring importance. Think that number seems high? You're right - it is. Between the time spent hiring and budgets wasted on turnover, it's terrifying to think just how much is waste on an unstructured hiring process.
Alison Green, the mastermind behind Ask a Manager, published an old message she recieved from a job seeker. The situation was as follows:
Topics: Interviewing Help
When using LinkedIn keep in mind that you are held accountable for the person or business that is portrayed on your profile. Unfortunately, some people have learned this lesson the hard way - and had it written about by Doug Gross on CNN.
Google and Facebook have entire teams dedicated to their user's experience, shouldn't hiring managers be dedicating some of their time to the candidate experience? "The ATS is an extension of your employer brand and should be treated as such," states Simply Hired's LeeAnn Prescott in a blog article published this week. "It’s no different than when customer service organizations work to enhance the company brand by providing service representatives with scripts, behavior guidelines, etc."
If you want to get the most out of your hiring technology, it's time to start thinking about the experience your candidate has when applying for your open jobs. In Prescott's piece, she highlights several ways hiring managers can prevent their ATS from working against them:
1. Move it to the Cloud
The process of successfully hiring can be very confusing and frustrating. It is key to take the time to hire the right person for the job. Let’s be honest, who wants to keep hiring to replace bad choices? Don’t panic though because there are many tools out there to ensure successful hiring!
It is important to stay organized throughout the hiring process. There is nothing worse than piles of resumes on your desk or filling up your email. This can easily cause you to oversee potential perfect candidates. An easy solution to keep organized is by using an applicant tracking system (ATS). With an applicant tracking system, resumes are directly stored in an organized system that allows you to view each candidate’s information. A great way to weave through the selection process is by having each candidate fill out a survey. With an ATS you are able to see not only which candidates filled out the survey, but also who best matches what you are looking for. Sounds easy, right?
Topics: how to hire
This is a guest blog written by Snagajob, America’s largest hourly employment network for job seekers and employers. To attract qualified candidates to your open positions, post to Snagajob directly through Hireology.
“Give America a raise.” That was the key takeaway from President Barack Obama’s State of the Union address on February 12. A few weeks later, Obama put words into action when he signed an executive order declaring that all future government contracts would adhere to the new minimum wage of $10.10 an hour. In the midst of polarizing minimum wage debates, this new order promises to be an example for congress and serve as the first step toward a new national wage.
Topics: how to hire