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5 Things To Know About Hiring This Week

Posted by Alison Ortscheid on December 27, 2013

Hire Who Wants The Job

This sounds like it's just common sense, but it's not. Of course, you want to hire someoneHire someone who is passionate about the job. who wants to work. However, as a hiring manager, you need to make sure you're hiring a candidate who wants the job, not the position. As Jeff Haden explains, there is a different between the actual job and the position. 

A person who wants to be hired for the position is considering all the perks that they'll get. They're excited for the benefits and the rights that they will inherit once they are hired for the position. The type of person you want to hire is the person who wants the job. This type of person actually enjoys doing the job and is passionate about succeeding in order to benefit the company. Making the mistake of hiring the wrong type of candidate can be critical. 

To read about both types, check out the original article

Increasing Retention Made Easy

According to the Bureau of Labor Statistics, the average number of jobs an American will hold is 11.3. Even more, this number is expected to go up as the millennials begin entering the workplace. People leave their jobs for a number of different reasons. As a hiring manager, you must be aware of these reasons and know how to combat them. Scott Span has shared five tips that will help you to increase your employee retention. 

1. Provide career navigation and personal branding strategies from the beginning 
2. The right managers running your business make a huge difference
3. Work to create a company culture
4. Be able to recognize good performance
5. Hire employees that are both skilled and fit with the company culture

Continue reading about these tips here

Reasons For Low Employee Performance

High employee performance isn't just going to happen. It's something that you, as a manager, has to work for. Mona Berberich says that if you put in the hard work, you will get the results you want. However, it is also important to know the many reasons why you may be experiencing poor employee performance. 

1. You don't make time for performance evaluations
2. You're not prepared.
3. You don't know what your employees are passionate about.
4. Your employees aren't challenged.
5. You fail to measure.
6. You don't follow up.
7. You fail to rewind.

Read on about these reasons here.  

Keep Your Young Employees Around

Keeping your young employees around.Published in Harvard Business Review, researchers have found that an alarming amount of young employees have committed some act of looking for a new job, such as updating or sending out a resume, interviewing, etc. As an employer, this is a huge problem. You want to make sure that your employees are committed to your company.

It has been found that the main reason young employees are planning on leaving a job is usually because they are not receiving the coaching, mentoring, and training that they crave. For managers, this is an easy problem to fix that will cause the number of young employees jumping ship to decrease. All you have to do is understand what your young employees want, and give it to them!

View the original article by clicking here

Why Your Referral System Doesn't Work

A recent study found that referred employees are 20% less likely to quit their jobs. This sounds like just the employee you want to hire. We all know that employee referral programs are very beneficial. However, as Ziv Eliraz explains, there are many issues with referral programs that cause them to be unsuccessful. 

1. No plan of action. Like any other tactic in the hiring process, your employee referral program must be thoroughly planned about before you actually implement it. 
2. Little engagement. If you are not able to keep your employees engaged in the referral program, your participation rates will drop and the number of referrals will be minuscule.  
3. Narrow group of referrers. Limiting your referral program to only a certain group will also limit the type and quality of candidates that are referred to you.
4. No rewards. Your employees are busy people, and although it sounds bad, referring people is not a top priority for them. Because of this, you need to have an incentive for employees to participate in the program. 
5. Automation issues. Manually sending out jobs takes up a lot of time that you and your employees don't have. Making this process automated will save you a lot of time. 

Read on to see the solutions for these issues. 

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Employee Engagement, Hiring Millennials, How to Hire