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10 June, 2014 | Proudly Brought to You By FindTheRightJob

The 4 Interviewing Mistakes Messing UpYour Hiring Process FindTheRightJob

EmployerMay 29, 2014 06:00AM

Its hard enough to predict how a potential hire will perform once he or she is on

the job, but if your interviewing technique is flawed or you dont put enoughenergy and thought into the process, you might not have an accurate picture of

your applicants to start with.

The interview, along with the resume and follow-up calls to references, can help

you get a sense of the persons work history, experience, and personal values. But

thats only if youre asking the right questions in the right way.

Here are the top interviewing flubs that hiring managers make. If youre guilty of

these, no worries. With minor adjustments, youll be on your way to more

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effective interview sessions

1. Rushing the interview.Asking candidates questions can be an awkward

process for both parties, especially if youre new to the exercise. Sometimes, the

conversation will flow naturally (which could be a good omen for the applicant),

and other times it can feel tense, like youre struggling to think of something

useful to ask. Wrapping things up early without getting to the heart of the matter

namely, if this person is a good fit for the position, and for the company means

you just wasted your time.

The fix:Have a list of questions written down in front of you so you have prompts

ready to refer to if needed. Also, dont be afraid to pause and give the interviewee

a chance to elaborate or ask questions of their own, both of which can provide

more insight into his/her personality and fit.

2. Winging it.Say you interview five people for the same position. If you conduct

the interviews in different ways, such as having another person sit in for some

and not others, asking different questions, doing one over the phone, etc., it might

be more difficult to compare the candidates.

The fix:Most hiring managers get to a point in which they have their set of go-to

questions, and that can help with consistency. The idea is you want to evaluate all

of the candidates in the same way so that you can truly see who has the stronger

skill set, who has potential and passion, and/or whose values are a good match

with your company.

3. Forgetting the small details.Even if you get the big questions in, leaving out

the small stuff could end up coming back to haunt you. For instance, an excellent

candidate might seem like he or she fits the role perfectly, but you didnt ask

about their commute, which is close to two hours long. A few months down the

line, that person might look for something thats more convenient, and youll haveto start all over.

The fix:Have a checklist of small talk items to go over that could affect job

performance. Whether its commuting time, if the person is comfortable with

addressing work issues after hours, or how they feel about travelling if thats part

of the job, youll want to know these things up front.

4. Getting the applicants confused.Not remembering who said and did what.

If youre interviewing a bunch of applicants, after a couple of weeks, it can all

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seem like a blur. Will you really remember who impressed you and who seemed

like a poor fit for the company? If a couple of candidates were particularly strong,

will you be able to remember who you liked more?

The fix:Take notes during the interview, and jot down additional reminders

immediately after the person leaves. You can even use a rating system and score

them on key areas that are important to you. That way, youll remember which

applicant rudely looked at a text message during the interview, and who had a

connection with one of your fraternity brothers that you wanted to follow up on.

By streamlining your interviewing, you can make a more informed hiring decision.

And remember: If youre not completely sure, you can always call the promising

applicants back in for round two.

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6 Ways to Brand Your Company as aGreat Employer FindTheRightJob

EmployerMay 27, 2014 01:56PM

What do you offer your employees that competitor companies dont? If you

havent considered that question before, you probably havent thought about

branding your company as employee-friendly.Doing so can be a worthwhileendeavor as it can help you attract top talent.

Here are six possible things to emphasize in your job listings, the careers section

on your website, your LinkedIn company profile, and other content thats geared

toward job seekers.

A family-like atmosphere

People are attracted to company cultures that promote camaraderie, caring, and

employee connections. Think of ways to show that your company cares about its

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employees. For instance, some organizations emphasis things like being family

owned and operated or promoting their loyal employees from within.

A hip workspace and team-building fun.

Especially for the millennial generation and/or in the tech sector, youll find that

many corporate offices are boasting features like coffee bars and ping-pong

tables. Youll also be able to check out company happy hours and other events on

Instagram. If youre looking to attract applicants who would enjoy this sort of

co-worker connectivity, make sure you convey what a day in the office is really

like.

Hands-on opportunities to take on new projects.

If you have a smaller business, its always wise to emphasize that staffers get to

take on bigger roles than they would at a larger corporation. Often, candidates

will seek work with employers that can really give them a chance to learn and

grow, so highlight any on-the-job training opportunities or share success stories

of hires that went on to big promotions.

Access to the higher ups.

Along the lines of the above, job seekers know that if they take a job with a big

name corporation, they might never even see the CEO let along have the chance

to meet with him or her. Showing your executives as down-to-earth professionalswho enjoy mentoring younger employees can make your company worth applytng

to.

Perks.

If theres something special that your company offers, make sure applicants are

aware of it. It could be anything from a tuition reimbursement program to a

discounted gym membership to a great vacation policy. These perks can set your

company apart even if you cant match a salary offered at another company.

Work life balance.

With more companies open to flex time arrangements and telecommuting, job

seekers may be more inclined to apply for positions in which the traditional 9-to-5

work hours arent set in stone.

More than anything, dont let your job and company descriptions sound like

everyone elses. Find a way to stand out from other employers, just as your

potential hires are trying to do with their fellow job hunters.

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Gender Perceptions and the Workforce:Are You Guilty? FindTheRightJob


As much as wed like to believe that an individuals performance and personal

skills are what will influence their career most, according to a new study by

Bentley University, perceptions of workplace success could boil down to one

main factor: gender.

As part of the PreparedU Project launched in the Fall of 2013, researchers at

Bentley conducted a Preparedness Survey about the millennial generations

challenges in the workplace. In one sense, the findings were good news for

women who are looking to land their first job: 59 percent consider women betterprepared than men for success in their first jobs. And, more than 8 in 10

respondents (82%) including 76% of men believe women are better suited for

business success in terms of their communication and interpersonal skills.

Perhaps its because they feel younger female workers are more mature than

their male counterparts. Apparently, things take a dramatic turn at some point,

however, as 53 percent say that men are better suited to business success over

the span of their career. Add to that, 64 percent of survey takers said men are

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ahead when it comes to leadership abilities.

These ideas are nothing new, when one considers the obvious disparity when it

comes to equal wages for equal work, and the so-called glass ceiling. Still, its

sending a negative message to women entering the workforce that even though

their skills might be initially superior, they wont be able to maintain the lead for

long. Some might say its because women become more devoted to their family

life at the very time that men are digging in their heels to get ahead in their

careers.

While that could be true for some, human resources professionals and hiring

managers shouldnt make such blanket assumptions without considering the

contributions of each individual. National campaigns such as Sheryl Sandbergs

Lean Inand #Banbossyare trying to change the mindset, but as this research

shows, theres still a long way to go.

How do these findings sync up with how you perceive new hires and current

employees? Are women really coming into the workplace better prepared, but

then falling behind their male co-workers who are naturally disposed to becoming

leaders?

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5 Ways Youre Scaring Off JobApplicants FindTheRightJob Employer

May 19, 2014 06:00AM

With so many options for job seekers these days, its no easy feat to get them

interested in applying for your open positions, especially if youre in an industry

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that requires highly specialized skills. If youve been having trouble attracting

good talent, it could be that theyre just not that into you, or it could be that

youre scaring them away.

Here are five ways to take your companys career offerings from scary to

employee-friendly so you can increase the size and quality of your applicant

pool

1. Your Job Description Frightens Them

Your job postings look like it was written by an intern (and sometimes, that is

actually the case). No one is going to apply to a job if the description doesnt offer

specific qualifications and responsibilities. Spelling and grammar errors are huge

turnoffs as well.

Friendly tactic:Take the time to craft a description of the role you wish to fill.

Be honest and upfront about unusual work hours, list any credentials that are

required, and describe what youre looking for in an ideal candidate.

2. Your Company Reviews Are Horryfing

If your company routinely gets bad reviews online (and offline), it could be that

job seekers are steering clear of applying for positions being offered. Reputation

counts when it comes to how your organization treats not only its employees, but

its job applicants. Not getting back to someone who has been interviewed, or

stringing someone along is not fair, but also bad for business.

Friendly tactic:To rebuild your reputation, start enacting some strong policies

for your hiring process in which job seekers are treated well, and kept in the loop

until a decision is made.

3. Zombie Interview Tactics

If your companys interviewer seems like he or she doesnt really know what the

position requires, or cant answer basic questions about working conditions,

company policies, and compensation, thats a scary scenario for any job seeker to

face. This happens more often than youd think, especially if lower-level staffers

with little to no interview experiences are asked to screen candidates.

Friendly tactic:Whoever is conducting the job interview should be

knowledgeable about the open position. It should either be someone who is the

supervisor for that department, or a hiring manager for the company whos

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intimately familiar with the role. It also helps to be clear when inviting a

candidate in or setting up a phone interview as to the nature of the discussion and

who they will be meeting so they can be prepared with questions.

4. The Atmosphere Is Somber

Your office staff creates a bad first impression. A job seeker might be taken aback

if he or she walks through an office and hears yelling or foul language, or on the

flip-side, sees a robot-like staff staring at their screens sitting amidst a drab office

design.

Friendly tactic:Most employees today want to work in a vibrant environment

with high-energy co-workers who collaborate and get along. Creating that vibe

takes time, but employee morale and staff encouragement starts from the top.

Think about how an outsider might perceive your company, and encourage

staffers to be friendly and open to visitors.

5. Your Lack of Ch-Ching Gives Them the Chills

Theres nothing more frightening to a job applicant that a company that doesnt

offer a competitive salary. Job seekers are savvier than ever, and they have tools

available to help them determine what a certain kind of job should pay. If what

you can offer is way off base, its likely no one will apply or accept your offer of

work.

Friendly tactic:Not every company has enough budget to offer the best salary,

but there are other ways to woo potential candidates if money isnt an option.

Think about unique perks that might entice job seekers such as the opportunity

for flex time, or lots of avenues for growth, and emphasize those aspects.

Whether youre guilty of scaring away job applicants or not, improving your job

postings, hiring methods, and company reputation can go a long way toward

attracting more quality job candidates.

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When an Employee Gives Notice, ShouldYou Go All In With a Counter Offer?

FindTheRightJob EmployerMay 8, 2014 06:00AM

Having one of your top employees come to you to let you know about another

companys job offer means you have a big decision to make. Think of it like a

poker game in which your employee just raised the stakes.

Do you fold and wish your loyal staffer well, or do you go all in with a counter

offer?

According to recently released research by The Creative Group, more

companies are using counter offers to try to retain their top talent.Twenty

percent of advertising and marketing executives surveyed said the number of

counteroffers extended by their company has increased in the last six months,

compared to just 5 percent who believe it has declined. Counter offering with a

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raise or some other sort of perk could not only help you keep a talented employee

with your company, but it will cost less than it will to recruit and train a new

staffer.

Of course, theres another issue at play. Will making that offer come back to bite

you? In other words, can you really trust that the employee wont look to

leave again in a few months?Almost a third of executives in the survey said

that even if an employee accepted a counteroffer, they would question their

loyalty, with another 21 percent saying they would worry that a new offer might

not address whatever prompted the employee to look elsewhere in the first place.

Because every situation should be handled on a case-by-case basis, here are some

of the factors to consider before giving someone a counter offer.

Does the employee want you to make an offer? Theres a big difference

between: This is my two weeks notice, and I have an opportunity thats

too good to pass up, but Id rather keep working for you. Convince me to

stay.

Will a counter offer be a long-term solution that will satisfy the employee? If

not, it might be better to cut your losses now.

How will other employees who might know about the situation feel about the

counter offer happy youre trying to retain a great member of the team, or

resentful that they arent getting a similar raise?

If the person wasnt considering leaving, would he or she be worthy of a

raise or promotion?

Where is the person potentially headed? Did their job offer come from a

competitor trying to poach your talent, or simply from a recruiter orsomeone in their network? Did the employee actively seek the offer, or was it

presented to him or her?

Will the person even be open to your counter offer? For instance, they may

be leaving for a new type of challenge versus just a higher salary.

After thinking through some of these questions, if you still think your company

will benefit from keeping this employee on board, then its important to find out

what it would take to get him or her to stay, and prepare a counter offer based on

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those needs. According to the survey, 67 percent of respondents said it was

common for an employee to accept their counter offer. Ultimately, if an employee

comes to you, theres a good chance he or she really wants a reason to stay; its

up to you if you want to provide one.

More than two-thirds (67 percent) of respondents who have extended a

counteroffer said it is somewhat or very common for employees to accept the bid.

See more at: http://rh-us.mediaroom.com/201404-30-Counter-Productive#sthas

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Give Employees a Break: Paid Time OffCan Boost Retention FindTheRightJob


Vacations, mental health days, early closings, summer Fridays, unlimited sick

time whatever form it takes, employees appreciate paid time off, especially

when its encouraged as part of a companys culture.

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As reported in HR Magazine, the PwC NextGen survey of 44,000 workers found

flexibility is a key priority for both generations of workers, with 21% of female

and 15% of male respondents saying they would give up some of their pay and

delay a promotion in exchange for more workplace flexibility. Whats more is thatGeneration Y is largely unwilling to give up a good work/life balance.Thats not to

say that todays employees expect to work less than older generations; on the

contrary, their connectivity to their work means they are probably working just as

many if not more hours than those who regularly stay late at the office. What they

expect in return is some flexibility so they dont have to choose between work and

having a social life or a family.

On the other hand, all the time off in the world wont matter if employees feel

they will be penalized or seen in a negative light for using it. When you consider

that only 25 percent of employees surveyed for Glassdoor said they used all of

their days last year, somethings got to give. Are Americans are workaholics, or is

it because they feel they have to continually prove to their employers that they

are so hard working, they dont want to take time off?

Many organizations are recognizing that making employees feel like their work

life balance is a priority can result in better productivity and higher morale.

Encouraging staffers to take time to refuel and rejuvenate can make yourcompany stand out as a great place to work, and ultimately help to recruit and

retain talent

That could be why more and more employers are turning to flexible work policies,

according to Zywaves2013 Paid Time Off Survey. Of the 2,833 employers who

participated, 28 percent offer flextime (up 2 percent from 2012s findings), 20

percent allow for telecommuting and 11 percent offer compressed work weeks.

While you might not be ready to start offering new hires and current employeesunlimited vacation time as some companies like Netflixare doing, you can be

more open minded to policies like compressed work weeks, negotiating

work-from-home hours, and/or rewarding loyal employees (or those who meet

certain goals) with extra time off. The occasional surprise early closing wont go

unnoticed either.

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Want the Talent But Cant Pay Up? SomePerks to Offer FindTheRightJob

EmployerApr 28, 2014 06:00AM

Attraction the best talent to apply for your positions is only the first challenge.

Next up: Making an offer they cant refuse. Unfortunately, you may be limited by

a budget when it comes to the salary you can offer, and the person you reallywant to hire might be asking for more.

While money may very well end up being the deciding factor, there are other, less

expensive perks that may help sway a potential hire toward your organization.

Here are some to consider:

Performance bonuses.

Especially for positions that are directly tied to revenue, the promise of a reward

for a job well done up front could be just the incentive to convince a job seeker to

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accept their new role. Youll want to be specific so as not to mislead the

candidate, so spell out the details, such as when an evaluation of their

performance will take place, and what the reward may be.

Tuition or education assistance.

For workers who are thinking of returning to school to advance their education, a

tuition reimbursement program or on-the-job training is a great way to show that

youre willing to invest in them. Again, the fine print of such programs matter, so

specify what types of education is covered, and how much.

Flex time.

With work-life balance a huge factor for those considering a new job, companies

that are open to flexible working arrangements could stand out from their

competitors. Whether its allowing some work-from-home days/hours, or offering

an earlier schedule such as 7 a.m. 3 p.m., for example, oftentimes not being

bound to the 9-to-5 life can be a motivator for some.

Vacation time/personal days.

Paid time off is always a perk that workers appreciate. If your company offers

things like floating holidays or a generous amount of vacation time, highlight that.

Transportation stipends.

Whether an employee will commute by car or public transportation, being able to

offset some of that expense could be a super way to make them feel appreciated.

Memberships discounts and freebies.

Whether you offer a gym discount or free lunch, these perks are worth a mention.

Any way that a new hire can save money is more money in his or her pocket.

Ultimately, the best way to recruit and retain talent is by creating the type of

environment that people enjoy working in. As a recent PRWeek articlestated: A

perk that may sound appealing in the short term, which aids an organizations

recruitment efforts, may backfire in the long run if the workplace lacks employee

satisfaction.

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Which Job Interview Type is Best forYour Hiring Process? FindTheRightJob

EmployerApr 22, 2014 03:43PM

Theres probably no other element of the hiring process that reveals more about

potential candidates than the interview. In fact, in a recent survey by

Accountemps, 43 percent of chief financial officers (CFOs) polled said the job

interview is where candidates made the most slip-ups that resulted in not being

hired. Hiring the wrong candidate can be costly, which is why you should use theinterview session to find the best fit for your open position.

Take a look at three interviewing styles to see which one (or more than one if

youre doing multiple interviews) can help you spot the best talent

Phone Interviews

In order to save time and screen candidates, phone interview are a great first step

to take when a resume and cover letter seem a good fit. Speaking to someone on

the phone isnt as telling as an in-person interview, but it can help you narrow

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down your pool of applicants so that youre not spending too many hours in the

interview room. Questions can be general at this point, just to make sure the

person meets the basic qualifications and understands the position for which he

or she is applying.

Behavioral Interviews

Youre probably familiar with this one, in which the questions revolve around your

candidates past job experiences. Try to get some specific anecdotes about how

they handled a challenge and try to gauge their productivity.

Virtual Interviews

Depending on where youre recruiting, you may have to conduct a Skype or video

chat interview. Even in this setting, the candidate should be dressed and ready

for the occasion. If someone logs on in casual clothing in a noisy and messy

setting, or shows a lack of technical prowess (which might be related to the future

position), those could be red flags.

Panel Interviews

This tactic can put stress on the job candidate because he or she will be fielding

questions from a number of people at one time. Ideally, you should use a panel

interview if youre hiring someone who needs to be able to make presentations, or

speak to large groups as part of their job responsibilities. If he or she seemsuncomfortable with just a few people in an interview room, they might not have

the demeanor to handle the role.

Dining Interviews

While it might seem like having a meal while you discuss a job with a candidate is

more laid back, it is a good way to gauge interpersonal skills. Can he or she carry

on a casual conversation? Does he/she have basic table manners and

communications skills in a public setting? These factors are important for any role

in which a hire will work with clients in such social settings.

Stress Interviews

Not every job or organization should try out this tactic, but youve probably heard

about candidates at Google or Microsoft being put through the ringer in order to

land the job. The idea is to see how applicants handle questions and situations

meant to unnerve them.

To determine the best interview tactics for your hiring needs, think about what

you really want to know about your candidates before you make an offer; consider

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Three Hiring Trends to Improve YourRecruitment Efforts FindTheRightJob

EmployerApr 14, 2014 06:00AM

Staying current with trends in hiring can help you vault past other employers

when youre vying for talented workers.

But its not enough to throw around buzzwords. You have to know how to use

respond to or incorporate the trends in your recruiting, hiring, and retention

processes.

These three trends identified by LinkedIn are worth watching and

implementing

Internal HiringHiring from within isnt a new thing, but consider looking at this strategy in a

different way today. Why?

You can save major dollars, even millions for some companies, with internal

recruiting instead of looking on the outside. Its also a time saver, since you could

hire someone faster and they wouldnt not need to get up to speed on your

company and practices. Youre also sending a message to the entire workforce

that theres room for advancement and career opportunities within your company.

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If youre already doing internal hiring or tried it and didnt have success

consider these tips from Recruiter.com:

Design an internal recruitment policy

Promote, promote, promoteEncourage employees to apply for jobs

Dont play favorites

Get the right software

Screen employees carefully

Try video interviews

Offer feedback

Talent Branding

Considering your brand isnt just for consumers and clients. LinkedIns Talent

Brand Indexis a ratio that also relates to another buzzword Big Data. The index

takes the number of people interested in your company who have looked at or

applied for jobs, viewed career or company page or follow you divided by the

number of people who know about your company (from employees to those who

have viewed your employee profiles).

The hotter your talent brand, according to Deloitte, the larger pool of qualified

people you may have to choose from when you have an opening. Think folks like

Google, Apple, Microsoft, Facebook, The Walt Disney Co., and The Coca-Cola Co.

Another brand-focused term in hiring is employment branding, which is the

perception people have about working for you, writes Forbes contributor Josh

Bersin.He adds:

If you have a great employment brand, you get the best candidates. If

you have a poor or weak employment brand you have to work extra

hard, and often the best people go elsewhere. The value of a strong

employment brand can be priceless. It not only helps you attract the

best people, it helps you keep the people you have.

Passive Candidate Recruitment

Think of someone you know who is in a job and not spending all of their hours

hunting for a position. But even now and then, theyre putting out small feelers to

learn about openings and possibly make a move. If theyre open to new

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opportunities (and arent most of us?), thats the passive candidate. This group

could be a large percentage of todays workforce one report says up to 75

percent and one you may be missing out on.

As Liz Ryan writes in BusinessWeek.com: We call them passive candidates, and

we pursue them as if they were Moby Dick.

To find those passive candidates, ask peers if they know of professionals with

skills you are seeking, keep building those relationships, and either organize or be

involved in networking and education events within your industry.

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How to Find Hires That Click With YourCompany

Apr 10, 2014 06:00AM

Anyone who knows how to construct a resume or is in tune with what recruiters

are looking for in terms of skills and experience can beat the system, so to speak.

They might have their elevator speech perfected, provide quantitative examples of

past successes, and have a good list of references. They might even know just

how to answer the most common interview questions. The question is, what lies

beneath their job seeking perfection?

Heres how to discover the super job seeker attributes that a resume cant

convey

Can they carry on a conversation?

There are all kinds of personalities, and depending on the role youre trying to fill,

some will fit better than others. However, being able to talk casually about

general interest topics can help a candidate show he or she is confident,

well-spoken, and comfortable in your work environment. Beyond normal feelings

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of nervousness, there shouldnt be a tension, or an adversarial dynamic in the

interview room.

Are they comfortable sharing an opinion?

Youll find lots of job seekers who will give you the canned answers they think you

want to hear, but someone who is willing to offer a suggestion, a solution, or

feedback on an industry topic or even about your company is someone you

want on your team. The last thing you want to do is inspire a Group Think

mentalityin your business, as some recent research suggests can happen when

you hire conformists.

What have they learned from their past work history?

Ideally, you want to choose someone who has demonstrated an ability to learn,

grow, and adapt to change over a period of time, whether it was during an

internship, or over the course of a 10-year career. Are they willing to share a

mistake they made, and what they learned from it? If they had a bad experience

with a company, can they frame it in a positive way, rather than bad mouthing

their old boss?

How do they measure up on the etiquette and politeness scale?During your

contact and communication with a potential hire, take notice of anything that

seems odd. For instance, perhaps they sent an informal email withoutpunctuation, or one that didnt seem courteous. Maybe they didnt have the

technical know-how to properly attach a file, and then tried to put the blame on

your spam filter. Or, when they had to wait for your interview to begin because

you ran five minutes late, the receptionist noticed some eye rolling and foot

tapping. If a job seeker isnt on his best behavior during the job search process,

you shouldnt expect any better once hes on staff.

Dont let a polished and prepped resume fool you into making the wrong hiring

decision. Take some time to pick up on correspondence cues, and use the

interview to learn more about the person behind the portfolio. It just may turn out

that the guy with the understated resume is the best choice for the job.

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How to Properly Prepare for the HiringProcess FindTheRightJob Employer

Mar 19, 2014 06:00AM

The hiring process is just that a process and it starts with a clear plan for

success. Top-notch candidates are out there, but youll never find them if youdont lay the proper groundwork. Plus, putting in the work before you meet

potential hires saves time, money, and unnecessary stress. Read on for tips to

help you prepare for a successful hiring process.

Conduct stayinterviews.

HR reps are often guilty of conducting job interviews and exit interviews, with

nothing in between. Talk about a missed opportunity! Instead, make time to meet

with your best employees before you hire anyone new. Find out what they like

about working at the company, what would make them leave, and what you can

do to make their job better. Use the inside information you garner from these

stay interviews to make necessary changes and to promote the company more

effectively to potential hires.

Nail the job description.

Dont make the mistake of using the same job description you posted five years

ago, or even a year ago. Talk to managers and their staff to find out how the job

has changed since the last time you filled the position, and then update the

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description to reflect what the job really entails and how youd like it to grow. The

clearer you are about the job itself, the better you can communicate that vision to

applicants and weed out those who lack the skills your company needs for now

and for the future.

Define your recruiting strategy.

Its important to determine the best source of candidates for your open positions.

While your recruiting strategy may vary according to the job, consider what

methods have worked in the past and which ones have been less than effective.

Let current employees know what youre looking for, since they can be good

sources for referrals. And consider working with cost-per-applicant recruiting

sites, which vet all prospects for you so you only get applicants who meet your

specified job requirements. CPA sites like FindTheRightJob.comhelp reduce yourtime-to-hire as well as employee turnover.

Determine key players.

Hiring is rarely a solo endeavor. In fact, it can be downright dangerous for one

person to take sole responsibility for the hiring process. You may be the point

person, but you need to figure out who else should be involved to help you make

the best hiring decision. Key stakeholders, including someone who can assess any

technical requirements for the position, should be included in the process. Dont

forget to provide these individuals with the job description and assessment

criteria prior to the interviewing phase to make sure youre all on the same page.

Prepare a script.

Even if youre an old pro at conducting interviews, its unwise to wing it. You may

go off script from time to time, but asking different questions of each candidate

can hinder your ability to make valid comparisons. Prepare relevant questions

based on the job description, along with questions that assess how the candidate

will fit within the culture of your organization. Make sure most of your questionsare open-ended, which will help you get a handle on how well candidates think on

their feet.

Put in the work beforeinterviews begin, and youll be prepared for a smooth

hiring process that ends in success.

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6 Things About Pay-Per-ApplicantRecruiting That Will Change the Entire

Way You Hire FindTheRightJobEmployer

Mar 31, 2014 06:00AM

If youve been relying on subscription postings, job fairs, or post-and-pray listings

to discover potential hires, its time to change your recruiting ways.

Pay-per-applicant (a.k.a. cost-per-applicant) recruiting is simple and

efficient, delivering more bang for your buck than traditional tactics.Read

on to learn more about pay-per-applicant (PPA) recruiting, but be warned itll

change the entire way you hire!

1. Its free.

Yes, you read right.Free.Unlike other job sites that charge hundreds of dollars

per listing with no guarantee of results pay-per-applicant or cost-per-applicant

recruiting, as its also known, enables you to list as many jobs as you want for no

upfront fee. Of course, this has the potential to drastically reduce your cost per

hire. There are few places in life where you can generate great rewards with no

risk, but PPA recruiting is one of them.

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2. Its targeted.

Unlike traditional job boards that display subscription postings for any old job

seeker, pay-per-applicant and cost-per-applicant sites pre-screen applicants for

you. That means you only get contact information for individuals who have the

education, skills, and interests youve specified. Qualified applicants are thehallmark of PPA recruiting, enabling you to control your return on investment.

3. It cuts time-to-hire.

Pay-per-applicant and cost-per-applicant affiliates know they only have a limited

amount of time to provide you with the applicants you need, so theyre working

fast and furious to deliver. And, because the leads you get are targeted (see

above),you wont be wasting time on unqualified candidates youll only be

focusing on the ones who meet your criteria.

4. It can increase employee performance level.

Hiring someone who performs poorly is a terrible waste of time and resources,

which in turn reflects poorly on the recruiter. The applicants you receive from

your pay-per-applicant /cost-per-applicant affiliate are more likely to perform well

on the job because theyve been pre-screened and pre-qualified. You already know

they have what it takes to succeed in your organization.

5. It can increase employee retention rate.An employee who quits after a couple of weeks or months on the job is every

recruiters worst nightmare. No company wants to waste their precious training

dollars on a new hire that doesnt pan out. Pay-per-applicant /cost-per-applicant

recruiting minimizes that possibility by matching your company with quality

people and equipping them with the information they need to make a good

decision. The better match they are for the company, the more likely they are to

stick around.

6. Results and satisfaction are (practically) guaranteed.

Lets face it pay-per-applicant and cost-per-applicant recruiting sites are highly

motivated to send a slew of qualified applicants your way because they wont get

paid until they do. Their whole job is to make sure your listings get seen. That

means theyre constantly coming up with creative ways to drive traffic to your

postings, through sponsored links, original content, and more. You provide the

listings, and theyll do the rest.

Eliminate the inefficiency of subscription postings and cost-per-click campaigns

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by shifting your efforts to pay-per-applicant recruiting. Once you get a taste of

pay-per-applicant /cost-per-applicant recruiting, you wont want to go any other

way!

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