Honest • Agile • Responsive
Call Us Toll-Free: 1-800-914-9594

Blog

7 Ideal Candidate Traits to Look for in 2016

candidate-traits.jpg

Hindsight is 20/20, and managers aren’t immune; they regret their hiring decisions about 50% of the time. Unfortunately for you, every failed hire costs you time and money. If you’re looking for a way to avoid hiring mishaps, it might be useful to stop looking solely at qualifications and start looking for predominant personality traits. Which characteristics should you look for? Below are the 7 traits we think correlate most with quality employees. 

Intelligence

Several studies have shown that 76% of an employee’s productivity and contribution to their company is determined their level of intelligence. The key to evaluating intelligence is asking purposeful, intelligent questions. One of the most noticeable hallmarks of intelligence is curiosity; the more questions your potential hires asks about various aspects of the company, the more likely they’ll be an intelligent, curious and resourceful employee. While intelligence is important, keep EQ in mind when looking for new employees as well!

Tweet This: 76% of an employee’s productivity to their company is determined level of intelligence.

Ambition

Top performers tend to be more driven. A study ARCH Profile earlier this year indicated that the level of an employee’s ambition has a significant impact on their performance. For example: 89% of ambitious employees set high work standards for themselves and 88% of employees consistently look for ways to improve their performance or complete tasks more efficiently. These are exactly the kinds of things you should look for in a candidate. Remember to ask questions about work they’re proud of and what they want to accomplish with your organization. Often Recruiters or Hiring Managers find themselves threatened obviously ambitious candidates. Instead, envision how that ambition can accelerate your succession and workforce planning! 

Tweet This: 89% of ambitious employees set high work standards for themselves.

Autonomy

SHRM found that 47% of employees feel independence contributes greatly to job satisfaction. In fact, some of the best places to work in the U.S. have created cultures allowing employees to have the freedom to think, create and work on their own. The less you micromanage the team, the better. Ask candidates about a time they were left responsible for a project and came through to help find the hire you’re looking for. Have your managers implement clear concise directions for every new campaign and create a focus on central, transparent communication channels like Slack, Yammer and more to facilitate autonomy.

Leadership

Nearly 23% of job openings specifically asked for leadership skills and although that can be an overused buzzword, it’s nonetheless necessary in qualified candidates. Looking for leadership requires interviewers to get into the gritty details about a candidate ability to lead teams and how they managed high-pressure situations. You can also scan the resume for frequent promotions and indications the candidate was placed in leadership roles relatively early. But don’t stop there, make your workplace a place where leaders can (and do!) emerge.

Cultural Fit

Choosing an employee with a personality that fits the company culture can be somewhat difficult, but it has become a necessary feature in candidate assessments. Employees who fit into the company culture are less likely to quit, ultimately resulting in a higher retention rate. Everything from the job posting to the interview should be inundated with aspects of the company culture so you andcandidates are able to determine their fit. 

Positivity

Happy employees can increase productivity 12%, since they’re more likely to have the motivation to produce better work. When you’re happy with your job and the work you do, you tend to put a little more effort into both. Looking for happiness can be difficult (a seemingly disgruntled candidate could be having a bad day and a cheery one could be pretending for the interview), but when you assess for fit, ambition and a few other traits on this list, happiness should follow. Remember that happiness is not the only indicator for positivity but it’s certainly the easiest one to identify during the interview process! 

Tweet This: Happy employees can increase productivity 12%. Read more:

Self-motivation

According to Gallup, 63% of employees worldwide are not engaged at work. Self-motivation is a valuable skill: it means an employee will seek out work and go the extra mile more often, leading to a more positive and productive workplace. To determine if your potential candidate is self-motivated or not, ask them about how they work between big projects, how they feel about taking on other people’s work, and what kinds of hobbies they have.

This list should give a great idea of what to look for in candidates when trying to find someone who’s a better fit, is more productive, and can deliver results. Every industry will still need to evaluate for their respective hard skills, but evaluating for these traits should give you a firm template to use no matter what job you’re hiring for and avoid those poor hiring decisions. 

Improve hiring decisions implementing a recruitment system that enables recruiters and hiring managers to rank applicants making it easier than ever to identify qualified applicants. Further streamline the recruitment process with Visibility Software’s applicant tracking system

New Call-to-action

Related Topics: 

Top Exec Secrets to Hiring Unleashed

secrets-to-hiring.jpg

How can you hire better? It’s true that there is no one answer to this question, but it’s easy to see that continuing the same practices is not the solution. Today we have sourcing technology, a large diverse applicant pool and several generations of potential hires, so let’s try something different.

Best Interview Questions from Top Execs

As much as 80% of employee turnover is due to bad hiring decisions, so use your interview questions wisely. Here are a couple questions from top executives, who steer away from the cliché questions.

Tweet This: 80% of employee turnover is due to bad hiring decisions. Use interview questions as a preventative:

Hannah Paramore, president of Paramore, asks the question “How old were you when you had your first paying job?” She says – “I’m looking for how deeply instilled their work ethic and independence are versus entitlement.”

Jenny Ming, president and CEO of clothing store Charlotte Russe asks candidates “Tell me about your failures.” She states that this question can be very telling and is “looking for somebody who’s very comfortable admitting when something didn’t work out.

PayPal cofounder, Peter Thiel, asks “Tell me something that’s true, that almost nobody agrees with you on.” He loves this question because “It sort of tests for originality of thinking, and to some extent, it tests for your courage in speaking up in a difficult interview context.”

The thought process you make the candidate go through is sometimes more important than the answer.

 

Look out for Flags

25% of the companies surveyed say that a bad hire in the last year has cost them at least $50,000. Screening is a crucial part of hiring; the key to avoiding bad hires is to never interview a candidate who failed the screening process. A Fortune 500 company estimated they could have eliminated 97% of their bad hires, if they had a better applicant screening process.

Tweet This: 25% of the companies surveyed say a bad hire last year cost them at least $50,000. 

A narrow range of job and life experience can show an unwillingness to step outside their comfort zone. Another red flag may be their potential impact of your company. Unless you are hiring a temporary position, most companies would rather have an employee who can make a large impact beyond simply being a good fit for the position they were hired.

Asking too few questions is indeed a red flag. It’s possible but highly unlikely that you have covered every question, and your candidate has done all their research. What’s more likely is that they are uninterested, or not passionate about the role. This is ok because not everyone is a good fit, but do not allow them to continue in your hiring process.

Beyond the Normal – Something Different – Be Real

Consider job matching and utilizing a simple work value assessment – 57% of large U.S. employers use pre-hire assessments. Hold an interview in a slightly informal setting, the traditional environment will almost always yield the same standard answers. An interview is time well spent, except for when they are not. Don’t schedule an in-person interview until you have asked them to complete a task for you–possibly give them an example task of what they may be doing for your most difficult client.

Tweet This: 57% of large US employers use pre-hire assessments. What are your thoughts?

 

Hiring is part science and part art. There is no one way to get the best candidates, but if you are looking for the best today has to offer you need to make sure your hiring practices match those you want to hire. With the right recruitment system, like Visibility Software’s applicant tracking system, you can ensure a seamless screening process.

New Call-to-action

Related Topics: 

4 Things Your Candidates Wish You Knew

candidate-insights.jpg

It’s not uncommon to find articles about what employers want and expect from candidates. But as 83% of recruiters agree, the job market is now candidate-driven. Candidates and employees provide the foundation of every company but are often the last ones asked for the opinions on important, company-wide decisions.

Candidates’ opinions are valuable, and educating yourself on what candidates need from the hiring process can help decrease your company’s turnover. And in case you don’t have the courage to ask them yourself, here are 4 thingscandidates wished you know. 

“Money isn’t the most important thing to me.”

Money is one of the most important parts of work, but it’s not always the most important part of a job. Millennials especially don’t want to work just any job anymore. They want to love their job far more than they want money. How much more? According to Brookings Institution, about $60,000 more: 64% of Millennials said they would rather make $40,000 a year at a job they love than $100,000 a year at a boring one. 

Tweet This: Money is one of the most important parts of work, but it’s not always the most important part of a job.

While we can’t speak for all of them, many Millennials (who are the largest generation in the workforce) are chasing happiness, satisfaction and engagement over money, and employers need to take notice if they want to attract them.

Solution: Hire the employee because they are passionate about the work they’ll be doing. Don’t just hire because you need to, hire because it will ultimately help your organization. Look into philanthropy programs, charitable giving, sustainability campaigns and benefits to supplement your straight compensation packages. 

“I don’t know how to work at your company…because I am new.”

Starting a new job is never fun. Having to learn a new art, a company’s policies and culture it — can be extremely taxing. According to a recent study, 76% of employees want on-the-job training. Candidates want new hire training and continuous employee training throughout their entire career. 

Tweet This: 76% of employees want on-the-job training. Read more:

Another study showed that 66% of employees want their companies to provide them with more training opportunities, 62% think this training helps them be more effective at their jobs and 76% say they expect companies to invest in their career development. So if you want better employees, you’re going to have to put more effort into building them after you hire them.

Solution: Try implementing training opportunities for your employees throughout the year: conferences, seminars, etc. Can’t afford to send your employees somewhere? Try putting together smaller workshops held management or investing in anonline training software. As a bonus, this may be a perk for candidates saying “yes!” to your job offer.

“I want a company that has a great culture.”

The word “culture” gets thrown around a lot these days. Most businesses won’t deny how important company culture is in the success of their employees. However, culture (or a lack thereof) could be the very thing causing candidates to disengage from work or worse, leave altogether. In 2014, 9% of employees left their job because of workplace culture.

Tweet This: 9% of employees left their job because of workplace culture. Don’t be “that company.” 

Solution: Examine your current company culture, take a look around and see what could or needs to change. Try taking an anonymous survey of what your employees feel is wrong with the current culture. Making small changes here and there canimprove the quality of the new hires you bring in later on and possibly increase employee happiness.

“I know when you’re lying…”

Everyone should appreciate honesty in all aspects of a position, workplace, and employee. However, a study found that approximately one-third of employees quit because they may have been deliberately misled during the interviewing process, and the job wasn’t what the listing described. 

Solution: While this may come as a no-brainer, be honest about the tasks and the expectations of the job. Lying or misleading a candidate is not worth the cost of a high turnover and the hit your reputation as an employer will take.

Candidates and employees want to be able to take a job offer with confidence, grow into their role properly, be happy and support themselves and their families. Remembering these 4 basic rules of thumb can help you increase employee happiness, build a strong culture and save you money from having to hire new employees every week.

Want to a create the most painless path to employee success? Then sign up for a demo of Visibility Software’s online training software, which makes it easier than ever to track every employee’s progress on any new training initiative you can think of.

Cyber Train Demo

 

Related Topics: 

 

How the Right ATS Improves Candidate Experience

candidate-experience.jpg

According to a recent report from Software Advice, nearly 26% of recruiters said using an applicant tracking system is one of the top contributing factors for applicants having a good candidate experience. A good applicant tracking system allows your company to guide every candidate through your hiring process from beginning to end with ease. Unfortunately, not every company can take advantage of this streamlining, and it costs them money and candidates. And of course, some systems are better than others. So as always, it’s important to ask the right questions about your applicant tracking system to see if it’s your process or your software that’s making your organization’s candidate experience terrible.

 Is your ATS simple?

A good ATS is simple and to the point. It helps guide applicants through the process, and makes it as easy as possible. At its best, an applicant tracking system is invisible. The last thing you want your ATS to do is to be overcomplicated, confusing and an extremely long process for the candidate, making applicants focus on the how of application process rather than the why. A recent study showed that almost 49% of candidates think extremely long applications were a major deterrent to applying for the position. If your applicant tracking system makes applying more complicated than it should be, drop it. A great ATS should be as easy to navigate as a consumer website, why isn’t yours?

Tweet This: 49% of candidates think extremely long applications were a major deterrent.

Is it Effective?

In order to have the best candidate experience, your ATS needs to do what it sets out to. For your applicant tracking system to be effective, here’s what it needs to have: requisition management, automated workflow, applicant-facing tools, pre-screening, scoring and compliance. Analyzing your current situation, your job posts, and how your ATS feeds into the rest of your hiring process can allow you to improve every part of hiring, but only if your ATS can deliver on its part of the bargain. If you feel like you have to work around your applicant tracking system instead of with it, it’s not effective. Once every element of your hiring (including your ATS) works in harmony, every part of your hiring will end up benefiting. Ask your new hires how they feel about your applicant tracking system and be ready to process their honest answers.

Tweet This: For your applicant tracking system to be effective, here’s what it needs to have:

Is it convenient?

Have you ever been to the hospital, reached the front desk to tell someone your emergency, then, once you finally reach the emergency room, the nurse asks you what’s wrong? And then, once the doctor finally comes to check on you, they also ask you what’s wrong? It’s frustrating to have to repeat yourself, especially when you’re in need of dire care. When something like this happens, all you can think to yourself is, “are these people even talking to each other?” It’s incredibly frustrating annoying, and while hospitals may have their reasons for the lack of communication, the amount of time they waste in treating a patient is all the same. 

Why treat your candidates the same way? After being questioned so many times about who they are and what they do and having to fill in the same information over and over, it shouldn’t come as a surprise that your candidates are dropping out. A recent study showed that companies saw a drop out rate as high as 48% because of a complicated applicant tracking process. Don’t do this to your candidates. It will decrease your talent pool and give you bad reputation as an employer. You need every advantage you can get as an employer looking for talent, and anything keeping you from top talent needs to go.

Tweet This: Companies saw drop out rates as high as 48% because of complicated ATS processes. 

If your current ATS isn’t your company’s standards for hiring and it doesn’t make anything easier for the candidate it may be time to look into a new solution. Your ATS is a key part of your hiring process, so don’t let your current one cost you candidates and your company money. Instead, a good applicant tracking system should expand your talent pool giving your candidates the most optimal experience. Not sure where to look? Visibility Software’s applicant tracking system is a great place to start.

New Call-to-action

Related Topics:

 

Why Recruiting Veterans Could be the Best Thing for Your Company

recruiting-veterans

Veteran candidates are untapped hiring gold nuggets in the recruiting world today. Why? Veterans have the skills and the experience necessary to join and lead civilian teams when assessed properly, given clear succession paths and goals. Recruiting veterans makes great business sense, and attracting these experienced men and women is a crucial part of a smart talent acquisition strategy.

Did you know the military has over 7,000 job positions across more than 100+ functional areas, and 81% of these jobs have a direct civilian equivalent? Maybe not because it’s not advertised that well. The current unemployment rate of veterans is shockingly higher than the national average at 15%. People in high places are doing what they can to change that, but for now, it’s up to recruiters, hiring managers and HR professionals to do a little legwork.

The military trains people to lead example as well as through direction, delegation, motivation, and inspiration. Veterans understand the practical ways to manage behaviors for results, even in the most trying circumstances. They also know the dynamics of leadership as part of both hierarchical and peer structures.”- Military.com

Military hires are used to leading teams and having a very clear hierarchy. They don’t need to be leaders immediately upon entering your workforce though. Work on attracting military veterans knowing where and how they can use the skills they have within your workforce. Other attributes of military veterans:

  • Mature Leadership
  • Adaptable Problem-Solving
  • Accountable Resourcefulness
  • Confident Decisiveness
  • Responsible Discipline

Learn to translate military acronyms and jargon into your own industry focused keywords. If you already have veterans within your organization, create a mini-think tank on how to recruit new ones and mentor them. Military.com offers a skills translator that can translate military skills into plain speak for those of us in the business world.

Tweet This: Learn to translate military acronyms and jargon into your own industry focused keywords.

Diverse skills. Diverse workforce. The military trains veterans in a variety of fields, check out this handful of jobs the military trains its participants in:

  • IT
  • Engineering
  • Healthcare
  • Transportation
  • Leadership
  • Public Relations
  • Accounting
  • Law

Military vets embrace diversity with ease, and add valuable viewpoints and experiences to the workplace.The veteran workforce has everything you need, and they join the ranks of civilian job seekers every day.

“Veterans have learned to work side side with individuals regardless of diverse race, gender, geographic origin, ethnic background, religion, and economic status as well as mental, physical, and attitudinal capabilities. They have the sensitivity to cooperate with many different types of individuals.”– Military.com

With leadership skills, diverse skills and the ability to work alongside much of your workforce, veterans should be the ultimate talent pool. So….why aren’t they? Programs like the Veterans Career Transition Program (VCTP) connect many veterans to specific careers and then train the veterans with educational programs & workshops that help ease their transition back into the working civilian world (in their designated areas of expertise of course.) A lot of these programs also offer soft skill training. The veteran workforce is your untapped market of gold, and there are just a few simple steps to take to attract these ideal workers. In fact, it can be great for your recruiting budget as well as many military-focused niche job boards offer free job postings to help spread the word about opportunities.

Check out some niche sites/ job boards many veterans use. Look for military placement sites, job boards and career fairs. Other great spots to recruit veteran candidates are college campuses or Guard and Reserve units. It is usually easy and welcomed for recruiters to set up visits in these locations.

Tweet This: Check out some niche sites/ job boards many veterans use.

In addition to setting up the ol’ job booth at the local career fair, scan some military job boards. These job sites are a tool for military alumni to post jobs, access resume databases, as well as exhibiting at military career fairs and target advertising.

How to reach veterans

Have an area on the career site dedicated to welcoming veterans, and informing them their skills sets and experience are valued in the organization. This section should also house information specific to veterans. Check out how Cisco does it. Other companies doing a great job of hiring veterans (that you could be hiring!) are listed here.

Create company social pages specifically for recruiting veterans. Veterans tend to be part of very supportive communities. If you ask one veteran to share your veteran targeted recruitment page, you will likely be amazed at how far it travels in the social-sphere.

Tweet This: Take these simple steps to improve veteran recruiting.

Some companies even have “Careers for Military” links with jobs specifically designated for veteran skills. This is an ideal area to apply the language and abbreviations they are used to. Create job listings they can directly relate to their own previous experience. ManTech.com can show you how it’s done.

Now that you have got a couple of tricks up your sleeve, start tapping into the golden market of veterans. Look into platforms/job fairs/ recruiting boards your company has neglected to locate and get to recruiting!

 

Related Text:

How to Recruit the Under-Sourced Veteran Talent Pool

The Next Step After Your Candidate Rejects Your Offer

candidate-rejects-your-offer

Some candidates will buzz through the applicant tracking system, nail interviews and fit into your culture seamlessly. These are the types of candidates you don’t want to think twice about. But it doesn’t always turn out that way; sometimes a candidate rejects your offer. What should companies do when great candidates decide they would be a better fit elsewhere? Depending on the situation, companies may not necessarily need to scramble for another hire, but they should always see what about the process went wrong. And whatever they might do, they should never take it as an affront to their company.

Don’t Take it Personally

There are a number of reasons a candidate might reject a job offer; according to 46% of recruiters in recent survey, the biggest reason candidates reject offers is because they took another offer. It’s difficult to be on the rejection side of a job offer, but the reality is that job offers are like any other business transaction. Perhaps the job simply didn’t fit their expectations, so they chose another opportunity instead.

Tweet This: 46% of recruiters said candidates often reject you due to other offers. Read more: 

Maybe the other offer was a closer drive, it paid better or they were referred current employees at the other company. Regardless, a candidate turning down an offer shouldn’t reflect on the rejected company as an employer. The good news is that it only it happens around 10% of the time, so companies shouldn’t encounter it too often. In most cases, it’s best for companies to simply take their lumps and move on.

 

Be Patient, Grasshopper

According to a recent survey, 55% of employers rejected many qualified candidates in favor of the one you gave the offer. A company’s first step after getting a declination from their most qualified candidate is to contact more candidates before they’re swept away from you, too. Recruiters often battle the clock when it comes to competing to obtain the best candidates for their company.

Tweet This: 55% of employers reject many qualified candidates for this reason:

Or perhaps they aren’t. If the recruiting team doesn’t feel like the rest of their candidates are a good fit for the job and don’t need to fill the opening immediately, they should instead consider waiting until another great candidate comes up. Companies should never sacrifice quality for the sake of efficiency. However, they should avoid the pitfalls of waiting for purple squirrels!

 

Take a Look at The Hiring Process

If companies think candidates declining their offers at the last second might be a regular issue, they should take a second look at how they’re hiring. If a company lacks qualified candidates and typically relies on a single person to have what it takes and accept an offer in a candidate-driven market, it might worth it for them to diversify their recruitment sources. Some of the best sources of hires right now, courtesy of a recent LinkedIn survey, are internet job boards, social professional networks and employee referrals.

Not every candidate looks in the same place, so diversifying avenues of hiring will help companies get ahold of more candidates they may not have known about before. And if candidates denying the offer at the last minute is an issue, they should think about what they can do to either be more enticing as a company or respond to candidates more quickly, so they can make the offer before anyone else does.

Tweet This: Diversify your hiring avenues for this reason:

Companies shouldn’t be too upset when a perfectly good candidate declines their offer. Instead, they should take a closer look at the rest of their candidates, their hiring process and understand that not every candidate who declines does it because of something they did wrong. Instead, they should accept it, cut their losses and keep an eye out for the next great candidate.

New Call-to-action

 

Related Topics: 

What’s Keeping Your CEO Up at Night?

Hate the Game, Not the ATS Player

How Can I Transform Employees into Great Leaders? Glad You Asked!

How to Train Your Employees to Combat Distractions

how-to-train-your-employeesEveryone gets distracted at work. We take breaks from intense projects, use diversions to help us refocus, but everyone has times when these tangents go on for too long. When it comes to helping employees get back on track, however, companies tend to apply the same solutions to different problems, and that doesn’t always work in the modern business world. Instead, the solution should take into account the different reasons your employees could be distracted, specifically focusing on the individual problem at hand.

Let Them Work

Workplace distractions aren’t the result of off-task activities while nobody’s looking; more often than not, they are the by-product of intraoffice interruptions. According to a recent survey CareerBuilder, some of the most prominent office distractions employees have little control over include:

      42% of workers are distracted employee gossip.

      24% of employees are distracted noisy coworkers.

      25% of team members are distracted meetings.

Tweet This: 42% of workers are distracted employee gossip.

Reduce the number of daily or weekly meetings and discourage coworker interruptions to increase the amount of actual working time. The less time employees spend talking, the more time they have to get things done.

 

Integrate Them Into the Schedule

Not all distractions are created equal. Sometimes employees fall prey to disruptions because continuing to work with tunnel vision wouldn’t allow them to make real progress on projects – they need these interruptions. Focusing on a single task for too long can actually decrease performance day-over-day, much in the same way that longer hours at work increased productivity. 

Tweet This: Focusing on a single task for too long can decrease performance day-over-day.

Provide employees with planned breaks to help reduce minor distractions. Research shows that the best formula for productivity is to work for 52 minutes, then take a 17-minute break. Your company’s own routine doesn’t have to be that exactly, but the general idea of the plan would be to allow your employees regular breaks at the office in order to refresh their minds so they are more productive in-house (which is good for them and you).

 

Ease Their Worries

There are some distractions that are much harder for company leadership to address. While you simply can’t fix the team’s personal problems, that doesn’t mean you can’t provide avenues so they can develop tools to solve them on their own. Financial problems, for example, don’t go away overnight, but they can affect how employees work. Consider offering financial wellness programs which help alleviate some of these issues. A recent study revealed that: 

      Almost 60% of employees are stressed and distracted their financial worries.

      37% of employees believe their financial issues lower their productivity at work.

      25% of employees have missed work because of the stress of their financial problems. 

Tweet This: Almost 60% of employees are stressed and distracted their financial worries. 

Office distractions can come from all kinds of places, and so your solutions need to fit the problem. Whether they’re distracted their environment, their work cycles, or their own problems, good managers need to be proactive about getting these distractions out of the way however they see fit. And with the right solution in place, there’s no reason everyone at your company can’t work at a steady clip.

Need help establishing a new work routine? Then take a demo of Visibility Software’s Cyber Train, a learning management system, that can help you increase productivity improving the employee development process.

Cyber Train Demo

Don’t Celebrate Success or Failure, Celebrate Learning

employee-learningMore often than not, we judge employees and colleagues on success and failure. Success comes from good practices and failure comes from mistakes, but are these the only choices when it comes to the people who work in your organization? If we dont know whether or not we will succeed or fail, we can experiment. The common thread is that all three phases can provide time for employee learning, which should always be considered a success.

Success & Failure – How should they be defined 

Most success comes from repeating good practices, although success can come from failure and even experimenting. The difference between success from good practice and success from failure, is the amount of learning that occurs. Employees who cannot accept failure often hinder their own learning. If one can’t accept the possibility of failure, it can also be difficult to accept the possibility of success. 70% of employees who were aware that their boss was unhappy with their performance couldn’t tell you just what they were doing wrong or how they were going to change. So the identification of specific failures (the hows and the whys) is important. 

Tweet This: 70% of employees can’t identify why their boss was unhappy with their performance. Here’s how to fix this:

The Idea of success is not even your idea, it is somebody else’s idea of what success is.”

Consider learning at all costs to be a success, even if it comes from a failure. Success can actually inhibit learning with both individuals and organizations. When we succeed, we often determine that the reason is our own success and talents. Overconfidence success can lead to believing that nothing needs changed, and never asking the tough questions about what else is there to learn. 

With Experimentation Comes Opportunity 

The outcome of an experiment can never be predicted, but isn’t that the point? The opportunity for learning is the highest in experimenting mode, and if we are judging our success from how much we are learning this can be our biggest opportunity. Stay away from making changes without experimenting–find ways to explore all opportunities, and run more experiments faster and cheaper. 

“That’s right: assume the experiment will fail and produce nothing in terms of results.”

It is hard to determine if you have learned anything if you continue to take the same approach. Even though good practices often yield success most standards, repeated processes are also prone to repeating mistakes. The best result is when our mistakes surprise us with unexpected success

Tweet This: Don’t be afraid of mistakes for this reason: 

Celebrate the Learning – Loud, proud and often 

“I suggest that maybe we should have a big bell in the office, so that we could ring it whenever there was something to celebrate.” 

While in most organizations it is important to celebrate success with a focus on good practices, it is just as important to celebrate learning. 86% of HR professionals said that employee recognition increased employee happiness. The idea of celebrating failure makes no sense, it only amplifies the negative. When choosing to celebrate our success and failure learning in our company, it’s important to be consistent–make it frequent, noticeable and remarkable. Celebration will lead to best practices and continuous improvement in our organization and happy employees. 

Never Stop Learning

Hopefully the advantages of failure learning will inspire you to make changes personally and in your workplace. Regardless of what triggers learning within your organization, find a system and expand on it. Focus on successes and learning, celebrate all the time, and keep a safe environment to continue this cycle. Companies risk losing top new talent as 52% of recent grads are not receiving training from employers. 

Tweet This: Experience the benefits of failure learning. 

“It’s not about the first-mover advantage; it’s about the fast-learner advantage. The only way to win is to learn faster than anyone else.” – Eric Ries, The Lean Startup

Cyber Train Demo

What’s Keeping Your CEO Up at Night?

“It often happens that I wake up at night and begin to think about a serious problem and decide I must tell the Pope about it. Then I wake up completely and remember that I am the Pope.” – Pope John XXIII

Managers are concerned with the performance of their teams, CEOs on the other hand, have a lot more to worry about. Typically, we think of senior leadership as primarily concerned with the business, revenue and even the reputation of the organization. However, that’s not always the case. Executives are also worried about how their team functions as a whole and how individual growth and understanding plays into the bigger picture. There are the common leadership pains that keep your CEO up at night besides changes in the stock market.

Common-leadership-pains

Response to technological growth

The world of work is changing, and not just in the way we work. The way we work has been drastically altered the developments in technology. The rapid change in technology is a challenge for 58% of CEOs because it highlights a shortage of key skills that could hinder growth. They set their hiring managers on a mission to hire the candidates who have the ability to learn and grow into the changing workplace.

“Technology is so much fun but we can drown in our technology. The fog of information can drive out knowledge.” – Daniel J. Boorstin

 

Competition in the battle for talent

The battle for these highly qualified candidates is increasingly competitive. So to stay competitive in the marketplace, CEOs have to understand that the defense for this front is talent that outperforms that of their competitors. The skills gap is a serious concern for 63% of CEOs, and in response, about half of these leaders planning to hire more people in the next 12 months.

Tweet This: How can CEOs stay competitive in the marketplace? 

“We’ve more or less solved the skills gap recruiting and training and developing and engaging the right kind of people. It requires attention. It requires investment, all those types of things. There’s a solution to the skills gap.” Jeff Owens

 

Partnering with industry leaders

Strategic partnerships help organizations grow and collaborate. In fact, 56% of CEOs label these relationships as vital to their business. These partnerships can help CEOs build momentum in economic and talent growth, but they have to be thoughtfully planned and maintained.

“Latching on to a bigger, well-known brand through a mutually beneficial partnership is a way to quickly build your own brand and credibility.” – Matt Ehrlichman

Tweet This: Strategic partnerships help organizations grow and collaborate. Read more: 

 

Diversity in tough situations

It’s a recent ongoing initiative for CEOs, especially in male-dominated fields. Companies like Google have made progress in their gender diversity efforts with women making up 30% of the company’s overall workforce. However, these women only hold 17% of the company’s tech jobs. With the increasing social pressure to expand diversity internally, diversity remains a top concern for many CEOs.

“Diversity may be the hardest thing for a society to live with, and perhaps the most dangerous thing for a society to live without.” William Sloane Coffin Jr.

Tweet This: Diversity remains a top concern for many CEOs, here’s why:


Your CEOs worry about things outside strictly economic gain, as the stereotype would suggest. The success of the teams within the organization are the foundation of their company, so therefore they are the collateral many senior leadership struggle with. Your senior leadership wants to create better teams to develop the building blocks of a better company.  They are worried about growth, competition, partnerships and diversity. Keeping the team healthy and afloat incites insomnia, and because of these concerns, CEOs stay awake at night pondering solutions and key human capital management solutions.

See-Our-Solutions

Hate the Game, Not the ATS Player

choose-the-right-ATS

Hunting for a job isn’t easy and candidates are very frustrated with the process. Candidates that are in the large percentile that don’t get picked the Applicant Tracking System are naturally more inclined to hate on the ATS. But sometimes, despite their need for a job, they just weren’t qualified or didn’t fit the company’s needs. Just the same, there are those in the HR and recruiting space who loathe the automation of the ATS. But that doesn’t mean these platforms aren’t any less necessary… they are. The problem isn’t with the ATS itself, it’s the way it’s used. Chances are, many of the concerns you’ve had with your system can be attributed to user error. “More is better” isn’t always the case, especially with your platform. This is why you shouldn’t be so hard on the ATS. Learn the importance of choose the right ATS

More ISN’T Better

Massive job boards are a popular choice in placing job ads. The only problem: it exponentially increases the number of candidate applications and resumes that flood into your digital filing cabinet. Goldman Sachs alone only hired 3% of their 267,000 applicants last year. You look through all of the advice online from various industry thought leaders, but what you’ll find is the scatter your seed method. But seeds don’t prosper if they are haphazardly strewn across the land, right?

The same is true for your job ad. It has to be strategically placed so your ATS can sift through a reasonable amount of applications to pick a fewer number of great ones for you.

Tweet This: Strategically place job ads so the ATS can do what it’s built to do, properly. Read more: 

Remember: An overloaded, disorganized ATS is not an effective screening and hiring tool.

Choose The Right ATS, the Right Technique

There’s something to be said for purchasing the right ATS for your organization. Not all applicant tracking systems are the same, they have different bells and whistles and although one ATS might have everything you need, there’s a chance there are features you don’t use. That could affect the way your system works. Jackye Clayton (@JackyeClayton), Editor at RecruitingTools.com, said:

“But before you bash your ATS, it’s important to take a step back and ask yourself whether or not you’re actually using it as intended. Because the thing is, the majority of recruiting and staffing end users utilize their applicant tracking systems as a resume repository and job posting platform, features which, while designed to make online recruiting a little bit easier, aren’t, in fact, a core functionality for which these systems were originally conceived and dedicated.”

Tweet This: @JackyeClayton says we need to be careful how we’re using our ATS. Read more:

Remember: If you’re not using the included training and vendor provided assistance, you may not be getting the benefits your ATS offers.

The Platform Isn’t Broken

One thing to remember, one small, yet key feature to always keep in mind, your platform isn’t broken. You may not like the way it functions anymore, or your team simply doesn’t know how to use all of its features, but that doesn’t mean it’s malfunctioning. Really, it could be you just have too many applicants or the ATS doesn’t fit your needs anymore.

Tweet This: Reassess your ATS needs before completely ditching the system like this:

The ATS doesn’t (or at least it shouldn’t) remove the human aspect from the application process. It merely automates the administrative portions so recruiters can focus on their primary duty – interacting with candidates. But when you don’t have the right system in the first place, it becomes cumbersome, clunky and a loathed recruitment platform, as Matt Charney (@mattcharney), Executive Editor and Head of Content at Recruiting Daily, described: 

“In fact, almost every one of the many potential perils of the average recruiter out there today faces on the talent battlefield can be more or less directly traced to the system that they’re forced to rely on, even at the expense of recruiting efficacy, efficiency, and optimal outcomes.”

Remember: Even if you didn’t choose your ATS, you need to use it in order to do your job, which is hiring the right talent for your organization.

Despite the reservations or any struggles you may have with your applicant tracking system, you shouldn’t abandon the idea of an applicant tracking system just yet. You may simply scatter your job ads too wide or may not have the right platform for your company, but the system isn’t necessarily broken. It takes the right ATS to do your job exceedingly well, and if you don’t have the best-fit platform, it can lead to more struggles down the road.

See-Our-Solutions