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Recruiting and Training Trends Blog

What is the Future of Recruitment?

Future-of-Recruitment.jpg

Recruitment methods are undergoing serious changes as not only HR technology evolves and advances, but the workforce, comprised of several generations, becomes more demanding and less tolerant to an unfavorable work environment. With such constant change surrounding the job market and workforce, it’s difficult to predict what the future of recruitment looks like. To gain some insight from professionals in the industry, we turned to knowledge (and opinion mecca!) Quora.

Answers have been edited for clarity and brevity.

Q: What is the Future of Recruitment?

Marketing

“I think the very role of a recruiter is evolving. It’s not enough to be a great sourcer. It’s not enough to be a great closer. We need to bring more to our clients…Tomorrow’s recruiters will be

  • creative marketers
  • brand champions, at ease working up and down and inside/outside their organizations.
  • technically fluent and know how to wrangle metrics…

They will understand what social media is, what it isn’t, and how to effectively incorporate it into various programs (recruiting, branding, talent communities, etc). They MUST be self-motivated and curious in order to keep pace with the rapidly evolving talent landscape. The recruiting world is changing fast, if recruiters aren’t driven to keep up they will struggle.”

Lars Schmidt is the founder of Virginia recruiting consultancy, Amplify Talent.

Old School

The best way to recruit talent is still through networking and cold calling…When there was no or little internet, the way to recruit was to network like crazy, map out company org charts cold calling and talking with people etc. It was HARD but internet, especially LinkedIn makes it very easy to discover talent…Technology has made us recruiters lazy. We send 100+ emails through LinkedIn. It used to work but now it is just spam from a passive candidate’s perspective…if you want to fill your search now, start talking to people.”

Sangeeta Narayan does executive recruiting for Indian online shopping site Flipkart.

New Opportunities

“…the biggest impact of technology on the future of recruitment isn’t about how we recruit at all, it’s about whether we need to recruit…at a higher level than just recruitment, is an increasing focus on organisational capabilities…if an organisation is only fishing in the same pools of active candidates as its competitors / comparators then it’s never going to really be able to develop any significant capabilities at all…recruitment is going to change, and it’s going to be informed technology, but actually it’s not technology that’s driving this change. The driver is just much smarter recruiting, using the opportunities provided technology to increase the smartness of these various approaches.”

Jon Ingham is an executive consultant at Strategic Dynamics Consultancy Services.

Tweet This: Jon Ingham, executive consultant, says recruitment isn’t about how we recruit at all:

Necessary

The day an automated something machinery is able to analyze a candidate’s nervous tic, measure the weight of certain pauses or stammers, sniff BS ‘gut’ feeling, negotiate with humans, is the day the need for recruiters will cease to exist. Which means never.

Screening can get both easier and harder. Harder because, well, the Internet makes it easier to fake stuff. Easier because a recruiter can fact-check; there are companies and software programs that help you create tech screens and the likes. Recruitment is going to become more important as technology continues to be important.”

Angela Liu is a senior technical and finance sector recruiter at CompuGain.

As it appears, there are some very compelling and varying points of view about what the future of recruitment holds. The good news is there are a plethora of insights, including those in this post, that recruiters can use to prepare for the changes that they’re probably already experiencing. For the future:

  • Become a brand-focused marketer in place of the traditional recruiter
  • Don’t underestimate the power of human connection; traditional recruitment methods still work
  • Identify new and innovative recruitment opportunities with technology
  • Understand that technology and social media does not replace the need for recruitment, but rather makes it even more necessary to have skilled recruiters involved in the process

Tweet This: Do your predictions for future recruiting align with these professionals?

If you’re ready for a change, streamline your recruitment process with Visibility Software’s applicant tracking system!

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Stop Your ATS from Hurting Recruiting

applicant-tracking-system-1.jpeg

Google’s mobile-friendly and quality updates implemented earlier this year have caused some concern for recruiters. With the updates, search ranking is influenced whether or not the page is mobile-friendly and the measure of quality within its content.

As some companies with applicant tracking systems have experienced increases in organic traffic, others have had low dips. The effects of the changes vary across the board, but one thing is certain; recruiters are rethinking the design of their applicant tracking system. So, let’s first take a look at some current problems with ATS and then, examine what it takes to have an ATS that helps, rather than hurts, recruiting.

The Disconnect Problem

Recruiters need applicant tracking systems to do their job faster and more efficiently. Unfortunately for job seekers, it can do quite the opposite and, in turn, drive prospects away. When a candidate is redirected from a job board to an ATS, it can cause a lot of warranted frustration.

After creating profiles with contact information and career data on various job boards, candidates are left to sift through hundreds of job descriptions for hours until they finally find something that sounds like a fit. Once they click to apply, they get redirected to a new page and are asked to create yet another account with exactly the same information as before. This is one of the biggest frustrations for job seekers and the reason almost 90% of them, according to Appcast, abandon the application process.

Tweet This: 90% of job hunters agree this is the biggest pet peeve during the job search: 

Whether applicants are redirected from company career pages or job boards, the disconnect with the ATS can potentially damage employer branding and tarnish the reputation and competency of career sites.

The Solution: employers should collaborate with ATS providers that offer solutions to make the recruitment process faster, easier to update and capable of integrating seamlessly with recruitment sites. Having a cloud-based ATS with autofill capabilities, such as applying with a LinkedIn account, and resume parsing can streamline the recruitment process and save candidate’s the headache of manually entering their information multiple times. Check out our recruitment software to create a favorable candidate experience.

The Mobile Problem

The mobile problem needs no introduction. We are living in a fast-paced, mobile-dependent world which places considerable pressure on companies to have fully mobile-responsive career pages and application processes.

In fact, a recent Careerbuilder survey shows that almost one-third of their traffic is made up of mobile users and up to 40% of those users abandon non-mobile friendly apply processes. That’s too many potential candidates to ignore. If companies want to improve their pipeline, they’ve got to have seamless, mobile-responsive ATS.

The Solution: enhance and ensure the candidate experience seeking out an ATS that can respond to any device throughout the entire recruitment process, especially the application portion. Visibility’s recruiting software allows companies to host customized, mobile-responsive careers pages that are easy to use and maintain.

The Content Problem

The Google quality update is not the only reason employers should be rethinking the content that is weaved throughout their ATS. Job seekers desire well-written, focused content during their job search. In fact, 60% of job seekers give up on applications because they are too long or complex. Lengthy applications not only scare candidates away, but run the risk of timing out due to technicalities, wasting the candidate’s time and placing negative attention on the employer brand.

Tweet This: 60% of job seekers give up on applications due to lengthy processes. 

Other content problems within ATS have the potential to affect other stages of the recruitment process. Poorly constructed content has the potential to damage the employer brand seeming too complex, boring, outdated, or impersonal. What’s more is that inadequate ATS doesn’t represent the employer brand accurately if the look, feel, and general tone of the brand isn’t present throughout the application process.

The Solution: employers should seek out ATS providers that offer customizable solutions to the design of the application process, taking into account the need for distinguishable content. Content should be direct and focused with favorable word choice and should align with social media strategy objectives. The tone and message of the employer brand should be consistent throughout the entire process. Visibility’s recruiting software allows recruiters to customize the application process and provides the capabilities to keep employer branding consistent throughout. From the logo to the tone, the experience will be seamless for the candidate.

Applicant Tracking Systems exist to help streamline the recruitment process, but with new workforce trends and changes in search ranking qualifiers, the effectiveness of those systems are being put to the test. Without taking into consideration the user experience, ATS has the potential to hurt, instead of help, recruiters. Employers should seek out superior ATS providers that can help meet the needs of the workforce and, as a result, strengthen the talent pipeline.

Looking for a new ATS to provide your target audience with a stellar user experience? Check out our Recruiting Software now!

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Related Posts:

Stop Your ATS from Hurting Recruiting

applicant-tracking-system-1.jpeg

Google’s mobile-friendly and quality updates implemented earlier this year have caused some concern for recruiters. With the updates, search ranking is influenced whether or not the page is mobile-friendly and the measure of quality within its content.

As some companies with applicant tracking systems have experienced increases in organic traffic, others have had low dips. The effects of the changes vary across the board, but one thing is certain; recruiters are rethinking the design of their applicant tracking system. So, let’s first take a look at some current problems with ATS and then, examine what it takes to have an ATS that helps, rather than hurts, recruiting.

The Disconnect Problem

Recruiters need applicant tracking systems to do their job faster and more efficiently. Unfortunately for job seekers, it can do quite the opposite and, in turn, drive prospects away. When a candidate is redirected from a job board to an ATS, it can cause a lot of warranted frustration.

After creating profiles with contact information and career data on various job boards, candidates are left to sift through hundreds of job descriptions for hours until they finally find something that sounds like a fit. Once they click to apply, they get redirected to a new page and are asked to create yet another account with exactly the same information as before. This is one of the biggest frustrations for job seekers and the reason almost 90% of them, according to Appcast, abandon the application process.

Tweet This: 90% of job hunters agree this is the biggest pet peeve during the job search: 

Whether applicants are redirected from company career pages or job boards, the disconnect with the ATS can potentially damage employer branding and tarnish the reputation and competency of career sites.

The Solution: employers should collaborate with ATS providers that offer solutions to make the recruitment process faster, easier to update and capable of integrating seamlessly with recruitment sites. Having a cloud-based ATS with autofill capabilities, such as applying with a LinkedIn account, and resume parsing can streamline the recruitment process and save candidate’s the headache of manually entering their information multiple times. Check out our recruitment software to create a favorable candidate experience.

The Mobile Problem

The mobile problem needs no introduction. We are living in a fast-paced, mobile-dependent world which places considerable pressure on companies to have fully mobile-responsive career pages and application processes.

In fact, a recent Careerbuilder survey shows that almost one-third of their traffic is made up of mobile users and up to 40% of those users abandon non-mobile friendly apply processes. That’s too many potential candidates to ignore. If companies want to improve their pipeline, they’ve got to have seamless, mobile-responsive ATS.

The Solution: enhance and ensure the candidate experience seeking out an ATS that can respond to any device throughout the entire recruitment process, especially the application portion. Visibility’s recruiting software allows companies to host customized, mobile-responsive careers pages that are easy to use and maintain.

The Content Problem

The Google quality update is not the only reason employers should be rethinking the content that is weaved throughout their ATS. Job seekers desire well-written, focused content during their job search. In fact, 60% of job seekers give up on applications because they are too long or complex. Lengthy applications not only scare candidates away, but run the risk of timing out due to technicalities, wasting the candidate’s time and placing negative attention on the employer brand.

Tweet This: 60% of job seekers give up on applications due to lengthy processes. 

Other content problems within ATS have the potential to affect other stages of the recruitment process. Poorly constructed content has the potential to damage the employer brand seeming too complex, boring, outdated, or impersonal. What’s more is that inadequate ATS doesn’t represent the employer brand accurately if the look, feel, and general tone of the brand isn’t present throughout the application process.

The Solution: employers should seek out ATS providers that offer customizable solutions to the design of the application process, taking into account the need for distinguishable content. Content should be direct and focused with favorable word choice and should align with social media strategy objectives. The tone and message of the employer brand should be consistent throughout the entire process. Visibility’s recruiting software allows recruiters to customize the application process and provides the capabilities to keep employer branding consistent throughout. From the logo to the tone, the experience will be seamless for the candidate.

Applicant Tracking Systems exist to help streamline the recruitment process, but with new workforce trends and changes in search ranking qualifiers, the effectiveness of those systems are being put to the test. Without taking into consideration the user experience, ATS has the potential to hurt, instead of help, recruiters. Employers should seek out superior ATS providers that can help meet the needs of the workforce and, as a result, strengthen the talent pipeline.

Looking for a new ATS to provide your target audience with a stellar user experience? Check out our Recruiting Software now!

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5 Interview Skills Every Interviewer Should Have in 2016

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Go ahead. Google “Interview Questions”. I guarantee you that most, if not all, of the results will be for job seekers and candidates on how to ace their interview. Perfect! But what about new Human Resource professionals who need to learn how to interview properly? Where is the resource for great interview questions for hiring managers who need to brush up on their interview skills? Or perhaps you’re a startup that needs to learn how to hire that first employee and interviewing is something you’ve only ever done from the other side of the table.

No matter what your interviewing situation, here are tips that will help you ace the interview… when you’re the interviewer.

Do ask the same general interview questions, in the same manner, with everyone.

EEOC is not a joke and it was put in place to override the subjective nature of human beings. Asking the same general interview questions of each interviewee is a great way to avoid discrimination claims in the future. Tools like phone screens and pre-recorded video interviewing software also help with this. ClearCompany’s own video screening tool integrates with the ATS and has a question bank included. Or you can use these general interviewing questions. 

Don’t use “icebreaker” questions in an interview

It’s only natural to want to get socially comfortable with a jobseeker or candidate. However, it’s not only a bad idea, it’s illegal. Consider what Lori Adelson, a labor and employment attorney and partner with law firm Arnstein & Lehr, tells Business Insider.

“State and federal laws make discrimination based on certain protected categories, such as national origin, citizenship, age, marital status, disabilities, arrest and conviction record, military discharge status, race, gender, or pregnancy status, illegal. Any question that asks a candidate to reveal information about such topics without the question having a job related basis will violate the various state and federal discrimination laws.”

In fact, a recent CareerBuilder survey, 20% of hiring managers indicated they have asked a question in a job interview only to find out later that it was illegal to ask.

Tweet This: Why you shouldn’t be using ice breaker questions in interviews: 

Do ensure the interviewee has a fair shot

If you’re interviewing for an open position, chances are there’s someone, somewhere in your organization doing the work of two or more people. While this is frustrating, you can only make the very best hire for your company if you are prepared for the interview. Having any materials handy (like a resume or portfolio) printed or on your screen, allows you to ask about specific assignments and deliverables. Encourage hiring managers to do the same and send you three important questions to ask the interviewee about their skill set. Best practices suggest interviewers spend just 20-30% of the interview talking and the remainder, listening closely.

Don’t just skim the surface

Achievements on a resume are to be celebrated because they (sometimes) prove the applicant knows their stuff. But don’t take numbers or certificates earned at face value. Ask specific questions about the project or skill mentioned and what the numbers were based on or what they learned from a specific project mentioned the candidate, as notable. You might be surprised the answers!

Tweet This: Don’t take numbers or certificates earned at face value on resumes, do this: 

Do keep great records

It’s never a good idea to let applicants float off into the ephemera. If you liked them enough to bring them in for one interview but don’t think they’re a fit for your currently open positions, enter them into your applicant tracking system or Recruitment Management System to follow up with later. It’s never too late to start building your future talent pool!

Visibility Software’s recruitment system is the perfect tool to get you started. See what makes our applicant tracking system one of the best.

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Want to Be Promoted? Quick Tips for Recruiters

tips-for-recruiters.

No matter what position you work in or what company you work for, chances are you want a promotion. Unfortunately, 62% of employers say bad attitudes hurt an employee’s chances of getting promoted. While you may not love the position you’re in and dream of having a little more responsibility, sticking it out and proving to your employer you’re ready to move up can be the kicker that helps you get the promotion you’re looking for. Let’s dive into these quick tips for recruiters.

When it comes to the field of recruiting in particular, you may wonder what you need to do to get promoted. You aren’t alone, and there a few things recruiters need to have in order to start climbing the mountain.

Know the whole organization

Recruiter, know thyself. And everything else. Talent leaders have a grasp on just about every part of the company they work for, including performance, engagement, organization development, succession planning and personnel management. Knowing what’s going on at your company will not only make you better at your current job, but also pave the way for new opportunities.

According to a survey, 81% of executives say their HR talent needs to value business more than the average HR skill. Knowing these ins and outs will allow you to have the vision to know what decisions you need to make now and with authority, and which you can take your time on. As you start to take interests in other parts of the company, your manager will eventually notice you have an eye for the inner workings of the organization and not just its results.

Tweet This: What’s more important to you, business or average HR skill?

Remember to look at the big picture

This leads us to our next point: 60% of companies are now investing in big data in order to help make their HR departments more data-driven. Data allows recruiters to look at the needs of the organization and align them with market realities; the more a recruiter understands the market they work in, the better they can help their business make the right calls.

Having a knowledge of everything within and outside the organization, and being able to ask questions like, “is this the best move for my company in the long-run, or just now,” can set you apart from other recruiters. It shows you’re capable of connecting the dots between disparate areas, and that you have the company’s best interest at heart.

See yourself as a Talent Advisor

Another number recruiters should pay attention to: 20% of HR employees are locked into a mindset and lack commitment to deliver real value. Recruiters and talent advisors are seen on two completely different levels; recruiters are seen as taking orders from higher-ups whereas talent advisors are seen as partners with a more respectable level of talent insight.

When you begin thinking of yourself as a talent advisor, even if you aren’t officially one yet, you’re preparing yourself for the position; it will show your boss that you take yourself seriously and have committed yourself to advancing within the organization. The more you can show your boss that you’re not afraid of responsibility and can educate yourself in every position at the company, the better you look when it comes to time to fill the position you’re gunning for.

Tweet This: On-the-fly promotion tips:

Following all of these steps can show your boss that you are educated, you care about the organization and have the chops to not only run your company’s hiring efforts, but excel far beyond that with your company. That’s exactly what companies want in a leader, and it’s what you should aim for if you want that promotion.

Ready to reach the next level of productivity? Then try a demo of Cyber Train, Visibility Software’s online learning management software that will make sure every one of your employees is up to par.

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Want to Be Promoted? Quick Tips for Recruiters

tips-for-recruiters.

No matter what position you work in or what company you work for, chances are you want a promotion. Unfortunately, 62% of employers say bad attitudes hurt an employee’s chances of getting promoted. While you may not love the position you’re in and dream of having a little more responsibility, sticking it out and proving to your employer you’re ready to move up can be the kicker that helps you get the promotion you’re looking for. Let’s dive into these quick tips for recruiters.

When it comes to the field of recruiting in particular, you may wonder what you need to do to get promoted. You aren’t alone, and there a few things recruiters need to have in order to start climbing the mountain.

Know the whole organization

Recruiter, know thyself. And everything else. Talent leaders have a grasp on just about every part of the company they work for, including performance, engagement, organization development, succession planning and personnel management. Knowing what’s going on at your company will not only make you better at your current job, but also pave the way for new opportunities.

According to a survey, 81% of executives say their HR talent needs to value business more than the average HR skill. Knowing these ins and outs will allow you to have the vision to know what decisions you need to make now and with authority, and which you can take your time on. As you start to take interests in other parts of the company, your manager will eventually notice you have an eye for the inner workings of the organization and not just its results.

Tweet This: What’s more important to you, business or average HR skill?

Remember to look at the big picture

This leads us to our next point: 60% of companies are now investing in big data in order to help make their HR departments more data-driven. Data allows recruiters to look at the needs of the organization and align them with market realities; the more a recruiter understands the market they work in, the better they can help their business make the right calls.

Having a knowledge of everything within and outside the organization, and being able to ask questions like, “is this the best move for my company in the long-run, or just now,” can set you apart from other recruiters. It shows you’re capable of connecting the dots between disparate areas, and that you have the company’s best interest at heart.

See yourself as a Talent Advisor

Another number recruiters should pay attention to: 20% of HR employees are locked into a mindset and lack commitment to deliver real value. Recruiters and talent advisors are seen on two completely different levels; recruiters are seen as taking orders from higher-ups whereas talent advisors are seen as partners with a more respectable level of talent insight.

When you begin thinking of yourself as a talent advisor, even if you aren’t officially one yet, you’re preparing yourself for the position; it will show your boss that you take yourself seriously and have committed yourself to advancing within the organization. The more you can show your boss that you’re not afraid of responsibility and can educate yourself in every position at the company, the better you look when it comes to time to fill the position you’re gunning for.

Tweet This: On-the-fly promotion tips:

Following all of these steps can show your boss that you are educated, you care about the organization and have the chops to not only run your company’s hiring efforts, but excel far beyond that with your company. That’s exactly what companies want in a leader, and it’s what you should aim for if you want that promotion.

Ready to reach the next level of productivity? Then try a demo of Cyber Train, Visibility Software’s online learning management software that will make sure every one of your employees is up to par.

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Every Recruiter's Nightmare: Useless Resume Words

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Recruiters…bless their hearts. As if reviewing hundreds, thousands, a LOT of resumes isn’t grueling enough, the same, tired, infuriating and useless resume words candidates use to describe themselves and their experience keep hard working recruiters up at night. It doesn’t matter what classes they’ve taken, which previous jobs they’ve had, candidates will always use certain words that, if these experts are to be believed, make their chances of getting a call back considerably low…

This question originally appeared on Quora.

Q: What are the most useless, meaningless and/or ridiculous “resume words”?

VARIOUS!

It is single-handedly the most useless adjective on a resume-it essentially boils down to saying nothing new about the nouns that it prefaces.

I mean the difference between this sentence: Worked on various projects and this one: Worked on projects. is nothing…You should be specific or go home!

I deleted various from almost every resume I review, and I have not yet encountered a sentence that didn’t make logical and grammatical sense without it…I stand this excessively long answer.”

Erin Berkery-Rovney, Associate Director of Employer Management and Alumni Relations at LIM College

“I throw up in my mouth a little every time I see the following words/phrases:

  • Results-driven
  • Hard-working
  • Customer Service focused
  • Visionary
  • Multitasker (Multi-tasking means doing multiple things poorly)
  • Focused, driven, determined (As if you’d say you’re flighty, unmotivated and lazy)
  • Team player

…Essentially, skip the fluff and get to the point. Be specific, be direct. Tell your personal story with data and discuss what you have done and how.”

Pleas Andrew Honeywood, writer, career coach and entrepreneur

“…any derivative of the word ‘SYNERGY’.

Synergies, synergic, and synergism…This was actually a clever buzz word about ten years ago…

I’ll even see this word used on resumes for menial work in restaurant and hospitality jobs.  WHY?!  It’s blatantly overused and needs to be at the top of the list.”

Tweet This: “Synergy.” A blatantly overused resume word according to @BJHennessy. Read more resume don’ts: 

 

Brian Hennessy (@BJHennessy), film and TV producer

“…Great question!

  • Alot (always two words, not one!)
  • Eradicated
  • Refreshing (when talking about self)
  • Voyeur (once saw an intern use this word to describe how he watched someone to learn a new task – gave me the willies just to read it! LOL)
  • Mastermind
  • Revenue builder (so what, she helped the company make money?)
  • Rejuvenated
  • Rewarding
  • Soiree (used to describe generic event planning)
  • Matriculated”

Victoria Darling (@leRockStarCV), Founder of Rock Star Resumes

“Recently CareerBuilder did a survey to find out the answer to this from the recruiters, as per which, the words are:

  • Go getter-38%
  • Think outside of the box-27%
  • Synergy-26%
  • Go to person-22%
  • Thought leadership-16%”

 Kritika Harjai (@KritikaHarjai), blogger at CareerBuilder India

“Problem Solver.”

This is, unfortunately, one which I see often on older peoples’ resumes, and seems to be code for “my skills are obsolete, but I’ve seen a lot of stuff and can still contribute in a general way.”

Tweet This: When @NedHorvath sees “problem solver” on a resume, he actually reads “my skills are obsolete.” 

Your experience is valuable (I’m way over the hill m’self) but complements a current skill set…Get current, and let the problem-solver be evident from the stories your resume tells.”

Ned Horvath (@NedHorvath), Software Development Leader, Agile/Lean coach and Principal Engineer at the University of Texas

Every recruiter, hiring manager or career coach might have different preferences, aches and pains when it comes to reviewing resumes. Will this ever change? Nope, but at least there is recruiting technology out there, like applicant tracking systems, that help make their job a whole lot easier. Need some help in that department? Let Visibility Software help!

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7 Ideal Candidate Traits to Look for in 2016

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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

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Top Exec Secrets to Hiring Unleashed

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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.

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4 Things Your Candidates Wish You Knew

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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. 

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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.

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