A cohesive restaurant staff that demonstrates teamwork and attentiveness to guests impacts every aspect of your business. These positive behaviors are the products of individual employee values married to a compatible company culture. Finding the right values in new hires isn’t always easy, but effective screening plays a large role in determining a restaurant’s future. According to a recent University of Iowa study of all work environments, employees who are a fit for the corporate culture perform better. Do you prefer to work independently or on a team? Why ask? Why ask? Why ask? Why ask?

What’s eating restaurant profits? Rising rents, food spoilage, and empty tables are the usual suspects but another culprit is also taking an excessive bite. Labor costs are cannibalizing profit margins. Recruitment and retention are two of the top five industry challenges, rising above food costs in a 2016 operator survey by the National Restaurant Association. Beyond escalating wages, it’s the stealthier costs of hiring, training, scheduling, and retaining staff that sneak up on restaurateurs. Younger workers are failing or quitting at a higher rate, so this process gets repeated more often.

What can you learn from that guy at work who always seems to get the plum assignments, or your co-worker who gets asked her opinion in every staff meeting? Plenty. There are certain types of employees who make a great impression on everyone, from subordinates to peers to executives. Here are three of them. 1. The Go-Getter. This person makes things happen, no matter what obstacles are in the way. When there is a line of disgruntled customers impatiently waiting to check out, go-getters are the ones who get the line moving with gusto and lots of positive interaction. The Considerate One.

Looking for a new job? You’re not alone. There is an average of 118 applicants  for every open position. Worse, only 23 percent of those applicants actually get an interview.  To get in the door and past the resume review, you’re going to have to set yourself apart from the rest of the pack. Here are a few tips to keep in mind when looking for a new gig. Start with who you know. First, ask your friends and family for help. Most people start submitting résumés far and wide and simply hope someone will call them. You have two ears and one mouth for a reason. Look before you leap. Sign up today

Sometime, hiring managers are so eager to fill open positions that they end up making mistakes that could lead to accidentally hiring the wrong person. If you focus on attracting the right kind of candidates and have a well thought out evaluation process, you can easily identify and hire top talent. Here are a few missteps hiring managers consistently make when interviewing job seekers, and how to avoid making the same errors. Oftentimes, a hiring manager will have a list of traits, experience, and characteristics (aka the job description) that candidates must have. Sign up today

As the job market tightens, hiring managers are starting to focus less on experience and skill when assessing candidates. Instead, they’re looking at things like fit, communication style, and drive – traits that are harder to quantify but critical when building great teams. Here are a few qualities that companies consistently look for in new hires. Plays well with others. Employees that function as a unit are much more efficient [link] than those who cannot effectively communicate with each other. Gets the job done. Stands out by fitting in. Sign up today

Filling positions in the healthcare industry is growing more and more difficult each day. No one is more acutely aware of this than hiring managers in the space, who find themselves struggling to attract and retain quality personnel. So what are the top issues in healthcare recruiting? Here are two. Competition for scarce talent is a huge problem in the industry. Some of this is driven by the rise of outpatient urgent care centers. These facilities are expected to produce over $18 billion in revenue at more than 12,000 clinics in 2017. And it takes a lot of healthcare workers to staff them.

There is plenty of info on the web about how to ace a job interview. But knowing how you could potentially blow it is just as  important - it only takes a second to lose the rapport you’ve built with a hiring manager. Here are a few mistakes to avoid at all costs: With stiff competition and a lot on the line, many job seekers are tempted to “massage the truth” on their resume or when talking about past jobs. Embellishing your skills or experience may seem relatively harmless but it can definitely backfire. Plenty of people have been fired after it was discovered they lied on their résumé.

The prevailing attitude when discussing retention is to simply accept turnover as a fact of life. This This fatalistic mindset does nothing to help improve the situation or solve the problem. In actuality, there are specific and actionable that can be done to improve employee retention rates. Think about it this way: would you ignore an issue that costs your business roughly 16 percent of an employee’s annual earnings? Because that’s the average cost of replacing staff that quits. As such, this data should be available to everyone within the company. No one could hide from the truth.”

The restaurant industry is an amazing place to work in right now. 90% of foodservice employees believe that restaurants provide an opportunity for hard-working people to succeed. And 3 out of 4 employees  say working in a restaurant offers opportunities for upward mobility. The key is to be prepared for one of the fastest-paced, most dynamic environments around. There’s lots to learn, beyond just the menu, to ensure that your successful. You will most likely be paired with an experienced staff member, manager, or trainer to show you the ropes. Know your schedule so it never comes up. Another

Here’s a sobering statistic: the voluntary turnover rate was 11.6%. in the US last year. That may not sound like a lot, but it’s startling when you really think about it - on average, almost 12 out of 100 employees quit their jobs. This costs companies millions per year, not to mention the additional costs of onboarding and training new hires to replace the ones that left. But what’s causing employees to jump ship? Here are some of the culprits.  . I’m planted at my desk, I want to grow! Good employees want to excel in their job, and they want the tools to do that. Mission statement?

If you Google the phrase things to do before your interview , you’ll get plenty of hits. However, not nearly the same amount of attention is paid to advising jobseekers what not to do before an interview. Think about it: the things you do (or don’t do) leading up to the interview set the stage for the interview itself. If you want to be in a good mental state and make a great impression, here are three things to avoid.  . 1. Don’t prepare last minute. Don’t stress yourself out by trying to cram additional information into your brain on the day of the interview.

Looking for a new job, especially when you're out of work, can be a daunting process. Job seekers fret about how to find the right position, they wonder whether they’re qualified for open positions, and they stress over how long the job hunt will last. All of these anxieties can accumulate and cause job seekers  to “psych” themselves out, thus hampering the search. Guess what? If this is you, you're not alone. Let's take a look at three of the most pervasive fears that job seekers struggle with, and how to overcome them.  . Fear of change. Fear of interviewing. Fear of asking for help.

After actually doing what many only dream about (starting a company), you're finally ready to expand beyond the founder’s circle and hire your first employee. It’s a huge step, fraught with both excitement and risk. After all, at this stage in your company's lifecycle, a new hire could either help propel your business to a new level or drain your time and resources if the person is not a fit. Here are three things to check before you dive in. Make sure the time is right. Hiring your first employee too soon can be just as detrimental to your startup as hiring too late.

Remember mullets? The iconic “business in front, party in back” hairstyle was once  worn by pop stars, all the cool kid in the 80s, and even the irrepressible David Bowie. But eventually the mullet fell out of favor, along with disco and parachute pants. Today, the mullet is a cautionary tale and a stark reminder about not confusing ‘classic’ with ‘trendy’. There are still occasional sightings, typically at Journey tribute band concerts, but this much maligned hairdon’t has mostly been relegated to the past. Apple just announced the release of its latest version of the iPhone.

Phone interviews may seem easier and less intimidating than face to face interviews and in some ways, they are. After all, you and the interviewer can’t see each other which means you can be less self-conscious about your outfit selection or a random facial tic. You may think it’s a good thing that the interviewer can’t see your body language over the phone, because that way your mannerisms won’t reveal your nervousness. Quick fact: 55% of our communication  is nonverbal (posture, facial expressions, hand gestures). Here are 3 things to keep in mind: 1. Dress for Success  . Don’t.

“To thine own self be true.” Shakespeare wrote those words of wisdom and Drake, international superstar and unofficial rapper laureate of Canada, preaches the same thing in his song "Know Yourself”. Self Self awareness plays a huge part in your quest for a great job, one that is a fit for your particular set of skills (kind of like this guy). Many of the traditionally tough interview questions you’ll encounter, like: •    What motivates you? •    How do you respond to conflict? •    How do you solve problems? •    What kind of work environment do you prefer? Sign up today

There is a direct (and hopefully positive) correlation between your recruiting and retention efforts. Specifcally, the time, money, and effort spent landing the best talent for open positions is a complete waste without a commensurate effort to keep them engaged. The folks at Great With Talent  talk about ignoring the relationship recruitment and retention as HR suicide. Dramatic? Overstated? Absolutely not. While there are many factors that go into the decision by employees to leave, the lack of the right incentives plays a prominent role for many. And that's where Pokemon Go comes in.

The Rio Olympics took place in front of 78,000 live spectators and was watched by well over 33.4 million viewers on NBC. As usual, the games have been a showcase for the most talented athletes from scores of countries competing in a plethora of events, some of which we only get to see televised every four years (equestrian dressage anyone?). NBC paid over $1 billion dollars  for broadcasting rights, and whether they would be able to get maximum return on this investment has been a discussion point for months. Which brings us to recruiting in the digital age.

That candidate you hired today will likely write your company’s next review on Glassdoor. What do you want it to say? . If you peruse the annual lists of best companies to work for, the ones with outstanding reviews and a slew of virtual thumbs up on Glassdoor, they share some characteristics that are centered on optimizing the employee experience, from recruitment to onboarding to development. And the biggest beneficiary of this focus is not staff, but the bottom line. So, how you can you take the ‘Glassdoor’ approach and wow your new hires with an outstanding workplace? Make It About Respect.

If you're a regular Twitter user, you've no doubt seen the recently trending #FirstSevenJobs hashtag. Celebrities, entrepreneurs, and every day folks are revealing their early work experiences and the results are, predictably, eye-opening. . For example, multiple Grammy-winning DJ/producer Calvin Harris started his professional life working at a fish factory , followed by a stint at a grocery store. The bottom line is that most people, regardless of where they end up, begin their careers in hourly jobs. Do you work better on your own, in a small group, or as part of a large team?

Hourly jobs are the primary entry into the job market for many first-time job seekers. That means a slew of newbies flood job boards, respond to ‘help wanted’ ads, and submit resumes, hoping to score interviews with restaurant, retail, and hospitality managers. The problem is that most applicants new to the job hunt are woefully unprepared for what to expect, and how to conduct themselves, during the interview process. If you're in this group or know someone who is, here are a few tips to help ace the interview and gain an advantage over the rest of the candidate pool. Do Your Research.

We live in an era of branding, where a company is defined by, and judged on, the actions of its team. Never before has the role of employees been so important in a customer’s experience, and thus, their perception of a company. That's because social media amplifies the positive or negative impact of service – the experiences of one individual reverberates throughout their social media channels, and sometimes well beyond. These stats should be a wake up call for businesses that don't think the quality of customer service matters. Take the restaurant industry, for example.

According to the Bureau of Labor Statistics, there are almost  5.8 million million job openings in America. Think Think about it: that’s enough openings to give every single person in Chicago and Houston a brand spanking new position, and still have some left over. Coupled with the historically low unemployment rate, this means it's exceedingly hard to fill open positions with anyone, much less top talent. Job seekers have a multitude of options so companies need to go beyond the ‘post and pray’ method to attract talent. Use social media effectively. Filling job openings is a chess game.

BusinessDictionary.com defines a job description  as a “…general written statement of a specific job… includes duties, purpose, responsibilities, scope, and working conditions of a job…” . Job descriptions are vital because they help identify ideal matches for your job openings, and they are necessary to create postings on websites like Indeed or Monster.com. Though integral to the hiring process, job descriptions tend to have a major shortcoming: they are not always an accurate description of the job today vs. when it was originally written. Here are 3 easy steps you can take. 1.

Online talent platforms are transforming hiring by helping to quickly connect jobseekers with opportunities that match their needs. In fact, by the year 2025, online talent platforms could potentially add $2.7 trillion to the global GDP.  How exactly can online talent platforms provide that much value to the business world? And perhaps more importantly, how should that influence your company’s hiring processes? Of this number, up to 60 million people could find job openings that are more closely suited to their unique skills. However, the shift to online talent solutions is not without risk.

Online talent platforms are transforming hiring by helping to quickly connect jobseekers with opportunities that match their needs. In fact, by the year 2025, online talent platforms could potentially add $2.7 trillion to the global GDP.  How exactly can online talent platforms provide that much value to the business world? And perhaps more importantly, how should that influence your company’s hiring processes? Of this number, up to 60 million people could find job openings that are more closely suited to their unique skills. However, the shift to online talent solutions is not without risk.

It’s 2016, and big data is the name of the game. Companies have more information than ever at their fingertips. The key is turning all of that data into meaningful information that can be acted upon. Once you’ve assembled your talent analytics team , here are a few tips to help you get started . 1. Collect Data On Your Entire Team, Not Just Top Performers. Talent analytics help you know who to hire, but perhaps equally important, it helps you know who NOT to hire. Ensuring the job and the candidate are a good match means understanding both sides of that equation. Determine Where To Focus.

It’s 2016, and big data is the name of the game. Companies have more information than ever at their fingertips. The key is turning all of that data into meaningful information that can be acted upon. Once you’ve assembled your talent analytics team , here are a few tips to help you get started . 1. Collect Data On Your Entire Team, Not Just Top Performers. Talent analytics help you know who to hire, but perhaps equally important, it helps you know who NOT to hire. Ensuring the job and the candidate are a good match means understanding both sides of that equation. Determine Where To Focus.

Restaurants are hiring new workers at a fast and furious pace. However, according to the National Restaurant Association’s chief economist, Bruce Grindy, there are indications that job vacancies in the industry are becoming harder and harder to fill. Recruiting and retaining quality employees is one of the top challenges restaurants have to face. . Here are 3 steps restaurateurs can take to improve their hiring processes, leading to hiring the right people for the job and dramatically increasing retention rates. . Interview Every Candidate Like They’re Applying for a C-Level Position. They are.

Restaurants are hiring new workers at a fast and furious pace. However, according to the National Restaurant Association’s chief economist, Bruce Grindy, there are indications that job vacancies in the industry are becoming harder and harder to fill. Recruiting and retaining quality employees is one of the top challenges restaurants have to face. . Here are 3 steps restaurateurs can take to improve their hiring processes, leading to hiring the right people for the job and dramatically increasing retention rates. . Interview Every Candidate Like They’re Applying for a C-Level Position. They are.

Let me know if any of these questions sound familiar: . •    “What's your biggest weakness?”. •    “Why do you want to work for us?”. •    “Why should we choose you over all the other candidates?”. •    “If you could choose any superpower, what would it be?”. •    “How many quarters would it take to fill Lambeau Field?”. If you're a hiring manager, HR professional, or been a job candidate anytime, ever, you've no doubt heard a variation of at least one of these, if not all. The problem with questions like these are twofold. Want to know a secret about change? Situational. Behavioral.

Let me know if any of these questions sound familiar: . •    “What's your biggest weakness?”. •    “Why do you want to work for us?”. •    “Why should we choose you over all the other candidates?”. •    “If you could choose any superpower, what would it be?”. •    “How many quarters would it take to fill Lambeau Field?”. If you're a hiring manager, HR professional, or been a job candidate anytime, ever, you've no doubt heard a variation of at least one of these, if not all. The problem with questions like these are twofold. Want to know a secret about change? Situational. Behavioral.

Just about every company in hiring mode conducts phone screens prior to bringing candidates in for face to face interviews. Most leave this task to HR in the hopes that finalists for the job have been properly vetted so time’s not wasted with candidates who aren't a fit. Some companies do phone screens followed by full scale phone interviews with hiring managers for expediency or because a candidate is not local. So what's the problem? One word: technology. Plus another word: millennials. Texting, instant-messaging, tweeting, Instagramming, Snapchatting, yes: talking, no. .  .

Just about every company in hiring mode conducts phone screens prior to bringing candidates in for face to face interviews. Most leave this task to HR in the hopes that finalists for the job have been properly vetted so time’s not wasted with candidates who aren't a fit. Some companies do phone screens followed by full scale phone interviews with hiring managers for expediency or because a candidate is not local. So what's the problem? One word: technology. Plus another word: millennials. Texting, instant-messaging, tweeting, Instagramming, Snapchatting, yes: talking, no. .  .

When companies have a lot of positions to fill, it’s tempting to take shortcuts. From rushing through resume reviews to scheduling interviews with multiple candidates in the same room to acknowledging only the ‘winners’, many companies ignore the long-term consequences of these actions simply to get someone in the role. . One of the biggest ‘timesavers’ for organizations is allowing hiring managers to ask different questions for candidates applying for the same job. After all, shouldn't hiring managers be trusted to ask any question they want since they know what to look for? In a word, no.

When companies have a lot of positions to fill, it’s tempting to take shortcuts. From rushing through resume reviews to scheduling interviews with multiple candidates in the same room to acknowledging only the ‘winners’, many companies ignore the long-term consequences of these actions simply to get someone in the role. . One of the biggest ‘timesavers’ for organizations is allowing hiring managers to ask different questions for candidates applying for the same job. After all, shouldn't hiring managers be trusted to ask any question they want since they know what to look for? In a word, no.

One of the most difficult situations a company faces is quickly identifying, vetting, and onboarding new hires when a position opens up. Regardless of the seniority level or specific responsibilities of the position, there is a ripple effect that occurs and it travels up and down the org chart. While there is an opportunity to re-examine the position to ensure that the requirements are still a match for organizational objectives, someone has to pick up the slack when positions open up. These consequences include: Vacancy Costs. Morale. Time Spent Hiring.

One of the most difficult situations a company faces is quickly identifying, vetting, and onboarding new hires when a position opens up. Regardless of the seniority level or specific responsibilities of the position, there is a ripple effect that occurs and it travels up and down the org chart. While there is an opportunity to re-examine the position to ensure that the requirements are still a match for organizational objectives, someone has to pick up the slack when positions open up. These consequences include: Vacancy Costs. Morale. Time Spent Hiring.

What is ‘culture’ in the workplace? Is it a set of guidelines articulated in the mission statement? Is it the way company leaders treat employees, or the way employees treat each other? Does it exist inside the building only, or does culture also influence attitudes and behavior towards customers and prospective hires? The reality is that culture is all of these things. It’s all encompassing, affecting relationships with peers, vendors, clients, and candidates. As such, culture should be a defined set of agreed-upon values that are discussed frequently and incorporated in company objectives.

What is ‘culture’ in the workplace? Is it a set of guidelines articulated in the mission statement? Is it the way company leaders treat employees, or the way employees treat each other? Does it exist inside the building only, or does culture also influence attitudes and behavior towards customers and prospective hires? The reality is that culture is all of these things. It’s all encompassing, affecting relationships with peers, vendors, clients, and candidates. As such, culture should be a defined set of agreed-upon values that are discussed frequently and incorporated in company objectives.

As a new generation graduates and starts the job hunt, they're looking for careers that are dynamic, flexible, and challenging at companies with a culture to match. Understanding what motivates them is the first step to engaging them in the recruitment process. It's easy (and foolish) to ignore the concerns of the largest generation in the workforce and force them to accept your current recruitment strategy as the status quo. Smart employers understand that recruiting, like any process, in an iterative process that should be adapted to ensure that is continues to be effective. .

As a new generation graduates and starts the job hunt, they're looking for careers that are dynamic, flexible, and challenging at companies with a culture to match. Understanding what motivates them is the first step to engaging them in the recruitment process. It's easy (and foolish) to ignore the concerns of the largest generation in the workforce and force them to accept your current recruitment strategy as the status quo. Smart employers understand that recruiting, like any process, in an iterative process that should be adapted to ensure that is continues to be effective. .

‘Hire slow, fire fast’ is a mantra that is repeated as gospel in the talent sourcing and recruitment community. According to a Harvard Business Review article , sticking to this principle allows companies to be highly selective about new hires to ensure cultural fit as well as job fit. Following this template, getting to the offer stage requires phone screens, multiple interviews, and shadowing team members. While a rigorous evaluation is critical to the hiring process, that doesn't mean that hiring managers should take forever to find the right hire. Here’s why! The best candidates won't wait.

‘Hire slow, fire fast’ is a mantra that is repeated as gospel in the talent sourcing and recruitment community. According to a Harvard Business Review article , sticking to this principle allows companies to be highly selective about new hires to ensure cultural fit as well as job fit. Following this template, getting to the offer stage requires phone screens, multiple interviews, and shadowing team members. While a rigorous evaluation is critical to the hiring process, that doesn't mean that hiring managers should take forever to find the right hire. Here’s why! The best candidates won't wait.

Unsurprisingly, many companies attempt to emulate Google’s business practices, and for good reason. As one of the most successful companies of the past decade, the tech giant is a leader in rethinking existing systems, resulting in disruptive change in a variety of areas beyond its core business. prime example is the way Google hires. Google has very effective tools it uses to ascertain which hiring practices work, and which don't. Here are five ways for any business to mold their hiring procedures, according to Google's Vice President of People Operations, Laszlo Bock.

Unsurprisingly, many companies attempt to emulate Google’s business practices, and for good reason. As one of the most successful companies of the past decade, the tech giant is a leader in rethinking existing systems, resulting in disruptive change in a variety of areas beyond its core business. prime example is the way Google hires. Google has very effective tools it uses to ascertain which hiring practices work, and which don't. Here are five ways for any business to mold their hiring procedures, according to Google's Vice President of People Operations, Laszlo Bock.

In today's fast-paced business world, hiring managers need to speed up the recruiting process in order to get the best talent. Candidates tend to make decisions in the blink of an eye, causing the top talent to disappear fast. This is especially true for ‘active’ jobseekers who are eager to get back into the workforce as soon as possible, which prompts them to jump on strong job offers as quickly as they are presented. Passive candidates have the luxury of waiting for just the right offer, but long hiring cycles are anathema to this group and they'll drop out if things don't move fast.

In today's fast-paced business world, hiring managers need to speed up the recruiting process in order to get the best talent. Candidates tend to make decisions in the blink of an eye, causing the top talent to disappear fast. This is especially true for ‘active’ jobseekers who are eager to get back into the workforce as soon as possible, which prompts them to jump on strong job offers as quickly as they are presented. Passive candidates have the luxury of waiting for just the right offer, but long hiring cycles are anathema to this group and they'll drop out if things don't move fast.

A well-known quote from Richard Branson is making the Internet rounds again, because it resonates for reasons that I’ll discuss in a bit. The quote goes ‘Train people well enough so they can leave, treat them well enough so they don't want to.’ Branson acknowledges what all good business leaders know – employee development programs that empower staff with new strategies or improved processes will benefit the competition unless you're going beyond training to give staff reasons to stay. So why does this resonate now? One word: millennials. Here's a better way:  .

A well-known quote from Richard Branson is making the Internet rounds again, because it resonates for reasons that I’ll discuss in a bit. The quote goes ‘Train people well enough so they can leave, treat them well enough so they don't want to.’ Branson acknowledges what all good business leaders know – employee development programs that empower staff with new strategies or improved processes will benefit the competition unless you're going beyond training to give staff reasons to stay. So why does this resonate now? One word: millennials. Here's a better way:  .

Here’s an important question to ask if you're involved in talent acquisition: do you have a system in place to connect recruiting to onboarding? Companies spend a significant amount of resources finding, screening, and hiring new employees, and then drop the ball when it comes to one of the most defining early experiences for new employees, onboarding. According to this study by the workforce insights arm of Equifax, over 50% of employees who made the decision to quit did so in the first year of employment, and 41% made that decision within the first 6 months! Make It Engaging. It's not.

Here’s an important question to ask if you're involved in talent acquisition: do you have a system in place to connect recruiting to onboarding? Companies spend a significant amount of resources finding, screening, and hiring new employees, and then drop the ball when it comes to one of the most defining early experiences for new employees, onboarding. According to this study by the workforce insights arm of Equifax, over 50% of employees who made the decision to quit did so in the first year of employment, and 41% made that decision within the first 6 months! Make It Engaging. It's not.

When deciding what traits to look for in your recruiting pool, there are lots of opinions and little consensus. Some experts claim that optimal traits are role-dependent: the personality traits that make a great customer service rep aren't the same ones possessed by an outstanding salesperson. Others say the only thing that matters is ‘fit’, the holy grail that is almost impossible to quantify. So what are the top traits that employers are looking for? And what’s the best way for a hiring team to ascertain whether or not potential employees exhibit these traits? Coachability. Curiosity.

When deciding what traits to look for in your recruiting pool, there are lots of opinions and little consensus. Some experts claim that optimal traits are role-dependent: the personality traits that make a great customer service rep aren't the same ones possessed by an outstanding salesperson. Others say the only thing that matters is ‘fit’, the holy grail that is almost impossible to quantify. So what are the top traits that employers are looking for? And what’s the best way for a hiring team to ascertain whether or not potential employees exhibit these traits? Coachability. Curiosity.

Most hiring professionals spend lots of time scanning resumes for key words that match up with the job description, words like ‘leadership’, or ‘results-driven’ or ‘self-motivated’. Keyword scanning is the reason most HR professional  spend 6 seconds  on average looking at a resume before deciding whether a candidate is a fit. Keywords are used by applicant tracking systems to knock candidates out of the running and, worse, candidates are gaming the system by overloading their resumes with keywords just to get past gatekeepers. Here's a radical idea. First, who’s getting overlooked?

Most hiring professionals spend lots of time scanning resumes for key words that match up with the job description, words like ‘leadership’, or ‘results-driven’ or ‘self-motivated’. Keyword scanning is the reason most HR professional spend 6 seconds on average looking at a resume before deciding whether a candidate is a fit. Keywords are used by applicant tracking systems to knock candidates out of the running and, worse, candidates are gaming the system by overloading their resumes with keywords just to get past gatekeepers. Here's a radical idea. First, who’s getting overlooked?

In a topical piece for  Personnel Today , business journalist talks specifics about how to recruit the right candidates. The focus of the article is technology - ways to leverage technological innovations to interact with jobseekers in a way that's more engaging than traditional ‘post and pray’ methods. The system being described is essentially marketing automation applied to the recruitment process. The ‘lead’ is the candidate, either active or passive, and the automation involves follow-up that is specific to where the candidate is in the job funnel.

The costs of hiring employees is an important metric for businesses to track. It’s a critical component when measuring the ROI of the hiring process, and if you're not constantly evaluating your hiring process, start now. Small Business Trends examined the costs in today’s economy, where there are more higher paying positions available. Why is this important? Because hiring costs are estimated to range from 1.5x to 3.5x of the annual position salary, so the higher the salary, the more it costs to hire. This is important not just for small businesses, but for all businesses.

The costs of hiring employees is an important metric for businesses to track. It’s a critical component when measuring the ROI of the hiring process, and if you're not constantly evaluating your hiring process, start now. Small Business Trends examined the costs in today’s economy, where there are more higher paying positions available. Why is this important? Because hiring costs are estimated to range from 1.5x to 3.5x of the annual position salary, so the higher the salary, the more it costs to hire. This is important not just for small businesses, but for all businesses.

Most of the forecasts for hiring trends in 2016 are predicated on a continuing economic upswing coupled with higher adoption rates of new technology in HR departments. In this article by Susannah Snider (@SusSnider), there's good news for job-seekers (higher pay) and bad news (increased healthcare burden on employees). Of particular note is that the historically low unemployment rate means that there will be a more competitive environment among firms for talent. Companies need an edge over the competition in a job market where candidates have more choices. Are you ready?

Most of the forecasts for hiring trends in 2016 are predicated on a continuing economic upswing coupled with higher adoption rates of new technology in HR departments. In this article by Susannah Snider (@SusSnider), there's good news for job-seekers (higher pay) and bad news (increased healthcare burden on employees). Of particular note is that the historically low unemployment rate means that there will be a more competitive environment among firms for talent. Companies need an edge over the competition in a job market where candidates have more choices. Are you ready?

Noted author and thought leader Seth Godin once said, “People do not buy goods and services.  They buy relations, stories, and magic.” In other words, consumers are looking for more than marketing copy and slick packaging - they want to engage and connect with brands in an authentic way. They’re looking for the message behind the marketing; that’s what resonates. Could job candidates be looking for the same kind of interaction with your brand? The answer is a resounding ‘Yes!’ Engagement is the mantra of the connected world today - brand engagement, social engagement, and candidate engagement.

Noted author and thought leader Seth Godin once said, “People do not buy goods and services.  They buy relations, stories, and magic.” In other words, consumers are looking for more than marketing copy and slick packaging - they want to engage and connect with brands in an authentic way. They’re looking for the message behind the marketing; that’s what resonates. Could job candidates be looking for the same kind of interaction with your brand? The answer is a resounding ‘Yes!’ Engagement is the mantra of the connected world today - brand engagement, social engagement, and candidate engagement.

In a piece for Forbes.com, Cover Letters Are Dead And Other 2016 Recruiting Trends ,  Liz Ryan argues against including cover letters because frankly, no one reads them. She also urges employers to move beyond traditional hiring methods, makes a strong case for referrals, and points out what most recruiters know - it’s a candidate-centric market right now. Hoops gives your job candidates a chance to show you who they are and what they can do. Call us at (877) 262-7358 and in 15 minutes we’ll show you how.

In a piece for Forbes.com, Cover Letters Are Dead And Other 2016 Recruiting Trends ,  Liz Ryan argues against including cover letters because frankly, no one reads them. She also urges employers to move beyond traditional hiring methods, makes a strong case for referrals, and points out what most recruiters know - it’s a candidate-centric market right now. Hoops gives your job candidates a chance to show you who they are and what they can do. Call us at (877) 262-7358 and in 15 minutes we’ll show you how.

From ABC’s Shark Tank to HBO’s Silicon Valley to bestselling books like Steve Jobs , the narrative of startups is embedded in our culture. It’s the story of a founder with an idea who executes on it and changes the world. And it always happens in the garage. While the startup mythos has become a mixture of truth, truth-adjacent, and hyperbole, small and large companies alike have adopted the lessons learned from startup culture. If you’re thinking about overhauling your recruiting process to entice candidates in new ways, these early steps that startups follow would be a great one to copy.

From ABC’s Shark Tank to HBO’s Silicon Valley to bestselling books like Steve Jobs , the narrative of startups is embedded in our culture. It’s the story of a founder with an idea who executes on it and changes the world. And it always happens in the garage. While the startup mythos has become a mixture of truth, truth-adjacent, and hyperbole, small and large companies alike have adopted the lessons learned from startup culture. If you’re thinking about overhauling your recruiting process to entice candidates in new ways, these early steps that startups follow would be a great one to copy.

The relationship between HR and hiring managers, specifically when it comes to filling open positions, can be complicated. HR professionals work diligently to find and screen candidates, only to get pushback from managers about the quality or quantity of applicants. Front-line managers are balancing the exigencies of their day to day jobs in addition to trying to review candidates that may or may not fit the hiring criteria. As I’ve written about before , hiring the best available talent is an ‘all hands on deck’ endeavor. But this can also lead to conflict, and not the ‘healthy’ kind.

The relationship between HR and hiring managers, specifically when it comes to filling open positions, can be complicated. HR professionals work diligently to find and screen candidates, only to get pushback from managers about the quality or quantity of applicants. Front-line managers are balancing the exigencies of their day to day jobs in addition to trying to review candidates that may or may not fit the hiring criteria. As I’ve written about before , hiring the best available talent is an ‘all hands on deck’ endeavor. But this can also lead to conflict, and not the ‘healthy’ kind.

A recent report on the labor market outlook said that the US leads all major markets in unfilled jobs. There are various reasons cited including the lack of technical competencies and stagnant wage growth. However, the biggest factor was an overall lack of applicants for open positions, no surprise given the exceedingly low unemployment rate. An executive from Manpower, a staffing agency, says that despite these challenges, “.fewer fewer employers are trying to solve the problem through better talent strategies.”. And that’s the good news. Here are the steps you should take.

A recent report on the labor market outlook said that the US leads all major markets in unfilled jobs. There are various reasons cited including the lack of technical competencies and stagnant wage growth. However, the biggest factor was an overall lack of applicants for open positions, no surprise given the exceedingly low unemployment rate. An executive from Manpower, a staffing agency, says that despite these challenges, “.fewer fewer employers are trying to solve the problem through better talent strategies.”. And that’s the good news. Here are the steps you should take.

Hiring, like most areas of business, is about wins and losses. It’s about making the right decisions at the right times, eating the costs of wrong decisions and hopefully learning from them. Recruiters are always on the lookout for superstar hires that can make a difference from day one. But sometimes, great hires are overlooked. Whether it’s résumé overload, time pressure to get jobs filled, or great interviewing skills which don’t translate to effective job performance, top performers don’t always make it to the top of the hiring pile. Give us a call at (877) 262-7358 to set up a demo

Hiring, like most areas of business, is about wins and losses. It’s about making the right decisions at the right times, eating the costs of wrong decisions and hopefully learning from them. Recruiters are always on the lookout for superstar hires that can make a difference from day one. But sometimes, great hires are overlooked. Whether it’s résumé overload, time pressure to get jobs filled, or great interviewing skills which don’t translate to effective job performance, top performers don’t always make it to the top of the hiring pile. Give us a call at (877) 262-7358 to set up a demo

It’s the start of the new year which means simultaneously reflecting on the past and looking to the future. And there’s no better time than now to think about ways to improve your hiring process. Here are some tools to help you examine your talent pipeline, revise your workflow, and position your company for greater success in 2016. READ THIS BOOK. CHECK OUT THIS POST. Oracle takes great pride in the strength and depth of its talent pipeline and this post breaks down the 12 steps used to build it. TAKE A LOOK AT THIS PRESENTATION. SCAN THIS INFOGRAPHIC.

It’s the start of the new year which means simultaneously reflecting on the past and looking to the future. And there’s no better time than now to think about ways to improve your hiring process. Here are some tools to help you examine your talent pipeline, revise your workflow, and position your company for greater success in 2016. READ THIS BOOK. CHECK OUT THIS POST. Oracle takes great pride in the strength and depth of its talent pipeline and this post breaks down the 12 steps used to build it. TAKE A LOOK AT THIS PRESENTATION. SCAN THIS INFOGRAPHIC.

If you’re responsible for filling open positions, your top priority is finding the best fit for the job, period. The actual experience candidates have working their way through your pipeline may not seem as important as just getting them through it, but believe it or not, it matters. There are plenty of articles that talk about how terrible it is for job hunters who feel ignored and ways to improve the relationship between recruiters and job hunters, but why bother? The position is the reward, no matter what it takes to get it, right? Wrong. Here’s why. CANDIDATES TALK.

If you’re responsible for filling open positions, your top priority is finding the best fit for the job, period. The actual experience candidates have working their way through your pipeline may not seem as important as just getting them through it, but believe it or not, it matters. There are plenty of articles that talk about how terrible it is for job hunters who feel ignored and ways to improve the relationship between recruiters and job hunters, but why bother? The position is the reward, no matter what it takes to get it, right? Wrong. Here’s why. CANDIDATES TALK.

When it comes to filling open positions, the relationship between hiring managers and HR is equal parts exhilaration and exasperation. Hiring managers want the best people available and they want them identified, screened, interviewed and hired yesterday. Meanwhile, HR is hard at work posting the position, sorting through resumes, and setting up interviews. And both are balancing the demands of hiring with numerous other tasks and responsibilities. So, what’s the best way to avoid miscommunication and misalignment and to work together as a team during the hiring process? DO AN OUTCOME ANALYSIS.

When it comes to filling open positions, the relationship between hiring managers and HR is equal parts exhilaration and exasperation. Hiring managers want the best people available and they want them identified, screened, interviewed and hired yesterday. Meanwhile, HR is hard at work posting the position, sorting through resumes, and setting up interviews. And both are balancing the demands of hiring with numerous other tasks and responsibilities. So, what’s the best way to avoid miscommunication and misalignment and to work together as a team during the hiring process? DO AN OUTCOME ANALYSIS.

Companies spend a significant amount of time and money filling open positions. Regardless of the position, the benefits of finding and hiring the right person for the right position are self-evident. And after writing and posting the job description, sifting through resumes, conducting phone and in-person interviews, and selecting the final candidate, hiring managers and HR are well aware of the resources invested in identifying that ‘right’ person. But what about the cost of hiring the wrong person? And the impact of a bad hire goes well beyond the monetary. SALES. MARKETING. CUSTOMER SERVICE.

Companies spend a significant amount of time and money filling open positions. Regardless of the position, the benefits of finding and hiring the right person for the right position are self-evident. And after writing and posting the job description, sifting through resumes, conducting phone and in-person interviews, and selecting the final candidate, hiring managers and HR are well aware of the resources invested in identifying that ‘right’ person. But what about the cost of hiring the wrong person? And the impact of a bad hire goes well beyond the monetary. SALES. MARKETING. CUSTOMER SERVICE.

The widespread use of data analytics has been transformative because it gives companies a way to dig into large datasets (e.g. Big Data') and pull out the information required to make better decisions rather than relying on gut feelings or instinct alone. It brings quantitative power into business conversations and allows for better decision-making and repeatable results. more recent development is the concept of ‘talent analytics' (also called ‘people analytics’), which uses the same data analysis techniques to examine employee data.

The widespread use of data analytics has been transformative because it gives companies a way to dig into large datasets (e.g. Big Data') and pull out the information required to make better decisions rather than relying on gut feelings or instinct alone. It brings quantitative power into business conversations and allows for better decision-making and repeatable results. more recent development is the concept of ‘talent analytics' (also called ‘people analytics’), which uses the same data analysis techniques to examine employee data.

The concept of fit is talked about incessantly in the context of hiring, for good reason. It is a key indicator of employee retention and productivity, and, as Katie Bouton ( @katiebouton ) writes in the Harvard Business Review, in many instances it is as important as job knowledge or skill set in determining the measurable benefits companies get from their employees. But focusing on fit can sometimes backfire - it can narrow your choices too much and exclude candidates that don’t meet the preconceptions of interviewers. FIT IS NOT ABOUT CONFORMITY. FIT IS NOT ABOUT PEOPLE
.

The concept of fit is talked about incessantly in the context of hiring, for good reason. It is a key indicator of employee retention and productivity, and, as Katie Bouton ( @katiebouton ) writes in the Harvard Business Review, in many instances it is as important as job knowledge or skill set in determining the measurable benefits companies get from their employees. But focusing on fit can sometimes backfire - it can narrow your choices too much and exclude candidates that don’t meet the preconceptions of interviewers. FIT IS NOT ABOUT CONFORMITY. FIT IS NOT ABOUT PEOPLE
.

The importance of keeping staff engaged is crystal clear to many companies. When talent is given challenging but achievable goals, regular feedback, and training they become highly invested in business outcomes and strive for success in their work. Companies that make talent engagement a priority attract the best candidates and minimize turnover. But putting employee engagement programs into place can be tough. With the myriad issues facing C-suite executives and front-line managers on a daily basis, how can firms ensure that talent is being effectively and consistently engaged and supported?

The importance of keeping staff engaged is crystal clear to many companies. When talent is given challenging but achievable goals, regular feedback, and training they become highly invested in business outcomes and strive for success in their work. Companies that make talent engagement a priority attract the best candidates and minimize turnover. But putting employee engagement programs into place can be tough. With the myriad issues facing C-suite executives and front-line managers on a daily basis, how can firms ensure that talent is being effectively and consistently engaged and supported?

Please, have a seat, and welcome to corporate recruiting! In the spirit of “walk a mile in another man’s moccasins,” I thought today would be a good day to have you visit the recruiting “pit.”. How are you doing?” you ask? We’re quite fine, thank you. Just another busy day in the pit, making calls , re-establishing connections, getting our Boolean on, and occasionally stopping to brew a new pot of French Roast. It’s a beehive, and the energy is palpable. Because of the barrage of resumés, recruiters are spending most of their time screening “paper,” rather than connecting with people.

Please, have a seat, and welcome to corporate recruiting! In the spirit of “walk a mile in another man’s moccasins,” I thought today would be a good day to have you visit the recruiting “pit.”. How are you doing?” you ask? We’re quite fine, thank you. Just another busy day in the pit, making calls , re-establishing connections, getting our Boolean on, and occasionally stopping to brew a new pot of French Roast. It’s a beehive, and the energy is palpable. Because of the barrage of resumés, recruiters are spending most of their time screening “paper,” rather than connecting with people.

There’s a great line towards the end of Oliver Stone’s  Wall Street ? Bud” (Charlie Sheen, perhaps giving us a glimpse of the future) is being led out of his brokerage, cuffed and crying, strung out on coke, greed, and stupidity – basically what he would call “Thursday” now. But, right before he is about to be escorted from the building, a colleague stops him – it’s the Mark Twain of the office, “Lou” (Hal Holbrook), ready with some cryptic wisdom for young Bud. “ Man looks in the abyss, there’s nothing staring back at him. At that moment, man finds his character. This is your kind of product.

Pardon ME????!? No, no, no - not that backside. I’m talking the “marketing life-cycle” backside. Think in terms of your job search; if you’re in the category of “long-term” unemployed, you have a branding issue – how do you continue to promote and differentiate a brand (you) that is way past the honeymoon stage? What is your strategy for keeping that brand profitable in the mature stage? When independent consultants break off into their first venture (present company included) we are constantly defining and refining our message. What’s your elevator pitch?” Patents will eventually expire.

Anyone filling seats for a living can tell you that there are days when you can’t remember your own name, much less the specific applicant they may speaking with at any given time. typical impromptu phone call may sound like this: Recruiter : “ Hi Mrs. Candidate, I’m John Whitaker with HoopsHR and I’d like to speak with you about a Brand Manager position I’m actively sourcing. Candidate inside voice : “ Really? You called me about this job last week,nimrod. ”. Recruiter: “Yes I did, very glad you remembered….um, um, that’s my other line ringing, sorrygottagobye.”.

When a company is in an uproar, it's estimated that employees will lose as much as 2 additional hours  per day  in productivity. The anxiety associated with change or even the  possibility  of change puts people into a distracted state beyond the norm.  . But would you be surprised to know that there are other activities your employees are doing every day that can directly impact productivity? Looking For Their Next Job - Maybe not at their desk, but on their personal device, you have two groups of employees who are actively considering the next move in their profession. Yes, and yes -  but.

There’s a great line towards the end of Oliver Stone’s  Wall Street ? Bud” (Charlie Sheen, perhaps giving us a glimpse of the future) is being led out of his brokerage, cuffed and crying, strung out on coke, greed, and stupidity – basically what he would call “Thursday” now. But, right before he is about to be escorted from the building, a colleague stops him – it’s the Mark Twain of the office, “Lou” (Hal Holbrook), ready with some cryptic wisdom for young Bud. “ Man looks in the abyss, there’s nothing staring back at him. At that moment, man finds his character. This is your kind of product.

Pardon ME????!? No, no, no - not that backside. I’m talking the “marketing life-cycle” backside. Think in terms of your job search; if you’re in the category of “long-term” unemployed, you have a branding issue – how do you continue to promote and differentiate a brand (you) that is way past the honeymoon stage? What is your strategy for keeping that brand profitable in the mature stage? When independent consultants break off into their first venture (present company included) we are constantly defining and refining our message. What’s your elevator pitch?” Patents will eventually expire.

Anyone filling seats for a living can tell you that there are days when you can’t remember your own name, much less the specific applicant they may speaking with at any given time. typical impromptu phone call may sound like this: Recruiter : “ Hi Mrs. Candidate, I’m John Whitaker with HoopsHR and I’d like to speak with you about a Brand Manager position I’m actively sourcing. Candidate inside voice : “ Really? You called me about this job last week,nimrod. ”. Recruiter: “Yes I did, very glad you remembered….um, um, that’s my other line ringing, sorrygottagobye.”.

When a company is in an uproar, it's estimated that employees will lose as much as 2 additional hours  per day  in productivity. The anxiety associated with change or even the  possibility  of change puts people into a distracted state beyond the norm.  . But would you be surprised to know that there are other activities your employees are doing every day that can directly impact productivity? Looking For Their Next Job - Maybe not at their desk, but on their personal device, you have two groups of employees who are actively considering the next move in their profession. Yes, and yes -  but.