Saturday, August 31, 2013

What to Do with Overqualified Candidates

Overqualified candidates are tough to sort out.  They are qualified for the job, but have more qualifications than the ad listing.  There are concerns that hiring someone too qualified for the job will turn out to be someone that's using the job as a stepping stone for something better.  Avoid this hiring mistake by dealing with these candidates head on.

As hiring managers search resumes for potential candidates there is a chance that you land on an overqualified resume.  Instead of passing those resumes up focus on what this overqualified person on the resume can do for your company.  Read their resume and focus on the benefits.  Sample questions to ask are the following:  Are they qualified enough to mentor staff members?  Do they know enough people to strengthen the company?  Can they represent a piece of the business that lacks in sales or growth?  Making a list for each candidate will help you decide which ones is the best fit for the company moving forward.

If you decide, after reading resumes, that some overqualified candidates deserve an interview be honest to them.  Inform them about the job in detail and expectations they have to meet.  You can easily mesh two job listings that the overqualified candidate can do that truly fit them professionally. 

You can also alter job descriptions or add special projects to make sure the potential candidate chooses them for the long haul.  Next tell them about the pay rate.  Never give an overqualified candidate less then they deserve.  Instead tweak the pay rate to make it higher than initially listed or give them an opportunity to apply for a future promotion.  Give the candidate time to think about it if they cannot make a final decision.  One or two days are a good length of time.  Be sure to tell them that you're looking for a person who will stay with the company for a long time not for a short term.

It's a risk hiring a qualified candidate.  Sometimes a qualified candidate is a risk worth taking.  Make the leap and contact us for more information on online resumes searching and finding the right one.

Thursday, August 22, 2013

3 Mistakes Employers Make When Trying to Find Candidates

Anyone who has ever had a hand in recruiting applicants for employment understands how difficult it sometimes can be. It’s important to select job candidates who have the required experience, education, and skills to do the job.

However, in their enthusiasm to find candidates, sometimes employers discount applicants who they don’t feel are the perfect match. That can lead them to make one of these three mistakes.

Overlook Suitable Skills because of Job Title

In this recent CBS post, the Evil HR Lady Suzanne Lucas responds to a reader who has the responsibilities of human resources, but not the job title. In talking with her current employer as well as potential new employers, she has found that the lack of title is inhibiting her ability to move from a secretarial role.

By merely looking at someone’s job title and not their job duties, recruiters are apt to overlook someone who has suitable skills, but hasn’t been given the chance to apply their abilities to the right situation. Someone hoping to get out of this dilemma is not only likely to be forever grateful to the company that provides them their big break (think loyalty), but may be more willing to negotiate salary in exchange for the chance.

Discount Quality Candidates that are Trainable

Related to the first mistake mentioned above is when a potential candidate gets a pass because they have less experience than desired or are missing one skill set.

Part of developing job descriptions and job postings is determining the number of years and types of experiences someone needs to perform a job successfully. It’s rarely a scientific process. Therefore, some flexibility is in order. The same is true when applying the desired qualifications to each candidate’s resume.

Hiring someone who has less than the requested years of experience or is shy one skill set can be a mistake, especially if that person brings other qualities to the table. Offering an opportunity and some training can often net an employer a great employee.

Leave Jobs Unfilled Looking for the Perfect Candidate 

Finally, one of the most egregious mistakes that an employer can make is leaving a job unfilled for an extensive length of time because they are trying to find the perfect candidate.

Yes, it is important to find someone who fits with the organization and has the necessary skill sets to perform successfully. However, it’s important to find the proper amount of balance between seeking perfection and wasting time.

That’s where Jobvertise can help by saving employers time and money. As the world’s largest free job and resume database, Jobvertise can help you find candidates to meet your staffing needs. For more information, review our website, read our blog, and then contact us.

Friday, August 16, 2013

Online Recruiting: An Affordable Way to Find the Right Candidate

Let’s face it. Finding and hiring good employees the old fashioned way is expensive. There are newspaper ads to place, multiple interviews to conduct and background checks to pay for. In some instances, for large firms, that can add up to thousands of dollars each year. On a positive note, there are more affordable, modern day recruitment methods that are available to employers. Here’s a look at one of the best ones:

When it comes to finding the perfect group of new employees at a reasonable price, you can’t beat online recruiting sites. Let’s take our site, Jobvertise as an example. Our online recruiting site features a basic resume searching plan that is absolutely free. It allows companies to view 140 resumes a week and post help wanted ads. We also have other online recruiting plans that allow for additional resume viewings, custom job landing pages and featured job listing capabilities. They tend to range in price from $29 to $89 per month.

A help wanted advertisement, on the other hand, is likely to cost you much more than that and deliver far less. Understandably, the advertising costs will vary based on the newspaper and the ad itself. However, for comparison purposes, one time ads in some major metropolitan papers tend to sell for $133 per column inch. To make the advertisement standout above the others, there are usually other costs involved as well. Examples include fees for prime placement and specialized coloring. In addition to the higher price, newspaper ads traditionally come with little to no extras. For instance, there is a good chance that placing a newspaper ad won’t give you access to an international database full of quality candidates and custom job landing pages.

Those are just a few of the ways that an online recruiting site can save businesses money. If you would like to learn more, please contact us through the Jobvertise website.

Thursday, August 1, 2013

Free Resume Database Can Help Retail Stores Fill Fall Openings

Each year, countless retail establishments across the nation are faced with a dilemma that traditionally starts in late August. Yes, we are talking about the need to fill positions abandoned by those heading off to college. Unfortunately, it comes right before the big pre-holiday hiring season and can make a serious impact on the quality of a store’s service. This is especially the case if the store’s management is not prepared to fill those positions quickly. The good news is that there is an easy, quick and affordable way to fill those upcoming positions. Read on for the details:

One of the quickest, most economical ways to fill those seasonal openings is to utilize a free resume database and online recruiting tools. There are several such options available. However, one of the best is Jobvertise. Unlike some other sites, Jobvertise offers easy, customizable options that help employers spend less time searching and more time interviewing.

Take their resume searching plans for example. There are currently four plans available. The first plan allows employers to view 20 resumes a day for free. During a 30-day month, that’s 600 resumes!

The other three resume searching plans offer a cavalcade of additional benefits for a modest fee. Additional benefits include, but are not confined to the following:
  • Access to a 300 resumes per day (Pro Plan)
  • Direct e-mail and phone number access
  • Ability to allow multiple HR staff access
  • Customized, fine-tuned search options
  • Resume e-mail alert service
A free resume database is not the only online recruiting tool that HR professionals will find available through Jobvertise. We also offer job search website features and opportunities to post job openings in assorted formats. Those formats include standard, featured and super featured. The featured and super featured options are ideal for making one’s firm standout over the others during peak hiring periods.

Those are just a few great reasons to use Jobvertise for all of your online recruiting needs. To learn more, contact us.