Sunday, September 29, 2013

Go Beyond Resumes to Find Candidates

Going through our site is just the first step to finding qualified candidates to work for you. Potential employees put on their resumes and online listings only the things that they want you to see. You may have questions about some of the qualifications or notice inconsistencies. Before you ask prospects about these issues, go beyond their resumes with the following guidelines.
  • Check out their social pages, such as Facebook and Twitter, to find out the person behind the resume. They present a more accurate picture of your candidates as they reveal unguarded moments of individuals. Do their workplace pictures show them busily completing a projects, or displaying copier prints of their body parts? Are their text postings merely rants about their current employers or do they brag about how they improved work productivity.
  • Do a Google Search to find out more about their online trails. Don't neglect to look under the Images, Videos, News, and Blog options. While social pages reveal what applicants want to say about themselves, a search shows what others think about them. You may come across community and industry websites that laud their contributions to work and society. Or you may uncover inconsistencies with the dates, salaries, job names, and employer information that they list on their resumes.
  • If this research uncovers a promising candidate, put his name in Google Alerts. If additional web mentions pop up between the time you find the resume and the time you interview him, an alert is sent to your email so you can investigate it.
Don't simply discount an individual because your independent research reveals something unflattering. Instead, use this as a starting point for some of the questions you'll ask during the interview.

Saturday, September 21, 2013

Online recruiting: the first step

The world is no longer as private as it used to be. With social media taking over our day to day lives, and having the ability to find out someones entire back story at the drop of a hat, the process of employee recruitment has become a whole different animal.

In the realm of business, all it takes is a small idea to change the world. In order to foster that idea, it is important that the right people are behind it. College degrees are no longer the golden ticket, and a Harvard University Diploma no longer gives you a free pass to life in the fast lane.
The science to online recruiting, and more specifcally recruiting the right employee has drastically changed. It is important to make sure that the people getting the job, bring more to the table than the day to day job qualifications.

It is important that you know an employee in terms that are larger than the dimensions of their cubicle. A persons capabilities have much greater depth than what can fit on a piece of computer paper. As a company, it is your job to delve deeper into the potential candidate and find out what those capabilities actually are.

Uncovering a quality resume is the first step to hiring an employee that will become a company asset. While the power is in your hands, we would love to help you a long the process. Please contact us for some more information and let us know if you have any additional questions. We look forward to working with you!

Friday, September 13, 2013

Why Hiring Managers Didn't Hire Teens this Summer

Did your teen have a hard time finding a job this summer?  Not surprising; businesses have not hired teens for summer work.  It used to be that teens get a summer job as a way to get out of the home and make extra money.  What changed in human resources?
  • Businesses are looking for permanent employees.  Teenagers can only work in May, June, July and August.  Employers look for someone year-round because they don't want to continue hiring employees.  Employees do hire in the summer; this crop of employees are there for the everyday, holiday and last beyond the summer break. 
  • Competition is fierce.  Teens are looking for work, but so are retired workers, senior citizens and college students.  Companies hired senior citizens and retired workers because they have more experience and are more dependable than teens.  College students were hired too because they have more riding on this job:  paying off tuition, fees, room and board.  They will hold the job and stay in college just by rearranging their college schedule to make time for both.  They're motivated.  Even teenagers have to compete with other teenagers, and the ones that had a good track record last summer remain with the same company this summer.  Employers like to hire experienced people and they will take teens that have worked with them before over new ones that need training.
  • The recession is over, but the unemployment rate is still high thanks to a weak economy.  With the healthcare law coming around the corner employers are still scared to hire people.  Therefore a strategy that's being used is to hire a jack-of-all-trades employee or to use the employees they have to perform multiple tasks. 
  • There are not enough jobs out there for teens.  When the economy was stable everyone was working, and there was enough work for teenagers to gain experience.  Now that the recession happened employees are tightening the belt on payroll and only hire people when it’s mandatory.  As a result there are not enough jobs out there for everyone.  Retired workers, senior citizens and college students are taking the jobs that were meant for teens. 
  • No connections on the inside.  Getting a job is never about what you know.  It's really is who you know, and it does help to get to know as many people as possible.  When you network with other people you will get the latest jobs listings before it's posted to the public.  You can score a job before anyone knows a job is available. 
Contact us for more information on job hiring.

Thursday, September 5, 2013

Tips for Creating an Effective, Free Company Jobs Page

So you’ve decided to sign up for Jobvertise, our complimentary online recruiting tool. Congratulations and welcome! At this point, you may be thinking about setting up your free company jobs page. We encourage you to do so. However, before you get started, why not take a moment to check out our tips?

Free Company Jobs Page Tip #1: Cohesiveness

When crafting your design, consider using our special “Your Customized Jobs Page” link. It will take you to an area where you can insert a HTML code into the page’s formatting. Doing so will go a long way in making your free company jobs page blend in naturally with your existing site. That, in turn, will only add to your company’s polished image.

Free Company Jobs Page Tip #2: Write with Clarity

To attract qualified candidates to your free company jobs page, be sure to write the ads with clarity. Succinctly explain what your company’s philosophy is and then cover the key aspects of the position. Of course you’ll also want to clearly list what you expect from each candidate and the hiring process. For example, you could write something like “Interviews will be scheduled with those that pass the initial screening within 14 days of application receipt.”

Free Company Jobs Page Tip #3: Utilize Video Library Links

If you are hiring for a position that can’t be summed up in a few sentences, consider utilizing links. The links could take the applicant to your company’s online video library. Once there, they could review audiovisual materials that provide in-depth information about your company’s job openings. If you don’t already have audiovisual materials prepared, you may want to hire someone to produce them.

Those are just a few free company jobs page creation tips to help you get started. Once you’re finished with the page, consider using our site’s resume search and Featured Jobs options too. Together, they should help you fill your firm’s job opening in record time. And as always, if you have any further questions, please contact us.

The Jobvertise Team

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.