6 Ways to Get the Best Out of Junior Resourcers

6 Ways to Get the Best Out of Junior Resourcers When you’re looking to recruit the best possible candidates for your vacancies, having a strong, high performing resourcing team is vital. Giving your resourcers the tools and guidance to achieve from day one and reviewing their progress throughout their career, is essential to having a team that achieves. Below are six ways to get the best from your junior resourcers. 1. Give them a proper induction Developing a successful team starts with how you onboard your resourcers into your organization. Giving them the tools to succeed, providing them knowledge of the industry, or teaching them essential skills such as how to use your phone or applicant tracking system. From the beginning, ensure they are working inline to your company’s policies and procedures. Arrange for them to shadow more experienced resourcers, enabling them to embrace how to correctly perform telephone screenings or how to craft an appealing job advert. Giving them an overview through shadowing, working through online training modules, or even looking to match them up with experts such as job board account managers, which will train them on how to use CV databases or how to post jobs.  As well as allowing them time to settle into the organization. 2. Set them well-defined targets Setting clearly defined targets is the best way to give realistic expectations to your resourcers, providing them direction within their work. Targets can help motivate and drive your resourcers, so look to form weekly or monthly goals. Instead of setting large targets that can be overwhelming, break these into more manageable metrics. For example, rather than a broad objective to fill vacancies, add in sub-targets such as the number of calls made, candidates sourced or the amount of client leads generated. 3. Provide them with detailed written candidate briefs Finding the perfect candidate for vacancies is made much easier when you’re equipped with the right knowledge. By providing your resourcers with a detailed brief, they will be able to identify the best candidates, matching not only the right skill-set but pinpointing candidates who will fit with an existing team. This will assist your resourcers in being able to source strong candidates who will retain in the business. A comprehensive specification will support them to describe roles more accurately to candidates, making the position more appealing when selling the organization. Ensure you are delivering a specification that includes not only the qualifications, skills, and experience that the successful candidates require but the type of setting they’ll be working within. For example, will they be recruiting for a family run company, a private firm or a large well-established organization? 4. Be approachable Support and guidance is a vital element to creating a high performing resourcing team. You need to be approachable, and open to your team asking for help. Establish an environment where your resourcers feel comfortable asking for assistance and aren’t afraid to make a mistake, but instead, are able to learn from them. Training and development are imperative to performance, adopt an approach where questioning is encouraged. This will help make training and self-improvement become second nature within your team. Promote an environment where your resourcers can openly come to you with problems, so a plan of action can be implemented instead of them fearing the consequences of mistakes. 5. Meet with them regularly Meeting with your resourcers regularly is critical, allowing you to discuss performance, consider areas of improvement and equally as important an opportunity to praise any successes. Consider employing a daily 5-minute catch-up, where the team can align focus and shout out any concerns for the day. More formal team meetings can allow team members to discuss best practice, and debate project work or continual development. But meetings shouldn’t just be limited to team discussions. Individual 1-1’s whether weekly chats or more formal appraisals are central to sparking open conversation. During these conversations, allow resourcers to voice where they feel they are excelling, where they need additional support and how they would like to see their career progressing. 6. Evaluate progress Setting clear objectives is irrelevant if you aren’t frequently reviewing progress with your resourcers. Look to evaluate set metrics such as call rates, candidates sourced and vacancies filled on a regular basis, reporting back to your resourcers and discussing their progression. A huge element of retaining good employees is giving them the chance to progress within their career. Assessing crucial metrics regularly will assist in giving your resourcers the feeling of advancement within their role. Supporting them to become a better resourcer and potentially giving them the steps to enhance their career to a consultant, account manager or to other senior recruitment positions. Evaluating the progress of the team as a whole can also aid friendly competition and a sense of team work, working together towards a common goal.

10 Facts About Employee Engagement

10 Facts About Employee Engagement Many people become confused by the term engagement specifically when it comes to employees. What makes an employee engaged and how do you know if your actual employees are disengaged? This presentation by Officevibe on  SlideShare  explain the 10 critical pillars of employee engagement and how to improve these. Managers need to take note of these when considering employees as 87% of employees are not engaged with their jobs. The 10 Pillars Relationship with managers: 75% of people dont quit their job, they quit their jobs. Happiness:  Happy workers are 12% more productive. Wellness: Medical costs fall $3. 27 for every dollar spent on wellness programmes. Company Alignment:  The way that employees align themselves with the companies core values has a direct effect on bottom line profits. Workplace satisfaction:  Have open and honest communication, so that employees can say if their work is meaningful for them or not. Relationship with colleagues:  According to research, socialising with colleagues is the only thing proven to make you as happy than when youre not at work. Feedback: 14.9% lower turnover rates in companies that implement  regular employee feedback. Recognition: 78% of employees said being recognised motivates them in their job. Personal Growth: Companies that invest more in training and career development outperform their peers. Ambassadorship: The question to ask employees is on a scale from 0-10, how likely are you to recommend a friend to work here? RELATED:  13 Shocking Facts About Employee Engagement

When to Hire a Recruiter

When to Hire a Recruiter Most of the time, to fill most jobs, you don’t need the help of a recruiter. That’s a bold statement coming from someone who recruits candidates for a living, but it’s true. And it’s not something every recruiter is willing to admit. Right now you have access to the job sites, social media, networking and other recruiting tactics necessary to find great candidates. In fact, I’d estimate an outside recruiter isn’t needed in up to 80 percent of new hires. Within that small margin of 20 percent, however, is where you need the help of a recruiter. Those instances most often occur when one (or any combination) of three key factors are at play: When there’s scarcity in the marketplace for the position. When the position is critical, and you need to identify A players. When time is not on your side. Scarcity in the marketplace Right now, the ratio of unemployed Americans to open jobs is 1.4 to one. That meansâ€"across the boardâ€"there are only 1.4 unemployed job seekers in need of your open position (compared to nearly seven to one during the last recession 2009). Those aren’t terrific odds, from an employer’s perspective. Many skilled positions are even harder to fill than the national average including those in engineering, technology, education, and medical fields. For example, in the tech field, the amount of data analysis and data mining jobs has grown nearly 40 percent in the past two years with every large player in every industryâ€"from Macy’s to State Farmâ€"in dire need. Positions for UX designers and software developers with certain coding language skills (like Swift for IOS programming and Ruby on Rails for robust websites) remain woefully unfilled. When competition is fierce, bringing in a knowledgeable recruiter can be your key to winning over top talent when others can’t. A recruiting partner can bring value by recruiting passive candidates (those who arent actively looking for a new job) and by helping to communicate things like company culture, which is essential when recruiting top talent. These days, the best recruiting firms also use data and analyticsâ€"even artificial intelligence (AI)â€"to pinpoint precisely the best way to find and recruit exactly who you needâ€"and to reproduce those results time and time again, even when talent is hard to find. According to Data Scientist Ji-A Min: The majority of HR leaders predict AI will be a regular part of their workflow within the next five years. This large-scale adoption of AI and automation will require recruiter re-skilling to adapt to the new workplace. While these skills are critical when it comes to attracting hard-to-attract talent, it’s not something most hiring managers are trained on or have the time to master. A recruiting partner can fill this need. A need for top performers There’s rarely a time in which top performers aren’t the most ideal candidates. But, in some positions, hiring a top performer from the get-go is absolutely critical for success. While this is obviously true for executive positions, it can also be true for highly skilled positions like software developers and even entry-level positions like cashiers or light manufacturing and warehouse workers. Years ago, Dr. Brad Smart coined the concept of an A player as part of his Topgrading methodology of hiring top performers. Topgrading is designed to create the highest quality workforce by ensuring those charged with talent acquisition and management identify, hire, promote, and retain A players in the organization at every salary level.  The methodology has been proven to work well but it can take years of training to get right. For many job openings, hiring a B player who has the potential to be an A player in the future is a great find. But, for roles that need A players from day one, it’s often best to work with a recruiting partner who understands how to implement this type of methodology without cutting corners. It can be frightening and frustrating to pursue only one out of every 10 top candidates who are identified for your most critical positions (a major practice when it comes to Topgrading), but it’s also important in order to find the right fit. Working with a recruiting partner to help cull the field for you can save a lot of headaches…and heartaches. Time is not your friend Currently, the average time to hire is 28 days. Listing, screening, interviewing, testing, onboarding…these each add a significant amount of time to the process. For certain positions, you may not have an entire month to search for the right candidate. Perhaps you’re ramping up your call center for a new launch, or you’ve found yourself with a vacant key position at an inopportune time. Or maybe you just simply have too much on your plate. Many internal reasons can make hiring slow less than favorable, but there are outside factors at play as well. Remember those top performers you’re hoping to reach? Research indicates that the top 10 percent of candidates (the A players) are usually gone from the marketplace within 10 days. Take your time, and you’ll lose out. While that doesn’t necessarily mean you need to decide on a new hire in less than two weeks, it does mean that you need to consistently engage your candidates throughout the process so that they stay interested and invested. A recruiting partner can help you do that. A recruiting partner can also help expedite the process in several waysâ€"from prescreening, to accessing an existing candidate pipeline, to using data-driven methodologies that can help you find candidates and make decisions on your new hires faster. You may be the best-of-the-best among hiring managers but, in some situations, that may not be enough. While enlisting the help of an outside recruiter may be overkill for some positions, take a good, hard look at situations in which forces out of your control could sabotage your efforts. These forcesâ€"like scarcity of candidates, the critical nature of the position, and the lack of time and resources at your fingertipsâ€"can be a recipe for disaster unless you bring in the right help at the right time About the author: Nad Elias is founder and CEO of recruitAbility, a recruiting and retention firm based in Austin, TX. With over 15+ years working in the search and recruiting industry, Nad is recognized as one of the top 50 recruiters in Texas.

Extroverts 4 Branding Takeaways From Introverts - Personal Branding Blog - Stand Out In Your Career

Extroverts 4 Branding Takeaways From Introverts - Personal Branding Blog - Stand Out In Your Career Although introverts may appear soft-spoken, they actually have some big ideas when it comes to branding. Their branding techniques speak loudly and extroverts need to listen up. Whether it’s an introvert’s quiet thinking or their great amounts of creativity, here are some branding strengths of introverts that extroverts should pay attention to. Introverts are passionate experts When building a personal brand, it’s important to highlight your passions and unique skills that will set you apart from other professionals. Introverts happen to be people who become experts in different hobbies and skills that they love. Whether it’s having a strong interest in photography or graphic design, introverts discover creative ways to integrate their passions into their brand. Being an expert in something outside of your career is important for extroverts because it helps their personal brand stand out. Introverts are self-reflective Introverts like to spend time in contemplation. This allows them to have a good understanding of the type of person they are. As introverts spend time alone, they are often thinking deeply and creating new ideas. This solitude allows introverts to unleash their creativity, discover new goals, and find different ways to illustrate their personal brand. Extroverts must take advantage of this idea of self-reflection. Spending time meditating upon career goals and looking within oneself can help extroverts put more energy into their personal brand. Once an extrovert builds a strong relationship with their self, they will have a better understanding of how they want to market their personality. Introverts provide examples of their success Instead of telling everyone how many accomplishments they have, introverts show their success through their portfolios, personal websites, and resume. Being able to provide examples of your accomplishments is the best way to strengthen your brand. Extroverts have the tendency to tell everyone about their accomplishments. Sometimes, this can come off as “bragging.” If extroverts can show their talents through recommendations, samples of work, and leadership positions, then they will be able to show how successful they are without having to say a word at all. Introverts communicate their brand well online Introverts are very observant of trends. Due to this strength, they are typically the first to discover the latest tool in branding or social media. Because of this, introverts are able to share their brand through different platforms and make their brand known online. Introverts should spend time researching the latest trends in personal branding in order to find the best platform that works for them. Whether it’s creating a WordPress blog or sharing their brand through Twitter and LinkedIn, it’s important for extroverts to find an online platform where they can display their personal brand online in a consistent way. Have you used similar approaches as introverts when building your personal brand? Share your tips below! Author: Heather R. Huhman  is a career expert, experienced hiring manager, and founder president of  Come Recommended, a content marketing and digital PR consultancy for job search and human resources technologies. She is also the instructor of  Find Me A Job: How To Score A Job Before Your Friends, author of  Lies, Damned Lies Internships  (2011) and  #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle  (2010), and writes career and recruiting advice for  numerous outlets.

Writing a Paragraph Resume - Make Sure You Have It Right

Writing a Paragraph Resume - Make Sure You Have It RightWriting a paragraph resume is an essential part of getting hired for a job. A resume consists of information that an employer wants to know about a person in order to decide whether or not they should hire the individual.Many people worry about writing a paragraph resumes because they don't know how to begin, or they fear it will be too difficult. In fact, if you are a professional writing resume then you know how easy it is to write. There are a few basic paragraphs you need to include in your resume, but once you get the basics down, you can add in more.Writing a paragraph resume needs to have the basic information that the employer wants. They don't want to read your entire resume, but they do want to know that you have experience in the position for which you are applying. The key is to make sure you focus on what the employer is looking for and make sure that they get it. Some things you should include in your resume, but d on't include in your paragraph resume:In addition to this, don't get caught up in all the details of a job. You don't want to bore the employer with all the details of the job. You just want to stress what the employer needs to know.Writing a paragraph resume is also important because it is a very effective way to get out any and all information that you don't want out. Most of the time, if the employer needs to know how to use certain software, you can include this information. But, if they want to know how to use it, you can also include the software usage.Make sure that your employer knows exactly what you did that makes you qualified for the job. Once you are finished writing your first paragraph, you should review it and make sure that you did the best job possible. This will help your resume stand out from all the other resumes out there and make it a success.Another important thing to include in your paragraph resume is your education. Don't write anything at all about your e ducation unless the employer asks for it. There are a number of things that you should include on your resume in your paragraphs, including education, work experience, and the training you received.It is a good idea to learn how to make a resume look nice. This will help you make sure that the rest of your resume is also able to stand out from the rest. Once you learn how to do this, you can ensure that you will get hired and get the job you want.

I must apologize - The Chief Happiness Officer Blog

I must apologize - The Chief Happiness Officer Blog Im afraid I have to bring an apology. Danish electronics retailer FONA are losing money and have consequently told their employees to accept a 10% pay cut or they will be fired. I predicted on Friday that this would lead to a drop in employee happiness, customer service and sales and end up costing FONA more than they save. But it turns out I was wrong!! You see, a journalist has concluded that there is no ill will towards the companys salary cuts. Employees dont like it but will accept it, he writes. He concludes this after having visited 3 stores and talking to 2 store managers. So I was clearly in the wrong and companies can cut employees wages with impunity and no risk of negative effects :) Heres the article in Danish. Yes, Im being sarcastic :o) Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

7 Things You Should Stop Putting on Your Resume - CareerAlley

7 Things You Should Stop Putting on Your Resume - CareerAlley We may receive compensation when you click on links to products from our partners. In the end, its not going to matter how many breaths you took, but how many moments took your breath away Shing Xiong If youre reading this article, youve probably reached that time of your life when you need to start looking for another job. Even if the economy hasnt fully recovered yet from the recession, its not the end of the world. To stand out, you need to get a little creative and stop using those clichs recruiters know by heart and probably avoid. Your resume is your first and most important marketing tool and here are some words to stop using for a more competitive resume: Possesses motivational, leadership and other impressive but common skills I have used this phrase so much in my past applications that it became a catchphrase I learned by heart. It came to mean very little due to most of people overusing it and I soon realized it didnt help me at all. Instead, try thinking of other ways to expressing your qualities or simply give real-life examples of how you applied these skills in your past positions. Assisted with, served as It might seem like the obvious choice when it comes to describing your tasks for a certain position but its certainly not the best. Assistance means you had a secondary role, assisting your supervisor or manager. Instead, write what you actually did, what was your part in the time, what were your exact tasks. Proven track record This is probably one of those phrases that its getting too old too soon. Its very vague unless youre adding something on top of that. So for a greater impact, add figures, percentages and clear activities that justify your skills. Team player It was probably one of the most common words found in positive reviews 10 years ago but now it has well passed its prime. Try replacing this term with modern words such as team environment, follow leadership directives or talk about how you contributed to the team. Good communicator As with other phrases in our list, this one is too very vague and expresses very little. Do you talk a lot with your colleagues or do they understand what you say? To better convey your qualities, try to split them into more specific traits: multilingual communicator, familiar with programmer jargon and so on. Successfully For me, this is the hardest word to avoid, but the most necessary as well. Im always looking for an adjective to add in my phrases and I often get stuck on this one. Successfully should strengthen a description but it does not its unnecessary and often implied by the context. If you werent successful in a task, you wouldnt have put it in your resume. Extensive experience Instead of some vague words, how about you try actually saying how many years of experience you posses in a certain domain? Avoid this clich and start detailing your experience with facts and figures. Bonus tip: Here are some more personal phrases to replace or skip altogether: young, energetic, youthful, athletic, dynamic, innovative, motivated, fit, healthy, professional appearance, mature, responsible for, fast-paced. For further reading, check out LinkedIns study on the most overused buzz words in resumes. What are some clichs you are trying to avoid in your resume? Share with us some replacements for these outdated buzz words! We are always eager to hear from our readers. Please feel free to contact us if you have any questions or suggestions regarding CareerAlley content. Good luck in your search,Joey Google+ Visit Joeys profile on Pinterest Job Search job title, keywords, company, location jobs by What's next? Ready to take action? Choose the right tools to help you build your career. Looking for related topics? Find out how to find the opportunities that help you grow your best career. Subscribe and make meaningful progress on your career. It’s about time you focused on your career. Get Educated Contact Us Advertise Copyright 2020 CareerAlley. All Rights Reserved. Privacy Policy + Disclosure home popular resources subscribe search