Employer Articles
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Two experts share their views on how technology has changed job postings in current times.
How has technology changed job posting?
To attract and retain top talent, a company needs to have an authentic employer brand. This is important because it influences candidate decisions on which companies they want to join and whether or not they will stay.
An authentic employer brand can attract individuals to a company through the way that brand is communicated externally - via a career site, social media, recruiters and employees speaking to what it is like to work for that company. All of these elements work together to attract candidates and retain employees; however, it's also important to understand that candidates make decisions to join a company for many different reasons, including the job they will be doing, the location, the work environment, the opportunities for advancement, etc.
One critical tip to attracting and retaining good employees is to constantly work on building and improving the company culture. Management must take an active role in ensuring that employees in all departments (Human Resources, Marketing, IT, Sales, etc.) understand the vision and values of the company. In addition, they must take action to ensure that people are passionate about coming to work each day.
Companies let great talent slip through the cracks all the time. If you don’t have the manpower to give a good look at every resume coming in then you have to get smarter about choosing which resumes come in the door and which ones you actually do read.
At 23, fresh out of university, I moved to Costa Rica to start a business. Along with a fellow U.S. expat, we founded an online travel agency from our apartment. Today we are the largest agency in Central America and sell high-end, customized vacation packages to Costa Rica, Panama and Nicaragua. We employ just over 100 staff and gross approximately $20MM annually.
Here are two views from experts on a few strategies for attracting the best employees to your business.
I am a co-founder and the chief marketing officer of Voices.com, an online marketplace connecting businesses with professional voice talent. David Ciccarelli, co-founder and CEO of Voices.com, has over 10 years of experience hiring people.
When an employer or business posts a job listing, they may receive dozens, hundreds, and even thousands of responses. While the majority of these applicants will be unqualified, a handful will be brought in for one or more interviews. Still, only one person can get the job, and telling the other applicants, some of whom may have made it deep into the interview/hiring process, will need to be told that they did not get the job.
As the economy recovers, businesses are more eager to hire employees. But unemployment is coming down from what were record levels, and America’s workforce is eager to apply for any job, regardless of qualifications. What can an employer do to attract qualified candidates with the right skill set and experience to their openings.
For most employers the process of posting a job online is pretty straightforward. The online job forums are designed to be user friendly, and in most cases they are easy to use.
I know an effective job posting trick that most people don't.
Ninety percent of the people who apply to a job posting on, say, Craigslist, will probably be wildly unqualified. The biggest challenge is to filter out the spam.
"How do you effectively and efficiently go through the responses you get in order to hire (or place) the best people?"
The disadvantages of the planned interview are few compared to the disadvantages of the unplanned interview.
"My father was a man who went through life selling off little bits of himself until there was nothing left. Then they just threw away the husk. Willy Loman! I told myself I'd never, never get into that spot. And now here I am." Those are the words of a woman in anguish over the realization that ten years has wedged her firmly into a monotonous dead-end job that, as she puts it, could be done by a zombie.
What do you do when you are not an employer of choice? Most businesses start small, and they face this critical question. The answer lies in developing better recruiting practices. Regrettably, most data and research available focus on the recruiting practices of large companies, just because small companies struggling on their feet are rarely worth the time of researchers.
In this article we talk about the essential things that need to be done to conduct a successful interview.
You need to ask questions about the five most important areas in an interview – these are “approaches to problem resolution,” “communication skills,” “motivation,” “interpersonal skills,” and “management/administration.”
After a candidate proves suitable in the interview the next step is to create a written candidate report (If you are using an executive search firm to assist you, it should present you with a complete written report before you even see any candidates.)