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There is a lot of competition in the job market. Make sure your company is a viable contender for winning the attention of the most promising candidates. According to uptowork.com*, more than 52% of applications are completed and submitted through job boards. Another 34% comes from career sites. Logically, job descriptions for openings within your company take on a relatively significant role. After all, advertisements for job vacancies are often the source of initial exposure applicants experience when interacting with a company. Take a look at the job descriptions your company posts online. Chances are those descriptions could use a makeover. Minority Professional Network offers advice about four significant factors to consider when rewriting a more, attractive job description. What’s in a Name? In short, everything. While there is no magical formula for choosing the “right” job title, being too creative could also come at a price. A qualified applicant may bypass learning more about a position based on the way a job title is worded. The simplest solution is to make job titles SEO proof. Search engine optimized job titles can add more versatility to your online postings. Considering technological advancements, the average job seeker can perform an internet search to locate listings for a specific job title in a specific location. Sure, researching whether “Marketing Analytics Analyst” or “Data Analyst” is more widely searched takes a bit more effort; however, an increased likelihood of appealing to ideal candidates makes it well worth it. K.I.S.S. The K.I.S.S. model acronym is definitely applicable when rewriting your job descriptions. Stick with an easy-to-follow structure, starting with a short description of the job. Add no more than 5- 7 bullet points explaining the expected tasks of the specific role.  It may be helpful to consider grouping these tasks into categories such as management skills or communication. Another way to simplify a large amount of information that could potentially become convoluted is to use shorter sentences. Pertinent details can easily get overlooked in long sentences. The ultimate objective is to prevent your recruiting team from wasting time reviewing resumes from unqualified applicants. Finally, spell check and proofread. Job seekers spend hours poring over countless job descriptions. Therefore, spelling and grammatical errors should be avoided. Be Relevant.  It is likely not a good idea to dust off and reuse an old job description from five years ago. Whether posted on a job board, career site or even inside a social media interest group, all job descriptions should be relevant to the skills and experience necessary to be competitive today. Therefore, it is advisable for Recruiters and Human Resources professionals to conduct interviews and receive feedback from employees who currently hold specific positions. A good job description addresses the company’s long term objectives and overall focus on growth. It should also offer insight regarding the expectations of how the individual hired in the specific role is expected to contribute to the overall profitability of the company. Be Human. In order to attract the masses, your job description should appeal to applicants’ emotional intelligence. Organize your thoughts and communicate clearly. Be inclusive of details regarding your company’s work culture, and discuss characteristic traits of an employee who would be considered a good “fit”. Be assertive. Sell the position and explain why fulfilling this role with the right candidate could make a huge impact on the company as a whole. Highlight the company’s values as well as employee benefits and perks. Conclusion A poorly crafted job description can negatively impact your company’s ability to successfully attract potential candidates. Don’t take the risk. Apply these guidelines, and rewrite those job descriptions to be more thoughtful and effective. Engage Minority Professional Network to provide more hands-on assistance with rewriting your company’s job descriptions. We provide consultation and writing services. * (Jobvite 2017 Recruiting Funnel Benchmark Report)
The Best Tips for Priming Your Company’s Talent Pool (Part One) discussed how networking is instrumental in building a solid group of potential new hires. This month in Part Two, we are  discussing a commitment to “sell” the company and help cultivate relationships with ideal recruits. Committed to the Sell The interview process is as much about discerning a “perfect fit” for the candidate as it is about the company. Be intentional about distinguishing your company. Grab the attention of desirable applicants from the start.    Restructure Website as a Recruiting Tool Your company website likely serves more than one purpose. Essentially it tells the what, why and how of your company’s existence.  However, does the content on the website effectively “sell” your company to potential recruits?   The website should be user-friendly from a job seeker’s perspective. Weave in specific key words and phrases to pique the interest of potential applicants.  Address highly anticipated questions a new hire may ask about company culture, employee benefits or office morale.  Get feedback on usability of the website, then coordinate with a consultant to ensure posted jobs and the application process are easily accessible.   Set Proper Expectations for Applicants In most cases, the job application process for most companies is generally taboo. As a result, interested applicants find themselves in a shroud of uncertainty regarding the proper expectations on how to proceed after submitting an application. Take advantage of this opportunity to differentiate your company from competitors and enlighten applicants on what to expect next.   In the age of technology and automation, utilize an appropriate application tracking system (ATS) to keep applicants aware of their application status. Communication is a simple way to remove ambiguity from the application process and stand out in the minds of potential recruits. Regardless of whether an applicant progresses to a higher qualifying status, communication is key. Some companies fail to follow up with applicants which can be easily viewed as an inadequacy for selling the professionalism of your company.  Additionally, applicants will be grateful for an approximate timeline reference and clarity on whether they are viewed as a preferred candidate.   Keep Interested Parties Informed When qualified candidates are not offered a position, allow them to opt in for future communications with your company. This presents a perfect opportunity to engage individuals who have officially earned a spot in your company’s talent pool. Incorporate a communications channel through which periodic news, noteworthy accomplishments and job listings can be distributed. A quarterly e-newsletter could do the trick.  This puts you in a position to readily refer qualified candidates to apply for other opportunities within the company.   Conclusion Increase your chances of  identifying and connecting with future staff members. Take the small, yet significant steps as discussed in this two-part blog and distinguish your company brand to stand out against the competition. Forge relationships with potential candidates through consistent communication or networking efforts and ensure your company stays on the radar of qualified recruits.
Finding the perfect candidate for a position within your company can be stressful, we know. Calculated effort and strategic planning are mandatory requirements for any new hire recruitment process. Factor in a little science as discussed in “ A Psychologist Approach to New Hire Recruitment ” and make the job search process a win-win situation for everyone. “The Best Tips for Priming Your Company’s Talent Pool” is a two-part blog focusing on tips to ensure potential recruits are viable and qualified to fulfill a vital role in the growth of your company. In this first post, we highlight why networking is mandatory. Make Networking a Priority Developing a strategic approach for how and where potential new hires are identified is extremely significant when trying to land the perfect candidate. Your company can use networking techniques to gain the attention of potential recruits who may go undiscovered otherwise. From HR executives to employees, everyone can play a role in building a strong social network. Be Social Join online social interest groups. This is a direct approach to intentionally seek candidates. Start by identifying groups with which your ideal candidates may be a member, participant or follower. Get involved in the conversation. Post jobs within these groups or submit job listings for inclusion in weekly email blasts. Where a job is posted can influence the likelihood of attracting ideal applicants. Be Specific Search for resumes posted on niche job boards . These boards are a great resource to help fatten up the talent pool pickings. Stockpile promising resumes of individuals who could potentially be a good fit for the company, even if there is no position available at the moment. Pre-selecting individuals who possess specific skills and professional experience that match the job requirements will also increase the number of desirable resumes for review. Be Resourceful Word-of-mouth marketing is still effective. Get your current roster of employees directly involved in the recruitment process by requiring bi-monthly or quarterly participation in local industry events. Pay annual membership fees to relevant professional associations and trade groups. The return could be immeasurable.  By encouraging employees to actively network with new colleagues within the industry, your company acquires another means of connecting with qualified potential new hires. Incentivize employee involvement in the new hire recruitment process and pay cash for referrals. Employee referrals are typically individuals who have already demonstrated a proven ability to successfully perform the necessary requirements as listed in your company’s job description. Previous work experience and a desirable skill set are invaluable assets as the new hire will require less training due to transferable skills and professional insight. Looking Ahead Next month, we’ll post “The Best Tips for Priming Your Company’s Talent Pool” (Part Two) discussing more tips on how to build your company’s network of potential future employees.
With sexual misconduct allegations popping up in workplaces all across the country, now is the time for employers to emphasize how they would respond in similar situations. Is there an existing policy for sexual and other types of employee harassment? While new hires may be more familiar with this topic as it is likely addressed in the new hire handbook, but what about those veteran employees? When was the last time that harassment policies and procedures were discussed? Here are three easy tips to ensure your company is prepared to A.I.D. in the event a sexual harassment complaint is filed. Acknowledge the Possibilities Post a visible flyer for staff addressing how sexual harassment complaints will be handled. All employees should have a clear understanding that sexual and other forms of employee harassment will not be tolerated. All claims will be thoroughly investigated. It takes courage for an employee to step forward and admit he/she is a victim of harassment. Offer a variety of methods through which complaints can be filed. Whether in person, via phone or email, identify the hierarchy of professionals an employee should contact to file such a complaint. Be sure to include immediate supervisors or the human resources department. Investigate the Complaint Whether a formal complaint is filed or there is gossip circulating around the rumor mill, any accusations of sexual misconduct or harassment should be thoroughly investigated. Be mindful to avoid leading questions; instead ask open-ended questions. Speak with the involved parties. It is ideal to interview the employee who filed the complaint and the accused at separate times. Assure fair treatment for each employee by vowing to make no assumptions in favor or against either party. Also, identify and conduct interviews with any potential witnesses. Log detailed accounts of the incident.  Encourage timely communication going forward to address any threats or ongoing harassment. Determine the Appropriate Action Once all viable information is collected, consult with other HR professionals and an employment rights attorney to gain insight regarding the best approach for handling the complaint. Potential resolutions may include project reassignment, work space relocation or possibly termination. All documentation of the initial complaint and the subsequent investigation should be kept separate from the employee’s personnel file. Follow up inquiries with each involved party should be documented to indicate the occurrence of additional incidents or absolute resolution of the initial complaint. Conclusion Should a sexual misconduct and harassment allegation surface, the company should always respond immediately. A delayed or absolute lack of corporate response, could result in serious legal trouble for the company. Definitely consult with an attorney regarding employee rights as necessary.
Employee Appreciation Day is less than a month away. While it’s not too late to make it a big deal, can you really evaluate whether any effort will even be appreciated? The answer simple. In fact, it’s scientific: understand who your employees are, then offer a token of appreciation to complement their specific core values. Industry and Organizational Psychology is the study of individuals, their interaction with others and how those encounters shape the dynamics of the workplace. According to the American Psychological Association , when IO psychology is properly researched, the findings could be used to resolve work related issues such as hiring the most qualified staff and increasing the level of productivity. However, an initial assessment of your team is necessary. Identify the qualities most important for an employee to be successful in a new position. What type of college degree or level of education is most likely associated with people who possess those ideal qualities? Be mindful to avoid stereotyping. Be Strategic Start recruiting. Request a few trustworthy employees and associates post the job description on their Linked In accounts to gain attention from colleagues within their network. Take the extra step. Incorporate the job post on a niche job board . Focus on the Strengths Asking the right questions can help narrow the list of prospects. During interviews, base situational questions on real scenarios that have occurred or could potentially happen at the company. Evaluate the candidate’s response and the likely reaction of the existing staff. Seal the Deal Having a solid knowledge of the ideal employee will allow you to present some irresistible perks. Think along the guidelines of true work-life balance. For example, one remote work day each week may be a reasonable offer. Conclusion As an employer, a little understanding can go a long way towards building a more effective team. Take the time to understand who your employees are. Identify the strengths as well as any potential deficiencies of the team. Lastly, anticipate potential ways to expand the company benefits for both new hires and existing employees. After all, taking a balanced approach to understanding the psyche of your staff could be a positive step towards improving employee retention.
Marketing is a key component to any successful business. Why not design your marketing plan with consideration on how to positively affect a new hire’s first impression of your business? Let’s face it: When companies recruit new talent, those individuals are not only considering the job position and responsibilities; they are also considering the brand of the business itself. Company values, employee incentives and workplace culture all play a huge factor into the decision of whether a potential employee will apply or even accept a job within your company. Take advantage of marketing tactics to leave an amazing first impression with new hires. Reflect Come to terms with how people see your company and what they are saying about your brand. Start with social media and use hashtags to keep tabs on mentions associated with your company and product or service. Respond to comments whether positive or negative feedback is offered. Investigate search engine listings for the company to verify the company profile and information is accurate and update to date. Don’t forget to look at employee reviews posted to online job boards such as Glassdoor. Recognize faults and strengths within the company as a whole. Once you have a realistic picture of how the company brand is reflected in the real world, address any discovered inefficiencies and move forward with effective communication strategies to help steer the narrative surrounding the company’s brand. Innovate Sharing new ideas and developing more efficient processes will help promote a sense of innovation within the company. This is significant because “forward thinking” employees want to be a part of something new. Innovation also presents potential opportunities to recruit prospective hires. Consider hosting regular events featuring guest speakers who will discuss pertinent industry topics and trends. Invite staff and make it open to the public. An open invitation would attract individuals interested in participating in a dialogue about the specific topic. This approach will likely increase awareness of the company brand and product or service. It would also allow Human Resource recruiters an opportunity to identify highly qualified prospective hires. Simultaneously, those prospects can gain insight into the company culture and initiate relationships with current employees, which in turn can make recruitment a much more seamless process. Build Happy employees are the best recruitment tools a company could ever want. If your company builds an awesome workplace culture, your employees won’t hesitate to brag about their amazing employer. If your company has already hired a talented pool of employees, chances are that those employees have colleagues in the same industry who would love to work for your company. Create an opportunity, perhaps a casual happy hour, where employees are invited to bring along their friends or prospective candidates. Your company can get a sense of whether any of these individuals would be a good fit for the company. Promoting a healthy, fun and productive work environment can help attract the top talent for those positions your company is looking to fill. Conclusion Emphasize an objective driven marketing plan specifically designed to attract new hires. Reflect on how your company is perceived. Be innovative and attract local, talented recruits. Focus on building a work culture about which employees are excited. By showing this level of commitment to your company’s brand, it proves to the world that your company is engaged in the ongoing conversation about the company or its product or service.
A new year is almost here. Kick it off with a strong start and get your employees moving in the right direction. Employee recognition goes a long way to inspire positive action among your staff. Human Resource professionals suggest using a recognition program to reiterate the company’s values to its employees. According to a related survey conducted by Society for Human Resource Management , "Recognition was perceived to positively impact engagement for 90 percent of respondents practicing values-based recognition vs. just 67 percent for non-values based programs. Retention was likewise affected—68 percent of values-based programs perceived a positive impact vs. 41 percent for non-values-based programs.” Let’s take a look at a few simple steps to ensure your company incorporates an effective employee recognition program throughout the year. Identify the Rules Be mindful to identify the rules and make them widely known internally. Ask the following questions: Are the selection guidelines defined and clearly communicated? Does the selected employee understand which specific actions and behavior led to their recommendation? Do fellow colleagues know why an employee is being recognized? If an employee has done something noteworthy, then let it be known! Isn’t that the whole point of employee recognition—to highlight a valuable asset or desired behavior of an individual and inspire duplication in the future? Additionally it is significant for employees to know the selection criteria of the recognition program. Once the rules are communicated, employees can concentrate on improving specific aspects of their work performance and focus on developing certain professional skills and characteristics. Open Policy All employees should be eligible for formal recognition. Yes, ALL employees should be actively engaged in the workplace; therefore, acknowledgment is well deserved whenever any employee exhibits exemplary behavior, positive action or other valued characteristics such as teamwork, leadership, efficient time management, etc. Reinforce this open policy by allowing employees on all levels, staff and management, to participate in the nomination process. This eliminates the possibility of presumptive biases and potential prejudicial allegation being factored into a nomination. Create a Buzz The experience of winning should be exciting and memorable, not dull or predictable. The same should apply to employee recognition. As a company that wishes to honor its employees, it is ideal to emphasis the employee’s achievement deemed noteworthy of acknowledgement. Common methods used to honor recognized employees include a simple gathering, a company sponsored lunch or a brief write up in the monthly newsletter. Don’t be afraid to increase the stakes. Sure, a raise isn’t the most cost effective method of creating a buzz. However, why not offer those “star” employees preferential application status when new job opportunities arise within the company? Or maybe offer to address a need for new equipment or software to increase efficiency within a particular department. Investing in your employees makes them feel valued; this, in turn, invokes a higher retention level. Regardless of the way in which your company expresses appreciation for those who excel professionally, there should be genuine excitement surrounding all employee recognition. Following these three simple guidelines will help your company further emphasize employee recognition as a priority moving forward. Opt to build your company’s employee recognition program on sustainable values already identified as essential to strengthen and inspire the professional growth and dedication of your workforce as a whole.
Achieving corporate diversity is not an easy task; however, it is attainable. Be prepared to develop a well-planned strategy and exert consistent effort in order to successfully recruit a diverse pool of talented candidates. Minority Professional Network understands how to bridge the unspoken divide. We connect corporations with viable job applicants who possess the necessary skills and experience-- applicants who truly are the best candidates for the job. Given the appropriate insight, Human Resource professionals have much to gain from being selective regarding where they choose to advertise job postings online. It is advisable to evaluate the pros and cons of the two types of job boards. While the larger, highly popular boards such as Monster and Careerbuilder are viewed by thousands of job seekers, the smaller job boards play the most vital role in achieving true diversity. Find the ideal audience. One distinguishing factor of a smaller, niche job board is the ability to reach a specific demographic of job seekers. Oftentimes, niche boards concentrate on a target, or distinct audience. Search for the best options based on a variety of variables such as industry, talent or ethnicity. A common challenge corporations encounter when attempting to achieve employee diversity is a lack of knowledge of where to find the best prospects for vacant jobs. Online posting boards like Minority Professional Network allow employers to reach minorities who possess a desired skillset and meet the specified qualifications to fill available positions within the company. Use a more cost efficient alternative. Subscribing to a niche job board can also benefit your company’s bottom line. Take advantage of the deeper discount. Who doesn’t want to get the most bang for your buck? Not only will your job posting get additional exposure through social media, but at MPN, we help corporations post jobs for a fraction of the cost of our larger competitors. For example, it would cost as little as $125 to post one job for 30 days through our site, http://www.mpndiversityjobs.com/ .  Comparably, Monster.com charges as much as $375 for the same service. Make the choice today. Don’t miss an opportunity to effectively acquire diverse talent for your company through subscribing to niche job boards. For more information, email Support@MPNdiversityjobs.com or contact our office at 888-MPN.NETWORK (888-676-6389).