Category: Customer Stories


How Social Media Can Impact Your Recruiting Strategies

January 15th, 2017

Acquiring the right talent for any position can be challenging. Often, finding that one person who fits the role just right is critical to the success of a project or position within the company. Fortunately, today there are many avenues for researching and recruiting the qualified candidates. In the ever-changing world of social media, new recruiting strategies are surfacing. If you are not currently utilizing social media as a tool for talent acquisition, it is time consider a shift in your position because whether you like it or not, the odds are good that social media will have an impact on your ability to acquire the right talent before someone else does.

The Power of the Big Three in Social Media

LinkedIn, Facebook, and Twitter are still going strong as social media powerhouses and can be used to your advantage when searching for talent and creating a strong brand image for your company. If you are not currently using these, you may be missing out on numerous talent acquisition opportunities. LinkedIn provides access to a large group of professionals and networking opportunities. Its matching algorithms will even provide suggestions for potential employees based on your activity on the site.

While LinkedIn is the most popular for recruiters, Facebook is still the largest social network on the planet. With the volume of people who use Facebook and its powerful built-in search engine, called the Graph Search, you can source candidates who have a specific educational background, work experience, post content that you find of value to the position, and even uncover candidates who work for competing companies.

Twitter is the most underutilized of the big three. If you can take advantage of this powerful tool for talent acquisition, then you are ahead of the game. First, over half of all job seekers use Twitter for researching company profiles, so it is crucial that your company is well represented. While many job-seekers are interested in applying for tweeted employment opportunities, not many companies consistently tweet these openings. If you are not currently utilizing Twitter, it is time to start.

Social Media Platforms Can Propel You Ahead of the Competition

Not only are the endless opportunities to explore and discover candidates through the big three, there are many other less common platforms that should also be considered in recruitment strategies. Some may be specifically geared to certain types of candidates or skills. By learning and utilizing these, you may discover many opportunities that others have not yet explored, giving your company an advantage over most.

Do you need help navigating the world of social media for talent acquisition? Give us a call at (877) 746-8450.

How to Write Job Descriptions That Will Identify the Right Candidate

December 28th, 2016

When responsible for managing staff, one of the most important tasks is hiring new employees or contract talent. Choosing the wrong person can have negative consequences. In turn, if your job description does not accurately describe the job requirements, you may not attract the right person for the job, or high quality talent. So what is important in a job description for today’s best candidates?

Convey Your Company’s Culture

Laptop vector illustration. Flat design. Notebook with text on screen. Working with documents on computer  illustration for writing, coding concept, app icon, logo design. Isolated on white background.

Company culture is very important when it comes to interviewing and recruiting a potential employee. Your want to attract candidates that will be a good fit for the company and will enjoy coming to the office every day. You may think that you have found the perfect candidate based on their education, experience and skills, yet, if this person is not a culture fit, he or she may not be productive or perform to their full potential. Communicate the corporate mission, work-life balance and other important aspects of the company culture in your job description. If you offer remote work opportunities, flexible schedules or an on-site gym, include each on the job description, it can make a difference between competing opportunities.

Make it Interesting

Candidates spend significant time looking at job descriptions and hopefully tailoring their resume to that description. Many candidates will simply move on to the next employment listing if they are reading a boring job description. Make your job listing stand out by being creative. Use a unique font or text color. If you can, add a short video to the job description. The video could talk about the positive aspects of the role along with some perks of the company.  It could also feature employee testimonials talking about why they love working for the company and where the company is headed in the future.

Focus on What Is Most Important

A job description should be short and simple. Do not drive away potential candidates by listing every single desirable qualification. The ideal candidate may not have every skill that on your list. Language that is exclusionary may cause the perfect candidate to not bother applying for the position. So, choose what skills are most important and list them in the job description. Stick to about five or six key qualifications. The same goes with job duties. Do not list every duty associated with the job. It does not provide insight into what tasks are the most important and can drive potential candidates away. Instead, choose five or six of the most important responsibilities for the position.

Do you need help writing job descriptions or identifying talent for hard to fill roles? Give us a call at (877) 746-8450!

5 Trends That Will Redefine Your Recruiting Strategy in the New Year

December 21st, 2016

Out with the old, in with the new—talent acquisition marketing strategy, that is.

2017 is promising to be a very busy year for recruiters, as the job market picks up and recently finalized trade agreements have the global economy in full swing. Despite the job-related optimism, many talent leaders are still struggling with a general lack of resources and an undefined employment brand strategy.

So what can you expect in hiring and recruiting strategy for 2017?

Talent is Key for C-Suite: When it comes to company success, recruiting leaders are key to their organization’s efforts. More than 83 percent of talent acquisition leaders hold talent as their number one resource, and 75 percent of recruiters say that their team is one of the top reasons for company growth and new success.

Sales Funnel Big Data Flat Style Concept. Vector illustration of Big Data Filter. Laptop with Data Analysis.

Focus on Sales, Operations, and Engineering: A majority of recruiters expect to hire more employees in the coming year, and the bulk of that number will be in sales. To stay relevant, recruiters will need to find innovative ways to recruit talent pools in the sales, operations, and engineering industries.

Hiring Source Diversity: Recruiters often say that employee referrals are their biggest source of top quality hires. This makes sense, given that referred employees are quicker to hire, more committed to their jobs, and better performers over the long term. To keep the talent pools full, however, recruiters will still need to maintain their presence with staffing firms, on social networks, and marketing your employee and personal brand across all platforms.

Employer and Employee Branding: Not everyone has an unlimited recruiting budget—and when money is tight, the best course of action is often to spend conservatively. With more than 50 percent of recruiting budgets allocated to recruitment agencies and job boards and just 17 percent slated for technology, it seems recruiters may have some wiggle room when it comes to being a bit adventurous with the budget. Since investing in the employer branding strategy is at the top of 53 percent of recruiter’s wish lists, 2017 might be just the right time for a bit of non-traditional recruitment spending.

Automation and Data: Since hiring demands continue to grow while recruiters struggle with a limited budget and even fewer human resources, automated screening processes and data-driven hiring strategies seem to be the next logical step toward talent acquisition efficiency. Larger companies report that big data is their number one trend for the coming year, touting minimal human bias, higher screening accuracy, and efficient soft skill assessment as distinct advantages in the recruitment process.

Do you need help with your 2017 recruiting strategy? Give us a call at (877) 746-8450!

Why Retention is Crucial to Your Recruiting Strategy in 2017

December 14th, 2016

With a job market that’s on the upswing and employers looking to hire more workers in 2017, it seems recruiters have a busy year ahead. For at least the next few years, one of the most important elements in your talent acquisition and recruitment toolkit will be talent retention. The reason? Basic supply and demand.

Data retention protection icon in flat style isolated on white background. Security symbol

Starting in 2007, companies were forced to deal with the recession and the related fallout from a struggling economy. Employers had to make some tough decisions regarding eliminating employee benefits to cut costs—often cutting back on employees as well. The recession left employers holding all the cards while employees struggled with fewer perks, nonexistent benefits, and heavier workloads. With employees feeling privileged to simply have any job at all, the idea of employee retention as a recruiting strategy was not even on an employer’s radar.

As we approach 2017, the tides have shifted. To avoid a massive skills shortage, recruiters and employers alike have to start thinking of ways to keep top-notch employees in the positions they worked so hard to fill.

With increased demand for talent, companies have started revisiting their perks, compensation, and benefits offerings. Along with developing more attractive compensation plans, employers are shifting their focus toward talent retention in an effort to avoid suffering a skills and labor shortage in the foreseeable future.

A Renewed Focus on the Long Term

Along with an improving economy comes a new set of challenges for recruiters and employers. Companies that can’t hold on to their employees will suffer market-based shifts in the availability of top-quality talent every time the job market fluctuates—making consistency and productivity nearly impossible to attain.

To maintain growth in a thriving economy, companies should focus on the following hiring and talent elements:

Retention of Quality Candidates:The talent pipeline is a talent acquisition team’s greatest asset. From the moment a viable candidate visits a recruiter or signs on to a career page, maintaining that connection is vital to retention efforts.

Holding onto Key Employees: This should go without saying, as quality employees are the backbone of every organization.  A high volume of potential candidates simply can’t replace the tenure and experience of a seasoned employee. At the same time, high-potential leaders are the most sought after during times of high demand, and turnover in these situations is somewhat inevitable. This is an area where retention strategy can make a huge difference in whether you keep a valuable potential leader or are faced with starting over from scratch.

Retaining Lead Personnel: When an organization has trouble retaining its top personnel, company morale suffers and overall productivity takes a nosedive. An innovative retention strategy is essential for companies who want to avoid losing top leaders to the competition.

Do you need help attracting and retaining key talent? Give us a call at (877) 746-8450!

What Millennials Can Bring to Your Talent Pipeline

December 7th, 2016

Talent acquisition comes with a unique set of traits to look for in potential employees. Some of the more obvious ones are dependability, loyalty, and a strong work ethic. With millennials, you might have to look even further at what they can offer. This group of candidates is defined as 18-34 years old, and now make up 75.4 million people. They outnumber the “Baby Boomers” slightly, so they are the largest group in the workforce today.

This is a wide range of possible employees. Many are just entering the workforce right out of high school, while others have completed college, their masters, or have been employed for quite some time. All of them have certain traits that will be beneficial to your talent pool as recruiters who are looking at this prime age of workers in many different fields of employment. So what can this group of candidates bring to your talent pipeline?

Three millennials walking past a dark stairway in Seattle

Ambition: Millennials are a “can do” generation. They like to get things done, contrary to reports of them being lazy or aloof. The Council of Economic Advisers reports that around 61 percent of millennials have attended college, as compared to only 46 percent of Baby Boomers. Their ambitions are high, some due to the fact that they have excessive college debt to pay down. Either way this helps to have an attitude that will allow them to achieve great things in their careers, since they desire success. Plus they know what’s it’s like to work through a down economy, during the years 2007-2009, when the oldest of the generation was just 27-years-old.

Tech expertise: “Digital natives” as this generation could be called, grew up during the beginning of the internet boom. This makes millennial candidates very tech savvy, so working in a high tech workplace and adapting quickly isn’t an issue. It can also be an asset from a work culture standpoint, as candidates can really bring different generations of employees together with technology. Many of them love being team players which fosters a solid work environment, and generally function well in a team setting.

However, one of the biggest challenges with mellennial talent is actually attracting and retaining candidates. Millennials desire different perks and environments than past generation, and companies are tailoring their workforce strategy, respectively. Check out some of our previous blogs to learn what companies are doing to attract and retain highly sought IT talent.

 

 

5th Annual Happy Holidays Outside-Infographic

December 2nd, 2016

Happy Holidays from the Outside-In® Companies!

Take a look at our year in numbers through our 5th Annual Holiday Infographic!

Take a look at our infographics from the last four years: 2015 | 2014 | 2013 | 2012

Why Identifying Hiring Roadblocks is the Answer to Hiring Challenges

November 30th, 2016

Most professional struggles with time management, even the most successful organizations. There are an infinite amount of things to do in any given day, and some challenges are prioritized over another. However, when it comes to hiring, it’s hard to imagine a successful business without a successful workforce plan. If you’re having trouble finding or retaining good talent, start asking some tough questions to avoid wasting time, money, and great employees.

Do you really know what you’re looking for?

In this market where loyalty is low and demands are high, it’s easy to think a lot talent management is outside of your control. But hiring is all about aligning your expectations with the candidate’s outlook. Once completely honest with the current workforce dynamics, you can start to see certain red flags that are not helping the situation. For example, if you’re willing to ignore an IT candidate’s cultural challenged in favor of their talent, then you have to expect it might not work out for the team long-term.

3d worker with hand on roadblock, barricade

Are you thinking long-term?

Hiring managers must take into account both the stress they place on staff when they’re in need of talent, and the potential problems that come from hiring someone who may not be the best candidate simply because the need is so great. Both factors are important, but contradict each other. If its beginning to take entirely too long to identify someone is that is a fit, it could be time to reassess how the hiring process is being executed.

Can you find the talent on your own?

Sometimes managers just don’t have the resources to identify talent, vet their resumes, sit down for multiple interviews and then deliberating over the final decisions. Generally speaking, fatigue will set in somewhere along the way, causing people to skip or half complete one of the steps. Partnering with recruitment firm can make all the difference, but it’s pivotal to find a partner who not only has connections, but can also really understand the role both skill set wise, and culturally. It’s possible to outsource every part of the process, or just bits and pieces, but a recruiting partner can provide great value, and a specialized expertise.

Understanding the Value of Workforce Productivity Metrics

November 23rd, 2016

While there are numerous ways to measure employee performance from a human resources standpoint, there is one metric that is most valued by company executives, particularly CFOs. This metric provides data that generally translates into dollars. It is simple to calculate and can allows comparison to other publicly listed firms in the same industry. It is one of the most effective way to measure both innovation and productivity in employees.

What is it?

This highly valued metric is revenue per employee (RPE). To calculate your company’s RPE, simply divide the total revenue of the company by the total number of employees. This calculation focuses on the value of the output of the workforce. Its relevancy is due to one of the largest expenses for most companies; salary and benefits of their employees.

Rear view of the business lady who is looking for the new business ideas. Blue growing arrow as a concept of successful business. Business icons are drawn on the concrete wall.

Why is it so effective?

It is an effective tool for measuring a workforce because companies are looking for the highest revenue per employee that they can get. Higher RPE translates to higher productivity levels and more effective use of the company’s available resources. By comparing RPE numbers over the years, businesses can also effectively evaluate their human resources team. Additionally, it can be a tool to assess how your company is doing compared to other similar companies. The top companies in any industry generally produce a higher revenue per employee number.

How can you increase your RPE?

Industry leaders tend to have the best RPEs. How do they do it? A lot depends on the industry, considering there is no one-size-fits-all solution to increasing RPE in the workforce. However, one rising trend throughout different industries is employee engagement. Employees that are engaged in their work are 38% more likely to have above average workplace productivity, per Workplace Research Foundation. This typically translates into higher service and customer satisfaction, increased sales and profit, and higher shareholder returns.

Another way to increase RPE is continued effort to hire highly skilled and qualified candidates. It has always been a challenge for HR departments to sort through piles of resumes and applications in search of the right candidate. However, many have found hiring solutions by utilizing a professional recruitment partner. Recruitment partners provide resources and training to help companies identify and hire highly skilled executives and employees that will help, not hinder, the company’s RPE.

Although there are numerous metrics that provide human resources departments with valuable information about workforce productivity, the one that could be considered most valued outside the HR department is revenue per employee. When it comes to workforce productivity, how well does your company measure up?

Developing Future Leaders with Talent Pools

November 16th, 2016

With thousands of baby boomers entering retirement each day, organizations are understandably looking for ways to retain and develop promising talent with future leadership potential. Along with the mass exodus of a vital part of the workforce, a potential wealth of knowledge is poised to leave along with them—and companies must find a way to transfer that knowledge to new and up-and-coming employees.

An effective talent strategy is necessary to keep an organization’s hiring processes running smoothly. Whether you are planning to replace an employee with a new hire or promote within the company, certain roles and responsibilities are better served when groomed from within the organization. This is especially true if the company can’t find qualified candidates to fill a vacancy or when the need for company-specific knowledge outweighs the value of bringing in a more qualified outside hire.

Internal development strategies that satisfy both the need to identify and notify applicable succession candidates can be challenging for even the most innovative talent acquisition teams. Talent pools can provide an effective solution when an organization isn’t in a position to single out any one employee as a future leader, or perhaps wants to build a talent pipeline outside of the business to be ready for future needs.

What is the Value of a Talent Pool?Kids in a Swimming Pool, children for summer season. Kid inflatable pool, child swimming in the pool, Vector Illustration

Talent pools can be comprised of high-potential employees who are being conditioned to take on more responsibilities and higher-level projects within the company, or talent identified from other companies who would be potential high value hires in the future. High-performing employees are fully engaged employees who embrace the corporate culture and constantly strive to perform their duties at a top-level.  These employees might also be considered high-potential employees who have expressed an interest in advancing within the organization along with possessing certain competencies and values that the organization desires in their leaders.

Talent pools help organizations prepare for succession by allowing the organization to develop a talent group made up of multiple promising individuals. If an organization is unsure about where or when it will have the need for future leaders, a talent pool affords the option of keeping a group of high-performing, high-potential employees ready for deployment should the need arise, or reach out to identified talent to field future interest in your company.

From an employee’s perspective, being part of a talent pool can be a reassuring step toward career advancement. Employees at this level know they are valued, they feel confident that they have a future with the company, and they are rewarded with the knowledge that their employer is consciously investing in their future leadership potential.

If your organization isn’t ready to start pinning down succession prospects, implementing a talent pool can be a great way to develop multiple skills in diverse groups of promising employees. While some staffing vacancies can be effectively filled by recruiting new talent, identified outside of the company, the future of the company’s leadership can also be successful by investing in high-performing and high-potential internal talent for future promotion.

How the Gig Economy Is Transforming The Workplace

November 9th, 2016

The gig economy has become one of the most persistent, diverse, and influential forces on our current marketplace. Its has spread far and wide and has transformed the market in a variety of ways that may surprise you.

Employment OptionsSet of hands with tools for design. Architect designer for project drawings. Architect hands with pencil and ruler. Architects workplace. Technical project. Have Exploded

The biggest way that the gig economy is transforming the workplace is the way it has rendered full-time jobs less prevalent. While there are still plenty of high-quality life-long jobs available to those who want them, the gig economy has broken apart the necessity for this kind of job and helped expand the employment possibilities for a large number of people.

For example, those who possess specialized skills are reaping huge benefits from the gig market. They are moving from job-to-job in a way that helps him or her define their own career, maximize their profits, and create a more independent lifestyle.

However, even low-skilled workers, such as those who lack higher education and no repair skills, have used the gig economy to change their lives for the better. For example, landscaping work has helped many create a sustainable and engaging career which would have been impossible in a full-time-job-oriented mind.

The Exponential Growth Of The Gig Economy

The U.S. Bureau of Labor Statistics has reported that the gig economy has continued to expand at an almost exponential level. For example, in 2005, about seven percent of all workers were independent contractors or those who embraced the gig economy. They expect these numbers show huge growth when they survey again in 2017: perhaps as high as 15-20%.

More data gathered between 2003 and 2013 found that all industrial sectors had non-employer business growth i.e. gig jobs. Nearly one million new gig businesses or jobs were formed in that 10-year period, by far the largest of any other sector. Areas that experienced high growth included art and design, computer repair, information technology, construction, media, and transportation.

Why has the gig economy grown at such a high rate? It allows consumers to more easily match up with workers they respect. It also provides workers with a sense of freedom and independence that a singular full-time job cannot offer. While there are disadvantages (such as the dangers of inconsistent work and no employer-provided benefit packages), for many people the advantages outweigh the inconsistencies.

Employment Options Have Exploded For Stay-At-Home Moms

One interesting component of the gig marketplace is that it has helped stay-at-home moms break into a busy marketplace. Among the 43 percent of highly qualified women with children are choosing to raise their children at home, a growing number are performing gig jobs, such as online writing, transcription, and even tutoring, as a way of contributing to the household income.

In one study, it was revealed that the jobs like this not only help a stay-at-home mom contribute to the home financially, but provides her with engaging and enjoyable projects to keep a healthy work-life balance. It’s hard not to see that the gig economy is slowly and subtly transforming the marketplace in a variety of ways. Don’t be surprised to see the gig marketplace continue to grow in 2017.

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