Overcoming Professional Failures

Edison

A few weeks ago, I had the opportunity to host a career-based chat for soon-to-be college graduates. Overall, it was a positive conversation and I was excited to provide suggestions to help these students prepare for their future in the working world. As always, I welcomed fellow chatters to connect with me if they ever need to network, brainstorm or just need general advice. Needless to say, I was happy to see that someone took me up on my offer and the discussion got me thinking.

One student brought up her concerns about her future and asked me how I overcame professional failure. It was an interesting thing to revisit, especially because only a few short years ago, I was struggling with my own disappointments and downfalls. As an introvert, it’s not always easy for me to get out of my own head, particularly with less-than-favorable scenarios. But, as always, I find a way to dig myself out and move forward. In the end, those situations were what helped me provide the advice I was able to for this specific individual and hopefully it will allow her to look beyond her own setbacks and know that things do get better if you let them.

Professional failure can come in a lot of different forms and for a lot of different reasons. It doesn’t simply stop at getting terminated. As I considered my own ups and downs, as well as my peers’, I realized that there are many things that people can deem a failure. Aside from being fired, being laid-off is also one that people consider a downfall. Even if it was for reasons beyond them, it’s a terrible feeling knowing that your livelihood is suddenly stripped from you. Counting pennies is never fun, nor is the constant stress from wondering when you’ll get back on your feet. But, failure still doesn’t just stop there.

You don’t need to be jobless to feel the sting of failure. For example, perhaps you were counting on a promotion or working hard to move laterally or upwards within your current company. When you finally put yourself out there, you are shot down. It’s heartbreaking to know that you’re working so hard only to find out that your peers don’t believe in you. It can feel the same way when it comes to performance review-based or annual raises. As long as you’re meeting expectations, it could be expected to get some kind of bump in pay, even if it’s just to manage any cost-of-living inflations. Maybe you are just doing your job or maybe you’re exceeding expectations, even performing duties outside of your role. If you’re denied that raise, it’s hard to stop wondering why you weren’t deserving of it.

A lot of other things can be considered failures aside from the ones mentioned. It all depends on what a person values, needs and expects from their employer. It’s ok to fail and to experience the emotions that go along with it. It’s ok to ride out the sadness, disappointment and pain. The key is to know when and how to move on from it, which some people find it hard to do.

I’m a big believer in letting yourself feel what your body naturally wants to feel. If you are angry or sad or lost, feel that. Let it all out, even if it’s a few hours, days or even weeks. Repressing it isn’t going to help, but neither is drowning in it. After you succumb to whatever you’re feeling, you eventually have to come to a point where you’re like, “Ok, enough is enough.” And that’s the point where you can put it behind you and move on. If you’re struggling to get to that point or if you’re at the point but have no idea where to go from there, you need to remember that your failures don’t define you. That one little moment or one thing will not negate all the progress and success you’ve had throughout your working life. It’s important to embrace that and go with it.

Am I saying to pretend that the failures didn’t exist? Of course not. Sometimes people truly do fail because of something they did. Learn from it. Sometimes people fail for things that were out of their hands. Also learn from it. The important thing is to take those lessons to help you be better prepared for your future. But even so, this shouldn’t be your sole driving force and this shouldn’t be on the forefront of your mind as you try to propel forward. The good you’ve done in the past matters and those are the things that are going to matter in the future. When you are speaking to your next potential employer or your next potential manager (if you’re going for a promotion), you need to think about that. Let that build your confidence and let that provide you with that steely resolve that, yes, you are the right person for this job. Don’t let that little sense of doubt make your conviction wane.

Failure happens to everyone. You’re not the only one, so don’t think that you’re singled out with a big sign on your back that says, “I messed up,” or “I’m not worthy”. You’re not the odd man out and, chances are, you will continue to face these challenges throughout your career. It’s just the way things are. The important thing is to learn how to move forward without letting any of these roadblocks put a hold on your progress.

Photo Source

1 Comment

Filed under Professional Growth

#UCFBizChat: Uncovering Company Culture through Social Media

culturecrush-665x400

A former colleague of mine recently reached out to ask if I would host a Twitter chat for her students at University of Central Florida (UCF). As a career center advisor, she was excited about the prospect of her business students getting exposure to seasoned recruiting professionals and the opportunity for them to get sound advice when it comes to careers after college. Of course, I was honored to contribute to the conversation, especially since the topic focused on investigating the company culture of prospective employers via social media.

Not so long ago I was in their shoes, aggressively looking for work at an employer I could feel excited about and one that seemed to match my personality and values. During my search, I discovered how informative social media was when trying to uncover that culture fit. Even after I finally landed a job, I often tell those who come to me for career advice about how important this research could be in terms of finding an employer that’s right for them. And for both students and experienced professionals, this should be a major part of the job seeking process. Digging deep with multiple resources allows a candidate to get a better sense of what the company is all about and may limit any surprises if they end up landing a job with the company.

As I’ve gotten more involved with things like employer branding, I’ve seen the hard work employers put in to try and provide valuable insight into their organization and jobs. They’ve really incorporated a ton of information about their culture, perks, videos, “a day in the life” campaigns and images of events or daily happenings. Although employers go through great lengths to provide a detailed and positive image for their companies to attract talent, I also know there are external factors that play a big part in the full employer brand, including news resources and employees themselves. Job seekers should incorporate this information too to ensure a more realistic and well-rounded view of the organization.

So, some simple research tips I suggest are as follows:

  • Career sites: Career sites are always a great starting point and may provide more information than just a job board. This is a place where employers can include updated information about the organization, specific roles and locations. Be sure to click around and review things like their videos, blogs, benefits details, corporate social responsibility and so on. Also, see if there are any external links to review, such as their social media sites.
  • Social media: Try to find career-focused social media sites for the company or their main social media sites if they don’t have it segregated. Review their postings, see how they interact with people and even investigate some hashtags they are using. This could help you discover current employees that are also using the hashtag to promote life at the company. It could provide you some more candid insight than what the employer shares on its own. Usually Twitter and Instagram are great for researching these things.
  • Google search: Performing general Google searches or setting Google Alerts can allow you to stay current with what’s going on at the company. Press releases, blogs, new jobs and news about the company keeps you updated with both good and bad. It could also help you get a feel for the direction the company is going in before you decide to apply to jobs. After all, you wouldn’t want to accept a job offer for a company that has been experiencing major lay-offs or is being acquired by a company that has a completely different culture. This can help protect your decisions.
  • Social networking: As I mentioned earlier, social media allows you to discover hashtags and current employees. If you’re really interested in a company, social media could be an easy way for you to connect with employees and get some real feedback about what it’s like to work there. If possible, I would also suggest trying to find an employee that either works in the location you’re looking at and/or an employee who might work in the same role or department. This can give you a direct look into the working conditions and culture of that particular office or role. Just because a company is tooting its horn for having an awesome company culture doesn’t always mean this trickles down to each location, department or role. It’s best to hear it straight from someone who knows.

School might be getting out, but doing your homework during your job search can save you a lot of headaches! Make sure to research on multiple platforms to ensure you’re getting the full story.

For those interested in this discussion, be sure to join #UCFBizChat on Friday, October 24th at 11:30am EDT.

Photo Source

3 Comments

Filed under Chief Culture Officer, Company Branding, Company Culture, Company Perks, Job Seeking, Social Media

Recruiters: Pick Up the Phone

alt text image of a phone with a purple background

A few weeks ago, I wrote a blog post covering some of my findings during an independent research project regarding recruitment shortcomings. Mainly, my discoveries covered a multitude of faux pas regarding initial resume screening and outreach. Some situations were commonly found within the industry, while others were inexcusable. Mostly, though, it seemed to boil down to the fact that these issues could be attributed to poor training and/or unrealistic and irrelevant goals and metrics. Unfortunately, these issues continue on to other areas of the recruitment process, creating new opportunities for poor candidate experience. Let me tell you about the latest blunder I’ve come across…

They tell you that you should always be passively looking for new career opportunities, no matter how loyal and happy you are at your job. You never know what could happen, such as: layoffs; a new manager who is a bad fit; lack of job growth and/or salary growth; relocation; unethical situations from leadership; and so on. There are plenty of reasons why a person should always be building relationships with potential employers. With the recruitment process being somewhat longer than in years past, it’s best to get a head start in case you suddenly find yourself in a less-than-desirable situation with your current employer.

With that being said, I decided to investigate my new stomping ground of Boston and passively see what was out there. Moving from South Carolina up to this city, I was sure that there’d be plenty of opportunities for HR and talent acquisition at desirable companies. Plus, I already had my resume out there for the resume research project and had received plenty of calls and emails from recruiters. Why not actually speak to a few… or should I say TRY to speak to?

Here’s a recent situation that had me shaking my head and really question companies’ approach to talent acquisition. Recently, I was sought out for an HR coordinator role at a Fortune 100 global company. I was intrigued to see what it was all about, being that the company had a well-known consumer brand and is huge. After getting an email from the recruiter requesting some more information about my background, I decided to take a peek at their Glassdoor page. It had no branding and had some fairly low ratings. Normally, that would be a red flag for me but I decided to feel it out instead to really see if it was that bad or if it was just because a specific business unit or location drove down the ratings.

I emailed the recruiter back with the details they were asking for. It was pretty standard and I assumed that I would either never hear from them again, would get a phone call to set up a phone screen or would receive a generic rejection email. I was surprised to get an email back from the recruiter in less than 12 hours requesting more information again, however, this time it was 10 specific questions. As I reviewed the questions, I realized they would have been typical questions you would ask a candidate in a phone screen. I thought it was odd but I complied anyway just to see where it was going. After submitting my answers, I then received a new email asking to meet with him and the HR Director for a 3 hour interview on-site by the end of the week.

It is a candidate’s dream to have such quick turnaround and responsiveness from a recruiter. But, for that quick turn around and for a request for such a formal interview without even being screened seemed sketchy. I did research on the recruiter to double-check that it wasn’t a scam or that it wasn’t a third-party agency. I found that the recruiter was in fact an in-house senior talent acquisition manager for the company. I also verified that the name of the director was correct. My mind was reeling at the fact that the talent acquisition department of a well-known company would be that archaic. Not once did I receive a single phone call from anyone at this company, even if it was to simply schedule the on-site interview. There was no personal interaction whatsoever and I was unappreciative that they didn’t take the time to at least phone screen me. The reason being is that the phone screen isn’t just for a company to feel out a candidate, but it’s also an opportunity for a candidate to feel out the company. Maybe the position wasn’t a right fit, maybe the salary was too low or maybe the culture was not aligned with what I was looking for.

The next thing that bugged me was the fact that I didn’t have an opportunity to ask them anything about the role or company, but they knew plenty about me, especially the fact that I’m working full-time. Why would I waste 3 hours (not including travel time) to meet with a company that I knew nothing about? For all I know, I could have gone to an interview to find out this position was not at all what I was looking for. Do companies actually think passive candidates (especially employed ones) have time to waste by blindly walking into a time-consuming interview? Needless to say, I passed on the opportunity. For someone who is involved in HR and talent acquisition, I could easily tell that these processes seemed to be stuck in the past and there would be no way I could work at a company that wasn’t progressive, especially with things like candidate experience and recruitment in general. I understand that technology is changing the way people communicate, but I just found the lack of personal communication to be unacceptable.

Maybe the position was a great one and would have offered a competitive salary for the new increased cost of living I’m experiencing. Maybe the company actually was progressive and the HR and TA departments would have offered me the best career development experience I’ve ever had. I’ll never know, though, because the recruiter never took the time to pick up the phone to establish that relationship with me and I’m sure that I’m not the only one who’s experienced this before. Unfortunately, companies who don’t train their recruiters to provide a better candidate experience will be missing out on amazing talent, both active and passive. It’s sad to know that during my research I have only experienced a couple positive and impressive interactions. It really makes me wonder what happened to the recruiting profession.

Poor training doesn’t stop at initial outreach. Companies need to focus on a well-rounded training program that teaches their teams to provide a seamless and positive candidate experience from initial resume screening all the way to onboarding. That’s the ticket to building a strong pipeline of engaged talent that will eventually convert into engaged new hires.

Photo Source

1 Comment

Filed under Candidate Experience, Employers, Human Resources, Job Seeking, Phone Screens, Recruiting

How Working at a Startup Could be Good for Your Career

While in college and early in my career, it was beat into my head that startups were not a viable choice as an employer. My peers and I were taught that startups were unstable and hard work. We were told that they couldn’t offer the desirable things that big corporations could, such as career growth, benefits and a retirement fund. But as years went by and people within my social circles matured, I’m now suddenly surrounded by individuals who have/are creating startups, work for one or have a desire to work for one. And by learning from them and comparing corporate experience against startups, I’m starting to wonder if we were all taught wrong.

Yes, startups are hard work. As some have told me, there are a lot of challenges when it comes to working at a startup. There are times where one day things are going great and then the next day you could be out of a job. Long days and late nights are common. Also, let’s not forget the anxiety of the daily uncertainty that comes with working at a startup. However, despite all of it, these individuals still prefer that environment over a corporate one… and for good reason.

Startups can be a great experience for recent grads and young professionals who are still developing themselves. Even if you have 5+ years of experience working in an established company, an experience with a startup might not be a bad thing to consider. In fact, the experiences one would face at a startup might be the very things that help you progress in your career faster than in a traditional setting. Here’s why:

  • You learn to be resourceful and independent: Unlike in established organizations, things in a startup aren’t neatly mapped out for you with standard operating procedures and extensive training. Additionally, you may not have experienced professionals to turn to if you have a problem or need help. Even though this might seem like a negative, it can actually be considered a positive because you’d have to learn how to be resourceful through research and self-education. Being independently resourceful, working closely with others and experiencing trial and error can boost your critical-thinking skills more than learning through traditional training. Critical-thinking and problem-solving skills are among the most desired skills by employers, even more so than actual job experience sometimes.
  • You’re exposed to new job functions: Because a startup is typically in a development, maintained or growth state, organizational structure might not be set in stone yet. Also, many job functions may not have been established yet due to lack of capital resources to put towards those full-time salaries. It’s not uncommon for people in a startup to wear multiple hats in order to keep the company afloat and progressive. Because of the blending of roles and the fact that multiple departments will work together, you could be exposed to new skills and knowledge. Diverse skills can help you become better-rounded and understand business on a deeper level. Also notable, it might boost your engagement because you aren’t strapped down to a monotonous job function. Consistently being challenged is very important when developing yourself professionally.
  • You learn a sense of accountability and loyalty: Since startups are generally small or mid-sized, there tends to be a level of transparency in the organization. Not just about the company details but also how your contributions make an immediate impact. Some of the laxed atmospheres of startups also allow people to voice opinions and suggestions and work to make them happen. Having a voice and seeing how your work directly impacts the business can create a sense of accountability and loyalty. Suddenly, you know exactly how you’re making a difference and that can be something to be proud of. You can see how you’re valued. In larger organizations, it might be a bit harder to get that feedback and see how you are helping the company. Also, some might feel like they can be easily replaced because the lack of transparency.
  • You have more control of measuring your results: Going off of accountability and seeing your personal impact, this can also help you measure your results better. Because you’re deeply involved in processes from start to finish, you can have better insight into measurable results. This can not only help you improve processes but also gives you a better look as to how you are progressing in your role. Having control over this and truly understand how it’s being measured may offer better feedback than a traditional performance review.
  • You can keep your integrity: For me, this one is a big one. We’ve all seen it in the news; major scandals in large corporations; employees being mistreated; leaders stealing from pensions; unethical business dealings… just to name a few. Competition can get the better of companies and suddenly they’re overpromising to secure business and end up under-delivering. Boosting bottom lines can mean compromising the moral fiber of the company and then these leaders expect their workers to support those skewed values. It’s a pretty terrible feeling to compromise your own integrity just because the company culture has shifted into something lacking basic values. With startups (at least good startups that haven’t been tainted), people still believe in the greater good. They’re working towards something that matters. Yes, making money and staying afloat matter but egos, pressure and cockiness seems to be less present.

Of course, the aforementioned isn’t true for every startup or every traditional organization. The key is to be sure to do your research. There are plenty of types of startups out there, from small to mid-sized, shipping to funded and more. It’s important to know what your basic needs are to support your livelihood and understand what qualities you respect in an employer. Knowing these things can help you find the right startup culture for you and hopefully that can help you build the skills you need for a stronger professional path.

Looking for a job at a startup? Check out StartupHire.

Photo Source

2 Comments

Filed under Career Change, Company Culture, Job Seeking, Startups

Creating a Culture of Wellness

Human resources goes through great lengths to ensure they’re selecting the right benefits provider that will offer the greatest options for employees. Although this has been a common benefit to ensure positive employee health and resources if/when needed, HR is also realizing that healthcare benefits aren’t the only option to help improve employee wellness. Employee wellness is vital, not just for the employee but also for the well-being of an organization.

When the economy struggled, many employees lost their jobs and benefits. Workers who were able to keep their job may have absorbed other job functions to keep the business afloat, creating stress due to the need to produce the amount of 2+ people. With recent increases in healthcare benefit premiums, employers may have had to cut back on benefit offerings (such as using a lower quality provider or cutting dependents) or stopped offering it altogether. In more positive situations, employers who are growing have been able to not only offer fantastic benefits but also have incorporated additional wellness programs through their Employee Assistance Programs (EAPs) which provide additional support and resources for employees.

In my experience, I’ve seen HR actively keep employees informed. Sometimes benefits can be a bit too overwhelming to understand and other times, employees aren’t always aware of what they can use through EAPs. Aside from regular meetings, newsletters and so on, some companies’ HR departments have also incorporated initiatives to improve employee wellness. Some such things include weekly emails with tips on diet and exercise, on-site events for nutrition and fitness classes, and some companies also require employees to take a specific number of stretch breaks throughout the day. Lucrative companies have even splurged on cafeterias with healthy options (sometimes at no cost to employees), on-site fitness centers and unlimited PTO/vacation days.

Wellness programs are a good way to improve employee morale and lower stress levels, and is something more companies should consider. Although healthcare benefits are perfect for medical needs, wellness does not stop short of this and some wellness issues might not require a visit to the doctor. Additionally, some employees might not even be aware of situations impacting their wellness until it creeps up on them. This can include workplace stress, anxiety, sore muscles from sitting long hours or performing strenuous labor, eye strain from a computer, poor diet and so on. Over time, these things can add up and negatively affect the employee and organization. This can consist of unexpected absences and a general rise in absenteeism, reduction in performance and quality, turnover, low morale or even more long-term absences like LOA and FMLA. Although many HR departments are making an effort to boost wellness, it can’t only be up to them to be proactive about this. After all, they can’t be everywhere and they can’t keep a constant eye on every employee (despite what some might believe).

As part of a proactive wellness initiative, HR needs to get management involved to support the ongoing programs established. HR should train management regularly to be able to do the following:

  • Take stock of your employees: On many occasions, managers focus on the work that employees produce but may forget to pay attention to the employees as individuals. It’s important for managers to be aware of their employees, such as if they seem to be struggling, overwhelmed, distant/withdrawn or lack passion. These signs could be a tip of the iceberg that an employee is quietly dealing with. If you notice these things, be sure to reach out and see if there’s something you can do to mediate the situation.
  • Regularly check in: Along the lines of taking stock of your employees, it’s important to regularly check in with them even if you don’t notice any signs of struggle/lack of wellness. Checking in can be a practical approach to ensuring employees are prioritizing workloads correctly and managing their stress. Very similar to regular feedback sessions, this can be incorporated frequently and in a casual environment.
  • Create a culture of wellness and health: Time is money and some employees might work themselves into the ground to ensure job security or to help towards career progression. In other situations (and ones I’ve personally seen in the past), an office culture might be aggressive in the sense that employees seem to work an average of 10+ hours a day and respond to emails at all hours… and if you weren’t one of those employees, you may be shunned as the office slacker. Although businesses thrive on productive employees, there comes a point where working your employees too hard becomes counterproductive. Management should create a culture that offsets some of the pressures of rapid work demands, whether that means giving your employees breaks such as a longer lunch or an early dismissal, or just taking time to lighten up the atmosphere around the office.
  • Support employees who need it: As proactive as HR and management try to be to help wellness, sometimes it may not help an employee or maybe it’s too far past that point for them. An employee may not have spoken up sooner or asked for a mental break day because of guilt or the feeling of pressure from an overwhelming workload. Maybe some might feel like they don’t deserve a break because everyone works just as hard, so why are they the weak one? Whatever the reasons may be, if an employee finally reaches the point where they show signs or outright say they are having issues, management should take the stress of asking for help away. Being supportive, getting them in touch with HR about benefits, or encouraging them to take a day or two off to take care of things can help relieve any stress, guilt or anxiety they may have felt when asking for help.

Workplace wellness is more than just finding the right benefits provider; it’s about paying attention to the day-to-day of your employees. Underlying issues such as poor habits or workplace stress can be the cause of many issues and affect the health of an organization. Being proactive and finding ways to be supportive of your employees is essential to help promote a culture of wellness.

Photo Source

1 Comment

Filed under Benefits, Human Resources, Wellness

Recruiter Training: Are We Focusing on the Wrong Things?

A few months back, I wrote a blog covering the recruiter faux-pas my friends had been experiencing during their active and passive job searches. Coming from a talent acquisition background, I was frustrated with the consistency of bad communications, outreach, general recruitment and interview processes. It brought to light the reasons why candidates are so turned off by the process of finding a job. Being out of the job hunt for a couple of years now, I decided to try a little experiment to see what candidates are facing.

Now living in a city much bigger than Charleston, I believed there would be many more job opportunities and it would be a prime time to do this research. About two months ago, I decided to put my resume out there as an active job seeker. I posted on the mainstream job boards, such as CareerBuilder, Indeed and Monster. I updated my social media profiles, About.me and LinkedIn. I uploaded my resume on more job-specific boards, joined talent communities and applied to a few jobs for good measure. The results were horrendous.

I thought this would have been a no brainer for recruiters. I have a bachelor’s with a focus in human resources and I’ve spent the last 4+ years working in human resources and talent acquisition roles. I even included links to my social media profiles and this very blog just to give a clearer picture of my skills beyond my traditional resume, if the recruiters decided they wanted dig a litter deeper. I was spoon-feeding them. I was making it easy. So why were the results so abysmal?

Out of all the recruiter responses I’ve received, only 20% have contacted me with something remotely relevant to my background. Even worse, not a single person has presented an opportunity that met my distinct criteria (which wasn’t even that picky – I just simply stated a full-time role within 25 miles of my current location). To summarize what I’ve experienced:

  • I’ve received calls about jobs in sales, web development, data entry, filing and entry-level call center
  • I’ve been offered jobs around minimum wage, which living in Boston wouldn’t get me very far
  • I’ve received calls about week-long jobs or 3 month contracts across the country
  • I’ve had non-stop calls from the same recruiters on a daily basis for weeks on end, but not a single email from them
  • I’ve even heard the gimmicky FOMO tactic, “I don’t want you to miss out on this fantastic opportunity!”
  • I’ve had discussions with people who sounded like they were reading off a script, completely dehumanizing the conversation
  • I’ve seen emails with gross misspellings and general spam
  • I’ve talked with sourcers (both internal and agency) that seemed to be clueless on what the job duties were for what they were recruiting
  • I’ve talked to people who had no job descriptions and no compensation details

I could hear the sales-pitch and franticness in some of their tones. It’s just getting bad.

Is it all the recruiter’s fault for being terrible at matching skills and general communications? Of course not. But having worked in agency, RPO and corporate recruitment roles the past, I can tell you that recruiters are trained differently in different environments…. if they’re trained at all. I have noticed over the years that business is rapidly growing and there’s an urgency to find talent, throwing training to the wayside to ensure a fast ramp-up. And the metrics I’ve seen recruiters held to are a little ridiculous. Most of them make absolutely no sense when it comes to ensuring quality talent is being found. Do I understand urgency in filling positions might cause hiccups in process flows? Sure do. But at what cost?

Lack of adequate new hire training and on-going training is causing our industry to become just as bad as the creepy “used car salesman”. Poorly designed performance measurement tools and metrics are causing people to feel like they have to cut corners in order to meet unrealistic expectations to ensure job security. Bad habits are being passed along during peer-to-peer job shadowing and training. In the end, it’s the candidates that are suffering. Also, the companies are suffering when they’re not getting the talent they need. And unfortunately, some hiring managers don’t have the luxury to hold off for the right talent and sometimes they do have to settle for someone presented sooner than later. But, shouldn’t it be the recruiter’s duty to at least try to find the best talent they can in that timeframe who won’t be likely to quit within the first 90 days?

It is a sad state of affairs, my friends. But one that can be fixed. If you’re in a position to implement changes, you need to at least make the effort. Don’t turn a blind eye just because you’re hitting your SLAs and getting butts in seats. Quality matters. Ensuring your recruiters are meeting REAL performance indicators matters. Creating a better candidate experience so candidates actually WANT to call your recruiters back matters. Ensuring the positions you are filling don’t become vacant again in less than 6 months matters.

And if you’re a recruiter reading this, you still can make a difference in your own work. I understand that sometimes you might not have the support from managers or leadership, nor know where you need to go to find it. I’ve been there before – I get it. But there is a plethora of resources out there in our industry that you can utilize to help you fill the voids in your training. Sure, it might be a little extra work to dedicate to independent learning and development, but it’s well worth it if you feel like you can keep your integrity intact.

I was by no means an ideal recruiter and I’m sure I’ve made some of the aforementioned mistakes above. However, the difference is to be self-aware of these things and to take the necessary measures to ensure our industry doesn’t come crumbling down on us, even if that means taking your training into your own hands.

Photo Source

2 Comments

Filed under Recruiting, Talent Acquisition, Training

Revamping Your Job Descriptions

Keep It Simple

Recently I’ve had the opportunity to consult and/or redevelop job descriptions for several organizations and I’ve discovered a lot of trending issues. Whether you are a Fortune 500 company with a fantastic reputation or a small company just trying to attract new talent, your job description can be the deciding factor of whether or not someone will complete an application. In a recent study by iCIMS, it was noted that 93% of candidates fall out during the application process at the job description step. Could your job description be causing you to lose applicants?

Revamping job descriptions can be a lengthy overhaul depending on how many resources you have or how many job descriptions you have available. However, if you’re looking for something simple, consider changing up the following:

  • Content: Sometimes I come across job descriptions that are so wordy, redundant or overdone that it completely turns me off from even reading it. I’m assuming that’s not a far cry from what candidates are experiencing. People’s attention spans are waning and unnecessarily long job descriptions filled with fluff words and irrelevant information is not going be well accepted. First thing you should do is simplify, cut redundancies or combine points to make it concise. Also, make sure the information makes sense for the audience and demographic. Don’t get too technical for non-technical jobs. Don’t incorporate VP-worthy language for entry-level positions.
  • What you can offer a candidate: Another thing I see in job descriptions is a focus about what the employer wants. They go over the responsibilities/duties. They discuss the requirements and qualifications. Some of the content even comes off as stern when mentioning the absolute must-haves of a candidate. But when all’s said and done, the candidate doesn’t get anything in return. A job description has to answer the candidates’ questions of, “What can this company offer me that another employer can’t?” With more employees having shorter tenure at an employer, an organization would do well if it didn’t assume the candidate needs it or its job. It has to be a balance of give and take and an employer should remember to include attractive information as to why they are an employer of choice.
  • Supplemental information: Job descriptions don’t give a full picture and this is where employer branding comes in. Adding relevant links in the posts, images or videos can allow candidates to investigate the job, department, project and/or company further. This can also create an opportunity to really hook the candidate and get them excited about going through the application process.
  • SEO and keywords: With many job boards and web crawlers out here, your job postings could get lost in the sea of other postings. To ensure you’re getting the most reach and coming up faster in searches, optimize keywords (both in the body and title) and SEO tactics. Coming up faster in the results means more opportunity for applications before the candidates get burnt out from reading job posting after job posting.
  • Company information: Along the lines of supplemental information, be sure to include company information so the candidate can get a better sense of who you are and what industry you’re in. A boiler plate can be sufficient. Taking it a step further, you could even incorporate your EVP.

It’s can be a challenge to gain the attention of candidates to the point that they even consider looking at your job site. But engaging and retaining their attention to the point of completing an application is another thing. Don’t miss your chance to yield applications from qualified candidates—keep it simple!

 

Photo source

Leave a comment

Filed under Job Descriptions