Tag Archives: culture

How To Recruit Employees Effectively

A major question that many hiring managers, human resource professionals, and business owners have is how to recruit employees effectively.

This is a multi-faceted question that requires a deep dive into best practices and best strategies.

For the purpose of this blog we will take a surface level view of many of the key aspects to give you a competitive advantage on recruiting employees.

What we will cover here will be applicable to anybody looking to hire any type of position for any type of company.

That means you could be a business owner, a human resources professional, a team leader, or anybody else looking to hire for your team.

We recommend that this question of how to recruit employees effectively is a question that you constantly ask.

This is an area that you can always get better at and always have your team building a next level of efficiency.

The better you are at effectively recruiting employees the better you will be at attracting and hiring the top talent in the market.

The more top talent you have on your team, the better your company is going to perform.

The company is nothing more than its people.

HAVING AN EFFECTIVE RECRUITING STRATEGY

First and foremost, if you’re going to be an effective recruiter for your company you must have a solid and proactive outbound recruiting strategy.

Your recruiting strategy cannot rely solely on job boards or passive submissions on your website or LinkedIn, etc.

Job boards like LinkedIn, Monster, CareerBuilder, etc. will get your job out there and will bring in candidates.

However, the quality of candidates with these types of submissions tend to be low and you will also spend a lot of time sifting through resumes.

Generally, the best talent on the market is not actively looking for a new position.

The best talent on the market is likely doing an awesome job in a position somewhere with one of your competitors.

It’s going to be up to you to recruit them away and onto your team.

Therefore you must have a proactive outbound recruiting strategy and a recruiter or recruiters that are dedicated to this.

You can have an internal recruiting team that resides in house in your company or you can work with outside vendors like us.

Either way, it’s critical you have the strategy in place.

You need to have recruiters who know how to tap into the passive talent market to find you the best talent out there.

HAVING A CLEAR EMPLOYER BRAND AND CULTURE

Along with a strong outbound proactive recruiting strategy you also need to have a strong employer brand.

An employer brand is what your company represents to your employees and prospect of employees.

You want a well-built career page on your website that explains your culture, what you do, who you are, what you value and what’s important to you.

We recommend also showcasing your benefits on your website and any other perks that may be involved with working with your company.

A strong employer brand goes along way in making your company seem attractive to prospective employees.

The more questions you can answer about your culture, benefits, perks, values, etc., the easier it will be to talk with prospective employees.

A strong employer brand is critical in representing yourself to the perspective employee marketplace.

LEVERAGING CURRENT EMPLOYEES

The second key point is that you want to leverage your employees.

Your employers are one of your biggest assets when it comes to recruiting effectively for your company.

Your current employees should have a solid understanding of your employer branding.

A good experience of your company is a critical aspect of your employer brand.

Your employer brand should go beyond just a nice website.

Your brand needs to seep into your company culture so that all of your employees are billboards for your company.

You want all of your employees to be fully bought into the vision of your company.

When this is the case, you can then leverage them as advocates of your company.

They likely know a lot of people in the market who would be perfect to join your company and they have large networks and many connections.

You want to be able to tap into those networks and tap into those connections.

Employees are able to sell your company and the opportunity of your company a lot better than a recruiter.

Having a strong employer brand will also help with employee retention – another key point that you want to keep your eye on.

HAVING A SMOOTH INTERVIEW PROCESS

Another thing to keep an eye on is your actual interview process itself.

You need to have a streamlined and effective interview process that leaves candidates with an excellent experience of your company and who you are.

Whether they get the job or not, you want everybody to have a good experience of your company.

In a fast-moving market like we’re seeing here in 2018 you also need to have an interview process that is efficient and moves quickly.

Many hot candidates are being courted by multiple companies at one time.

You want to make sure you move candidates through your process quickly so you don’t lose them to another offer.

Some clients might say that if a candidate doesn’t want to wait through the process then they’re not the right person.

This is a bad strategy that we do not recommend.

You want to move quickly and efficiently no matter what as it’s good for your company and for candidates.

DEFINING YOUR ROLE AND JOB DESCRIPTION

Another important aspect to keep in mind is that for any particular position you want to have a very clear picture of what you’re looking for.

If you have a job description that is not clearly defined, you’re going to have a hard time truly evaluating if somebody is the right fit for the role.

You could end up mistakenly hiring someone that isn’t the right fit because you didn’t interview them against an appropriate measuring stick.

The more clarity you have the more you will be able to customize your interview process and weed out the right people.

TESTING CANDIDATES FOR SKILLS

Along these same lines you want to find a way to test the skills of people you’re interviewing.

It’s not enough to just ask someone if they can do a particular job because most of the time they will just say yes.

You need to find a way to test the candidates in your interview process.

This could be a sample presentation, a case study, some sort of technical test, or something of this nature.

You want to find a way to test candidates in a real life scenario so that you get an actual picture of them doing the potential job.

This is easier said than done for many types of roles, but will go along way after you develop it in your process.

PRESENTING AND NEGOTIATING THE OFFER

Lastly you want to constantly be doing homework about what is the best way to present and negotiate an offer to potential employees.

One of the biggest mistakes clients make is to have their first initial offer to a candidate be a lowball offer.

They may think that’s a good idea because it gives them room negotiate.

While you should not come to the table with your best offer, that also does not mean lowballing a candidate.

Lowballing a candidate at the start will often turn them off very quickly.

This is an easy way to kill the deal after you’ve spent a long time putting someone through the interview process.

Again, don’t make an offer that is your best offer right off the bat.

You want to leave some wiggle room for negotiation as everybody wants to feel like they can get a better deal for them self.

DEFINING BENEFITS IN YOUR COMPENSATION PLAN

Be sure to that your offers come with detailed information about your benefits and perks.

It’s a good idea to put a monetary value on the benefits and perks so that you can calculate that into your total compensation package.

For example, if you’ll be contributing for health insurance, life insurance, paid days off etc. that could add up to another $15-20,000.

So essentially the person would be making $120,000 total compensation rather than just the $100,000 base.

The more you’re able to spell out someone’s total compensation, the better picture you’re able to paint about what they’re actually signing up for.

Candidates tend to be very bad at looking at the big picture and just focus on the base salary number.

CONCLUSION

There are a lot of steps you can take to becoming a more effective recruiter for your company.

The steps to recruiting employees effectively are not linear and it’s really a practice that has many facets to pay attention to.

If you pay attention to all these facets, you can turn your organization into a highly effective machine that will go after the best talent in the market.

We wish you the best!


Need some help writing your job description? Here’s a great start: https://bit.ly/2OcYYlx

Hiring For Culture In Marketing And Sales

Hiring for culture and/or personality is often times even more important than hiring for hard skills.

This can be more challenging than hiring for hard skills as hard skills are often easier to test and screen for.

Culture and personality can be multifaceted and more difficult to screen individuals for.

But there are certain strategies and steps that can be taken to give you a competitive edge.

You want to hire the right types of people and personalities to blend in well with the culture of your company and employees.

It’s critical that you hire people correctly from a cultural perspective for many reasons such as employee longevity.

Employees will not stay long with a company that they don’t feel is a match for their personality.

They will regularly feel out of place or will be unhappy and you’ll soon notice a high level of turnover in your organization.

Happy employees are productive employees!

One of the ways to make sure both new and existing employees are happy is to make sure that you hire along certain cultural lines.

WHY DEFINE YOUR CULTURE?

If you’re interested in hiring for culture you must have a defined culture for your company.

The first big mistake that many companies make is not having their culture clear and defined.

They attempt to hire for culture without actually having a well defined culture!

This seems obvious, but it’s not.

If you try to hire for culture without a well-defined culture, good luck!

Without a well defined culture you will have no guiding principles to use in order to steer you in screening people.

You should have something concrete to show potential candidates to give them the insight to know if they’re a fit for the role.

If your company occurs like it doesn’t really have a culture, this can be just as detrimental as having a negative culture.

Typically, a negative culture is the fallout of not having a well-defined culture.

This in turn can end up with a mix of different personalities which tends to go in a default negative direction.

DEFINING YOUR COMPANY CULTURE

You can involve other key executives, and even your current employees, depending on the size of your company.

It will be important that you create not only the external brand for your company, but also an employer brand.

This should be outlined in a document and there should be structures in place to engender, grow, reward and nurture this culture.

It’s a good idea to have certain employees be brand ambassadors to engender and nurture the brand across the company.

You can create different contests and all kinds of interesting things to ensure you have a robust culture.

This is a topic that we will cover in future blogs in further detail.

But this is the first step – if you are interested in hiring for culture you’ve got to have a culture!

DOCUMENTING YOUR CULTURE

Again, it’s important that this be written down somewhere and explicated in a very clear and concise manner.

You will want to use this document as part of your hiring process.

Prospective employees should be able to read and see the document which outlines the expectations around culture.

Prospective employees should be clear about what your company culture is, what it stands for, and what the expectations are.

They should be able to meet with as many team members as possible to get an in person feel for the culture.

It is critical for prospective employees to be able to do their own due diligence.

You want them to be able to determine if your company and the position are going to be a good fit for them.

Many times prospective employees won’t do enough due diligence in determining if a company is a good fit for them.

This is something that often leads to making a bad hire.

It’s not the employer’s fault if the employee has not done enough research to see if the company is a good fit.

You want to hedge this for yourself and expose a potential employee to your company culture as much as possible.

Then there will be no surprises for them when they show up on day one.

TOOLS FOR ENSURING CULTURAL FIT

This is something you want to check on multiple times throughout your interview process.

This will truly ensure that you have a good match both for yourself and for the candidate.

Another major tool that employers use are personality assessment tests.

Things like the disk assessment test and many other companies who offer similar products and services.

Some personality tests are extremely in-depth, some are just surface level and there is everything in between.

Personality tests can be a good tool to get a general gage if someone will fit into your company culture.

Ultimately you have to take these tests with a grain of salt as they aren’t perfect and can be more or less accurate depending on many factors.

We’ve had some clients in the past that rely heavily on these tests and use the results extremely heavily.

It’s important not to go overboard with using these tests as a determining factor for hiring somebody or not.

At the end of the day it will be important to see how these tests fit in with your company culture as a whole.

STAYING DIVERSE

Another important factor in hiring for culture is not getting pigeonholed into hiring only the same kinds of personalities.

You want to have dissenting voices and people who are going to interrupt the status quo.

To continue to stay relevant in a fast growing, fast moving industry, you want to be diverse with your hires.

When everybody’s always on the same page and agrees with each other all the time, things can become stale.

Without new ideas you’ll fall to the wayside with some of the more fast thinking companies out in the market.

We recommend that part of a company’s culture be about open communication, new ideas and transparency.

As long as that is part of your culture then you can always hire and look for those types of traits.

IN CONCLUSION

In conclusion hiring for culture is extremely important!

Bad culture and personality hires are one of the number one contributors to high turnover rates.

It’s worth it to do the work to define your company culture and then use it as a guideline to hire the right people.

You will give yourself a major advantage to retaining solid employees and producing great services and products in the marketplace.


Here are some great ways to get started in building your company culture: https://bit.ly/2slTkkZ

Hiring Remote, Partial Remote, and Telecommute Workers

Laptop, mobile phone and coffee cup laying on table with a window view of outside - representing working remotely

Today we’re talking about the pros and cons of hiring remote workers or employing remote or telecommute workers.

It’s important to keep in mind that all businesses are different and this may not work for everyone.

Some businesses are prone to work very well with remote workers while others are not designed to have remote teams.

It’s important to pay attention to this because if your business is a good candidate for remote workers, you can greatly benefit.

If your business is not conducive to hiring remote workers this article may not be relevant to you.

If you want to consider this, you’ll need to see what changes you can make to take advantage of remote workers.

REMOTE WORKERS ARE TRENDING

There is currently a large trend for candidates that are interested in the ability to work remote or partially remote.

Many people nowadays are putting much more emphasis on their work-life balance.

Being able to work remote offers people the flexibility to have their work-life schedule be more balanced.

Many people also work better remote then they do in an office environment.

The office environment can often have many distractions with other coworkers or other things going on.

This of course depends on your office culture, office environment and the type of people that you hire.

Many extremely talented people who are at the top of their field are only interested in working with this flexibility.

THINGS TO CONSIDER WHEN HIRING REMOTE

Being open to hiring remote workers opens you up to a segment of the market that you may be missing out on.

If you are thinking of hiring remote workers, you have to consider how that will fit into your existing culture.

If your existing culture is one where everyone is in the office and then you hire someone remote, this could cause friction.

You could produce dissension in the ranks of your employees who might feel left out or jealous if the new person gets to work remote but they don’t.

TRANSITIONING TO HAVING REMOTE WORKERS

If you’re considering taking this on, you want to take inventory on whether your current employees can work remote.

Perhaps you make working remote more like a benefit to be attained if someone reaches certain KPI’s or metrics.

Many sales people are extremely effective working remote.

WHICH POSITIONS WORK BEST REMOTELY

If someone travels a lot and they’re mostly on site with clients, there really is no need to have them in office.

 You can benefit greatly from a rockstar sales person being somewhere else in the country.

Customer service folks and account management people also function very well in a remote capacity.

Believe it or not, accounting folks and financial people can also work very well remote.

You might want to think about having your internal financial people working remote as well.

WHO IS THE RIGHT FIT FOR REMOTE WORK

When hiring remote you should know if they are the kind of personality that’s productive in a remote function.

There are many people who if left to their own devices will not get the work done that needs to get done.

If you have those kind of people working remote you will see a slump in productivity.

Your people should know that their ability to work remote goes hand-in-hand with the results they are on the hook to produce.

In other words working remote should be slated more like a privilege or a benefit that is earned rather than a “right.”

Another trick to hiring a solid remote employee is hiring someone who has been successful working remote in the past.

THE BEST OF BOTH WORLDS

There’s also incorporate partial telecommuting where your team is in the office 3-4 days and remote 1-2 days a week.

This model can provide the best of both worlds for you and your employees.

Then you can accomplish the things you need with the team together and have the balance of working remote some days.

This is a very common model that’s being adopted by many companies and is being extremely successful.

This model works if all of your employees are local as you’ll need them in the office together certain days of the week.

RECRUITING REMOTE WORKERS

If you are going to go after remote workers it may be challenging from a recruiting perspective.

Recruiting firms like us are extremely solid resources for being able to tap into other markets for remote work.

Remember, the challenge will be instead of just recruiting in your city you’re going to be recruiting nationwide.

You may even be just recruiting in certain times zones.

Your pool of people to reach out to is going to increase dramatically.

You will need to have a strategy for how to tap into those markets and find the best talent.

Keep in mind that it will likely take a lot of volume, so leaning on a recruiter can be a very valuable resource for tapping into that market.

CONCLUSION

Look at remote and telecommute working as a way to tap into a segment of the market with more great talent.

This is a segment of the market that is growing as more and more people are looking for that work-life balance.

More and more people are looking for the ability to have flexibility around their work schedules.

Many of these types of people can be extremely high producers and will produce better with this type of flexibility.

As managers it’s important for us to focus on hiring the right personalities that can work well autonomously.

This can be more productive for managers also, not having to control and micromanage everybody.

You owe it to yourself to explore this a bit further and see if it’s something that can work for your business.


Here are some great tools for increasing your team’s productivity:

https://bit.ly/2Aj4qrY


 

Recruiting Marketing and Sales Candidates in Seattle

Sunset over the city of Seattle, Washington
RECRUITING IN SEATTLE

Today’s post is about recruiting Marketing, Media, PR and Sales professionals in the Seattle market.

Seattle is currently a fast growing market, especially in the technology space.

Many people think that Seattle is going to be the next Silicon Valley with a lot of technology based companies being started.

We may also see established companies moving and opening up offices in the Seattle area.

A TOUGH MARKET TO FILL

Seattle has challenges from a recruiting perspective and often times will require additional help.

Companies may either use internal recruiting efforts or hire outside firms.

It’s important to know when you need to get extra help for finding specific talent.

The need for talent is extremely high as the market expands and therefore is becoming very competitive.

LOCATION, LOCATION, LOCATION

In order to compete there are certain things that you can do from a recruiting perspective.

Seattle is a great market to offer relocation in the Pacific Northwest and is even attractive from the Midwest.

It is an attractive city and many people, especially the millennial generation, are interested in moving to a city like Seattle.

Seattle offers a lot of outdoor recreation as well as career growth.

It is a smaller market and recruiting only within Seattle can be challenging.

This is another reason to be open to hiring and relocating candidates from other parts of the country.

Portland is a great market to poach people from, as well as Southern California.

The Bay area, Los Angeles, Orange County and San Diego are all great markets to pull talent from, as well as Denver and Chicago.

HIRING REMOTE

If you’re not able to relocate people it’s a good idea to be open to remote workers.

Tapping into the remote work force is great for any company, especially those in smaller markets like Seattle.

Another challenge in Seattle can be the commute due to the geography and traffic in the city.

An already small market can be dropped even further depending on where your company is located and where your talent is located.

This is again another reason to be open to remote or partial remote workers.

If you’re able to find local talent that is partial remote you’re more likely to find folks who would otherwise not be interested.

DEFINE YOUR CULTURE

It’s important to differentiate yourself from your competition.

Your company should have a defined culture with structures and processes put in place that engender the growth of that company. 

You want to be able to communicate that culture and appeal to prospective employees.

Having a strong employer brand is critical now more than ever for attracting the right talent.

Offering benefits like parking passes or other perks will also make it easier for local talent to get to your location.

IN CONCLUSION

Seattle is an excellent market to be in right now.

It’s attracting a lot of talented individuals that you will be able to tap into for your business.

At the same time, more companies are moving to the area and this means more potential competitors for you and your business.

Some of these things can increase your costs, but at the end of the day should also increase your bottom line.

These factors can give you a fighting chance to beating out your competition.

Being open to remote workers and relocating people to your company greatly gives you an advantage for finding good talent.

It’s important to take the necessary steps to have your business compete and your employer brand be one that differentiates you from your competitors.

At the end of the day your employees are what make up your company and it’s critical that you do everything you can to hire and attract the best talent.


Seattle is trending as the decade’s fastest growing city in the US.

Read about it here: https://bit.ly/2km1hSB