Tag Archives: employees

How To Decide Who To Hire

Hiring the right talent for your company and your team is critical for anyone interested in growing and scaling their company, team, or organization.

THE COST OF A BAD HIRE

Making a bad hire can have drastic consequences, not only financially but also to team morale and overall company health.

A bad hire is not only a major inconvenience, but it can also cost thousands of dollars.

The average price to replace a millennial that was a bad hire is over $20,000.

Do this too many times and you could see yourself out of business very quickly.

AVOIDING MAKING BAD HIRES

It’s more important than ever to make sure that you have the correct processes, structures, and procedures in place to ensure that you make the right hires.

Sometimes you may end up with more than one great candidate for a particular role and it may be challenging to decide who’s the best fit.

Without the proper structures and processes in place, you will leave yourself vulnerable to making these costly mistakes.

It’s worth the time and effort needed to put these measures in place and to lower your risk of making a bad hire.

DON’T JUDGE A BOOK BY ITS COVER

First and foremost, one of the things that we make sure to do here at Aldebaran is to never judge a book by its cover.

Deciding who to interview based on a resume is critical.

You obviously don’t want to interview people that don’t look like they have the requirements for the job.

But you also don’t want to put too much stock in a resume.

Keep in mind people have varying skills at writing resumes and a resume is not fully representational of a person.

You have to be able to see through the resume in order to be able to decide who the best people are to talk to.

Often times a resume will leave you with more questions than answers.

You want to make sure you aren’t bringing too many preconceived notions to the picture.

ASKING THE RIGHT QUESTIONS

Your interview process is going to be the most important thing when it comes to hiring the right talent.

The number one mistake interviewers tend to make in interviews is they lead the witness.

In other words, they ask questions that are too simple to be answered with a yes or no question.

It’s important that you don’t make it too easy for a candidate to tell you what you want to hear.

Interviewers often ask questions like, “have you worked on digital marketing campaigns before?” That is an easy yes for anybody.

People tend to tell you what they think you want to hear to be as strategic as possible when it comes to getting the job.

You have to form your interview questions in a way that teases out the answers that you want.

Don’t ask, “do you work on digital marketing campaigns?”

Instead ask, “tell me about the types of campaigns that you’ve worked on?”

Don’t ask, “do you work well in a fast-paced environment?”

Instead ask, “tell me your ideal work environment and what type of environment would you say that you thrive in?”

You want to have them go into as much detail as possible.

OPEN COMMUNICATION AND FULL DISCLOSURE

Often it’s important to open the communication and invite candidates to be honest with you.

We are very conditioned to tell people in an interview what we think they want to hear.

It’s your job as the interviewer to be straight with your candidates.

Let them know that neither of you wants to work together if it’s not the right fit.

Give them full disclosure that you’re going to ask questions and they should be as honest as possible so that you can both gauge if it’s the right fit.

That kind of transparency is critical when actually getting to the core and asking people questions.

INTERVIEWING AND HIRING FOR CULTURE

Another critical aspect that you need to be able to interview for his culture.

Culture is key and tends to be more important than hard skills.

If you get the right person that fits with your culture, you can teach them certain things and fill certain gaps much easier.

The first step to interviewing for culture is having a well-defined culture in your company.

If your company doesn’t have a well defined culture that is present and alive with your employees, then there’s no way you can interview for it.

If you do have a well defined culture in place then you should have core values and a core focus that you can interview people for.

You can ask people what kind of culture is best for them. 

You can ask for examples of problems that they’ve solved or challenges they’ve had in the past.

And ask for examples of things that they like and don’t like with current or previous companies.

We also recommend after those questions that you go over your core values and culture with them.

You want to tell them what the expectations would be inside the culture and core values.

Then they can make the decision for themselves whether or not the culture is the right fit for them.

TESTING YOUR CANDIDATES

Many employees come in to a job and are surprised by things they should have been informed about during the interview process.

You don’t want employees to be surprised by the hard skills required of the job or the culture of your company.

It’s critical from a hard skills perspective that you figure out a way to test your candidates that come through.

This can be simple with technical roles because you can do coding tests and reprogramming tests. 

It can get a little bit more tricky with people in marketing and client services.

With somebody who is a creative, it’s a good idea to give them a writing test and of course to look at previous samples of their work.

For someone who is more of a campaign person, you may have them do a mock campaign, project or presentation.

The bottom line is you want some way to test and see how they would do the job that you would be hiring them for.

You cannot take people solely on their word.

You need to be able to see it and have it be part of your interview process.

REFERENCE CHECKS?

Reference checks are becoming a thing of the past, are becoming less and less relevant and not the best use of time in today’s fast-moving market.

The reason being is that no one is ever going to give somebody a bad reference.

Where a reference can come in use is if you’ve got two candidates and you can’t decide between who to hire.

Then you can check references on them both to see if one of them is more glowing or better than the other. 

That is the only time we recommend doing reference checks.

If you’re on the fence about hiring someone this could be another possible scenario for doing reference checks.

You can speak to their previous supervisor and ask candidly about your concerns with this person.

These conversations need to be done correctly though so that you can level with that person and get accurate answers about your concerns.

Some references are going to be more honest with you and some will just be more ingratiating with their candidate.

WHAT TO DO WHEN YOU HAVE A TOSS UP

At the end of the day, if you need to decide between two candidates in terms of who’s going to be the best fit then we recommend you look more at culture.

They likely have similar hard skills so you should talk with your team about who is going to be the best long-term fit for the company.

You want to figure out who is going to fit in best with your group and who is going to be the embodiment of your core values, etc.

Bottom line is that the best culture fit is going to be more important and the harder thing to find. 

IN CONCLUSION

Incorporating these tips into your interview and hiring process will go a long way in hiring the right people.

We recommend having your interview process be a standard process that all candidates go through and that it be the same for everybody.

Standardized process allows for you to make changes if needed and it’s critical that you are constantly looking to learn and grow.

Happy hunting!


Want more tips on refining your interview process? Check this out: https://bit.ly/2CjHtWP


Have questions or want to find out about working with us? Let’s chat! 

https://aldebaranrecruiting.com/looking-for-talent/

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

What Is Full Cycle Recruiting And How Should You Use It?

full cycle recruiting

Today we’re defining full cycle recruiting and giving some tips around two different stages of full cycle recruiting.

The intention here is also to give some insight for those of you who are full cycle recruiters on how to increase your effectiveness.

Being a strong full cycle recruiter is something that is a never-ending game of becoming better.

Whether you’re an external recruiter working for an agency or an internal recruiter working for a brand, your goal is to become the best recruiter possible.

If you’re a business owner or a hiring manager overseeing a team, you want your recruiters to be constantly learning and growing.

You want to make sure that you’re learning and partnering with them as much as possible as your part is critical in being able to hire the right talent.

If all parties are engaged in the recruiting process you’re going to have a major competitive edge in being able to hire and retain the best talent in the market.

It is not your product or your service that makes your company.

Your talent makes the money and the difference in who your business is in the market.

WHAT IS FULL CYCLE RECRUITING?

Full cycle recruiting is just a fancy way of talking about the entire recruiting process.

The recruiting process begins with identifying and prepping the need for a role.

This could be a new role due to growth and expansion, restructuring, or an open role that is required to be filled, also known as a backfill.

The fully cycle recruiting process starts with preparation for the role and ends with onboarding the new employee.

Onboarding is bringing somebody in on their first day and ensuring that they are set up to win.

A recruiter manages all the pieces in between this beginning and end of the process.

A full cycle recruiter doesn’t do all of these things alone.

There’s a lot of influence from owners, team leaders, peers and other team members and it’s important to keep this in mind.

A good full cycle recruiter knows how to partner and engage and leverage the other internal resources mentioned above.

PREPARATION: THE FIRST STAGE IN THE FULL CYCLE RECRUITING PROCESS

The first stage is often the stage that most recruiters make mistakes.

Like anything, if you don’t begin with a solid foundation you’re going to have issues along the way.

That first step in your preparation is critical for any role, whether you’re a recruiter, a hiring manager, a business owner or anybody else looking to hire.

Often times the proper prepping starts with identifying what your need is and making sure the details get flushed out as much as possible.

You want to be clear on what you need in that open seat, both from a hard skills perspective and from a soft skills perspective.

It’s in this initial preparation stage that you want to get really clear so that there is minimal calibration as you start interviewing.

There’s always going to be some level of calibration as you learn things along the way.

As you talk to candidates and see what’s on the market, this can’t be avoided.

You want to do as much legwork initially to avoid major recalibrations.

This will avoid slowing down the process and avoid having to start over from the beginning.

MINIMIZING THE TIMING OF OPEN ROLES

You want to be able to minimize the amount of time you have an open seat.

Open seats are money drainers and morale drainers on your company and your team.

With your initial prep work, it’s critical to get clear about the hard and soft skills needed for the position.

You want to see how the position fits in with the organization, as well as the ideal profile of what that person is going to be like holistically.

You also want to see if there are certain companies that you do and don’t want to potentially hire people from.

It’s important at this point too, that your interview process is flushed out and settled.

You don’t want to be inventing the wheel as you go.

Your company may have an interview process, but you’ll want to see if there’s anything unique or special that needs to happen with each role.

SOURCING: THE SECOND STAGE IN THE FULL CYCLE RECRUITING PROCESS

Once you move on from the prep stage, you move into what’s known as sourcing.

Sourcing can have different steps, but this is the place where a lot of recruiting rubber meets the road.

This is where a recruiter earns their keep as sourcing is an art.

A good recruiter knows that they will constantly be evolving in this area.

The key to effective sourcing is truly understanding what the role is.

This is why the initial prep is so important.

When you understand the need for the role and what the ideal candidate looks like, you’ll be able to effectively source for the position.

You will be way more effective than somebody who has a foggy picture of what the archetype for the role is.

The key to sourcing is in the right balance of quality and quantity.

You’ve got to be able to get the right volume of people, but they also have to be the right quality.

It’s important to cast a wide net and be able to reach out to a lot of people in a short period of time.

It also can’t be too wide of a net as you’ll be wasting time talking to too many people that aren’t good fits.

So your sourcing should be proactive and using resources like LinkedIn or other places where your specific type of talent lives.

The most important thing with sourcing is that you cannot rely on job boards.

Job boards and inbound submissions can be a supplement to your search, but you don’t want to rely on just collecting resumes.

SCREENING: THE THIRD STAGE IN THE FULL CYCLE RECRUITING PROCESS

After sourcing, you move onto what’s sometimes called the screening or selection process.

This is moving candidates through your interview process and every company works different for every position.

At the end of the day you want to make sure you have a streamlined process that is a good experience for your candidates.

You also want to screen candidates in a way that includes testing their hard and even their soft skills.

You want to get an actual idea of how they would do the job once they’re in the seat.

Too many companies rely on candidates telling them whether they can or can’t do the job, but you’ve got to actually test them.

KEEPING YOUR SCREENING PROCESS STREAMLINED

We recommend that the screening and selection process be as efficient and quick as possible.

Ideally your screening and selection process should not be longer than three weeks.

The market is too much of a candidate driven market right now for you to be spending too much time moving people through your process.

This can be challenging with people’s schedules, but 2 to 3 weeks is a good amount of time to move people through.

Once you move out of the screening stage, you move into what is called the hiring stage, the negotiation stage or the offer stage.

After you’ve moved several candidates through your screening process then you can narrow it down to the best one or two.

THE OFFER STAGE

Making offers to candidates is an art and we have written other blog posts about this that we recommend you check out.

The important thing in the offer stage is making sure candidates’ salary expectations are within the ballpark of your budget.

Some companies think it is a good idea to make lowball offers in the beginning because it allows the back-and-forth.

Making lowball offers is not a good idea as the last thing you want is to take all the steam out of their sales.

Most people will not admit that this happens but in fact this happens all the time and will actually sour the negotiation process.

The last thing that you want to do is make a competitive offer but not leave room for a little bit of negotiation.

Everybody wants to feel like they got a better deal and everybody wants to feel valued.

The offer and the negotiation stage has many psychological components to it.

It is critical that you have people coming on to your team are happy, excited and feeling valued before they even start.

THE FINAL STAGE: ONBOARDING

You want to make sure your onboarding process is organized so that candidates continue to have a good experience.

This is their first experience as an employee and it needs to be solid.

They need to be taken care of and feel informed and have clarity around what the expectations for them are.

Weak on boarding is a mistake that leads to a lot of people leaving roles earlier and has a lot to do with talent retention.

IN CONCLUSION

This is a very high-level look at full cycle recruiting and some tips about how you can increase your effectiveness and efficiency. Now that you know what full cycle recruiting is, you’ll be able to better implement the process the next time you’re looking at hiring new talent.

Hope this helps and best of luck!


Looking to attract higher quality talent? Check this out: https://bit.ly/2QMBbHt

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 Sales And Marketing Talent

Sales graph, markers and pens, torns sheets of paper with the words Marketing, Sales, Sales Growth - Sales and Marketing positions

Today’s blog is about hiring and working with a recruiter to fill your marketing and sales positions.

Every organization has marketing and sales as a critical function of their business operations.

Having talented marketing and sales professionals is critical to your company’s growth and success.

The better your marketing and sales staff, the more successful your company will be.

One major challenge a lot of companies come across is how to attract and retain the best marketing and sales talent.

The best marketing and sales people are highly sought after and are often courted by multiple companies.

It’s important to have a unique, effective and aggressive strategy in order to attract and get these people on board your team.

FINDING TOP TALENT TO FILL YOUR ROLES

Long gone are the days where you can post a job in the classifieds and get people calling.

Job boards like Monster and CareerBuilder are mostly ineffective and are likely going to give you more work.

You will spend hours sifting through unqualified resumes and candidates in order to find maybe one person worth interviewing.

TAPPING INTO PASSIVE TALENT

The truth is that the top talent in the marketplace is not out aggressively looking for a job.

98% of the candidates we place with our clients are not actively and aggressively looking for a position.

This is what’s known as the passive talent market.

An effective talent acquisition strategy must include an effective pathway into speaking to, attracting and nailing down passive talent.

You must find a way to get to the people that are never going to hear about your company unless you proactively reach out to them.

This can be especially challenging with marketing and sales folks.

NARROWING THE POOL

These people tend to be extremely busy, bouncing from project to project with limited time to be applying for jobs, interviewing, etc.

Marketing and sales roles can become more and more nuanced, niched and challenging to fill.

You may require certain specialties, experience, technical capabilities, relationships and may even need to be within a certain geography.

As you add more and more specialized requirements to your position, you are narrowing down the talent pool further and further.

WORKING WITH A RECRUITER LIKE US 

This is where working with a recruiter like us can make a difference.

And when I say a “recruiter like us” I mean a headhunting firm to aggressively go after the best talent in the market.

A firm that will sell the opportunity of your company and the position to the candidates.

This is very different from a recruiting firm that will send you whatever resumes they have on their desk.

That is similar to the results you would get by using a job board.

A true headhunting firm is going to put in the volume and massage their network and the market.

They will be able to drum up the people that you want, particularly people from your competition.

NOT JUST ANY RECRUITER

It’s important to work with the recruiter that has significant experience working within the niche you need.

Marketing has become very nuanced and there’s a lot of different ways and types of marketing.

Take into account your industry, your vertical, your expertise and your products or services.

Find a recruiter who is going to be able to understand the nuances of marketing and sales.

You need them to understand your business and the different facets of marketing that you’re going to need.

Every company needs different strengths or skills depending on different facets of their marketing mix.

You want the recruiter who is able to hone in on the correct niche and the correct type of market for your business.

If you hired a firm that works mostly with technical people, you’d likely get resumes out of left field which would not do you any good.

In fact, it would likely just give you extra work and make your life more difficult.

When looking for an outside recruiter to work with it’s important to find someone who specializes in marketing and sales.

They will know what questions to ask you and the candidates to make the right match for the skill set that you need to fill your open roles.

PERTAINING TO AGENCIES AND AGENCY TALENT

This can be particularly and increasingly true and important if you are some type of agency.

Whether that be a digital marketing, advertising, media, public relations firm or something similar.

There is a unique nature to working with agencies and agency talent.

As an agency, you want the recruiter you hire to know what it takes to recruit agency talent and to understand the agency world.

They will be much more suited to get you the right candidates than someone who doesn’t understand the agency world.

As a talent acquisition or hiring manager the last thing you need is teach someone something as well.

So you don’t want to hire a recruiting firm that you have to teach too much about your type of business.

You want to hire a recruiting firm who already understands your type of business.

You want them already asking the right questions to understand your role, your culture and your company in order to find you the right talent. 

IN CONCLUSION

If you’re looking to hire top marketing and sales talent for your organization it’s critical that you have an aggressive and proactive recruiting strategy.

Sometimes this can be accomplished by having your own in-house recruiting teams.

However if you have a lot of open positions it’s likely your team will easily get overloaded.

There’s a high chance you’ll need to bring in an external recruiter to provide the actual recruiting volume needed to fill your critical roles.

With marketing and sales, it’s important to work with a recruiting firm that specializes in that aspect of your business.

Find a recruiter that pertains to your business.

Whether they specialize in marketing and sales, technical positions, finance and accounting or legal.

The point is to make sure that the recruiting vendors you work with are focused and specialize in the specific areas that you need.

Be wary of any recruiting firm that says we do it all.

Nobody does it all and at least nobody does it all well!

Take these simple tips to create an effective and aggressive planning strategy to hire and retain the best talent in the market.


Here are some qualities and skills to consider when looking for sales and marketing talent: 

https://bit.ly/2OVqDF2

How Do I Find A Job I Love?

Love Your Work - Find the Job You Love

Nobody should ever work for an extended period of time at a job where they are unhappy.

In today’s strong economy, or any economy, nobody should settle for working in a job that they don’t like.

We hear from so many people very regularly that they’re working in a job that isn’t a good fit for them.

THE REASONS FOR DISSATISFACTION ARE MANY

Sometimes it isn’t a good fit culturally, sometimes it’s the work they’re doing that isn’t a match for their skills.

Sometimes they’re being underpaid, and sometimes the company just isn’t aligned with their values, ethics or goals.

The list goes on for the reasons that people don’t like where they’re working.

Again, we hear this extremely often and we find it disconcerting the amount of people that don’t like their jobs.

WAITING FOR THE WEEKEND

Gary Vaynerchuk talks a lot about how if your whole life is about waiting for the weekend then you need to change your game.

I couldn’t agree with this more.

If you suffer throughout the week only to live for the weekend, you should seriously be looking at making some changes.

The weekends are such a small fraction of your life, that you want to look at how you have your life and your career organized.

You spend the vast majority of your life at your job working.

Whether behind a desk, at a construction site, with clients in houses or in a retail store, that time should not be spent suffering.

SUFFERING COMPLACENCY

The thing that is even more disconcerting is the amount of people who are complacently unhappy in their job’s demand.

In other words, the amount of people that have been unhappy in their jobs for significant periods of time.

It almost seems like a lot of us like to complain about being unhappy but not do anything about it.

It’s like there’s something romantic or enjoyable about suffering, or that we get out of complaining a lot and being unhappy.

MAKING THE CHANGE

I say if you are unhappy in your job, do something about it! And if you’re not going to do something about it, then don’t complain.

You only get to complain if you’re actually going to do something about it.

The good news is you probably won’t complain for too long because you’re taking action around altering your situation.

There’s nothing worse than someone who complains about something that they can change.

This is the definition of a victim!

None of us deserve to be victims in any situation, especially at our jobs.

YOUR JOB SHOULD GIVE YOU LIFE AND MAKE YOU HAPPY

I think we all have the right to work somewhere that is a true fit for our values and a true fit for our goals.

You should work somewhere that gives you life and makes you happy.

You should do something that you’re excited to wake up in the morning and contribute to.

And, you should make good money!

GETTING PAST WHAT’S IN YOUR WAY

We often find there are a lot of circumstances that get in people’s way as to why they can’t find a new job.

Perhaps you don’t have the education or the time.

Sometimes people talk about how they’ve tried and haven’t been able to get what they want, or they apply and don’t get any interviews.

It’s not always easy, but it’s worth it to put in the work to find something and be somewhere that you truly like.

If you’re having difficulty, there are a lot of resources out there to support you.

There are career centers, career coaches, life coaches, and a lot of other resources for you to branch out and grow.

Networking & marketing events, conferences, and trade shows are all great resources.

You need to get yourself exposed to different people, opportunities and types of work that could be a match for you.

WHAT ABOUT EDUCATION?

If you don’t have the education that you need, you can take night classes while you work.

The ability to take night or online classes makes getting an education extremely affordable and flexible.

So if education is the missing piece, you simply need to go out and get educated.

Something that’s very important to do is to get clear about your values and what’s most important to you.

From that vantage point you can look for what might be the best type of career that would engender and feed your passion.

THE PITFALLS OF LOVING YOUR JOB

Sometimes it can be a pitfall to have your job be something that is also a hobby or a passion.

When you take a passion or a hobby and turn into a job, you take something that you like and turn it into work.

This is something to keep in mind as you’re exploring this process.

Of course it is still possible to have a job that you like and that you’re passionate about that is distinct from your hobbies.

CONCLUSION

The bottom line here is that nobody should ever have to suffer in their job.

You shouldn’t work somewhere you don’t like, especially in today’s economy and the vibrant and eclectic world that we live in.

There is a way for everyone to make money in a way that is in line with their values and goals.

Don’t be a victim!

If you don’t like where you are, stop complaining and start doing something about it. If you’re not going to do something about it, you don’t get to complain – sorry!

Put in the work and you will live a more fulfilled life than if you spend the vast majority working somewhere that you don’t like.

Get out there, have your life be great, and have a great career! 

You owe it to yourself to have your job and your career be great!


Check out this article on how to find and do what you love: https://muse.cm/2ee8e5Y

Interview Questions and Tips For Employers

Checklist of interview questions for Employer

Today we’re sharing interview tips for employers so that you can hone in on hiring the right candidates. 

We’ll also share some of the best interview questions to ask potential candidates.

We often hear from clients that it’s difficult to ensure they’re interviewing the right people with the right skillsets.

This can be even more challenging when a role has increasing levels of technical skills and requirements needed.

THINGS TO CONSIDER 

It can be easier to tell if somebody is a good cultural fit if you can have them interview with your team members.

You can tell if they would fit in with the culture or have the right personality if they do well with your team members.

It’s often difficult to determine if someone has the right skillset to be able to execute in the manner that you need.

We’ve heard many horror stories about candidates that interviewed really well, but weren’t a good fit.

Candidates can sell themselves and seem like they can do the job, when actually they don’t have what it takes.

However, when they start and get in the seat, it becomes clear that they are not the right fit.

Often they actually don’t have the skills or the experience needed to execute the job.

FINDING THE RIGHT CULTURAL FIT

Making a bad hire is a nightmare scenario for many companies and it’s a major waste of money and time.

It’s important that your process includes the right questions and steps needed to weed out the right hires.

READING AND SIFTING THROUGH RESUMES 

It all starts with making sure you have a good strategy for reviewing resumes.

Resumes come in many different forms and it’s important that not too much weight is put on them.

There’s likely a whole lot of someone’s experience that may not be on a resume.

Be careful not to lose out on people that could be good because you’re judging a book by its cover.

THE INTERVIEW STAGE

Once you get to the interview stage there are a lot of different strategies you can take.

This really depends on the type of role that you’re looking to fill.

ASKING THE RIGHT QUESTIONS

You want to have some general questions that are open ended or generic questions.

You never want to lead to witness.

Don’t want to ask questions like, “do you consider yourself a hard worker?”

The answer is always going to be yes.

You also don’t want to ask;

“Do you have experience with this software?” Or “Do you have experience with this type of industry?”

It’s too easy of a yes or no question for a candid answer.

You’ll likely get yeses even if the person doesn’t have that experience.

They might not have the experience that you need, so you haven’t really learned anything in this situation.

Ask open ended questions like;

“Tell me about the client experience you have” or, “tell me about the different software you’ve used?”

These open ended questions leave them having to fill in the blanks versus just telling you what you want to hear.

You can also pose hypothetical situations and ask them what they would do in certain situations.

You want to know how they would handle if something happened or if they needed to produce an outcome.

There is a way to get into their head about their thought process and how they would deal with certain situations.

ASKING MORE TECHNICAL QUESTIONS

You can start to get more technical with the role and hear how they would use certain technical things.

Another useful question is to ask about some major challenges that they have been faced with.

Listen to what someone considers a challenge and how they would deal with that challenge.

Knowing how they dealt with the challenge will give you a lot of insight into that person.

FINDING THE RIGHT SKILLSET 

At some point in your interview process, you should think about having a way to test their skills.

This is easy with technical type positions such as a developer, programmer or a coder.

You can easily devise a test that shows people’s coding or development capabilities, or lack thereof.

This becomes a little more challenging when you’re dealing with people on the marketing and sales side of things.

There are still ways to devise a simple project, case study, or presentation for them to do.

Think about what this person will be doing daily and what kind of skills they need to have.

Your process should allow them to demonstrate that they can do what you need, and how they would do it.

FINDING THE RIGHT PERSONALITY

Many companies are now integrating personality assessments in their hiring process which can be very useful.

A Disk Assessment, Talent Plus or the large variety of other talent assessment consulting companies are all resources.

These tests can tell you a lot about someone’s personality and how they may fit and work within your company.

The important thing is to take all the information from them with a grain of salt.

Don’t put too much weight on these tests as they’re standardized.

There is never a substitute for talking to people and feeling them out personally.

The level of usefulness of these assessments has a limit.

You need to make sure you’re responsible for how you use them.

IN CONCLUSION

At the end of the day there is a lot that can be done to design an effective interview process.

Your process should determine if a candidate is a fit culturally and for the hard and tactical skills needed.

There are different strategies to take depending on what kind of role you’re looking to fill.

Whether the role is technical, sales related, marketing, creative, etc., you want to be able to hone in on what you need.

It’s important to keep that in mind as you design whatever process you put those people through.

You want to design a process to be effective, as the impacts of making a bad hire can be severe and debilitating.


Here are some more steps and details to consider in your hiring process:  https://bit.ly/2EW0l3r

Job Market Tips For Employers And Job Seekers

Lance here today shooting a quick video with tips for success for both Employers and Job Seekers in this hot summer job market.

For Employers:

If you are an Employer looking to add to your team, its important to take a few simple steps to make sure you have a competitive edge in the current candidate driven market.

It’s important that you find a way to have a proactive outbound recruiting strategy. The number one HR complaint across Employers in 2018 is a tremendous lack of quality of resumes coming from online job boards. It’s very likely the right talent for your organization will not find you alone. It’s imperative you have someone on your team headhunting for you – either an internal employee or a qualified headhunting agency.

In the current market, which is certainly candidate driven, it’s critical that your interview process is streamlined and effective. If your process is slow, or unorganized, you really do risk losing great candidates to your competition.

For Job Seekers:

For you job seekers out there, my best advice is to make sure you are doing due diligence when interviewing. There is too much of a tend of “job hopping” starting to show up, and this is a major turn off for 9/10 prospective Employers. Be smart about how you manage your career.

It’s important you do everything you can to stand out in the crowd as well.

-Have an impeccable and well crafted resume,

-exude professionalism in all communications (email, phone, in person, etc.),

-do sufficient prep work for all interviews,

-always let your enthusiasm and excitement for the job come across,

-always follow up with interviewers with a thank you email,

-be on time for everything!

-always be asking yourself the question: How can I stand out in the crowd?

Hopefully you all find this video useful!

Negotiating Salary For Employers And Jobseekers

Two hands shaking over a pen and contract - Salary Negotiation

TIPS FOR NEGOTIATING SALARY 

Today we’re sharing tips for both employers and jobseekers who are considering accepting or negotiating a salary offer.

You should know there are different strategies to take depending on your situation for both employers and jobseekers.

Your strategy depends on if you are negotiating with each other directly or if there is a recruiter who is negotiating on your behalf.

WORKING WITH A RECRUITER

If there is a recruiter in the mix, you need to be clear about how much you trust them to represent and negotiate for both parties.

There are a lot of different recruiters out there and many of them are good at negotiating and many aren’t.

If you’re working with someone, you want to be sure you can trust that they are going to be able to handle both parties interests.

FOR THE JOBSEEKER

If you’re a job seeker and working with a recruiter, you definitely want to take whatever advice that recruiter is giving you.

The recruiter is likely going to have your best interest in mind and do everything they can to negotiate the highest salary possible.

Recruiters’ commissions are going to be based off of your final salary, so it really is in their best interest to negotiate the best possible salary.

The thing to keep in mind is that often by the time you get an offer, the recruiter will have already done some significant negotiating on your end.

Although it may be the first time you’re seeing an offer, it’s likely not the first time that potential employer has been in the negotiation process.

So you want to keep the above in mind as you don’t want to be in a position to over negotiate.

BEING CLEAR, CONCISE AND PREPARED

The last thing that you want to do is go back-and-forth with your prospective employer too many times.

This can make you seem nit-picky and could just annoy and or upset at the situation.

One way to avoid this is when you do an initial review of your offer be sure that you collect any and all questions that you have.

Many jobseekers make the mistake of going back and forth finding concerns and asking questions.

This can get annoying and makes you seem unorganized.

COMMUNICATING SALARY EXPECTATIONS

When working with a recruiter, it’s also in your best interest to be upfront about your current salary.

Many states are now employing laws which make it illegal for recruiters or companies to ask candidates what your current salary is.

The purpose of these laws is to avoid gender discrimination, not so that people can hide their salary and try to get more money.

It will be obvious to the recruiter if you do this.

The truth of the matter is that nine time out of ten, being upfront about your current salary is your best ammunition.

If you’re being underpaid, you can use that as an argument for why you want an increase.

If you aren’t being underpaid you can use your current salary as a basis for a certain percentage of increase.

In other words, it’s better to have a stand off point in your argument for certain salary expectations.

You don’t want to have a certain salary expectation based off of nothing.

Most of the time this is going to help, especially if you are working with a recruiter.

A recruiter will be able to take that information and really frame it with their client to really sell you with your requested salary.

WHAT JOBSEEKERS CAN EXPECT

Also, be sure that you don’t get offended if your first number on the offer is a bit off.

Many companies tend to come in with a lowball offer at first.

This is fairly normal and you want to make sure that you don’t take something like this personally.

This can be a red flag in some situations, but normally it’s just a starting off point knowing that there’s going to be some back-and-forth.

Be professional about it and remind them what your expectations are and what your current salary is.

You can also remind them of your justifications and your logical case for the salary that you are expecting.

The more evidence and logic you’re able to bring to the situation about your salary expectation, the better.

SALARY IS NOT EVERYTHING

You want to make sure you get a clear picture of all the benefits that come with the role you’re negotiating for.

Things like bonuses, health insurance, life insurance, 401(k) and disability should all be considered.

There are many other perks that companies are now instituting like food perks, dry cleaning, vacation, paid days off, remote days, short days in the summer, and the list goes on.

Many of these bonuses, benefits and perks are difficult to monetize, but add up to a lot of money within any given year.

It’s very important that you keep all of this in mind as these things can have a major impact on your overall compensation.

These things also greatly impact the quality of your work and life balance.

So it’s very important that you take it all in a consideration and don’t get too stuck on a salary number.

We’ve seen many candidates get stuck on a salary number and miss out on a great opportunity.

You want to be sure you’re taking the whole picture into account.

FOR THE EMPLOYERS

It’s important that you avoid the aforementioned initial lowball offer.

Be up front with people and let them know what your ranges are early on in the process.

Get expectations from people early on in the process.

You can ask questions as to why they are expecting a certain salary.

Be sure yon’t break the law in your state if you’re not allowed to ask about their current salary.

HAVING A SALARY AND BENEFITS PACKAGE

Have a really well thought-out and put-together benefits document showing as much as possible.

This will show the details of the monetary amount of your benefits package.

A well put together benefits package is really going to help supplement any salary offer that you make.

You’ll be able to justify a lower salary or market salary with candidates if you are also offering a competitive benefits package.

It’s important that you are clear with people throughout the process and you make sure they are clear with you about expectations.

You don’t want to waste your time getting all the way through your interview process with someone that you like, only to have a deal fall apart.

This can happen if you don’t communicate clearly and aren’t in the same ballpark when it comes to compensation.

It’s also not a good idea to come in with your first number as your maximum, unless of course this has been discussed with the candidate beforehand.

Most candidates are expecting to be able to negotiate or pushback on the salary at least once and get a little bit higher than the initial offer.

There is a very important emotional and psychological aspect of people accepting offers.

No one likes to just lay down and accept the first offer.

People want to feel like they pushed back and then someone gave in because they really like them.

The last thing you want is for someone to feel OK about accepting the offer and then to show up on day one feeling just OK having accepted the job.

You want people excited about the role and to feel wanted.

CONCLUSION

These are just a few tips you can take into consideration.

The tips in this blog can go a long way to getting the best offer for yourself and also for the company.


How do you do it ALL? Here is a great list on managing your work-life balance! https://muse.cm/SyV3yC

Interview Tips For Employers

Employer shakes hands with candidate over resume - Interview Tips

Many of our clients come to us seeking advice on how to improve their interview process.

They are seeking the right candidates to find the right employees that will get the job done and last for a long time with their company.

Interviewing is tricky because prospective candidates are often better at interviewing than they are at doing the job that they’re interviewing for.

This is one of the most challenging things to overcome as an employer as you assess how to hire the right person for the role.

THE COSTLY MISTAKE OF BAD HIRING

It can be extremely detrimental to your company to make bad hires.

In fact, this is potentially one of the most costly expenses for any company.

Bad hires can cost the company hundreds of thousands of dollars over a very short period of time.

There are a lot of expenses that go into hiring, firing and having to rehire somebody.

GET VERY CLEAR ABOUT WHAT YOU NEED

The first and most important step in making the right hire is being crystal clear about what it is that you actually need.

Having a clear picture of what you need is absolutely critical because you can not interview precisely without knowing what you need.

Without having a clear place to start, you will waste a lot of time and spin your wheels when it comes to interviewing and hiring the right person.

BACKFILLING POSITIONS

If the position is a backfill position, it may be easier to fill because you’re likely clear about what that person is or isn’t doing.

You may need to adjust the job description slightly if you’re planning to alter the role.

However, in most cases the role won’t change much and you should have a clear picture of what you need.

HAVING A GOOD INTERVIEW SCREENING PROCESS

It is in every employer’s best interest to have an interview process that truly cuts the fat to determine if the person is the right fit.

Once you do have the description clear it’s critical to make a list of at least 10 initial pre-screening questions. 

You want questions that are very specific to the the role you’re hiring for.

Be sure to include some technical questions that have to do with the specific day-to-day requirements and abilities of the role.

Don’t lead the witness with these questions, for example, don’t say are you good at X?

You want to ask for specific examples or ask for how they would react in certain situations.

You also want to review these questions with your team to make sure you’re on the right track.

These initial screening questions will be critical in the early stages of the interview process.

CONSIDERING YOUR COMPANY CULTURE

It’s very important that you flush out what you need from a cultural and personality perspective.

Again, don’t ask candidates if they consider themselves a hard worker – the answer will always be yes.

Instead ask them to tell you about their work ethic or their definition of responsibility.

You can also give a specific scenario and ask how they would react or deal with certain situations.

Hypothetical questions are very good for flushing out how someone would deal with a certain situation.

Next, in the second or third round of your process, there should be a test or a presentation that goes beyond asking questions.

Some clients do a case studies, sample projects or put together proposals.

Think of something that has to do with the duties that the job entails and ask them to give you a sample of what that might be.

The point is to get them to sample the work that the job will entail so you get an actual sense of having them in that role.

This can be extremely useful as you will also be able to compare their work to the work of other candidates in the mix.

If you get really clear about what you need and integrate clear questions as well as some sort of “test,” you will go along way.

INCLUDING YOUR TEAM IN THE HIRING PROCESS

The last important piece is to make sure that you involve the right people from your team in your interview process.

If you have other people at the company doing this or similar jobs, you can have them interview the person as well.

They are the ones in the trenches doing what you already need and will be able to truly tell you if this person can do the job or not.

This can make a big difference and you should lean on your staff and your team to help with hiring as much as possible.

This is also important when hiring for a personality or culture fit, as you want people that will be a match and will work well with the current staff that you have.

CONCLUSION

There are simple steps you can take to make sure you’re making a good hire for any open position you’re looking to add to your team.

Avoiding common mistakes will go along way in avoiding making a bad hire and will save you a lot of money in the long run.

Get clear about the job and position that you need, follow the steps in this blog and you will have success!


Here are some tips on fostering leadership within your company: https://bit.ly/2KS7Dbf


 

Headhunting And Recruiting For Your Team

Magnifying glass over icons of people - Headhunting and Recruiting new employees

This week’s blog is about tips for headhunting and recruiting new employees for your team.

Headhunting and active recruiting is distinct from posting on job boards and in taking incoming resumes.

This article is about the best ways and tips for proactively acquiring top talent, otherwise known as headhunting.

Proactively recruiting or head hunting will give you a competitive edge in acquiring top talent and over your competition.

GET CLEAR ABOUT WHAT YOU NEED

First, for any given position that you’re recruiting for, you need to be 100% clear about what you need for that role.

Clarity is the first place to start and is critical because without it you will never be able to find what you want!

You should sit with your team, stakeholders, mentors or outside resources to write up a good job description for the role.

Before writing a description though, be sure that you know what you need for your team.

What type of experience do you need for the open role?

Do you require somebody with management experience? If so, how many years?

Does this person need to have a specific skill set?

Do they need to be skilled in a particular technology?

The list goes on, but be sure you set out all of the important questions you’ll need to ask to create your ideal candidate.

FINDING THE RIGHT CULTURAL FIT FOR YOUR COMPANY

One thing that is also important is getting clear about what the personality for this person should be.

They will need to be able to be a fit in your company culture.

On a separate note, having a defined company culture is the first step to being able to interview for culture.

Interviewing for culture is a separate topic that we will discuss in another blog.

STAYING FLEXIBLE DURING THE PROCESS

Once you get extremely clear on what you need for your next hire, you’ll be set to succeed and able to focus on exactly what you want.

It’s important to note that you should be open to adjusting this along the way.

When you start interviewing people you may realize there are certain things that you really need and certain things that you don’t.

So you won’t be stuck with this description, but you want to have a very solid and precise place to start from.

ADVERTISING FOR YOUR OPEN POSITIONS

You’re going to want to advertise your job in someway, but I don’t recommend posting on a lot of job boards.

As a recruiting strategy, posting on job boards may become a secondary thing that you do.

You need to have a good career portal on your website.

This is a place that you can direct people to apply into your database so that you can process them as a candidate.

This is very important as potential candidates will need a simple process to follow in order for you to move them through quickly.

HAVING A SMOOTH INTERVIEWING PROCESS

The next point is that you want to have a well flushed out and well thought out interview process.

This will easily move potential candidates through your process and leave them with a good experience of your company.

They have a good experience of your company and they will be left with your brand and your culture when moving through your interview cycle.

You don’t want to ever have any candidate have a bad experience moving through your interview cycle.

KNOW YOUR COMPETITION 

Next, you will likely need to do some research as to where your ideal candidate lives.

It’s likely they are with at least some form of your competition.

You may know about some of your competitors, but it’s likely you don’t know a lot about many of them.

The best place to start is making a list of competitive companies or companies where your ideal person might be.

CREATE A STRONG HEADHUNTING STRATEGY

You can leverage resources like LinkedIn, other social media and Google.

Start to hunt these people down and then you will need to do a lot of outbound contact to reach the right people.

Sometimes the toughest part in having a headhunting strategy is the volume that is required.

Many people who start headhunting think they’ll reach out to 10 ideal candidates and that they will get one of them.

Unfortunately, it never works that way.

Most of the rolls we fill for our clients take us contacting 500 to 1,000 people in order to find a suitable candidate.

You need to be prepared to do the volume of outreach, the work and spend the time to find that right person.

WHEN TO HIRE AN OUTSIDE RECRUITER

If this is something that you can’t do, hire someone to do it for you.

You can hire a solid recruiter who knows your business, knows what they’re doing and can do this work on your behalf.

It’s very important to have a streamlined interview process, especially in today’s candidate driven market.

If your interview process is too long or drawn out, you’re likely to lose candidates to other offers or companies that are moving faster.

You’ve also got to make sure that you can compete from a salary perspective.

CONCLUSION

You need to have a good strategy from start to finish in order to have an effective recruiting or headhunting experience.

You need to start with a clear and concise view of what you need and what you will be looking for.

Only then will you be able to hone in on what is needed.

If this step isn’t followed you could waste a lot of time spinning your wheels with people who aren’t what you really need.

Avoid job boards or at least don’t rely solely on them to produce any real result.

Find out where your talent is, do the legwork and research so you know where to get the people that you need for your team.

Likely they are with your competition, so know your competition.

A concise interview process that flows well will leave candidates with a good experience of your company, brand and culture.

Have a process that moves quickly so that you don’t lose candidates to other companies that move faster.

Lastly, be ready and able to spend the time to put in the sheer volume required to head home effectively.

If this all seems like a lot of work, it is!

That’s why headhunting companies like us exist!

If you ever need extra help feel free to contact us.


Check out this article for some qualities you should look for when seeking new talent for your team: https://read.bi/2N1YvyW


 

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