The work relationship between manager and employee may be more complicated than people think. A recent human resources study revealed more than one-quarter of bosses have a worker they would like to see walk out the door.
According to the study, some managers responded passive-aggressively to direct subordinates they were displeased with. Bosses would comment on poor performance more often, take away responsibilities, move the employee to a different work area and communicate only over email. Low-performing workers were kept out of the loop on company developments and excluded from important meetings. A number of managers would hire a new worker to eventually replace the employee, and some bosses would stoop as low as not inviting the employee to social gatherings with coworkers.
Fortunately, more managers were likely to avoid passive-aggressive behavior and would handle the situation by issuing a formal warning.
Most bosses who were dissatisfied with an employee wanted the worker to be the one to repair the relationship. In most cases, if the worker improved performance, all would be forgiven. Managers were more likely to be impressed with the employee if he or she moved forward without holding a grudge or gossiping.
Employees are entitled to clear expectations of their positions, and sometimes a conversation reminding them about their responsibilities would improve the work relationship. Since companies can lose a great deal of productivity from tensions between managers and employees, it might be time to reevaluate how labor recruiting is being done. Bosses need to find the right candidates on the first try to ensure everyone stays productive. Hiring a new worker to replace a current employee and trying to force the low-performer out is a waste of time and resources.
Let’s say your organization found a great candidate during the applicant screening process and extended an offer, and the prospect turned it down. What then? Recruiters want to move qualified candidates through the hiring process as quickly as possible, but jobseekers may have their own methods of job selection that are at odds with the company, according to Electronic Recruiting Exchange.
When prospective candidates enter the market, it is most likely for one of a few reasons. Jobseekers want a promotion at their current company and are trying to gain leverage with a counter-offer, they are unemployed, have recently relocated or don’t like their current job. Recruiters need to know what kind of candidate they are up against. No matter what kind of offer is extended to a promotion-seeker, he or she probably has no real intention of leaving his or her current job, and any recruitment efforts on these candidates will be wasted. Hiring managers need to filter these applicants out early in the process to prevent unnecessary spending of funds and extended vacancies.
Candidates who are out of work or relocated will be extremely eager to secure an offer, and it will come through in how they communicate. Surprisingly, applicants who are discontent with their current positions could provide the greatest risk of offer rejection. They want to leave, but they are not desperate. Unhappy workers want to find the best possible offer for a new position.
How to avoid losing applicants in the talent screening process
Candidates might drop out of the picture for a number of reasons. Hiring managers can make a few tweaks before extending an offer to prevent applicants from vanishing, The Undercover Recruiter said:
1. Talk to prospective candidates even when there isn’t an open position. Building a talent community can improve recruitment and ensure hiring managers can find new hires instantly.
2. Write a clear job description. If candidates encounter different expectations in the interview than they found in the posting, they could jump ship. It’s important to be upfront as much as possible.
3. Use a personal network. Relying on highly accessible recruitment sources is a great way to lose candidates to other organizations.
4. Be passionate about your company. Candidates can’t get excited about a business unless the interviewer is too.
5. Quick turnaround. You want to make recruitment as fast as possible, and candidates want employers to commit. Delaying the offer could give the applicant time to secure another, but hiring managers need to gauge interest. Interviewers should outline a follow-up timeframe.
Most applicants have good intentions. They want to find a great new job that is a match for their skills and experience, ERE said. Making sure to target only warm candidates can help employers avoid offer rejection. As tempting as it is to jump the gun and extend an offer to an excellent candidate, recruiters need to exercise a little patience. Moving forward with the right applicants can help recruiters find the best hires easily.
When conducting the hiring screening process, a recruiter will want to know about a candidate’s background. From past employment history to their level of education, knowing more about a potential new hire will help make this process flow more easily. But asking the same old questions all the time and sticking to overused recruitment tactics may actually be counterproductive, inadvertently stalling the hiring process.
These are a few common tactics that can be done away with or fine tuned in order to make the hiring process exciting and effective:
Solely going on job title
TLNT reported that 55 percent of hiring managers who are looking to fill open positions hire applicants that had the same position as the job they have listed. This type of hiring tactic can create a disadvantage for applicants who are otherwise equally qualified. Finding a suitable candidate that can get the job done and has the same level of experience is a great route to take, but specifically looking at their previous job title alone may hinder the advancement of other viable applicants.
A good way to shake up hiring practices and bring in new and interesting applicants is to avoid hiring people solely based on their previous job title. Hiring managers can take a look at a job-seeker’s resume and decide whether their background, skill set and personality will benefit their company. This plan can help discover potential new hires in many different fields.
Small number of candidates
When looking to fill an open role within a company, a recruiter should keep their eyes open for everyone when screening talent. A decision-maker may only take resumes or conduct interviews with potential applicants that have worked in a similar field. Looking for someone that can ease into the job and knows their way around a certain business can make training easier, but having only a small pool of candidates can prolong the applicant screening process.
An HR professional should consider looking for candidates in all fields. Hiring a painter to take a job in the business sector may not be the best route to take, but looking at similar fields can open the door for more viable candidates.
Long term unemployed
While filtering through a stack of resumes, a hiring manager may do away with looking at applicants who have been unemployed for a long period of time. Seeing a streak of long unemployment may be a turnoff to some hiring managers who may question why a candidate has been absent from the workforce for such a lengthy period of time. Having this mentality can prevent a company from hiring someone who could have the skill set you are looking for.
A study conducted by Evolv found that there is no hard evidence to support the connection between length of unemployment and future performance with a company, Forbes reported. The best way to avoid this problem is to consider a wide variety of candidates when hiring. Hiring managers can have a greater chance to fill a position if they consider less traditional applicants, including those who have been unemployed for longer periods of time.
Open vacancy search
When a position opens up at a company, an HR professional should be on the hunt to find the next great candidate. Although looking to fill this space as soon as possible is the ultimate goal, a hiring manager should always be looking for viable candidates. Recruiting only when a vacancy opens up can cause a hiring screening processes to be rushed, prompting HR professionals to hire someone who will not fit into the company. TLNT reported that 36 percent of HR managers do not constantly recruit.
In order to avoid a rash decision, a recruiter should set up a strategy that is constantly looking for candidates. A hiring manager may want to invest in recruiting software to set up a new and more efficient process. This powerful tool can help HR managers look for candidates and if there is no open positions available for them, the software can keep their resume on file in the case something opens up.
It’s easy to get lost in the talent screening process, as there are many factors to take into consideration before making a job offer to an applicant. Whether a hiring manager has been working at their job for six months or six years, many of these individuals often fall into bad hiring habits that result in an inefficient search and a poor hiring decision. In order to prevent these bad decisions from happening, HR professionals should ask themselves a few important questions before committing to a potential hire.
1. Could this person work here for a year?
It’s tempting to try to speed up the applicant screening process and hire the first person who fits the job description, but this could turn out to be a terrible mistake. Instead of jumping the gun and making an offer to someone who seems like they could potentially handle the open position, hiring managers should ask themselves if they can imagine the candidate working at their organization for at least a year.
This is an important question to ask because, according to Entrepreneur, loyalty is an important quality to find in a candidate. A new hire is an investment for a company, and if a job is challenging enough, many candidates may not be able to last more than a few months at a company if they’re not exactly right for the position. Hiring managers should do themselves a favor and think about this matter before making an offer.
2. What can the candidate offer that others can’t?
If a hiring manager is lucky, they may come across more than one applicant who can successfully complete the duties of an open position. That’s why it’s especially important for company decision-makers to ask themselves about the specific qualifications a candidate possesses, and how these qualities separate them from other applicants.
Perhaps one candidate has excellent communication skills while another has specific experience with a particular software program. A hiring manager should assess which of these skills may be most relevant to the open position and as a result, which candidate should be hired. Sometimes hiring comes down to difficult decisions such as these, but making an offer to the right person is essential to business success.
Findly is an on-demand solution for companies who need to hire the right talent at the push of a button.
Are your hiring methods innovative enough to retain candidates? A recent study found employees wanted innovation in human resources or they would look for another job within six months. Even if employees were otherwise happy in their jobs, they would consider leaving if HR managers were not delivering on innovation.
Potential candidates want employers to creatively engage and retain them as employees, and they aren't willing to stick it out if companies don't meet their expectations. Since the cost of hiring and training new workers is so high, recruiters need to deliver innovation from the beginning. Most of the workers surveyed said they wanted their employers to be creative in how they developed employees, but very few felt their current companies were doing so. Workers said fake innovation would lead them to feel discouraged with their positions.
The majority of employees felt an innovative approach to engagement would help them perform better. Some reported they would be more likely to take a job that was advertised in a creative way. More than half said they would feel more positively about a potential employer that took an innovative approach to labor recruiting.
Innovation was clearly a top priority for jobseekers. Many of the employees reported they would jump ship if they were targeted with a job offer with a higher level of creativity. Potential recruits are expressing a preference for innovative employers, and hiring managers who can offer candidates a unique experience during the recruitment process may have an advantage over employers who don't. The application and interview processes definitely had an effect on whether applicants felt an organization was adequately innovative. Companies that don't creatively engage employees could have a harder time retaining them.
Findly is an on-demand solution for companies who need to hire the right talent at the push of a button.
Hiring managers are constantly facing challenges in finding the right employees for particular job titles. Here's an exercise for finding your next hire: come up with a list of traits the ideal candidate for the position should have. Consider the job requirements and the skills a potential hire would need to succeed in the role, Electronic Recruiting Exchange said. Organizations may want different traits in applicants, so it's important to have specific criteria.
Younger workers can pose new talent screening difficulties for hiring managers because they are often overly prepared for interviews, and it can be hard to get a sense of what a candidate is actually like, according to the Financial Times. Some candidates may have done enough research about the company to have an answer for everything, and it may not be a real indication of skills or whether they are a cultural fit for the business.
Millennials are more willing to share information about themselves, but they also might research the interview experience at a particular company. Young workers may also to be harder to retain because they will switch employers for better career prospects.
Some candidates may have enough positive attributes to compensate for gaps in experience, so hiring managers would consider training them. It's easier to teach an employee a new skill than it is to hire someone whose values do not line up with your organization. Recruiters should determine the skills are important for the position and other that are performed occasionally, ERE said. If hiring managers hire someone who is not a good fit for the position, it can increase their strain in the future when they need to coach the employee.
Findly is an on-demand solution for companies who need to hire the right talent at the push of a button.
- Holiday hiring is well underway.
- Could Twitter be the new LinkedIn? 500,000 jobs are posted monthly.
- New Internet addresses are coming next year, including .Career.
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It's unsurprising that many employers routinely conduct background checks on potential new hires during the applicant screening process. As more and more applicants spend time online on job site boards and social media sites, it has become easier for companies to investigate an individual online. Internet background checks have become so popular that a recent survey by CareerBuilder showed nearly half of employers conduct online investigations into job candidates.
The survey, which gathered responses from 2,775 hiring managers, found 48 percent of companies will conduct Google searches on candidates, while 44 percent will look into a candidate's Facebook behavior to assess a candidate. Around 27 percent of respondents also said they would look into a candidate's Twitter activity, while 23 percent said they would monitor a candidate's Yelp or Glassdoor comments.
As it becomes easier to look into a candidate, many employers are unclear as to how to properly conduct an online background check without crossing any ethical boundaries. Here are a few tips on how to properly run an Internet search:
Wait until after the interview to search
Yes, it's tempting to look into a candidate as soon as a hiring manager comes across a resume, but this may not be the best route to go, TLNT explains. Rather than running to Google as soon as an application is sent in, hiring managers may want to wait until after the interview but before offering a job to conduct an online investigation.
This is beneficial for a number of reasons, but largely is effective in saving companies time during the talent screening process. There is no reason to conduct a search on an applicant who won't end up making the cut for an interview, so save company time and wait until after the interview. This also gives interviewers an opportunity to make judgments on a person based solely on their resume, credentials and how they behave in person, without an embarrassing piece of information clouding the interviewer's view of an individual.
Give the candidate a chance to explain
Not everything online is true, and much of it can be taken out of context. That's why it's important to give candidates an opportunity to explain any questionable content that may pop up during a routine Google search. Wrongful lawsuits are common, as are embarrassing photos – all of which may have taken place a decade ago. Remember that the Internet is both a blessing and a curse for many applicants – it's a great place to show off one's accolades, but it's also just as easy to find an unflattering picture taken by a college newspaper photographer years ago. Not everything is as it seems, so make sure to ask an applicant about anything concerning before passing on them as a new hire.
The applicant screening process is a constantly evolving one. Mobile technology is a smart way for companies to evolve and keep up with the competition.
According to a recent survey conducted by Sirona Consulting, 63 percent of respondents said they use their mobile device to search for job opportunities. Furthermore, 72 percent of respondents said they want to be able to view career opportunities using their mobile devices.
As mobile technology continues to increase in popularity – smartphone usage grew by 50 percent from 2011 to 2012 alone – organizations can leverage such technology to target passive job seekers who are usually reserved in their communications.
According to TLNT, companies can draw in passive candidates by upgrading to fully mobile platforms, especially those that are integrated with a variety of smartphones. TLNT also emphasized the importance of fast response rates, so that passive job seekers do not become preoccupied and move on to another job opportunity. Often, passive job seekers are those who are already employed, making it crucial to keep their interests in a company alive.
Small businesses often have fewer resources than their larger counterparts making the talent screening process challenging. Forbes offered these five tips for growing a small team:
1. Network even when there isn’t an availability
Particularly when someone has been recommended to you, talk to the candidate even if the timing isn’t right. Building a rapport with potential candidates in advance can help the hiring process. The applicant will feel valued right away.
2. Reproduce traits that make employees successful
Some employees will have traits that make them a good fit for the company. When screening for new candidates, you should keep an eye out for these traits. For small teams, it is especially important that applicants have the right skills. During the interview, candidates can be asked to simulate day-to-day tasks.
3. Pay attention to communication
Even observing an applicant’s emailing abilities can be a gauge of whether he or she is an effective communicator. Hiring managers should take note of the timeliness of a candidate’s follow up. Emails can indicate an applicant’s interest in the position, as well as provide insight into communication style.
4. Be honest about current business challenges
Startups have to compete with well-established companies for the same candidates, so interviewers may feel pressured to make a good impression on the applicant, but this can come at the cost of being candid about the challenges and areas that need work within the company. If a new hire does not have an accurate picture of what the company is like, he or she may feel dissatisfied and that information was withheld.
5. Check references
This may seem like a no-brainer, but companies are often inconsistent about reaching out to a candidate’s references. It’s imperative to get in touch with an applicant’s previous bosses and don’t be afraid to ask tough questions. Listen for nonverbal cues such as tone of voice.