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3 ways to improve engagement among employees

Creating an engaging work atmosphere can be one of the best ways for recruiters to bring in new hires. If a candidate sees that a business is a welcoming one that encourages employees, they will then feel comfortable with a company. A great way for human resource representatives to improve the corporate culture is to increase employee engagement. HR reps can improve the hiring screening process by engaging employees in a few of these ways:

Starting off right
When starting off the applicant screening process, recruiters should make an interviewee feel comfortable. This will only make the interview go smoother, but it will help the new employee adapt better to the company.

A great way to get new hires acclimated to a company is by engaging them right off the bat. Lawrence Ragan Communications says 77 percent of new employees feel welcome when they participate in orientation programs. A business can thrive by having new hires attend a quick meeting that will let them engage with other employees and learn about the company.

Town hall meeting
A business may have a set way of doing things, but it never hurts to get opinions from different departments of the company. Continuing old practices such daily meetings with very little change can prevent a company from growing, which in turn can affect the recruitment of potential new hires.

One way to change up things in a company is by holding a town hall meeting. During this time, hiring managers can ask current employees how they are feeling about their daily responsibilities, the company or even how their prospective interviews went. By setting up a meeting with every employee at a company and asking for their opinions, a HR rep will be able to let employees get their voices heard.

Review process
A boss or a hiring manager will want to know how their own performance is. In the corporate world, a boss may be a little intimidating to approach, but this can easily be avoided by setting up online reviews.

Inc. Magazine recommends doing bottom-up reviews. This is when employees do reviews of their own bosses. Letting employees in on the review process can help them feel more engaged and discuss with bosses their ideas for the future.

Findly is an on-demand solution for companies who need to hire the right talent at the push of a button.

August Issue of Industry Matters

In the August issue of Industry Matters:
  • Mobile talent acquisition
  • Class of 2014 employer preferences
  • Advertising Age’s Hispanic Fact Pack

To read this months issue, click here.

 

3 Tips for limiting bad hires

When it comes time to interview candidates during the applicant screening process, it’s important for hiring managers to fully understand a candidate and whether they would be an appropriate fit for an open position. With numerous sites offering tips and tricks on how to nail an interview, though, it can sometimes be hard to fully understand how prepared a candidate is for a role. When it comes time for an interview, it’s important for a hiring manager to be prepared and already knowledgeable about a candidate’s history so they can ask the right questions and hire the best person for the job. Here are three tips on limiting bad hires.

1. Create a solid job listing
Beginning with a strong job listing for an open position is the best way to weed out candidates who may not be right for the job. Job seekers often apply for numerous jobs at once in the hopes of quickly landing a role, so when they find a job listing posting qualifications that generally fit into their skill set, they may apply without much further thought.

This can result in a deluge of applications from under qualified candidates, making more work for hiring managers or HR professionals who are eager to get the right person in for the role. To curb this from happening, a company should focus on creating a detailed job listing complete with ideal characteristics, experiences, background, education and other details. Detailed job listings prompt only the best suited candidates to send in their resumes, streamlining the hiring process.

2. Administer tests
Sometimes it takes more than just a vote of confidence to be sure a candidate can really carry out the tasks that will be assigned to them if they earn a company position. According to TLNT, it’s hard to fake passing a test when it’s administered during the interview, making these tests valuable to predict high or low performance later during employment.

Tests do not have to be lengthy or extremely in depth to give a hiring manager an idea of a candidate’s skills. A brief test quizzing a person on their knowledge of Microsoft Office programs or other software can give great insight into their basic skills. These skills can always be improved upon with training, but it’s important for a hiring manager to trust a candidate’s skills before making an offer of employment.

3. Train interviewers
It’s not easy to conduct a candidate interview – taking notes on a person’s answers and behavior, as well as asking the right questions, can be tough and shouldn’t be left up to a novice to handle alone. Rather than sending in a newcomer to handle interview questions, it’s a good idea for an experienced HR professional to train others to ask the right questions during an interview, as well as to teach them how to comfortably gauge a person’s responses and read through the lines.

Findly Named One Of The AlwaysOn Global 100 Companies To Watch

Company Recognized by AlwaysOn for Creating New Opportunities in the Global Silicon Valley

SAN FRANCISCO, CA — (Marketwired) — 07/29/14 – Findly, the on-demand talent market leader and a Symphony Technology Group (STG) company, today announced that it has been chosen by AlwaysOn as one of the AlwaysOn Global 100 Companies to Watch.

Inclusion in the AlwaysOn Global 100 Companies to Watch signifies leadership amongst its peers and game-changing approaches and technologies that are likely to disrupt existing markets and entrenched players. Findly was specially selected by the AlwaysOn editorial team and industry experts spanning the globe based on a set of five criteria: innovation, market potential, commercialization, stakeholder value and media buzz.

Findly and the AlwaysOn Global 100 Companies to Watch will be honored at AlwaysOn’s tenth annual Silicon Valley Innovation Summit at the Computer History Museum in Mountain View, California on July 29 and 30, 2014.

This two-day exclusive event treats attendees to a high-level debate and discourse on top trends and opportunities in the booming digital media, entertainment, on-demand and cloud computing sectors. The Innovation Summit is produced in an intimate and social setting, where participants can easily meet up, socially network and make deals happen.

“As users shift from desktop to mobile, and more IT departments turn to the cloud, the Global Silicon Valley is opening up new markets for amazing new apps and services. This year’s up-and-comers are quickly moving into these new markets and bringing quick, nimble apps to users ready to adapt to technology’s changing landscape,” says Tony Perkins, founder and editor of AlwaysOn. “The technology marketplace is being driven by the companies that made this year’s AlwaysOn Global 100 Companies to Watch list. We congratulate the AlwaysOn Global 100 Companies to Watch, companies that our editors believe represent some of the highest-growth opportunities in today’s private company marketplace.”

Findly’s mission is to transform the way employers identify, attract and engage the qualified talent their organizations need to be successful. Through its growing suite of innovative recruiting solutions, the company makes the talent acquisition process easier, faster and more in line with today’s online experiences and the expectations of the “on-the-go” mobile workforce. Designed and fully optimized for use on mobile devices, the company embraces the latest developments in social, mobile and gamification, giving employers the tools to improve their employment branding and candidate experience and fill their talent pipelines with the right candidates.

In addition to Findly being selected as an AlwaysOn Global 100 Company to Watch, the organization’s CEO, Jeff Russakow, will play a key role at the Silicon Valley Innovation Summit. On Wednesday, July 30, 2014 at 11:30 a.m. PST, he will join the panel discussion, “The Rise and Consolidation of the Last-second Economy.” In this session, Russakow and other participants will discuss the economic impact and new opportunities created by the growing use of smartphones and the powerful network multiplier effect they provide.

“As technology transforms the way individuals interact with brands, the talent acquisition process should be no exception,” said Russakow. “Findly recognizes the tremendous power in applying the latest developments of on-demand technology that we regularly see in e-commerce and media to the recruiting space, giving job seekers a superior way to find work, and employers cutting edge tools to better attract, engage, qualify and hire the most qualified talent. We are honored to be named as an AlwaysOn Global 100 Company to Watch, and to be recognized for our current achievements and future potential.”

The AlwaysOn Global 100 Companies to Watch winners were selected from among hundreds of other technology companies nominated by investors, bankers, journalists and industry insiders. The AlwaysOn editorial team conducted a rigorous three-month selection process to finalize the 2014 list.

A full list of all the AlwaysOn Global 100 Companies to Watch winners can be found on the AlwaysOn website at:
http://www.aonetwork.com/

About Findly
Findly leads the world in talent acquisition innovation. Findly’s award-winning solutions combine unrivaled mobile and social capabilities, employer brand strategy, creative, digital and media placement with applicant tracking and assessments to address the challenge of finding the right talent at the push of a button. Built for today’s digitally savvy and highly mobile workforce, Findly delivers a compelling unified platform of technology and services to acquire, manage, screen and engage only warm candidates. The result is a more strategic use of talent and enhanced competitive advantage. Learn more at http://www.findly.com.

About Symphony Technology Group
Symphony Technology Group (STG) is a strategic private equity firm with the mission of investing in and being a partner in building great software and services companies. In addition to capital, STG provides transformation expertise to enable its portfolio companies to deliver more value to clients to retain and attract the best talent and to achieve best-in-class business performance. All STG portfolio companies are expected to grow through innovation. STG’s current portfolio consists of 12 global companies with combined revenue of approximately $2.5 billion and thousands of employees spread across North America, Europe and Asia. For more information, please visit www.symphonytg.com.

About AlwaysOn
AlwaysOn is the leading business media brand connecting and informing the entrepreneurial community in the Global Silicon Valley. Founded by Red Herring founding editor, Tony Perkins in 2003, AlwaysOn’s mission is to continue to lead the industry by empowering its readers, event participants, sponsors, bloggers, and advertisers like no other media brand.

http://www.einnews.com/pr_news/216052204/findly-named-one-of-the-alwayson-global-100-companies-to-watch

July issue of Industry Matters

In the July issue of Industry Matters:

  • What millennials would do to get a promotion
  • Why recruiting difficulty is rising
  • Measuring the effectiveness of candidate assessments

To read this month’s issue, click here. 

 

 

How much is experience really worth? A unique approach to the talent screening process

One of the most commonly used phrases in a job listing is “Industry experience required.” While this phrase may be useful for bringing in some qualified applicants during the talent screening process, they may also be preventing excellent candidates from applying. Sometimes, relevant experience isn’t always a marker of future job performance and meanwhile, companies are limiting themselves in the candidate search. To make sure no stone goes unturned and the perfect candidate is found for the job, keep reading to find three things to keep in mind during the hiring process.

1. Experience isn’t everything
If a hiring manager were to meet an excited, enthusiastic and bright person through a friend or colleague, they may find themselves overlooking a lack of experience. While nepotism is hardly the best way to hire, there is a lesson to be learned here. Sometimes the best person for the job doesn’t have precisely related experience, but can make up for it with drive, enthusiasm and experiences that have prepared them for the role in another way.

For example, if a law firm is hiring a new office administrator, but a candidate lacking legal experience applies, this shouldn’t necessarily disqualify them from the process. Instead of tossing aside a resume, it’s important to check out the relevant details such as education, similar experiences – even if outside the legal profession – writing skills and other requirements. People are made of more than what’s simply on their resume.

2. Innovation comes from new and different people
If a company is looking to change its path and make strides in business, sometimes a fresh mind and innovative outlook is just what an organization needs. According to TLNT, it often seems that skills that are transferrable, just the same as direct experience.Someone who has previously worked in government or public service may not have a direct background in media, but may in fact be perfect for a job in advertising. These individuals may have a unique background, understanding of an industry, and other beneficial attributes that make them the right choice for a job.

What’s more, those without a full background in an industry may have a unique and fresh perspective on a job, and will come to a position unfettered by years of experience carrying out business in a particular way. Innovation often comes from unexpected places – one of those places might just be an unusual candidate.

3. Try technology to find the right candidate
While it may be easy to brush aside applicants without a resume filled with relevant work experience, this is not always the best choice. However, as many hiring managers are busy dealing with the daily operations of a company, starting to think outside the box may not be the priority. That’s where recruiting software from Findly comes in. Recruiting software can sort through social media profiles looking for a diverse range of interests from candidates, as well as through job boards and other resources, digging through profiles to find unique candidates for the job.

Findly to Discuss How to Leverage Employer Reviews for Social Recruiting During Glassdoor Webinar

SAN FRANCISCO, CA–(Marketwired – Jul 7, 2014) -

WHO:
Shannon Seery Gude, vice president of Digital & Social Strategy for Findly, the on-demand talent market leader and a Symphony Technology Group (STG) company, and Kelly McGuire-Payne, director of Client Services at Glassdoor

WHAT:
Will present an informative webinar titled, “From Buzz to Brand: Leveraging Employer Reviews to Inspire Your Social Recruiting.”

WHEN:
Tuesday, July 15, 2014 at 1:00 p.m. EDT (12:00 p.m. CDT / 11:00 a.m. MDT / 10:00 a.m. PDT)

WHERE:
Additional information and registration can be found at:http://resources.glassdoor.com/webinar-from-buzz-to-brand.html

DETAILS:
For job seekers, public opinions of employees, former employees and “people like me” are the most credible sources of company information available. For employers, monitoring and harnessing this user-generated content can enable their organizations to fine-tune recruiting and branding efforts in order to appeal to potential candidates.

During this webinar, Shannon Seery Gude, vice president of Digital & Social Strategy forFindly, will join Kelly McGuire-Payne, director of Client Services at Glassdoor, to discuss how organizations can use employer reviews to create compelling talent acquisition messaging and strategies. In addition, Seery Gude and McGuire-Payne will share proven tactics that can be used to effectively respond to negative reviews or sensitive company issues. Session attendees will also learn how measuring changes in online sentiment over time can support employer branding efforts and help determine the influence of employer reputation and recruiting in reviews.

HR and recruiting professionals who wish to learn more about employer reviews as they relate to social recruiting are encouraged to attend this informative webinar. Additional information, including registration details, can be accessed at:http://resources.glassdoor.com/webinar-from-buzz-to-brand.html.

About Findly
Findly leads the world in talent acquisition innovation. Findly’s award-winning solutions combine unrivaled mobile and social capabilities, employer brand strategy, creative, digital and media placement with applicant tracking and assessments to address the challenge of finding the right talent at the push of a button. Built for today’s digitally savvy and highly mobile workforce, Findly delivers a compelling unified platform of technology and services to acquire, manage, screen and engage only warm candidates. The result is a more strategic use of talent and enhanced competitive advantage. Learn more at http://www.findly.com.

About Symphony Technology Group
Symphony Technology Group (STG) is a strategic private equity firm with the mission of investing in and being a partner in building great software and services companies. In addition to capital, STG provides transformation expertise to enable its portfolio companies to deliver more value to clients to retain and attract the best talent and to achieve best-in-class business performance. All STG portfolio companies are expected to grow through innovation. STG’s current portfolio consists of 12 global companies with combined revenue of approximately $2.5 billion and thousands of employees spread across North America, Europe and Asia. For more information, please visit www.symphonytg.com.

June Issue of Findly Industry Matters

In the June issue of Findly Industry Matters: 
 
  • The U.S. recovered 8.7 million jobs
  • An alternative to job postings
  • LinkedIn aggregating all U.S. job postings
To read this month’s issue click here.