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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.

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.

 

Findly’s Healthcare Matters, May Issue

In the May issue of Findly’s Healthcare Matters, update on:

- Regulatory
- Job Market & Employment
- Physician & Practice Administration
- General Healthcare Matter
- Layoffs
To read this monthly issue, click here.

May issue of Findly Industry Matters

In the May issue of Findly Industry Matters
 
  • Nursing jobs, still hard to fill
  • LinkedIn user trends
  • Effective assessment strategies 
To read this monthly issue click here.

How to make sure a new hire will work out for the long haul

The main goal of an applicant screening process is to assess how a candidate will fulfill their job duties and fit in with the company culture. Completing a thorough and detailed screening can help a hiring manager determine whether this prospective employee will be a great addition to their company or a liability. In some instances, a hire may not work out for the company. This is why instituting a comprehensive screening process can help an HR professional make smart hiring decisions.

When looking to fill an open position, a recruiter should look for a wide range of qualities. These can include experience, expert skills that pertain to the job and a composed disposition.Many candidates may exhibit these qualities during the hiring screening process, but it is important for new hires to live up to these expectations for the long haul. In some situations, a new hire will not be able to keep up with the rigors of the job. Inc. Magazine says that approximately 46 percent of new hires will leave a company within the first 18 months. It is important to find a candidate that fulfills an organization’s needs while having a demeanor that shows they will be able to stick with the job. These are a few things hiring managers can do to find a lasting hire:

Ask for a personal reference
When looking to hire a new employee, a hiring manager is not only looking for someone who can fulfill the daily responsibilities of the job, but also someone who has a friendly attitude that will mesh nicely with the office. Asking for a personal reference on top of professional ones is a great way to understand a candidate on a deeper level.

After receiving a personal reference, a recruiter should ask the reference how long they have known the applicant and how they would assess the candidate’s character and disposition. Bringing in someone with a great attitude and infectious spirit can mesh well with the office and help them stick around for the long haul.

Be clear about the job
Sometimes an employee doesn’t work out because they do not fully understood what the job entails when applying. Going through the talent screening process briskly or not having a detailed job description can lead to new hires being confused and not fulfilling their responsibilities. Whether crafting a perfect job description or going over the responsibilities during the interview, a hiring manager should be thorough when describing the duties of the role.

A good candidate may excel in one aspect of the job, but an ideal employee will meet all the requirements. An HR professional may want to consider using recruiting software in their search, which can look through resumes to find a viable candidate who can complete all their responsibilities. Making sure a candidate knows all the ins and outs of the job can help them feel comfortable and confident doing their work.

An instinctive feeling 
A candidate may give all the right answers and have a confident attitude during the hiring screening process, but if a recruiter becomes uneasy around a candidate, this may be a red flag. While a recruiter should primarily focus on objectively assessing a candidate’s skills, education and previous employment records, HR professionals should also consider trusting their gut if they get a bad feeling about a potential new hire. In that same vein, if a hiring manager feels deep down that they are comfortable and confident in a candidate, even if that person doesn’t perfectly fit the job description, this may result in a great hire.

Introducing the new hire 
A welcoming atmosphere can be incredibly important. Coming into a new environment where they don’t know anyone can be a scary situation for a new employee, especially if they are sitting at a desk where there is little-to-no interaction among other employees.

An employee may stick around longer if they are familiar with the company. Taking the new hire on a tour of the office and introducing them to their coworkers can help them feel comfortable at the office and help them with their work. It’s the little things hiring managers can do to help make a new hire feel welcome.

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

Avoid bad interviews during the applicant screening process

If a hiring manager is experiencing one bad interview after the next during the applicant screening process, the problem may not be with the candidates. Instead, TLNT reports, the issue may lie with the interviewers themselves, making the hiring process long and fraught with difficulties. Here are a few issues many interviewers face, and how to correct them.

An unbalanced interview
If a hiring manager comes out of an interview thinking they feel like they hardly know the candidate at all, it may be because they conducted an unbalanced interview. Often, it’s easy for interviewers to talk more than they should. It happens frequently – a candidate asks an interview a basic question about the company, and soon the interviewer is off on a tangent talking about the company or personal experiences for minutes at a time, without letting an applicant get a word in edgewise.

Instead, interviewers can make sure to conduct a balanced interview in which candidates speak the majority of the time. After all, the interview is much more about the interviewer learning about a candidate rather than the other way around. Stick to direct questions that will elicit longer responses and make sure the interview is focused on the applicant.

Asking the same old questions
Many tried and true questions may actually be hindering the interview process rather than helping. The Internet is swimming with tips for candidates on how to answer the most typical questions asked during an interview, and while being prepared for these questions shows that a candidate is serious about the position, it also means answers may be rehearsed rather than genuine.

Instead of asking standard questions like, “What are your greatest strengths and weaknesses?” try for different questions that are more relevant to the open position.

Another way for companies to find strong candidates who are likely to fit in with a company is to use recruiting software. Recruiting software sorts through applications, social media profiles, job boards and more to find ideal candidates for a position. By gathering this information automatically, the software grants employers the power to tailor an interview to a specific candidate. Armed with this information, interviewers can ask potential hires questions that are relevant to their experiences and interests, making for a productive and insightful interview.

Not revealing the salary
It might be easy to get applicants in the door for an interview without revealing the salary, but not revealing that a company cannot provide any more than a relatively uncompetitive salary during the interview process will likely produce some bad results.

If a candidate asks about a salary, it’s best to give a straightforward response. Better yet is to include salary and benefits details in the job listing. This will prevent any candidate resentment, and weed out applicants who wouldn’t settle for a salary of that size. Throughout the entire talent screening process, honesty really is the best policy.

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

How to get creative during the hiring screening process

In order to find the best possible candidate for an open position, a hiring manager may need to get creative. Continually asking the same questions and looking in the same place for new hires can prevent businesses from branching out and discovering new talent. The old mentality is if it ain’t broke, don’t fix it, but improving certain aspects of the hiring process may help a company succeed.

A company may already know what works for their business model, but it doesn’t hurt to fine tune a few areas. By adjusting the hiring screening process with these practices, a business can improve its search for new employees:

Use an industry specific job board
A recruiter may spend countless hours putting together a general job description that defines their ideal hire and put it on several major hiring sites. Simply putting a common description online may lead to receiving underqualified resumes and applicants who do not even work in the specific field. Receiving piles upon piles of general resumes may cause stress for the HR department.

A way to improve the screening process is to post the description on an industry specific job board. Posting a job application to a specific area will not only lessen the amount resumes a hiring manager will receive but it will whittle down the amount of candidates to those that already work in the industry. Putting a description on a job board can also do a lot of work for a recruiter as well. Many job boards these days come with the option of prescreening questions for candidates. This can help a hiring manager decide right away whether a resume and candidate is worth looking at. This option can help speed up the search process and provide a hiring manager with a new set of tools to find star employees.

Invest in recruiting software
Recruiting software can be a great ally for an HR department. This program can help a recruiter comb through a seemingly never ending stack of resumes and help assist the applicant screening process.

Recruiting software from Findly is a great tool to use because it works day and night to find appropriate candidates for an open position. It can help improve the process because not only will it categorize resumes, it can also ask prescreening questions and keep resumes on file for future reference. This can be a time saver for recruiters, especially when they have to fill an open position because they can simply look through the resumes the recruiting software has put aside from the previous search.

Ask different questions during the interview process
Once a hiring manager has sifted through the resumes, it is then time to contact these candidates and schedule an interview. As a recruiter is preparing to interview someone, they may already have a list of question in mind. These could range from asking about a candidate’s previous job experience, education or skill sets that make them qualified for the job. Asking standard questions can be a fine way to get to know a candidate better, but sticking to the same old model can produce general answers that may not help someone understand who a interviewee really is and how they will perform in their new role at a company.

A recent article from Inc. suggested that during an interview, a hiring manager should try to figure out if an applicant’s behavior will mesh well with the company. An HR rep should create a list of questions that elicit a sense of pressure from the candidate. Grilling the potential new hire is not the goal of the interview, but asking more in depth questions such as “what makes you a better fit for this position than the other applicants?” is a way to put them on the spot and make them give a more telling or specific answer. How the candidates compose themselves during interviews can be a great way to tell if they will be a good fit for an organization.

Offer a competitive salary and benefits package
If a company wants to attract a top notch candidate from their field, that may mean offering a competitive salary and benefits package. An impressive salary, strong healthcare benefits program and the potential to advance in a company can be great motivators to accept a position at a firm.

If a company is not able to offer a competitive salary, they can entice a potential new hire with other offers such as a solid healthcare plan, flexible vacation hours, casual work environment or even the opportunity to work from home.Offering perks like these show candidates a company takes into account their employees’ well-being, which is always positive for the hiring process.

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

Findly to Spotlight On-Demand Talent Technologies at Spring ERE Conference & Expo

SAN FRANCISCO, CA–(Marketwired – Apr 15, 2014)

WHO:
Findly, the on-demand talent market leader and a Symphony Technology Group (STG) company

WHAT:
Will serve as a platinum sponsor of the 14th Annual Spring ERE Recruiting Conference & Expo and exhibit its innovative talent acquisition products and solutions during the event.

WHEN:
Tuesday, April 22 through Thursday, April 24, 2014

WHERE:
San Diego Convention Center
111 West Harbor Drive
San Diego, Calif.

Findly will exhibit in Booth No. 210

DETAILS:
To engage and employ the next-generation workforce, today’s employers need next-generation recruiting strategies and solutions that enable them to transform the talent acquisition process and better connect with the ‘on-the-go’ mobile candidate. Recognizing that there are many different types of potential applicants as well as ways to recruit, Findly offers unrivaled solution bundles and stand-alone modules, encompassing employment branding, global job distributions, online assessments and mobile apply technology, designed to connect employers with the right talent in the right way, right now.

During the Spring ERE Recruiting Conference & Expo, the talent acquisition experts from Findly will showcase the company’s award-winning Talent Hive solution developed expressly for today’s “single click” generation in order to engage quality candidates across any platform, including social and mobile.

Through its talent technologies, Findly helps companies acquire, enrich, screen and filter candidates and improve time-to-hire. Conference attendees who wish to learn more about the company’s advanced talent acquisition solutions are encouraged to visit Findly in Booth No. 210 for additional information and product demonstrations.

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.

Red flags to look for during the hiring screening process

Whether a recruiter is vetting viable candidates for the future or is in a rush to fill a position, taking time can be the best asset for a HR representative to use during the hiring screening process. Rushing this procedure may cause an HR rep to miss something during the interview process including red flags that could point to future problems if hired.

A red flag for a candidate may come in the form of embellishing work history to the type of answers they give during the interview. Some may be easier to identify than others, but a hiring manager should always keep their eyes peeled for warning signs during the applicant screening process. By spotting these red flags, a company can improve their hiring techniques and find better applicants.

Little research done
Every candidate should have a general understanding of the company before heading into the interview. They may not need to know the name of the CEO’s dog, but they should at least be familiar with what the company does and what the new job will entail. If a candidate comes in knowing little about the organization or position they are interviewing for, HR professionals should be wary. If an applicant hasn’t taken the time to do even the most basic background research, an interviewer should take note and consider whether they want to hire someone who couldn’t be bothered to conduct some simple research about their potential employer online.

Inaccurate information
Perusing through a mile-high stack of resumes can be a long process for a hiring manager, but finding that perfect candidate can make up for the seemingly endless searching. Once an HR rep has found their superstar candidate, the best practice would be to investigate their resume and make sure everything checks out. Matching a physical resume to a candidate’s online profile on professional and social media sites can be a great way to double check the personal information a candidate has submitted. If a recruiter finds any troubling discrepancies such as dates not adding up or inflated job titles, they may want to forego this candidate.

In order to find accurate information on candidates, a recruiter may want to invest in recruiting software. This is a great tool for HR professionals to use because it works around the clock to find candidates for a position. Recruiting software from Findly can scan through resumes and discover which ones are accurate and ones that a company can trust. Furthermore, the software can scan through social media profiles to find potential new hires with interests and skills that line up with those required by an open position.

It’s important to remember that things are not always as they seem. If a hiring manager finds an item of concern during their investigations into a candidate, it’s a good idea to give the applicant a chance to clarify the reasons behind anything unusual or troubling. It may be the result of a simple oversight or clerical error that led to the issue, or it could be something more serious. Either way, it’s smart to let an applicant  explain themselves.

Cagey answers
As the phone or one-on-one interview process begins, recruiters should be aware of how candidates answer questions. If a hiring manager asks a clear and concise question, a potential new hire should give them an answer that is also clear and concise. If job candidates ramble on and avoid directly answering the question, this may indicate they are hiding something or are dodging the question for a significant reason.

An HR rep should always factor in that a candidate may be nervous during the interview, but an interviewee who curtails every question may be trying evade the questions. Looking out for these types of people can help improve the hiring process and bring in those who are right for the job.

Personality doesn’t mix
Skills and expertise are two key qualities to look for in a viable candidate, but a winning personality should also be a factor for candidates, particularly if the open position calls for client communications or other professional or social interactions. Although a potential new hire may be able to excel in their day-to-day work, not having personality that will best suit the role should be seen as a red flag.

There are many ways a hiring manager can spot red flags during the applicant screening process. This can range from taking several days to reply back to an email or phone call to displaying an arrogant attitude during a face-to-face interview. A company does not want to waste their time on someone who is not right for the company - by looking for these tip-offs, a business can weed out subpar candidates and instead hire someone who is right for the job.

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