Recruiting & Hiring Blog for HR Professionals

As Jeff Boss explains, there are 5 Signs Your Employee is in Dire Need of a Promotion:

1. They only complain 'up.'
2. They find solutions.
3. They hold their peers accountable.
4. They shift their thinking from 'me' to 'we.'
5. They outperform their peers.

But what happens if you don’t give him or her the promotion needed? The obvious path is the employee will leave the organization and take his or her talents somewhere else. 

Cheesy coaching and athletic stories tell us to "envision our end result." Then we will know how to get from Point A to Point B. Although we all scoff at motivational speakers for saying these things, maybe they are onto something. While you are not training for a marathon as you are sifting through resumes (or maybe you are), you can still employ the “picture yourself crossing the finish line” philosophy.

Recruiting is one of the most important responsibilities that Human Resource professionals are tasked with. Since recruiting is such a top priority, it is important to have a tool you can rely on. As you start writing your job description, keep in mind, you are about to lay the foundation for your entire hiring process. If the foundation of your hiring process is cracked, you will be facing future trouble. An Applicant Tracking System (ATS) can be the tool you are looking for to lay a solid foundation for your organization.

We all know the importance of writing a job description properly. If you fail to have a top notch job description, you can attract the wrong candidates to your position, which does not benefit your company.

Let’s face it, recruiting is a race. You have to pace yourself so that you don’t fall behind at the beginning and don’t lose your steam at the end.

Humans are creatures of habit, we all have heard it before (and definitely will again). We tend to lean on the side of continuing the same old processes, even if we know it is not necessarily the best method. Why? Perhaps it could be because we are better at being reactive rather than proactive.

The workplace tends to move (at what seems to be) a hundred miles per hour. Since we are moving so quickly it can be easier to do damage control rather than take time to plan how to avoid mistakes. The good news is the proactive steps have already been taken - especially when it comes to streamlining your hiring process.

The recruitment process is generally thought of as applicants competing to get hired by an employer. This is usually the case, but there is another competition occurring behind the scenes: Employers facing off against one another to attract top talent. 

When openings become available in your company, you want to shout: “We are hiring!” far and wide. But before you start yelling from the mountain tops, take a step back and ask yourself: “Where should I start looking for candidates? Should I look internally or externally?”

No HR professional wants to sort through endless stacks of resumes for every open position, but a manual hiring process often leads to this common conundrum. You know the skills and qualifications that your candidate needs to have in order to be a top performer at your company, but searching through a resume database for that one candidate that meets all of these requirements can be a time consuming process.

To easily identify top candidates, pre-screening questions can be a powerful tool in the early stages of the hiring process. While it’s always important to clearly evaluate everything that a candidate can bring to the table, a few simple “Yes / No” questions at the very beginning can save you a lot of time and energy in the long run.

Recruit, interview, hire, repeat. I don’t have to tell you just how exhaustive hiring new talent can be. Without solid processes in place, hiring new employees can be delayed or the wrong individual will be considered over the right one. The good news is there are a number of simple ways you can make your hiring process more efficient. Here are four recruiting tips to get you started: