Oct 202014
 

In today’s competitive business environment, success depends on many factors, but most executives would agree that staffing is the most crucial piece to the puzzle. That’s why a smart recruitment strategy is essential to any organization.

Just a decade or two ago, HR recruiters relied on classified advertising to reach potential employees, but finding the best candidates now takes a combination of techniques. Here, we’ll discuss four of the top strategies HR recruiters can leverage for more successful outcomes.

Social Media Strategy

Social media recruiting is a great way to find new employees. Millions of business professionals use social media networks like Twitter, LinkedIn, Facebook and Google+ every day, and HR recruiters should, too. Try these social media recruiting strategies:

  • Twitter hashtags: It’s important to use the right hashtag, so people searching for work in your industry will find your job listing. Be specific: use the geographic area and a short job title to stand out from other job listings.
  • Leverage your Twitter network: Ask your network to re-tweet your post, for a much broader reach.
  • LinkedIn Recruiter: This paid service offers suggestions of potential employees and access to job application activity.
  • LinkedIn Groups: Joining groups can substantially expand your network, giving each of your posts the potential to be shared among a much wider audience.
  • Facebook Graph Search: A fast, easy way to find individuals by job title, company name, or college or university. Facebook Graph Search will even distill down to areas of study and year of graduation.
  • Facebook paid advertising: This is an effective way to promote a job listing with a highly targeted audience.
  • Google+: Search Google+ to find potential candidates. Google+ profiles offer valuable information, such as Gmail addresses.
  • Google+ Communities: Find people in your industry through Google+ Communities. Click on the “Members” link to access all members’ profiles.

Mobile Strategy

The world is moving to mobile. Millions of individuals get their news, buy products and connect with others through mobile devices. And increasingly, they use mobile to apply for jobs. It only makes sense that recruitment strategies should go mobile, too.

The goal of a mobile recruitment strategy is to make it easy for candidates to learn about your company and its culture, search job listings and apply for open positions through their smartphone or tablet.

A positive mobile experience can enhance your company’s brand and result in more applications, because you’re making it convenient for candidates to connect any time, from anywhere. And, it’s likely your ideal candidates will expect a mobile-friendly interface when researching your company and applying for a position.

Employee Referral Strategy

Word of mouth is still a powerful recruitment strategy with many benefits. Employee referral strategies leverage existing employees’ social and professional networks to provide a substantial pool of potential candidates. Referrals are often high-quality candidates, who tend to stay longer due to established social connections. In addition, referral programs can boost morale, decrease turnover and improve the bottom line.

Employees usually know exactly what skills are needed and the type of personalities that work best in the organization. Motivating them to help with the recruiting process can boost the organization’s reputation and build employee loyalty. Here are three important steps to follow:

  1. Incentivize: Cash bonuses are the most common form of reward for referrals. Whether it’s $100 or $1000, it should be fair to the employee – after all, they are spending their own time, while saving the company money.
  2. Communicate: Word of mouth doesn’t work if no one is aware of it. Make sure all employees know about the referral program and how it works. Follow-up is extremely important, as employees are less likely to refer additional candidates if they never hear the results of previous referrals.
  3. Measure: Set goals and create metrics to determine the success of the program. You might track number of referrals by year or per employee, as well as longevity and performance.

Work-Life Balance Strategy

Our fourth HR recruitment strategy has also been shown to improve morale: a strong work-life balance. Companies that promote a positive work-life balance have lower turnover and recruiting costs, and higher productivity from happier employees. Here are a few tactics to try:

  • Give time off: Employees need time away from the job, but don’t typically get enough. Vacations give people a chance to rest, turn off “work mode” and come back rejuvenated. Paid sick time keeps everyone healthier by allowing workers to stay home when they’re not well.
  • Support parents: Raising children while pursuing a career is tough. Employees with children who feel supported by their employers tend to be appreciative and more loyal. Options like on-site day care or job sharing can go a long way to relieving stress and allowing staffers to focus on their work.
  • Offer flexible schedules: Employees with flexible schedules are more productive. Having time to run personal errands, pick kids up from school or attend college classes is highly valued. Similarly, workers who telecommute from home are also highly productive. Employers who offer this option will benefit with happier employees, lower turnover, higher productivity and a great reputation.

Try these four HR recruitment strategies and you just might experience more hiring success, along with better morale and a stronger bottom line!

Sep 152014
 
5 Ways For Employees to Trust One Another

No matter the industry a business is operating in, an efficient and effective workplace involves having employees who trust one another. Trust helps to boost productivity levels, enhances exceptional customer service, and provides a workplace where employees enjoy working. Trust is not instantaneously established among workers, so it is important for managers to create this atmosphere.   5. Create and enforce rules and standards Your employees will have a hard time trusting one another if there are no rules to follow. No one will know what to expect from one day to the next, and not only does this hinder trust, but it also lessens productivity. When you create rules and standards, don’t make them so strict that no one [...]

Sep 082014
 
Employee engagement - is it becoming a concept to rethink?

Employee engagement is a big topic these days, as companies recognize what this can mean to their productivity and performance. A 2014 survey reported that 78 percent of executives surveyed rated engagement as an important or urgent issue. Research has shown that engaged employees are more productive, provide better customer service, and stay in their jobs longer. Employee engagement is moving from an annual survey, to an on-going business concern. Are your people engaged? Do you think they’ll keep working for you 5 years from now? Every now and then, organizations should rethink the way they treat their staff. Surveys are an excellent way of finding out if your company’s production goals are being met or not. Of course, there [...]

Aug 292014
 
FMLA - Not Just Coverage for Pregnancy

Many business owners think of FMLA only when an employee is ready to go out on maternity leave or if an employee is facing a catastrophic illness such as cancer. FMLA also covers migraine headaches, back pain, influenza – and other illnesses that are considered to be “chronic or a serious health condition”. Employers and their supervisors and managers need to know the “red flags” on what to consider to be a FMLA occurrence and how to manage it. As a reminder, the Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave.  FMLA is designed to [...]

Jul 302014
 

Payroll is an important aspect of running a business with employees. An efficient and organized process can make payroll less cumbersome and costly. Here are seven simple and effective payroll tips that can benefit every business owner.   1. Get the required information upfront. Make it standard practice to collect the necessary information from employees and independent contractors, including proof of identification, EIN/social security numbers, and W-4/I-9 tax information, at the start of a working relationship. (If you hire new employees, report the event to the state within 20 days). Though you may not pay an independent contractor enough to necessitate issuing a formal W-2 at the end of the year, having the required information on hand will reduce the [...]

Apr 112014
 

Companies know they have to maintain a certain level of branding when dealing with consumers – but what about with prospective employees? Company branding is becoming a major element to the hiring process. In an age where social media has personified businesses to a level not experienced before, human resources must understand the company’s image must also correspond to the way it presents itself to candidates. A Randstad survey from 2013 found an inviting company brand may be the key to attracting talent. It found 20 percent of employees under 30 would rather work at a lower-paying job with a brand they embrace than a position at a less reputable or welcoming company. So how can employers establish a strong brand? Through many ways: [...]

Jan 142014
 

The current job market is saturated with highly qualified individuals, and the most qualified job seekers are looking for much more than just a paycheck in their search for employment. In order to attract the best candidates, you should have certain measures in place in your recruiting and hiring processes. What do the top talents in your industry look for? How can you attract them? Here’s a look. The Employer of Choice You can start by approaching talent acquisition and recruitment from the perspective of branding. If you position your company as the “employer of choice” to potential employees, you will be able to choose from the best of the best. To do so, you’ll want to describe what differentiates [...]

Dec 022013
 

It may seem quiet around here, but we’ve been busy working on new enhancements to our web-based human resources management system. The most notable update would be the addition of an Applicant Tracking System (ATS). We’ve put a huge amount of effort into creating the easiest to use and most flexible online applicant tracking system in the market. With our online HR software system, you can create your very own custom online job application.  You can then embed a list of current job openings on your own website. When an application is completed, log in to rate & review candidates. Finally, with the press of one button you can hire a candidate and transfer them into your employee management system. [...]

May 242013
 

By Steve Miranda In my 17 years as a senior level HR practitioner, I’ve seen good and bad corporate policies. The only real difference between the two is that good policies are those that employees follow. Social media policies are no exception. But the most effective policies don’t just keep employees in line. They set consistent, clear, and common-sense guidelines that free employees to do their jobs better. Here are three key characteristics that should define your social media policy: 1. It’s Clear Your employees need to understand why the policy is needed; this doesn’t mean they have to agree with that reason. It’s unrealistic to believe people will automatically support your policies. And telling employees to follow policies “because [...]

Apr 222013
 

“The whole is greater than the sum of the parts.” Everyone’s heard that expression. And we’re all familiar with what it means: An effective team can accomplish more as a whole than its individual members can accomplish on their own. The key word here is effective.  Building an effective, high-performing team requires more than simply throwing a group of outstanding individuals into a room and telling them they can’t come out until they have a solution. And maintaining an effective team requires planning, communication and decision-making. Assess individual strengths and weaknesses, build support, establish the conditions for effectiveness, agree on your goals—and you’re on the road to building a championship team. But lead with your emotions, shy away from hard [...]