Avoid the Ten Dumb Mistakes Hiring Managers Make

Are your hiring managers making any of these 10 dumb mistakes?

Top10ScreeningMistakesRecruitersHuman resources, hiring managers and recruiters are human. On occasion, they make mistakes. Nobody is perfect, right?

The ten most common dumb screening mistakes made by recruiters and hiring managers, as reported in this infographic by Resoomay.

Key Takeaways:

  • Seventy-nine percent of businesses say they have hired candidates who exaggerated or padded their CVs and résumés. Ignoring overqualified candidates can cause damage to a business, as there will rarely be a perfect match.
  • Too frequently, recruiters do not ask candidates the right questions during interviews. Most of them ask lightweight and meaningless questions instead, wasting both time of both the candidate and recruiter.
  • The interview increases the likelihood of finding the perfect candidate by only 2 percent, so it should not be the only part of recruitment.
  • Recruiters and hiring managers need a clear idea of the soft skills of a potential candidate prior to an interview; things like temperament or personality.
  • What is the problem with not checking references? One-quarter of all recruiters do not check references. That is probably their biggest mistake.
  • Effective communication between members of your hiring team is necessary to increase the success of your recruitment efforts.
  • Simply using the résumé to evaluate a candidate, because of deadlines or a lack of time, will increase turnover rates, replacement costs and cause the company more harm than good.
  • Job descriptions need to be defined, well written and discuss the job accurately. Vague job descriptions mean more job applicants. That means more unnecessary work for human resources. Recruiters need to be sure they sell the company to the candidate. They need them to be excited and eager for the opportunity to work for your company.

Finding a suitable employee can be a challenge, but human resources departments, hiring managers and recruiters can knock out the competition by avoiding these ten common hiring errors.

Infographic after the jump…

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Job Search Failure? How to Handle Rejection

Job Search LoserThe way to handle failure today is critical to future job search success. If you want to achieve, you need to gain confidence and pride—take on challenging goals, develop positive patterns and methods for success.

Handle rejection badly, and you will wind up choosing either extremely easy tasks or unreasonably complicated ones guaranteed to fail. Neither one is good for your job search since one provides little professional challenges, and the other will feed into a false sense of failure.

The first thing is to invest time and effort to make significant accomplishments outside of your job search.

Ten steps to manage rejection in a job search will help put your life, and career, in perspective. Use them and prepare for real success: Continue reading “Job Search Failure? How to Handle Rejection”

4 WORST Job Search Tips You Will Ever Hear!

Job Search FailWhen on a job search, you will find a barrage of information designed to get you on track to finding the right job.

One thing to remember—not all advice is good! Many words of so-called wisdom might not even apply to you.

What’s more is there are some job search tips you will get that are just downright horrible.

Four of the worst pieces of job search advice that you will ever hear:

Bad job search tip #1: Go ahead, send out as many job applications as you can!

Continue reading “4 WORST Job Search Tips You Will Ever Hear!”

7 Steps to Painless Human Resources Hiring!

Hiring can be a painful process, especially if it isn’t done right!

7 Ways to Make Hiring Painless!The hiring process is often both lengthy and arduous, for human resources, management and the candidates themselves. In companies of every size, business owners are so eager to  be hiring the next superstar talent, they end up discouraging other good candidates in the process.

Starting with job postings that do not accurately reflect your company culture, vision or brand; lack of follow-up during the hiring and other missteps, there are so many significant opportunities missed. During the hiring, all members of an organization, from management, human resources and the boardroom to the rank and file employee in the mailroom, your main goal is to put your best foot forward.

If your human resources department has the burden of hiring or screening applicants, there are seven key things you should do, to make hiring as painless as possible:Human Resources: Free live ovation demo

  • Write a description of your ideal candidate. As an example, decide on a detail-oriented or a big-picture thinker. To find the right person, it’s essential to know what kind person you’re looking for.
  • Nail the job description. Give candidates an accurate idea about the job, with the nitty-gritty details of how, where and when employees are be expected to perform.
  • As the flow of candidate resumes come, conduct initial interviews, makes assessments, and produce a short list of candidates for the hiring managers to evaluate.
  • To get the most from early interviews, develop a list of pertinent questions to pose to every candidate, as well as the specific answers you want to hear.
  • Knowing the right time to offer the job; creating a commission structure to deliver the results you want.
  • Deliver a clear and smart training plan for all new hires, extending through the crucial first 90 days of employment.
  • Stay involved by staying in regular contact, to coach the new hire through their first six-month employment period.

This infographic below, from employment screening and hiring company HireRight, has information taken from real-world job seekers. Continue reading “7 Steps to Painless Human Resources Hiring!”

Job Search After a Layoff: 7 Ways to Start

Losing a job is stressful; an unexpected layoff can be devastating. Seven tips for making the most of your post-layoff job search.

Job search after a  layoff needs determination.
job hunting (Photo credit: Robert S. Donovan)

In today’s economy, layoffs have become a fact of life. There is no such thing as an indispensable employee. Improved unemployment numbers aside, the possibility of losing your job and beginning a new job search is always present.

If you have a plan, it can make living with an unexpected job loss a whole less stressful. Few people genuinely prepare for unemployment, and they end up working double time to pick up the pieces of their lives.

After a layoff, the first thing to do is take control of the situation. It is the only real way to get back on track for your career.

A layoff shouldn’t keep you down. Seven ways to jumpstart your job search after a layoff:

Continue reading “Job Search After a Layoff: 7 Ways to Start”

Job Seekers! What Human Resources Learn About YOU!

In today’s job environment, job seekers have to hit the ground running. And human resources are always trying to stay one step ahead, to get to the truth about candidates.

Human resources can find a wealth of information about you!One of the first things a job seeker usually does will be to try to clean up their social networking profiles; they will be frantically deleting embarrassing photos, offensive language and information that could make judgment and character an issue with employers.

They hope and pray that this will be enough to protect their online reputation from mistakes that should rightly be buried. Unfortunately, that may not be enough.

Human resources departments now look a little deeper than just a social media footprint when recruiting and hiring job candidates. According to the Fair Credit Reporting Act (FCRA), employers now have the right to request consumer and credit reports before hiring you, even as a contract employee.

What things will a human resources department see when they perform a credit check on you?

In this infographic from LawQA.com, there is now a better answer. It shows you exactly what is and is not counted in these consumer and credit reports, as well as background checks.

Some things they won’t get in these reports:

  • Medical or health records
  • Information, such as taxes and collections, from seven years ago or more (however, that does not include criminal records—they will appear in most background checks!)
  • Purged convictions

Even though, this leaves an enormous chunk of data in the hands of potential employers! Many of this data can be used to make the hiring decision. In a recent report from CBS News, human resources pros often look for five pieces of information from background checks or similar credit and consumer reports:

  • Education
  • Licensing verification
  • Credit history
  • Employment verification
  • Criminal history

By reading this infographic carefully, you can learn exactly what information a human resources department can obtain on you. You can also perform a background check on yourself (Ovation Technologies provides a criminal background check for only $20!), checking for mistakes, erroneous information and other things that can be corrected, before it is too late!

Infographic after the jump…

Continue reading “Job Seekers! What Human Resources Learn About YOU!”

Employee Referrals: Mining Recruitment Gold

Employee referrals are much more important, but still remain a (relatively) low priority for human resources departments.

Employee Referrals: Mining for Recruitment GoldRecruitment through human resources departments have traditionally been from a variety of sources used to find skilled candidates. Most of the time recruiters would consider potential employees in a pool of possible applicants through career sites and job boards.

With unemployment down and the available pool of talent being directly scooped up by aggressive recruiters, more employers are mining existing employees to get recruitment gold.

Employee referrals are the becoming the best way to get the most qualified applicants. As it has always been the case, it is about who you know. Your employees may be holding the key to the perfect candidates.

In a recent survey, referrals may provide more hires, sometimes considerably more, what was once thought to be the case.

It has become accepted wisdom to estimate the average number of new hires coming from employee referral programs lies between 25 percent (at least for non-exempt positions) to around one-third. Some programs have performed better than others.

FREE LIVE OVATION DEMOStaffing company CareerXroads has now found evidence that hires from employee referrals are considerably undercounted.

Last year, in a survey of clients and others, CareerXroads staff discovered that in the companies that have a referral program, the standard for external hires from referrals averaged much higher, at 28 percent. Most of those companies pay a bonus of some sort for new referrals.

They also learned that it takes an average of about 10.4 referrals for one hire. Some companies are either so particular or acquire such a large number of referrals that only one in 25 referrals (sometimes even more) will result in a hire.

There were some surprises. Unfortunately, few employers actually devote staff to promoting an employee referral program, leaving it largely under the umbrella of Human Resources departments. Often, they are understaffed, and a profitable source for quality candidates remains untended.

ovation tech blog

This is disturbing because the amount of effort one could invest in a referral program could easily save energy in recruitment and hiring from other sources.

One intriguing infographic is from Jobvite, showing how referred candidates offer several advantages to employers over those who come up through “outside” sources.

Infographic after the jump…

Continue reading “Employee Referrals: Mining Recruitment Gold”