The first step in conducting any job search starts with a job ad.  A well-written job advertisement is critical in attracting talented and qualified candidates for your position.  Think of your ad as a marketing piece. The job is your product, and the readers of the advertisement are your potential customers.  The goal is to sell your position.  In order to compete with the thousands of other postings, your ad must engage the reader and compel them to apply.

When written correctly, a job description clearly outlines duties and responsibilities that are to be expected to be performed on the job.  It also lists the skills and requirements that the ideal employee should possess.  At Safari Solutions, we realize that the more descriptive the ad is, the less likely we are to waste time on unqualified candidates.  Furthermore, upon hire, an accurate job description will provide your new employee a written guide as to what is expected on the job, and can be referred back to in order to measure performance.

Safari Solutions has developed a method for writing ads that has consistently proven more effective than our top competitors.  Not only do we receive more applicants, but we see an increase in the number of qualified candidates as well.  Furthermore, having a professional write your ad can save you time and result in a greater pool of qualified candidates.  Nonetheless, regardless of who writes your ad, the more time and effort you put into your job description, the more likely you are to make the best possible hire.

I recently had a conversation with a close friend who was involved in a lengthy job search.  At the time, it had been two weeks since his first interview and he had not heard back about his status.   Hearing this, a few more of our friends began to rant about how frustrating it is to wait to hear back from employers.  Obviously, I recommended that my friend call and follow up on the job himself.   However, he had a right to be frustrated.  Employers should follow up with candidates post-interview, or at least tell them what to expect in the following days or weeks.

Although it may not be a requirement, candidate follow-up is common courtesy.  Many employers may contend that they don’t follow up because they don’t know how long the process will actually take.  And while this is often true, we at Safari Solutions have found that any news is better than none.  This means it is better to call a candidate after a week and tell them that you do not have an answer for them, rather than not calling at all.  Often times, the candidate simply wants to hear whether they are still being considered or not.  If you know that you are going to pass on a particular candidate, it is best to let them know right away.  Furthermore, waiting too long for follow up is very risky, as you take the chance of losing qualified candidates the longer you wait. 

The best solution is to give the candidate a rough timeline during your interview.  Tell them that while you do not know how long the process will take, you will call them within a couple of weeks to keep them updated. And be sure to call.  Also, encourage the candidates to contact you if they are wondering about their status.  While it may seem like more work for you, your candidates will appreciate the extra time and effort.

As a small business owner, have you ever found yourself scrambling to fill a position?  If you answered yes, then you are definitely not alone.  At Safari Solutions, many of our clients have dealt with the same situations.  Perhaps you recently had an employee quit.  Or maybe business is picking up, and it is way past time to hire that extra accountant.  At this point, it may seem more important to get an employee in the door ASAP.  However, in your rush to fill the position you may be making a huge hiring mistake.

Making a rash hiring decision can be very dangerous.  It is essential that you put every candidate through a complete hiring process.  While the process as a whole can be expedited, don’t skip out on important components such as interviews, background checks, and references.  It’s also important to “stick to your guns” if you have uncover any red flags about a candidate.  For instance, you may find yourself wanting to overlook a candidate’s recent job hopping because they can start next week.  However, will you really feel comfortable that the candidate will stick with your company in the long run?  Strictly adhering to a set hiring process is the best way to ensure that you are making the best possible new hire.

At Safari Solutions, there are two facts that we have learned about candidates:
1. they are unpredictable, and 2. they lie. 

While this isn’t true for all candidates, it is the case for some.  This is also true for candidates regardless of which field they come from, or level of professionalism or education they possess.   It’s also hard to distinguish the honest candidates from the dishonest.  However, there are steps to take to protect yourself and business from such candidates.  So, how do you determine if your candidate is honest and trustworthy?

Although you can never really tell if a potential hire is going to fit, looking into their background is surefire way to learn more.  Employment experts estimate that 30 percent of all resumes contain false or exaggerated information.  Furthermore, you’ll be hard-pressed to find a candidate who admits to performing poorly at a previous job.  It is up to you as an employer to uncover this information.  You can do so in two ways. The first is to run a background check to check on previous criminal behavior and verify certifications.  A second way, and a step that is often skipped, is to check references.  

Prior to checking references, always be sure to have your final candidates fill out a Reference Check Release Form, as some employers may require approval before divulging  information.  At Safari Solutions, we recommend checking at least three references before extending an offer.  When speaking to the references, make sure to bring up any questions or red flags you have about the candidate.  And most importantly, listen closely.  While what you learn may not influence your hiring decision, it may be useful from a management perspective as you work with your new employee.

When meeting a potential boss for the first time, it is essential to make a good first impression.  One of the easiest ways to secure a good first impression is to dress appropriately.  A recent study on the top interviewing mistakes found that 51% of hiring managers reported inappropriate dress.  And while the dress code for positions can vary based on industry, it is always best to go more conservative than less.  Below is a list of proper interview attire:
 
 Men
 •Conservative business suit in navy or gray (avoid black)
 •White long sleeve shirt
 •Conservative tie
 •Dark socks
 •Professional shoes
 
 Women
 •Solid color, conservative suit
 •Dress slacks
 •Mid-length Skirt
 •Conservative blouse
 •Tan or light hosiery
 •Moderate shoes

Be sure to take grooming into consideration as well. Keep hair neat and clean.  Nails should be trimmed.  Go easy on aftershave or perfume.  And, women should only wear limited jewelry.  Leave your purse at home, and bring a briefcase or portfolio with paper and pen instead.  Follow these guidelines, and you will be well on your way to interview success.

A good tip for job seekers is to be mindful of positions which you are applying for.  All too often, when I call a candidate about a resume they submitted, they have no idea which position it was for.  Now I am aware that CareerBuilder, and other similar job boards, make it all too easy to apply for numerous positions, and that it can be hard to keep track.  However, you are leaving a bad first impression if you are contacted by a company, and fail to remember anything about the position.  The hiring managers, or recruiting consultants, contacting you will likely think you are uninterested, or that you are blindly applying for jobs.

Instead of being caught off guard by a potential employer, make a list of all the positions you have applied for, and keep it near your phone, or in a wallet or purse.  On the list, include the company name, position available, and any other relevant information like job duties, contacts, etc.  This is especially important for opportunities you are particularly excited about.  This way, when an employer calls you can dazzle them with your knowledge about the position, and get a step up on the competition. 

When asked about candidate job search tips, I always think of one area first-- resumes!

Before working in the hiring industry, I always just figured that people knew how to construct a professional resume.  Or if they didn't know, they would look to places like Google, or refer to a resume template in Word, for guidance.  Now that I review resumes on a daily basis, I am shocked at the quality of some of the resumes I receive. 

Now I understand that unless you have attended a resume workshop at some point in your life, it can be hard to begin.  However, I think many people underestimate just how important a solid resume really is.  You are conveying a message about what type of person you are, and worker you will be, with your resume.  It is your first, and many times only, chance to make a good impression.  And while you may indeed be an industrious employee, it means nothing if you can't back it up with your resume.

Keep in mind, a good resume is one that is easy to read, consistent in format, highlights a candidate's important accomplishments, and is engaging.  A resume should never list personal information, be sloppy or inconsistent, or contain vague information.  Always ask yourself, "What does my resume say about me"?

In closing, a good resume is a necessity.  At Safari Solutions, we review hundreds of resumes each week.  And it's always the well-constructed resumes that stand out from the crowd.   If you are having trouble with you resume ask for help.  Ask a friend, look up good examples on the Internet, or ask a teacher or professor.   In any job search, a professional resume is the first step!