Technology is ever-changing and evolving and it can be extremely difficult to keep your small business practices current with all the changes. Even though it is easy to wait until later to try out these new techniques or implement new strategies, take a proactive approach and at least be on par with the technological trends. Watch the following video from the 2008 ERE Expo to get some useful tips from Michael Marlatt.

The Future of Recruiting Is In The Clouds

I’ve noticed an influx of especially unhappy candidates lately.  Is it the types of positions I am working on? The state of the economy?  The looming holiday season?  I can’t really say.  It is very clear though; candidates are getting anxious and even more disappointed then usual when they do not get a job. 

I have a standard line I use when telling candidates that we are no longer considering them for a position.  “I appreciate all the time that you have invested in our search.  At this point, we are pursuing (or have chosen) candidates that are a closer fit for the position.”  If the candidate was truly a top performer, but just not right for this role, I’ll follow that line up with, “However, I’ve been impressed with you throughout the process and would be happy to consider you for something with another one of my clients.  If you ever see anything with my name on it that you are interested in, don’t hesitate to call.”

I’ve refined this over the years and it works very well.  Unfortunately giving specific details about why someone wasn’t chosen just doesn’t work out well for anyone.  The candidate automatically becomes defensive.  (I’m sure that right now some candidates are reading this and saying to themselves, I was NOT being defensive!)  It is unlikely that any feedback that received from me will be more valuable than the feedback from other sources.  Talking to former managers, coworkers, even friends can likely give some valuable thoughts on areas you can improve.  

Even if I had some nugget of knowledge, I can not share it with candidates because I have a responsibility to protect my client.  Unfortunately in today’s litigation happy world, it has become unsafe for companies to provide specific feedback for fear that their words will be used against them. Although I do not think that this is a huge disservice to job seekers.  I doubt many job seekers’ lives have been changed by the feedback they received during an interview.

This all comes to mind because I have found myself not using my standard line lately and the results have not been good.  So if you are undertaking a hiring adventure on your own, feel free to use my line.  And to use it effectively, don’t give in to pleads for specific feedback.  It only leads to more and more frustration for both you and the candidate. 

Check out this article from Workforce Management for more discussion on the issue. 

Seth Godin, author of Blink, recently wrote a blog post entitled, "The 90/10 rule of marketing a job."  He writes, "It only takes 10% as much effort to hire someone in the bottom 90% of the class.  And it takes the other 90% to find and cajole and retain the top 10%."  He asks why companies looking for the top 10% don't invest the resources necessary to attract and develop them.

I have my own personal theory on this matter.  First, most hiring managers lack the patience and discipline to implement strategies that attract "A Players."   Second, they don't invest adequate money in marketing jobs because they can't quantify an immediate ROI.  Third, they really don't believe they can attract "A Players," so they don't even try.  And, lastly, they are afraid to manage people better than themselves.  

Here is a link to Godin' blog post.

http://sethgodin.typepad.com/seths_blog/2008/11/the-9010-rule-o.html

What holds you back from hiring A Players?

Check out these funny candidate horror stories!  I can't say I have ever had anything that entertaining happen with my candidates.  Although, Ann once had a guy leave for lunch on his first day and never come back!


http://www.recruitingblogs.com/forum/topics/keenhire-hiring-horror-story

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.

In today’s “uncertain times” it is often the knee jerk reaction to say, let’s cut expenses, lose the vendors, bring everything in house and do more with less.  However this can be a very costly move.  While cutting vendors may seem like an easy way to cut costs, outsourcing can actually be an effective way to save money.  Accounting, IT, even sales can all be outsourced to trusted vendors that can cut costs, improve efficiencies, and give you a level of expertise that you couldn’t afford to hire full time. 

Obviously, I recommend turning to outsource recruiting specialist for your hiring needs.  The costs of taking manpower off of other projects to focus reviewing resumes, interviewing, and checking references can add up, but is really minuscule compared to the cost of making a poor hire because the hiring manager was rushed or did not know what they were looking for.  Whether you chose to use an outsourced hiring service, traditional executive recruiting company, or other type of staffing firm, entrepreneurs should be exploring all of their options in order to get the best value for their needs.

Today I’m looking forward to my weekly ritual of visiting the Ale Emporium for dinner with a group of my closest friends.  Sure, the weekly gathering started because a $7 steak dinner with all the fixings is hard to beat.  However if it wasn’t for the deal we would still get together for the conversation.  The staples of our get togethers are the usual taboo subjects: sex, money, politics, and religion. 

But we also spend a lot of time discussing work, career paths, and the entrepreneurial inklings that so many of my friends have.  Most of our talk is just talk, with little desire for it to turn into reality, but every once in a while an idea comes along that really does have teeth and could be plausible, even if we don’t win the lottery.  Which leads me to the question I have for all of you…what took you over the edge?  Why or how did you go from talking about the idea for your business to living it? 

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.

Let's assume you own a business that is actually performing OK in this economy.  Perhaps you may not be meeting your targeted stretch goals, but still moving along well with decent profitability.

So, what do you do with respect to investing in growth activities?  Are you willing to invest in people who can continue to increase revenues, increase productivity, or who can reduce your workload so you can stay focused on high impact activities?  It may be risky to hire key talent in the turbulent time, but what are the risks if you sit on the sidelines?

Warren Buffet has said with respect to financial investments, "Be fearful with others are greedy, and be greedy with others are fearful."  http://www.nytimes.com/2008/10/17/opinion/17buffett.html?_r=1&oref=slogin
 

Might this philosophy also apply to hiring?  This might just be the best time for companies to invest in people.  As a business owner . . what do you plan to do with this opportunity?

I hate to add to the frenzy of economic panic that is going on, however, I saw this article today and thought it is relevant to business owners that are not facing layoffs as well.  The points that Elizabeth Stahl makes about downsizing can be carried out into many other areas of business, especially hiring.  While friends and family can be great sources of potential employees, it is important that entrepreneurs do not make hiring decisions emotionally or based on your relationships.  Small business hiring practices can often be unstructured, however it is best to put people that you know personally through the same kind of hiring process you would for other candidates.  Jumping to the assumption that someone will be a good fit for your business because you like them can lead to business issues that can cost you significant money and personal issues that could cost you the strong relationship you enjoyed before.  Best to take the time to thoroughly explore the possibility of altering the relationship before you take the leap.  And if you feel like you need an impartial third party recruiting specialist to help you make the decision, give me a call.

As recruiting consultants we get a chance to work with a myriad of small companies, business owners, and professionals. Because of this we also get a chance to observe the various ways companies function and the processes/systems they employ when trying to accomplish a goal. One of the biggest tips I think I could give any company looking to bring a new team member on board is to let one person be the key person in running the hiring initiative. When there are too many people involved in the early decision making process it becomes very difficult to complete simple tasks such as deciding which candidates to move forward with and coordinating schedules to arrange interviews. If one person, or a small team, is given the responsibility of running the process for their company, they can narrow their choices to the final few quality candidates, that can then be introduced to the group at large or important decision makers.

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.

I have been advised by my marketing consultant and business coach that I should write a book.  My business expertise is recruiting for small businesses.  So, of course, the book will share what I have learned and experienced as a recruiting consultant for small businesses. Yet, at the same, I want to write something that small business owners would find interesting, thought provoking, practical for immediate applications, and at the same time "forward thinking."

So, my question today is, "what would small business owners like to learn as it pertains about recruiting for their own companies?"  Yes, there is the the routine stuff about sourcing, screening and evaluating candidates. Yes, there is the verification of candidates using background checks, references, and skill testing.  Behavioral assessements generally strike a chord, too. 

But, what about the concept that recruiting does not end when a candidate accepts an offer? Recruiting is just the beginning stage of an employee/employer relationship.  Keeping the relationship healthy and strong once they are hired is often difficult for small businesses owners.  Perhaps this is where the hiring process melts down for many companies.  

Would love to hear your thoughts about what you feel is the most difficult part of hiring and managing employees!  

I was chatting with a friend of mine who works at an Indianapolis staffing firm recently and the conversation turned to the unpredictability of candidates, not an uncommon topic when I talk with others recruiting specialists.  “I can do everything right,” he said.  “And the deal still may not go through.”

While I’m sure this is true to an extent in any industry, in the recruitment industry we struggle with the challenge that our “product” is a human being.  Adding in “the human element” leads to so many opportunities for a project to go wrong.  Was the person being upfront when they said that the position was what they were looking for?  Did they have a lingering concern that they never mentioned?  (Even though I asked!)  Or maybe something came up unexpectedly at the last minute, their dog died, another job offer, they were in a car accident…  The list of excuses why a person may just not show up on the first day of work could go on forever. 

So what’s a small business owner to do when they set out to hire?  The key, as it is in so many business decision, is due diligence.  The only way to improve results is to uncover as much information about the candidate as you can before you bring them on board.  There will always be surprises as you get to know each other, but asking the right questions and approaching the situation with your eyes open is the best way to minimize the unpleasant ones!

I went to Starbucks last week and I noticed they put a sticker on the top of my cup saying that they were hiring.  What a creative way to reach out to talent! 

Some of the more non-traditional things we use are various web 2.0 functions such as Facebook, Linked IN, and Smaller Indiana.  While these aren’t the most effective tools for finding job seekers now, they are becoming increasing useful as they become more legitimate forms of communication.

We also always encourage our clients to mention their hiring needs as they are networking and send an e-mail to their close network contacts to let them know who they are looking for.  This is a tried and true method for finding good employees.  However, you need to be sure that you put these candidates through the same due diligence as you do candidates that come from other sources. 

Are their creative ways that you reach out to people in your circle to let them know about your employment opportunities? 

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. 

Many small growing businesses often fail to budget for hiring costs associated with turnover or anticipated expansion hires.  Consequently, many small businesses lack the financial resources to hire quality talent. 

The average cost to hire is about $7K, yet I've found many business owners reluctant to spend any money at all for recruiting.  They first try to hire friends, family, and then friends of friends.  The do-it-yourself hiring approach works like doing your own plumbing.  Sometimes you create a bigger mess!   

When it comes to hiring, business owners tend to be reactive rather than proactive.  To improve the quality of hires, businesses should create an annual staffing plan that includes a budget for hiring replacement or expansion hires.  Planning helps businesses from being caught off guard financially.  And, with allocated dollars set aside for recruiting, companies will have a better chance of hiring top talent.  

While Safari’s mission is very business focused vs. candidate focused, we still strongly believe in creating a candidate focused hiring practice.  One of the clearest ways that we implement a candidate focused hiring practice is in our ad.  We draft an ad that focuses on why the candidate would want the position rather than what the employer needs. 

I started thinking about this concept after reading an article on Ladies Who Launch by Stacie Krajchir about the risks of hiring:

“The good news is, I think I have finally found the formula for getting the best, most qualified applicants to our door: the kick-ass ad postings I place on Craigslist (Craig should actually offer me stock because I bought whatever house he lives in with all my support). I will admit they are pretty intense and unforgiving and demanding: Please do not apply for this position if you currently work as a bank teller, but really want to get into PR … we are seeking experienced publicists only. I also state: Please copy and paste your resume. Do not send an attachment, any e-mails with attachments will be deleted and will not be read.”

Maybe it is the Midwestern in me, or maybe it is my high S coming out, however I’m a fan of the thought that you will get more flies with honey than vinegar.  Our ads receive 34% more views and 84% more applicants than average ads, so we are doing something right!

That said, Stacie has clearly found something that works for her.  Maybe if you aren’t the kind of person who reads this and says, ‘You think I’m not good enough for you?  I’ll show you!’  then you aren’t going to last more than 3 months with Stacie.

What about your business?  Are there phrases that you use in advertising or when speaking to candidates to help them self select out?

Retention of top employees is always an important issue for all businesses and can be especially important to small business owners.  Once you have brought an employee on board, taught them everything there is to know about your business, and begun to rely on them in many different ways the thought of losing them is painful. 

Keeping employees happy is the key to keeping employees at your company.  However, “Golden Handcuffs” is a slightly different strategy.  Instead of just encouraging someone t stay, it really discourages them from leaving.  Here is a link to a past newsletter that discusses the topic.

This is a dangerous strategy because it can encourage people to stay even if you may not really want them on board any longer.  It is very likely that an employee that is no longer happy in a job, but is financially committed to it will have performance issues.

Is it better to have these individuals leave naturally when they feel there is something better out there?  Or is it worth the investment to keep them there?  Can a ‘C’ player with 10 years at your company get more done than an ‘A’ player who is a newbie?