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

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.

Check out the newest addition to Safari Solutions’ website.   We have added a page of Job Search Tips for candidates.  While our expertise is more on the recruiting side than the job search side, we have a few ideas to help make your job search easier.

Safari Job Search Tips

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.

 

 

 

 

 

 

 

 

 

 

My favorite trait from the Remarkable People article is “they are hard to pigeon hole.”  I think that is one of the reasons that our services are so valuable.  Sure, anyone can look at a resume and match up keywords; you don’t even need a person to do that!  But it takes recruitment expertise to see these truly “remarkable people” as fits for a specific opportunity because their background typically doesn’t fit the traditional mold you are looking for.  Knowing the difference between these top performers and the people who think they are top performers can be difficult.  I think it takes the combination of experience and an open minded, unbiased approach.

How do you tell the difference between people who talk the talk and those who can walk the walk?

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.

It was requested that I post this article that recently appeared in our Newsletter. Enjoy!

What do I do with Them?

Managing Gen Y professionals can be challenging for employers who don't understand this younger generation.  Below are five tips every manager should know in order to get the best performance results from their Gen Y employees.

1. Recognize & Reward Their Efforts:  They crave regular feedback and rewards.
2. Offer Competitive Salaries:  They expect to be fairly compensated for their hard work and education.
3. Be Technically Savvy:  They are the "Internet Generation" and need access to up-to-date technology tools.
4. Build Personal Relationships:  They need to be mentored and coached.
5. Provide Challenging Work with a Purpose:  They need to feel that they are working towards a higher purpose due to their high-achievement nature.

(By Ron Giles, Safari Solutions, HR Consultant)

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!

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.  

From our 9+ years as Recruiting Consultants, we at Safari Solutions have learned that there are two undeniable truths in hiring:

People are unpredictable.

and

Candidates lie.

Not the most reassuring news when you are looking to hire a new employee, but establishing those as truths will ensure you do everything you need to in order to make the best decision possible. 

I just read an article describing “3-D Interviewing,” which basically is an interview technique in which you ask the candidate to actually demonstrate the skills that they have.  This is not too unlike having candidates complete an assessment in your office.  I was surprised by the first comment that said in part:

“Getting honesty is not always about putting people under pressure and honestly if I was interviewed in this way (giving the perception that you do not trust people you interview and potentially your own staff) then I doubt I would be interested in working in that sort of environment if offered a position.”

I have found that the true superstars are happy to demonstrate their skills.  While writing code on a whiteboard may not make a person feel comfortable, giving some kind of opportunity to show your skills will help you get the job if you really are a good fit.  And if you aren’t able to perform the test, then it is probably best for everyone that you do not get the job.

What do you think?  Would you get the impression that you were interviewing at a company with an environment of distrust if you were asked to “prove it” in an interview?

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!

I’ve been reading Nadira Hira’s blog, The Gig, for a while because as a “Cusper” straddling the line between Gen X and Gen Y, I am fascinated in all the attention that generational differences get.  Also because Safari Solutions has been helping launch a new company, Slingshot, that specializes in helping Gen Y prepare for and land their dream jobs. 

Today she brings up a volatile topic among Gen Y and Cuspers like me, changing jobs frequently.  My husband and I are the only ones in our circle of friends who are still with the same company that we started with when we graduated college.  We are also more satisfied with our careers than most of our friends.  Not sure if we can say that one caused the other, but still an interesting coincidence.

 

As a recruiting specialist, I’m concerned about a candidate who has made so many poor major decisions in their life.  None of the positions that you found were a fit?  Are you not putting the time into your job search to truly discover what the opportunity is like? Or are you misrepresenting yourself and getting into situations that are not a fit? 

 

When you make a hiring decision how much do you consider job tenure?  What do you think about candidates who change jobs frequently?  Is it a sign that they are adventurous as Nadira points out?  Or do you prefer more traditional loyalty from your potential employees? 

Business owners often believe that passive candidates are the best candidates.  Everyone wants to recruit them.  I hear over and over again from business owners, "Find me someone who is working for one of our competitors, who I don't have to train so they can hit the road running on day one!"

Sounds great, yes?  But, great passive candidates are just an illusion.  There is a reason why they are called "passive."  It's because they are "passive."  They generally do not move into action until someone pushes them to do so which is not a characteristic of an "A" player.

"A" players will do one of 2 things.  1.) They will never leave their current position because they are superstars and compensated handsomely.   They are loyal and passionate about the company they work for.  Or, 2.)  They are proactively looking for a better job so they can reach their potential.

There is nothing passive about "A" players.  "A" players are proactive.  Passive candidates are simply content to be average players  . . . waiting for recruiters to call to push them into action.

Is this the type of employee you want on your team?  My guess not.  Passive candidates are plentiful.  They just are not "A" players.

Over the next few days I am going to point out some of the unique issues that employees of a small businesses often face.  As with most things, just knowing what these issues are is beneficial.  Acknowledging them and being open to doing what you can to resolve them will go a long way in keeping employees happy.  Also, addressing these issues in an interview will help paint a realistic picture of the position and help candidates make an informed decision before the accept.

 Lack of a peer group

There just isn’t anyone to cover your shift.  Typically with small businesses there is no one else who is doing exactly what you are doing which makes it difficult to really develop a true peer group. Yes, small businesses tend to be very close knit, but that doesn’t happen over night and it is like a “family” not like friends.  You just don’t build a professional network in the same way that you would in a larger company.  So encourage your employees to get out and network.  Even if business development isn’t part of their job description.  It will still benefit your company and it will definitely benefit them.