One of the first questions I ask a prospective client is, "How do you hire new employees?"  The typical responses I often hear from small business owners are:  1) Through my business referral network, 2) Advertise on jobboards or newspapers, 3) Hire friends&family. 4) Use temporary staffing firms. 

These responses reflect only the strategies or tools used to source or identify candidates. But what happens next?  Hiring involves more than just candidate identification.  What about screening and evaluation? Is this not important in hiring "A" players?   

It is rare that a company tells me they have a "hiring process."  A process would sound something like this:  We use xyz tools to source candidates, the Dept Manager screens and interviews viable candidates, final candidates complete a skills & behavioral assessment, the owner conducts a 2nd interview, and reference and background check is performed on the final candidate.  Now this is a process!  

Seems a bit odd that a company might implement better systems and processes to order office equipment or pay their bills than they do to hire employees. 

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. 

People resist change. Change creates unfamiliar territory which generates fear and frustration for many people.  When changing times affect your business, turn a negative situation into a positive.  Use these tips to manage change effectively.

1. Communicate reasons for change to your employees. Be as specific and honest as possible.
2. Involve employees at all levels in what changes will be made and how they will be implemented.
3. Identify top performers and actively engage them in the organization.
4. Strengthen relationships with your customers and clients through increased contact and communication.
5. Review your company's vision, mission, and strategy to reflect changes.

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.

I'm reading the book, The Energy of Money.  During this time of economic turmoil, I thought the book might have a few gemstone tips to keep me energized.  Author, Maria Nemeth, Ph.D., uses the term "Trouble at the Border."  This term meaning that along our pathway of intention, we will undoubtedly come across struggles that will try to block our way toward meeting our goals.  In business speak this could be translated to mean, our troublesome economy may be the "trouble at the border" that we currently must face and conquer in order to continue on our pathway of business success.

What hurdles are you facing today as a business owner?  What decisions or actions are you taking today to cross over the border of trouble.  Are you experiencing employee issues?  Are you addressing these employee issues or waiting for "chance" to make things better.  The crossroads we are experiencing today in our economy is not only a wake-up call for our country, but also for us as business owners.  Now is the time to assess your staff to make sure you have the right people on the bus.  (Excuse the over-used expression.)    As Maria Nemeth says in her book, " . . . any distress you experience in the face of difficulty is a measure of your courage as you move outside your comfort zone.  Addressing employee issues is uncomfortable for most business owners.  What steps can you take today to move you across the border and closer to your business goals?

http://www.amazon.com/Energy-Money-Spiritual-Financial-Fulfillment/dp/0345434978 

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.

Avoid spending too much time and energy stressing about a potential layoff at your company.  Instead, spend your time on things you have control over.  Read on for some strategies on how to show your manager the value you bring to the company, planning for the possibility, and ways to manage the stress.

Layoff Worries? Five Conversations You Should Have

Preparing for a Layoff

8 Tips for Staying Stress-free in a Tough Economy

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

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.

New employees, managers and peers, can change the dynamics within an established office environment.  The first few weeks can be an adjustment time for both the existing personnel and the new team member.  Read on for tips and strategies to help ease this situation.

Coping With New Bosses and Co-workers

Getting Along With A New Co-worker

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.

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've been attending Lushin & Associates Sales Training for about a year now, ever since we moved into our new office in the same building.  Every quarter we spend one of the weekly classless on goal setting.  I spend so much of my time evaluating others, that this is a much needed exercise for me!  When interviewing it can be easy to judge people harshly and feel superior.  These monthly goal setting sessions quickly knock me off my high horse and help remind me that I am by no means perfect and need to expect similar from both my clients and candidates.

Lisa Boester recently commented on an article that Ron wrote for our monthly newsletter.  It too, was a good reminder that when there is fault with an employee or a candidate it is often not their fault, but our own that is showing through.

Are there some areas of your business you are annoyed with?  Are there things you could to improve the situation, rather than blame others! 

I'm going to vow to start this next quarter by taking responsibility!  No excuses, one of my mantras from last quarter will continue to be on my bulletin board.  There is no reason that the economy, the election results, or other people should get in my way.

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)

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. 

Getting along well with your co-workers can positively affect your performance reviews and advancement opportunities both in a corporate or small office environment. Here are some tips to create healthy relationships with your co-workers!

Be A Better Co-Worker - 10 Tips

Coworker Relationships & Communications

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?

Performance reviews are often stressful for employees when they don’t really need to be. Learn some tips on how to make a positive impact on your employer and better your standing within your company!

How To Ace Your Performance Review

More Tips for Interal Job Candidates

 

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!