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

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.

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?

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?

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.

Where do you start?  Typically when people look to make their first hire they start by telling their network that they are looking to hire.  This is an important step, but not the place to start! 

Take an honest evaluation of your company.  This is especially important if you are hiring your first employee.  What do you really need?  I know, you want another you.  We all do, but that is pretty much the one thing that I guarantee you aren’t going to find.  Luckily, it probably isn’t really what you need either.  Go into the evaluation stage with an open mind.  Maybe you don’t need to hire anyone.  Maybe the solution is to hire a few experts as consultants.  Maybe you need an intern, or a part time employee.  The time to figure that out is before you start looking for help.  This is not something that can be done by trial and error.  Ok, it can, but it is not pretty.  Not only are you bringing a huge amount of unnecessary stress into your life, but you are changing someone else’s.  And you are potentially hurting the reputation that you have worked so hard to build. 

Not enough money?  Not enough work?  Not enough stability?  Not enough resources for them to be productive?  These are things that you need to think about before you bring someone else on board.  So that is the first step.  Get your house in order.  You won’t keep anyone, good or bad, if the company isn’t ready for them.

When job boards first emerged as a key hiring tool for employers there were only a few industry giants. Now, the market has exploded with new players! With over 4,000 job boards, it is easy for small businesses to be confused on where to spend advertising dollars. Select the right recruiting tool for maximum results!

General Job Boards: Monster and CareerBuilder remain the largest and most cost effective options for mainstream positions like administration, accounting, sales, and general management.

Niche Sites: A great tool for identifying hard to find talent. Requires some trial and error as the volume of applicants may be low, yet the quality of candidate is generally high.

Aggregators: Job boards like Indeed & Simply Hired pull job postings from other sites. Your company’s career site postings can be listed on them for free!