Hiring The Right People

 By: Kathleen Stafford Blanton

The best way to find a needle in a haystack is to use a magnet!

The Needle in the Haystack

 3 Tips to Hiring the Right People – Every Time By : Kathleen Stafford Branton

When you have open positions in your company, it can sometimes feel like hiring the right people is about as easy as finding a needle in a haystack. You’re bombarded with underwhelming resumes from people who aren’t qualified for the position. Worse yet, they don’t even have the education you are looking for. It can be frustrating at times, and you wonder if they’re even reading your job description! Well, while we can’t control people submitting resumes despite being under qualified, we can give you some tips to do your part at attracting and hiring the right people.

 Tip #1: Have a well-defined job description: You need to be as descriptive as possible when hiring the right people. Applicants need to know that you are very serious about the qualifications and experience you’re looking for. You also need to tell applicants what to expect on the job if they were to obtain it. 80% of job descriptions I see miss this mark. No one likes bad surprises, especially after a hire.

Tip #2: Consider culture fit: Beyond qualifications, experience and education, you need to consider the cultural fit when hiring the right people. Every company has a certain culture, so what are you looking for in a person who would fit right in? You should add specific information about that as well. Click here to have our experts help you with this one.

Last But not Least

Tip #3: Have one person dedicated to hiring the right people: This could be an employee with experience in recruiting, or you may need to hire a dedicated recruiter. Why? Because if someone is busy doing their other job and respective duties, they won’t have time to devote to hiring the right people. They also may not have the relative experience or resources at their disposal.

About CEG Partners

At CEG Partners we have over 100 years cumulative experience in Hiring the Right People, Process Improvement, and Technology transformation. We have worked for all types of businesses including start-ups, turnarounds, and Fortune 100 companies across all industries.  Our value includes: Hiring the right people from our unique nationwide database populated with over 10,000 pre-screened technical and executive professionals and have access to millions more.

The One Thing Every Technical Recruiter Should Know

Being a recruiter, specifically a technical recruiter, your job is to thoroughly screen and dissect the skills of potential candidates. There are typical questions that must be asked in the interview to gain a better understanding of the candidate’s potential as well as their personality.  Here are some examples of questions you can use to steer the interview process:

 

  • Ask a “Tell me about a time when…” question to look for specifics in the candidate’s answer. If you ask them about a time they had to handle a conflict at work and their response is a specific incident, then they most likely have past experience.
  • “What did you like most about (job from resume) and why? What did you least like?
    ” This question will reveal the candidate’s motivations and personality.
  • “How have you used interpersonal skills to build your network or contacts?” Responses can show creativity of developing new work relationships.
  • “What type of projects do you enjoy working on?” and “What type of work are you not interested in?”
  • “Do you have any questions?” By asking the interviewee if they have questions, it will become aware if they have done research on the company.

 

These questions are great to develop a basis for potential candidates, but when it comes to hiring there is only one thing you have to know as a technical recruiter. Do they truly have the skills? Candidates can list anything on their resume, but as a recruiter you have to know what level of skills each person has- not just based on their resume. Newsflash: people do lie on their resume. For example, if a person claims to have java programming skills, only an employee with that specific experience would be able to test the candidate. It is too difficult to have another employee test everyone- this is where referrals come in. Checking referrals is a great way to see how the candidate worked at their past jobs and exactly how much programming they have done.

Along with referrals, online testing is a great way for technical recruiters to check a candidate’s skills. These online tests can be administered and taken within minutes. Online tests are easy and efficient for testing skills and knowledge of so many applicants. Testdome, Mocha, and Codility are great examples to check out.

 

Sources:

http://www.insperity.com/blog/professional-recruiters-reveal-16-of-the-best-interview-questions-to-ask/

https://www.glassdoor.com/Interview/technical-recruiter-interview-questions-SRCH_KO0,19.htm

The High Cost of Not Using a Recruiter

If you are getting ready to head into the job market, be prepared to endure a now even longer wait time- Glassdoor Economic Research found that the interview process time has almost doubled within just a few years. The length of the process surprisingly relates to a variety of factors including location and city population. While a company can take multiple steps in hiring employees to ensure a safe and “bulletproof” process, they still end up with a large percentage of bad hires. Companies often tend to get overwhelmed and confused during the process of bringing in new hires; when the company is overwhelmed, the wrong people for the job may end up being hired. It’s easy to get overwhelmed when you must sort through 100s of unqualified resumes for a job post. Even though in-efficient hiring practices occur often, the cost of it typically goes un-noticed.

Per the Society for Human Resources Management, the cost of a bad hire can be up to FIVE TIMES the salary they were making. That would mean that an original $40,000 salary just cost you $200,000. Research has claimed that companies usually hire the wrong person due to their job definition and job specification – these two descriptions should be different but companies make the mistake of listing them too similarly. Another reason companies find bad hires is the concept of “cultural misfit.” Cultural misfit is when an employee collides with the cultural values and beliefs of the company which can be avoided.

The complications that come with hiring employees can easily be relieved by hiring the RIGHT PEOPLE! Recruiters who specialize in hiring appropriate and qualified people for a specific job position and can take the stress away from human resources and hiring managers.

At CEG Partners we have perfected a Proprietary hiring process designed by our very own Process Engineer. We pride ourselves at being:

  • EFFICIENT – We send no more than 4 qualified candidates. You will want at least one!
  • SIMPLE – We know recruiting, it’s what WE are hired to do.
  • SAFE – We have a placement guarantee and can even payroll the employee while you decide whether to hire them.
  • FAST – Our target is to send you the first candidate within 72 hours of engagement!

If you don’t hire us, please hire a professional recruiting firm for your most important hires and save yourself some time, frustration, and Money!

 

Sources:

Fast Company

Dice Data

Glassdoor

Business Referrals – How to Get Them!

Candidate relationships

Everyone needs referrals in business. And no matter what type of business you’re in, they are the best kinds of leads  you can get. The person who was referred to you already has a good opinion of you, simply because their friend or colleague recommended you.

So, in the search for referrals, one of our recruiters posed a few questions, and they’re ones we hear often:

Why wouldn’t someone want to help out their friend who’s looking for a job? Why wouldn’t they take up an offer to cash in on a referral bonus? What’s the fear here? What keeps people from forwarding a job description or passing along a name and number?

#1: Eliminate Competition

Part of it, I suppose, has to do with a perception of competition. If I tell you people I know who fit a role you may want me for, then I’m hurting myself. In this case the referrer has to be convinced in the “pay it forward” philosophy that if you help others it comes around to you one day.

#2: Eliminate Laziness

Also, people are naturally lazy so we have to make it EASY for them to refer others. Giving a name and where they work may be all you need.

#3: Eliminate Suspicion

But probably most importantly, the person giving the referral has to have a strong connection with you and feel you are very worthy of “recommending to others”. This is a very personal decision and by way of recommending, you they are endorsing you at the same time. You may have to wait until you have built a solid reputation with this person. If you have helped someone they know, tell them. That builds trust as well.

#4: Eliminate Responsibility

And on the other end, if a candidate refers another candidate to you they will feel they have some responsibility for that referral. What if this referral is great for a flexible work from home company but not a more rigid 9-5 type company? Their referral may fail to deliver and that would be a direct reflection on them. Let the referrer know that it’s up to you to find the right fit for the candidate – not them.

#5: Go for the Triangle Closure

Lastly, if they were to “introduce” you to a candidate that would be an even stronger endorsement. The scientific name for this social network phenomena is “Triadic closure”. If only two of three individuals know each other, then the person connected to both will want to close the triangle. LinkedIn discovered this with their wildly successful “People You may Know” feature. If this doesn’t work out for you there’s always the “Joe thought I should talk to you about this position” approach.

Now go get those referrals!

Five Ways To Retain Your Employees

 

If you want to keep the good employees that you have, you need to remember a few things.  It takes a lot of time and money to train a new employee, and you’re never certain that he/she can measure up to the one you lost through your own negligence!

 

  1. First of all, don’t take them for granted. Let them know they are appreciated.

 

  1. Secondly, challenge them. Help them grow to be the best they can be.  Sometimes, they don’t even realize their own potential and may need motivation.

 

  1. Pay them what they’re worth not only with high salaries, if possible, but with benefits, such as flexible work schedules and family time. Show them respect and compliment them on jobs well done.

 

  1. Think about your environment. Walk into your office or building slowly with new eyes.  Would you like to work there?  How about the environment? Décor? Lighting? What about the office politics?  Tension between workers?

 

  1. Prepare your employees for better jobs or for starting businesses on their own. This may seem counter-productive, but in this economy, workers know that they could be laid off in the future even though they are doing a good job.  Contribute to their job growth by making sure they work with the most cutting-edge equipment or have been sent to periodic seminars to learn the latest technologies.   Think you can’t afford to train your workers and risk them leaving? Would you rather not train them and have them stay?

 

Source: The Huffington Post