ACCENT' Blogger

Employment Industry News
Apr 18, 2018

Help Your Recruiter and Gain Access to Top Talent

Skilled, experienced recruiters can approach an immense pool of candidates (for example, every job seeker in the country) and narrow that pool with speed and efficiency until they identify the best possible candidate for your open position. There’s an art and a science to the process, but with years of training, testing, trial and error, brilliant recruiters know how to target those elusive candidates and bring them on board. No matter how daunting your challenges or how hard-to-staff your position might be, your recruiter has probably seen worse.

But as skilled as they may be, your recruiter (or recruiting team) will still need your help and support. Here are a few ways in which a small amount of effort on your part can bring big returns.

Do your research

If you have a list of “required skills” in hand, that’s great. But if some of these skills look like Greek to you, do a little research—at least enough to identify the signs of a skilled expert, an intermediate learner, a new beginner, or a new beginner passing himself off as a skilled expert. In other words, know what the skill set looks like, why you need it, and what you stand to gain or lose by keeping it on your must-have list. Meanwhile, talk with the members of your team who possess the skill and ask them for tips that can help you evaluate potential matches.

Plan ahead

Before you roll the dice and get ready to find and hire your new employee, think carefully about the future of your company or department. Look out over the short term and the long term and determine how you’d like this person to fit into the overall system. Do you want a newbie who will grow in the role as the company grows? Do you want a management level pro will take over the division within the next few years? Do you want somebody who can help you execute a key transition and then leave the role?

Stay involved with the recruiter during the sourcing process

Your recruiting may target her sourcing efforts at local universities, or industry-specific job boards, or referrals, or all three. If you trust these sources, provide encouragement and guidance. If you don’t, speak up. If you’ve relied on a source in the past and that source has never come through, share your experience with your recruiter and make sure you’re on the same page.

Work together

If you don’t like the candidates your recruiter is presenting, make your feelings known. If you think she should be targeting a higher or lower level of experience or skill, say so. Work together with your recruiter and keep the lines of communication open. After all, a successful candidate match means a win for both of you.

Contact the recruiters at the ACCENT Hiring Group for support in landing the right talent for your job openings!

jobs-in-scottsdale-az

 

Apr 11, 2018

Is Texting Part of Your Recruitment Strategy?

When you communicate with candidate prospects, which channels do you rely on the most? If you’re like most traditional recruiters and employers, you probably turn to email as a first resource and the phone for immediate issues, meeting confirmations, and initial candidate screening interviews. But you may be underutilizing a valuable tool: the text message. Texting can offer the benefits of both email (a written format) and the phone (informality and quicker response times). But here are a few reasons to rely on texting that may not have occurred to you.

Texting filters out some identifiers and can reduce hiring bias.

The further you engage with a candidate before knowing their age, race, gender, or ethnicity, the stronger protections you’ll have against unconscious bias, which still poses a serious burden to recruiters and hiring managers across multiple industries. Texting can keep certain details out of the transaction until a complete assessment can be made regarding their qualifications.

Texting gains more traction with introverts.

Introverts can be invaluable additions to the workplace, not just because of their specific skills, but also because of the traits that align with introversion: thoughtfulness, focus, intensity, insight, and big-picture thinking. Unfortunately, phone communication works in favor of extroverts who are better able to maintain rapid conversations. Balancing your phone contacts with text contacts can level the field and bring more qualified introverts in your door.

Texting can boost the candidate experience and improve the relationship.

Top candidates are more likely to sign on and more likely to stay if they consider their early interactions with the company to be positive. So if you work on ways to smooth out your first contact and make your candidate interactions more pleasant and less burdensome, you’ll gain access to exceptional talent. This starts with an open line of communication; most candidates like to be kept in the loop as much as possible during the selection process. Texting offers a quick way to provide an informal update, even something as simple as “No decision yet, but making progress.” Candidates like to know the position is still active and a timeline is more or less in sight.

Texting is just nice.

Texting carries a perception of informality and is still often associated less with professional communication and more with teenagers catching up with their friends. But this simply isn’t the case anymore, and rejecting a valuable communication tool as a result of this perception is probably a mistake. Don’t dismiss any resource that can help you gain a foothold in a competitive candidate marketplace. Your choice of emoji is up to you.

Work with a leading management recruiter in Phoenix.

Are you looking to attract the best possible candidates? Contact the team at the ACCENT Hiring Group today!

Accent-Hiring-Scottsdale

Apr 4, 2018

Contractor or Employee: Who Do You Need for Your Job Opening?

You have a position that needs to be filled — or more accurately, a task that needs to be handled on a regular basis by a qualified and trustworthy person. In order to keep your company running, someone needs to stand at this post and fulfill these duties whenever and however they need to be done. So should you hire a full or part-time employee for this role? Or should you engage with an independent contractor? (Keep in mind that these are not your only options; you may be able to outsource the task to a vendor service, hire an intern, or even enlist the help of a volunteer, but if these aren’t on the table, you’ll have two chose between the first two: employment or contingency staffing.) Start by answering these questions.

Are you ready to carefully track and fully compensate the person for their hours worked?

The laws in your state will play a strong role in your answer to this question. If you hire a regular employee, you’ll need to abide by minimum wage and overtime rules, and you’ll need to pay your employee in full and without delays. But these rules also apply to contract workers, and many employers don’t realize this. Don’t wait for a lawsuit to learn how your state handles contingency employment relationships. If you think contract workers come with looser restrictions or more employer-friendly loopholes, check twice.

Do you understand your reporting obligations?

Even if you don’t withhold social security or Medicare funds from your paychecks, you’ll still need to report all earnings to the IRS for contingency workers. You’ll also need to report all wages and hours on pay stubs and other documents.

What will your insurance cover?

Some insurance policies cover contingency workers and some don’t. Some cover remote workers who are hurt as a result of their jobs, and some do not. It’s okay to cut overhead costs by not maintaining or having employees report to a brick and mortar “workplace”, but make sure these reduced costs are worth what you gain in return.

Are you prepared to maintain records?

Contingency workers should still have complete files containing, for example: Resumes, hiring agreements, signed workplace policies, statements of work, performance records, I9s, and employee handbooks.

What level of commitment do you need?

An at-will agreement means either party can leave at any time for any reason, so simply hiring an employee full-time won’t guarantee their retention. Contractors can work under any kind of agreement that suits the needs of the worker and the job, but the terms will need to be clarified.

Work with a Top Management Recruiter in Scottsdale

For more on how to make this important decision, contact the staffing experts at the ACCENT Hiring Group.

Accent-Hiring-Scottsdale

Mar 28, 2018

Facebook Jobs: Can This New Platform Help You Recruit?

The Facebook social network has introduced a new feature that allows employers to publish job posts directly to their pages. While Linkedin offers a similar tool that allows employers to connect with potential applicants directly through the site, the Facebook version draws attention away from existing models based on the fact that this new version is free, while other sites require a fee for the service.

In addition to sharing posted job information with those looking for work, and then allowing interested applicants to submit their info through the site, Facebook Jobs allows users to populate their application automatically with the information shared in their Facebook accounts.

While these options aren’t exactly a game changer in the world of employer-job seeker sourcing and networking, they do make it easier for both parties to find one another. If you decide to use this feature to expand your access to candidates, here are a few things to consider.

You’ll receive the information candidates post on Facebook.

This can be a positive or a negative, depending on your existing process and how well it’s working for you. Some employers would rather conduct their recruiting practices without the influence of social media since some of the information that appears on the site isn’t relevant to job skills and can introduce potential bias into the hiring process. On the other hand, if you make a regular practice of incorporating Facebook into your candidate searches, this will streamline a process you already rely on.

You’ll reach a wide audience.

Facebook is a benchmark social media site, used all over the world by candidates of every age, industry and demographic. If your goals include reaching more candidates (not necessarily higher quality candidates or tighter targeting) this option will certainly make that happen.

You can filter candidates using a variety of keywords and digital tools.

This can be a valuable utility, especially if the rollout proves to be a massive success and your applications increase dramatically. Facebook Jobs provides an opportunity to put paid promotion behind your post to reach a wider audience and directly target candidates with the skillsets they feature in their profiles.

The tool is not yet available worldwide.

The Facebook Jobs tool started in the United States and Canada but recently expanded to 40 countries. With the popularity of social media in other countries, it was natural for this popular feature to make its way to a worldwide audience.

If you are looking for the right candidates to join your team, reach out to the management team at the ACCENT Hiring Group.

You-know-your-worth_CTA2

Mar 21, 2018

Do You Know If You Are Becoming the Micromanager You Don’t Want to Be?

If you’re interested in improving your skills as a manager, then you’re probably no stranger to the common advice doled out by mentors, seminar leaders, blogs, and books written by experts. And if you’ve been reading and listening throughout your career, you’re probably familiar with the key differences between effective managers and ineffective micromanagers. A few examples: Strong managers give positive feedback and encouragement; weak ones are distrustful and critical. Strong managers recognize that mistakes teach us and help us grow; weak ones fear and avoid any form of failure, no matter how insignificant.

This list goes on, and most of these differences come as no surprise. Strong leaders are transparent, kind, resilient, and respectful. Weak ones are cagey, competitive, and overbearing. But in all these comparisons, one important detail may be getting lost: action. Just because you’ve heard these things before doesn’t mean you’re effectively working them into your daily routine. Despite a barrage of advice, we still sometimes slip into weak patterns when these patterns happen to be easier and our energy and attention are at a low ebb. Here are four considerations that can keep you from becoming the micromanager you really don’t want to be.

Actually track your feedback.

You might believe that you walk through the halls of your workplace doling out positivity like a radiant rainbow. But is this true? Are your positive thoughts taking the form of words and gestures? Keep an actual written list of the compliments and encouragement you give voice to each day and see if it measures up to your assumptions.

Reduce your constant contact.

Instead of asking to be looped into every meeting and getting a CC on every email, schedule weekly or monthly update meetings with each of your teams. Make the updates a regular expectation and you can cut yourself out of the daily information flow.

Alter your response to disappointments.

When your employee doesn’t get the desired results on a project, stop thinking of this as a failure or a problem. Instead, think of it as a growth opportunity — for both of you. Encourage your employee to practice resilience and experiential learning while you work on your positive coaching skills.

Letting go of control can be easier said than done, but making this happen can be the first step toward better and more effective leadership. Take two steps back, and your employees will grow into the space you create for them. For more on how to turn tips like these into meaningful action, contact the team at the ACCENT Hiring Group.

You-know-your-worth_CTA2

Mar 14, 2018

Google for Jobs – How Will It Affect Your Recruitment Strategies?

Late last year, Google introduced a new platform based on a perceived need among both job seekers and employers. In the face of a job market that’s been booming since the recession ended in 2011, a growing number of candidates are leaving the marketplace quickly, sometimes within days or weeks after launching a search for new work. Employers are scooping them up, which leaves candidates in greater control of the hiring balance and employers scrambling to claim talented workers before they become unavailable.

That’s great news for candidates, and the arrival of Google For Jobs makes the search even easier on the applicant’s side of the table. This new tool consolidates job posts from all over the internet, much like already established sites that have been doing this for decades. But Google makes use of sophisticated algorithms that can filter posts and target job seekers with only the most likely position matches. With these new resources, job seekers can adjust the filters for details like geographic area, industry, job level, salary, and the date when the job was initially posted.

But not all benefits are targeted at job seekers only; Google designed the tool with both sides of the equation in mind, so it’s easy for employers and hiring managers to zero in on candidates with appropriate skill sets and search filters. Using this platform will help you position your post in front of those who are most likely to respond, and if you’re using Google for Jobs to staff a position, the more information you provide (including salary details), the faster you’ll gain the attention and interest of candidates who are poised to thrive in the role.

Another benefit for both job seekers and hiring managers: submitting an application is easy. Once your post has landed on the desk or screen of a talented, appropriate, interested job seeker, Google for Jobs will allow you — the employer — to determine how and where the candidate submits a resume or online application. You provide the details and the platform sends the candidate to your chosen submission page with a single click.

Finding the right candidate can seem like an exhausting process, but keep in mind that your best new hires are out there somewhere, searching for you just as hard as you’re searching for them. New tools like this one can simplify the process and make it easier for the two of you to find each other and put the search behind you.

To bring the best talent in the Scottsdale and Phoenix areas to your team, turn to the ACCENT Hiring Group today!

scottsdale-az-recruiters

Mar 7, 2018

Artificial Intelligence Won’t Replace Recruiters but It Will Make Their Job More Efficient

AI, apps, algorithms, and database management platforms won’t replace human recruiters any time soon. But these useful tools can (and already are) making the recruiting process much easier and more efficient. As a team of skilled recruiters and staffing pros with decades of collective experience and a wide network of strong industry connections — something no algorithm can duplicate — we often hear that the mainstream recruiting process is rapidly becoming digitized. And to some extent this is true, especially regarding four essential elements of the staffing and recruiting process: Sourcing, job descriptions, candidate matching and appointment scheduling. Here are a few insights into each of these important links that hold together a successful staffing effort.

Candidate Sourcing

When employers launch an applicant search for a welder, an account associate, a dental hygienist, a sales manager or a marketing pro, where do they start? Simply stapling posters to telephone poles won’t do the job, and neither will posting an old-fashioned classified ad in the local paper. In order to attract the best candidates and filter out those who aren’t likely to excel in the role, employers need to target their audience. This means they’ll have to go to the places where the best candidates go to seek work. A placement office in a specific university or a well-respected industry-specific job board might get the job done. But so will a series of algorithms targeting the screens of only those who hold the right qualifications, are actively seeking work, and live in the right geographic area. The first part of that equation requires a human touch; the second relies on sophisticated digital tools.

Job Descriptions

Job descriptions involve careful messaging and nuanced writing, which still lies in the realm of human tasks. But elements of every description, like lists of required qualifications, can be drawn from managed databases.

Candidate Matching

Once a job description has been assembled and a target audience identified, applicant profiles will need to be measured against the needs of the job. This falls within the category of human tasks…but not if the initial pool of resume submissions measures in the hundreds or thousands. In order to find the right candidates in such a large pool, keyword search functions and digital tools can be used to prioritize each required qualification and draw out the best resume matches.

Scheduling

Like candidate matching, interview scheduling involving one interviewer and five candidates or fewer isn’t an impossible task. But that story changes with a list of ten interviewers and 50 candidates, especially if those candidates will need to be flown to the venue and will need to share the room with multiple additional candidates (and interviewers). Scheduling can quickly become a hassle with a high price to pay for simple errors.

Work With a Leading Recruiter in Scottsdale

For more on how your recruiting goals can — and can’t — be met using humans or digital platforms, turn to the experts at ACCENT Hiring Group and work with leading recruiters in Scottsdale AZ.

You-know-your-worth_CTA2

Feb 28, 2018

Two Simple Tactics to Keep Your All-Star Employees Longer

When you glance over your employees, you see bright, ambitious faces, highly qualified experts, and savvy team players. As a group, they’re great; they’re friendly, competent, and hard-working. But as valuable as they are, there are a few that simply stand out from the crowd. By virtue of their smart decisions or a depth of experience that exceeds that of their teammates, they’ve risen in your estimation. And at this point, it’s hard to imagine how the company will fare if and when they eventually leave.

But there’s no need to simply accept the inevitable and brace for the bad news. There are a few moves you can make that can keep your all-star employees onboard, even as other opportunities tempt them and average job tenures drop below the two-year mark. Keep these critical moves in mind and you’ll extend their stay as long as possible.

Flexible Role Experimentation

Often, star employees see the writing on the wall and head for the door when their current jobs start to feel stale. At a certain point, the company still benefits from the relationship, but the employee no longer does. Though she still contributes her time and effort, the job adds nothing to her personal growth, her skill sets, her resume, or her long-term career plans. The relationship becomes one sided and off she goes.

But you can prevent this day from coming by changing the nature of her job. If she needs a new title, that’s easy. With the stroke of a pen, her resume will show a promotion from “account manager” to “senior account manager”. But you can also look beyond that superficial change and genuinely modify her job description in order to match her evolving skills and interests. Sit and talk with your individual employees at least once every six months to assess how soon they’ll outgrow their current roles.

Lateral Internal Moves

If you don’t have the authority or wherewithal to change your employee’s current job, consider transferring the person to another role within the organization. Find out how to make an internal referral across departments and shift workers from one branch or division to another. If you can rotate employees through different parts of the company or different geographic locations, find out if such a move might perk your star employee’s interest, and then make it happen.

There’s no need to watch a vital member of the team walk out the door simply because the company can’t keep pace with the growth of the employee’s career. Get the most out of your teams by giving something back that’s equal to what they give you. Contact the recruiters at the ACCENT Hiring Group to find the all-star employees you want to retain.

Accent-Hiring-Scottsdale

 

Feb 21, 2018

STUDY: Top 3 Cities for Job Growth Are in Arizona

According to a recent study conducted by Wallethub, national unemployment numbers are low and strong job growth appears to be making a mark in 10 U.S. cities above all others. These 10 were chosen based a range of metrics that include population size (small but growing), socioeconomic factors, livability, and the strength of promising industries like healthcare and social assistance.

Unsurprisingly, three of the top 10 cities are in one amazing state: Arizona! Gilbert, AZ clocked in at number three, and the top two positions are tied and include Chandler, AZ (population 247,477) and Peoria, AZ.

We all know that Arizona wins the race for beautiful scenery, friendly people, a warm climate, and a rich culture and history. But not everyone knows about Arizona’s booming economic growth and central position in the tech industry. Most economists agree that the future of the US job market lies in the service sector, and Arizona cities are ahead of the curve on this point.

Employers searching for the best candidates in this corner of the marketplace are wise to center their staffing strategies in our beautiful state. And Arizona also represents a great career launch site for candidates looking for great opportunities with growing companies in healthcare, tech, media, and hospitality. Arizona is certainly having its day in the sun, and we’re excited to be located at the center of the action.

Turn to our staffing and job search experts here at the ACCENT Hiring Group if you’re ready to take your candidate search to the next level. We have the resources you need and all the cutting-edge tools that can help you find and identify the best workers in a market filled with excellent prospects. Contact our office today and find out what a top recruiter in Arizona can do for you!

scottsdale-az-recruiters

 

Feb 14, 2018

Increase Transparency to Improve Long Term Retention

A generation ago, even when job market conditions favored candidates, employers could count on a certain mutual interest in a steady and lasting relationship with their workers. Even if employees could probably find jobs elsewhere, they saw benefit in staying put. They wanted stable employment with a steady paycheck, they wanted vested pensions, and they didn’t want their resumes to mark them as “job hoppers”. But times have changed. These concerns no longer motivate most employees to park themselves in their chairs, and the average job tenure now lasts about two years (and falling).

Employees are constantly on the move, and the concept of mutual loyalty has become a quaint remnant of the past. So what’s a hiring manager to do? Loyalty issues aside, turnover is expensive, and replacing a single employee can sometimes cost more than that person’s annual salary.

According to research, one answer lies in increased transparency. If you’re honest with your employees (and candidates) from the start, they’ll be more likely to trust you, and if they trust you, they’ll stay. Here are two elements of transparency that could use some improvement in most workplaces.

Salary

Do you include clear salary data, or at least a range, on your job posts? If you already do this, give yourself high marks. Visible, upfront salary data lets candidates know if it’s worth their effort to apply. But it also sends a positive message: It shows that as a company, you’re open, you have nothing to hide, and you’d rather not engage in defensive manipulation. This is a healthy opening salvo in an employee-employer relationship, and if you can share salary information upfront, you’ll start your dialogue off on the right foot. Skipping this move suggests that you’ll negotiate hard to pay your candidates as little as you can possibly get away with—Not a welcoming sign.

Culture

Do you have an entrenched cultural problem that you aren’t exactly proud of? Do you wish you could wave a wand and give your company culture some qualities it doesn’t currently have? All managers do. But when it comes to attracting and retaining candidates, you have two choices: You can hide the problem and lure top candidates into signing on, OR you can describe your culture honestly and let your candidates make their own decisions…while working diligently behind the scenes to fix the issue. Choose the first, and your great new hires will slide out the door as soon as they get their desks packed. Choose the second, and you’ll earn respect for your honesty, which may translate into a longer and healthier relationship with your new employee.

Work with a Top Recruiter in Phoenix

Are you looking for the right employees to bring to your company for the long term? Contact the ACCENT Hiring Group today to work with a top staffing agency in Phoenix!

Accent-Hiring-Scottsdale