Searching for the Next Superstar Leader for Your Company? Here’s What to Look For
You’re about to begin the hiring process for an open position on your team, and you’ll soon be sending out recruiters and collecting resumes. And these won’t be candidates for an entry-level role; for this job, you’ll need a dedicated leader. This person will step into a higher level of responsibility and they’ll need to make important decisions. When those applications begin to roll in, what should you look for?
Here are a few qualities that should grab your attention and bring potential candidates into the winner’s circle.
They solve problems.
If your candidate can listen as you present a complicated scenario, then quietly think over your words without blurting an immediate nervous answer, that’s a good sign. And if that answer seems influenced by a balanced combination of training and experience, that’s even better. If the answer seems insightful, logical, creative, original, and presents a solution that takes all factors into account, then you’re wise to put a gold star next to this candidate’s name.
Keep in mind that there are many ways to approach the task of problem solving. You should also make a positive note next to their name if the candidate 1) asks insightful questions before answering, 2) explains the thought process that went into the answer, 3) points out factors contributing to both the problem and the solution that you wouldn’t have seen on your own.
They are effective communicators/listeners.
Strong listeners make effective leaders, and listening isn’t just about nodding quietly while the other person speaks. Great listening means remembering both large and small details, and it means processing these details and making sense of them without rushing to judgment or forming an opinion before the person finishes the statement.
Keep in mind that there’s more to communication than just listening. When it’s time to form a response, can your candidate place their response in terms that are easy to remember and understand? Do they use their empathy and shape their response to fit the perspective, mood, and goals of his listener (you)? Do they monitor your expression and body language to make sure you’re following and understanding their words? Do they stop, reflect, and change course if they appear to be losing you?
They motivate others – through their own style.
Ask yourself: Could this candidate change my opinion on a subject I value? If they told me something, would I believe it? If they sold me something, would I buy it? If they tried to cheer me out of a bad mood, would I shift gears? Imagine your candidate trying to motivate a group facing panic, confusion or discouragement. Do you think they would listen and follow them out of the woods? Can they lead the group without resorting to clichés or pretending to be someone they’re not?
Work with a top recruiter in Scottsdale
Keep these thoughts in mind as you interview applicants. For more information on finding superstar applicants, turn to the team at the ACCENT Hiring Group.
Chatbots: Why Do Candidates Want to Communicate with Them?
A surprising number of companies in 2018 are finding recruiting success with chatbots, the little AI-based answer-providers that pop up on the company’s website when curious job seekers pay a visit. The job seeker reviews the site, checks out the company business model, brand, and culture, and poses questions to the chatbot if they choose, questions like “Where are you located?” or “Are you looking for a senior account manager?”
Chatbots use sophisticated AI language features to seem friendly and informative, but job seekers generally know they aren’t communicating with a real person. The results appear to benefit both the company and the prospective applicant, and both parties typically leave the interaction with gains. Here are some of the reasons why.
Chatbots are only the beginning
Most users know that the chatbot can only handle the opening lines of a dialogue and that further questions will be directed toward humans who can provide more in-depth answers. But this initial conversation can clear some big obstacles out of the way and let the user know if a deeper investment is worth pursuing. Human interactions aren’t required for these opening salvos, and often they aren’t desired.
Chatbots require no social effort
There’s no need for special niceties when dealing with a chatbot, which can save time for users and help them reach their goals faster. If the company can’t offer what you need, you move on. No necessity for thanks or goodbyes. Just as important: no need to disentangle yourself from a hard sell. That’s a win for busy modern job seekers with no time or social bandwidth to spare on a machine.
Chatbots gather data
Chatbots can support company goals as well by efficiently gathering data on, for example: what questions users ask the most, where these users come from, how they go after the information they need, what they look for in a job, how they use technology, and what they care about. And that’s just scratching the surface. There are countless additional data points that an AI system can gather and a human can’t.
Chatbots don’t cost much
Human call centers and HR pros require far steeper financial investments than a simple chatbot that can answer FAQs. AI bots may not be able to handle complex tasks or conversations, but they’re on duty 24/7, they’re always pleasant and patient, and they don’t accidentally provide misinformation, and they don’t require paychecks. They can be deployed in nearly infinite numbers, and they don’t need performance reviews or coffee in the breakroom.
Find the best job candidates in Scottsdale
Are you looking to find the best candidates for your open positions? Our team at the ACCENT Hiring Group is ready to open that communication for you. Contact a top recruiter in Scottsdale today!
Four Tactics to Improve the Quality of Employee Referrals
Referrals are strong medicine for your staffing program. Even if your company has a great workplace reputation and applicants line up for every open position, referrals can still take your staffing to the next level. There are plenty of reasons why this happens, but at the core, referrals simply mean that your talented, trained, seasoned employees are working to bring family members and trusted friends onto the team. When you receive and use referrals, you bring on employees who are already known and connected to your existing workforce. These newbies also come with the strongest form of recommendation available, and they enter the workplace with open eyes since they’ve typically been given a briefing by the person referring them.
But even if you receive plenty of referrals, there are a few moves you can use to raise the quality of hires who are already likely to become assets to the workplace. Take these steps and referral quality will increase.
Leverage social media
Not everyone on your team wants to use their social media pages to help your company hire candidates. But if you provide incentives — like a bonus for every hire or every post — your employees will be more likely to use their personal pages to urge their friends and family to apply. In the end, it’s a win for you and for them, but it might require some encouragement at the start. You can also post an open position on the company page and ask your employees to like or share it, so the viewing audience will widen.
Put money into a real employee referral program
If you passively ask your employees to say nice things about your company to friends and family, that’s great, and it’s a start. But a real employee referral program requires real money. Invest in your program by offering irresistible incentives to workers who bring in friend and family resumes. Offer a modest sum for each application, a larger amount for each new hire, and an additional bonus for each hire that stays for one calendar year.
Hire top talent and innovators by showing off your referral program
Even as you interview highly talented candidates, explain your referral program to them. Let them know that if they accept your offer and step onto the team, they’ll be able to make more money by bringing friends on board as well. This will encourage to accept the offer in the first place, and it will also help you tap into a great staffing resource. Talented people tend to mingle with other talented people.
Don’t rely on bought lists; Create your own list
Some companies buy lists of potential candidates or contacts, but you don’t need to do this. You already have access to these contacts — you just need to encourage your employees to provide them and leverage the names you already know.
Partner with a Top Recruiter in Scottsdale
A great way to find top talent in the Scottsdale area is by working with a leading recruiter. Contact the staffing and management experts at the ACCENT Hiring Group to get started.
Candidate Referrals in a Tight Employment Market: Why Do They Improve?
Outside of your company, the generic numbers on unemployment appear to be positive. Job availability seems to be on the rise, and for candidates, the market appears to be improving. On the employer’s side, of course, this means tighter prospects and greater challenges when it comes to hiring and retaining talent. It’s an age-old reality; when the atmosphere favors candidates, the reverse happens for employers, and vice versa. So as your interviewees ask more questions and fewer candidates line up to grab a seat with your company, why do candidate referrals seem to spike upward? In quality, if not quantity, referrals receive a boost when the candidate market narrows. Take advantage of this tendency and keep a few thoughts in mind.
Where do disappearing referrals go?
Fewer people launch the search for a new job during positive markets, which means fewer people ask others to refer them. Referrals slow to a trickle when more workers are content with their personal status quo. But as a manager, referrals are your friend. They help you gain an important set of data points on candidates who otherwise approach the company as complete unknowns—face-down cards that could offer almost anything in terms of personality and work ethic. Referrals take much of the mystery and much of the risk out of the selection process.
More referrals mean lower reliance on cold applications.
Without referrals, recruiters can simply post jobs and hope for the best. They can cross their fingers and hope that qualified applicants decide to take action and submit resumes. Referrals provide a back-up – and often high-quality – source of potential employees. If you aren’t receiving them, consider asking for them. Encourage and incentivize employees to get their friends and family members to apply.
Frame referrals as a win for everyone.
Most people, when they take the time to think about it, WANT to provide referrals. They want open seats on their teams to be filled as quickly as possible. And they also want to work side by side with people they already know and like.
Work with a Top Recruiter in Scottsdale.
Need help getting the referrals that keep your hiring process moving? Contact the team at the ACCENT Hiring Group to get started on finding the best jobs in Scottsdale.
Are Candidates Ghosting You? Here’s How to Keep Them Involved
In 2018, a few interesting trends are leaving their mark on the job market. For example, unemployment numbers are low, and managers appear to be hiring. But at the same time, many of the “jobs” on offer are not full-time jobs that pay a competitive market wage. These roles are often part-time or contingency positions, which is great news for candidates and employers who seek flexible, easy-come-easy-go relationships. But it’s not so great for managers who need reliable, dedicated candidates who show up on time…or at all.
“Ghosting”, the act of simply exiting the relationship with no warning and no notice, appears to be on the rise. Candidates in 2018 are more likely to walk out of interviews, not show up, or accept job offers and then fail to appear on the scheduled start date. To managers, this behavior can seem rude and odd. But to candidates, it may simply be a natural side-effect of weakening commitments between employee and employer. Regardless of the reasons, the trend is on the rise. Here’s how to keep it from happening to you.
Keep candidates close.
If you review resume and decide to schedule an interview, do it quickly. If you like the interview, let the candidate know. If you need two weeks to make a decision, keep the candidate informed. If two weeks become three, send the candidate a message. Keep them in the loop, and if you experience a delay, explain and provide updates.
Treat others as you’d like to be treated.
Don’t want to be ghosted? Don’t ghost your candidates. Respond to all resume submissions with a form letter at a minimum. Thank every candidate who attends an interview. And always provide closure and a yes-or-no answer after you make your decision. Don’t just disappear. Your reputation on this point will precede you.
Respect the position.
If you want your candidates to take the position and the offer seriously, demonstrate the same attitude. If you don’t seem to care about this job and you plan to offer a low salary, no benefits, and very little in return for this person’s labor, don’t expect reverence on the candidate’s part. If they feel like showing up, they will. If not, who cares? Respect yourself, your company, your time, and the candidates who respect you enough to apply.
Don’t drop the façade once the papers are signed.
Too often, hiring managers radiate warmth and smiles until the offer is accepted. Then they treat their new employees like cattle. Don’t do this. Under at-will agreements, employees aren’t obligated to stay on board a single minute longer than they choose. If your relationship sours after one week, expect the candidate to be gone by week two. Again: In order to get respect, give respect first.
Work with a top staffing agency in Scottsdale
For more on how to attract and retain talented team members, contact the team at the ACCENT Hiring Group.
Automated Interview Scheduling: Why it Saves Time and Helps You Hire Faster
Imagine yourself in the position of a job-seeking candidate. You’ve been submitting resumes and cover letters for days or weeks, scouring the landscape for job posts, and looking for ways to impress employers and align your skills with their needs. When a prospective employer calls to offer you an interview, regardless of how you feel about the job, how will you answer?
Chances are, you’ll accept the interview. And the odds are high that you won’t excessively about the time and date; you’d like to move forward, you’re already in flexible, job search mode, and when it comes to small details like this, you’re happy to be accommodating. Your answer will probably be, “Just choose a time; I’ll work around you.”
So as an employer, anticipating this response can save time, hassle, and extended communication for both of you. Automate your scheduling software and you’ll be doing yourself— and the candidate—a favor. Here’s how:
Automatic calendar review
Your scheduling software can scan your calendar and choose a time when you’re available. And as it sends an invite to the candidate, her own calendar can scan and let her know if she has a conflict in place. If she’s okay with the day, she can send a response that will automatically insert into your own schedule and close out that appointment time.
If something more important comes up—for you or for the candidate—your automated calendar can make the adjustment easily. Simply resend her a new invitation and move quickly through the process again. The old appointment will automatically disappear from your calendar and hers.
Your automated calendar feature can integrate smoothly with your candidate database or applicant tracking system. This means that your notes and the content you draw from the interview session can be connected to the date and time of the meeting. You’ll never have to scramble through your notes and resumes and piece together who you met with on which day. And your team members can share all the information you collected about—and during—your appointment.
Find the right employees for your team in Scottsdale
Do you need help with finding the right candidates? Looking for a recruiter in Scottsdale to handle the interview scheduling? Contact the team at the ACCENT Hiring Group today to get started!
Lack: The Reason Your Employees are Quitting
Far too often, your star employees — the small percentage of your employees who complete the highest percentage of the work — are handing in their resignation notices without warning. You rely on these team members to inspire others, pick up the loose ends, come up with the best ideas, and hold the workplace together. But for some reason, you struggle to hold onto them. What’s going on? How can you change your culture, procedures, or leadership style so you can stop losing your most valuable assets?
Chances are, your problem can be summarized in one word: lack. It’s not what you’re doing; it’s what you AREN’T doing that’s pushing your teams out the door.
Lack of flexibility
Your employees may be workers and assets, but they’re also human beings. And as human beings, sometimes they need to take to take time off beyond their available PTO days. Sometimes they need to work remotely. Sometimes they need a break or a word of encouragement. Sometimes they need additional training or performance improvement plans, not threats of termination. If you can’t build flexibility into your workplace, hire robots. Otherwise, your employees will leave as soon as the opportunity arises.
Lack of trust
Again, you hired people to run your business, not machines. And you hired them because their educations, knowledge, and skills allow them to make smart decisions. So if you don’t trust them to make decisions, use their judgment, or work without hovering supervision, you’re just wasting your own money. You’re also making your teams feel alienated and undervalued. A little bit of trust goes a long way. Step back and let them apply their hard-earned skills and experience.
Lack of promotion chances
If your best employees can’t leverage their hard work and dedication into promotions and growth opportunities, they’ll probably seek these opportunities elsewhere as soon as they’re ready. If you’re a small company with limited positions, but you want to hold onto an ambitious employee, consider giving the employee a change in title and salary without removing her from her current role. For example, if she’s a “manager” in charge of your only other five employees, promote her to “senior manager” and increase her salary, even if her actual place in the company system doesn’t change.
Lack of leadership
Employees who feel abandoned, manipulated, mislead, unsupported, or exploited by their leadership will likely have an eye on the door as soon as their patience expires. If you sense that your teams don’t trust their managers and leaders, make some institutional changes or provide leadership training before they decide to go.
Find the right employees for your team in Scottsdale
For more on how to regain a lost sense of trust, flexibility, and autonomy in your workplace, contact the top recruiters in Scottsdale at the ACCENT Hiring Group.
What Information Should a Recruiter Provide to Reduce Time on Your Hiring Decision?
When you work together with a recruiter to find well-matched candidates and staff your open position, you find a fast track to checking this important job off your to-do list. Recruiters remove some of the heaviest burdens of staffing and selection from your shoulders, including initial sourcing and first-round screening interviews. And they bring a deep background in staffing and behavioral profiling that some employers (often experts in their own industries) don’t necessarily have. Recruiters are knowledgeable and well connected, and they can help you find a well-qualified job seeker who can step into your workplace and contribute.
But to move the process forward, your recruiter will need to know what YOU need, and they’ll need to give you information that can streamline and shorten your decision process. Here’s what that information will entail.
A review of qualifications
Before presenting them, your recruiter will make sure prospective candidates pass a basic review of their qualifications. Need a four-year college degree? Check. Need a person who can lift 50 pounds? Need a person who lives within the state? Your recruiter will take care of this stage.
A pre-interview behavioral profile
At the ACCENT Hiring Group, we conduct a pre-interview with each candidate to assemble a behavioral profile. Then we schedule an interview to gather more detail about their intentions, history, qualifications and goals. After both sessions, we provide valuable information that’s designed to save you time and help you make smart decisions. Unlike some recruiters, our pre-check process provides information on salary history, past jobs, reasons for having left those jobs, and explanations for resume gaps.
A performance-based background check
Reference checks and calls to previous employers also take time, and they can sometimes result in awkward conversations or non-valuable information. But don’t worry; your recruiter can face this task so you don’t need to. They’ll call the candidate’s submitted references and make sure his workplace track record meets your needs and expectations.
Work with a top staffing agency in Scottsdale
When you need the right candidate at the right time, trust the team at the ACCENT Hiring Group. We’ll make a difficult process easier by gathering the data that can help you add talented new employees and keep your business in motion.
Increase Productivity and Reduce Stress: Four Ways to Make it Happen
If your employees are stressed and unhappy and your culture seems to be making these burdens worse, not better, there’s no need to passively accept this as if there’s nothing you can do about it. Shrugging off the problem won’t fix anything, and neither will giving in to a sense of helpless resignation or pushing the solution onto your employees as if they’re the ones to blame for a toxic workplace.
And yet, when faced with this confounding, productivity-draining problem, that’s exactly what most employers do: Nothing. They throw up their hands, blame their employees, and get back to businesses…while absorbing the cost of high turnover, low productivity, and lost work hours. Don’t be one of those employers. If you take pride in solving problems, not ignoring them, take pride in solving this one. Here’s how.
First, demonstrate that you care.
Show, don’t tell, your employees that you recognize their burdens and you’re working on finding a fix. This might mean redistributing workloads, hiring more staff, keeping executive pay in check so workers can get their due, or any of the above. If you simply show that you’re taking steps to change the culture, your employees may surprise you by giving you the benefit of the doubt. An employment relationship is often like a marriage; you can sometimes pull back from the brink by simply showing that you want to.
Then, follow through.
After you’ve shown that you’re trying, commit to your attempts. If you want to foster work-life balance, try something. Anything. Develop a new program or policy and see how it works. If it doesn’t work, alter course and try something else. But keep moving.
Band-aids can work wonders.
You need employees to put in unpredictable hours during peak seasons, and this pushes them close to burnout. You don’t have a choice on this; peak seasons mean a rush of orders and the order must be filled. But consider compensating with bonus pay, flexible schedules, remote work options, or allowing employees to bring children or pets to the office. Supply lunch every Friday. It may not fix the core problem, but it can make employees feel better, and that’s a good place to start.
Cut conflict at the source.
Bad relationships often lead to chronic stress for employees. So, get to the root of these problems and solve them where they begin. Bullying? Personality mismatches? Creative differences? Wherever the issue may start, root it out and keep the workplace harmonious. Harmony can keep a host of other problems from developing later. Take interpersonal conflict seriously.
Work with a top staffing agency in Scottsdale
Listen when employees share or show signs of burnout and take meaningful action based on what they say. When you need to supplement your staff with short-term or long-term help, contact the recruiters at the ACCENT Hiring Group.