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!
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.
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 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.
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.
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.
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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.
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!
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.
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.
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.
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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!
Why Won’t Your Team Talk to You? They Want Predictability
Following the advice of countless management pros and business mentors (including this blog), you’ve decided to enact a small change to your management style— You’ve decided to open your office door and open your ears, to all comers. You’ve made your office into a welcoming space with a friendly atmosphere and two comfortable chairs in addition to your own. You never close the door unless you’re having a private conversation, and you constantly encourage your teams to initiate talks with you.
So why haven’t they done this? So far, all you hear is crickets, and the line outside your door is non-existent. Your teams don’t even call you on the phone—they prefer to get your attention using texts and email. Even though we haven’t met you personally, we may know why this is happening: Your teams need predictability, and they aren’t getting it from you. At least not yet.
Social Energy and an Unpredictable Boss
If you aren’t sure how your boss will respond to a surprise knock on the door or some unexpected news, you’d probably do what your teams do: stay at your desk and send a message. If you have to gauge your boss’s mood or mindset before you approach, you’re more likely to send a text. If you don’t know whether you’ll be welcomed, validated, rejected, brushed off, or yelled at, why take the risk?
Social energy is a limited commodity for almost everyone, even the most extroverted among us. And if you behave unpredictably, you drain the energy of everyone around you, especially those who report to you and depend on you for their jobs. Keeping your employees on eggshells will keep them away.
How to be Predictable
Unfortunately, just recognizing the value of a predictable demeanor won’t make adopting such a demeanor any easier. Your mood and mindset change throughout the day, and since you’re only human and you have a right to express yourself, pretending to be a robot won’t help anyone. Instead, start by exercising emotional control and equanimity, and when that doesn’t work, be honest with those around you. Use your words to describe your sense of anger or frustration instead of volume, facial expression, or unexpected actions and decisions. Try saying, “That’s upsetting news,” instead of swearing, hyperventilating, or launching into a shoot-from-hip reaction. While you’re at it, hold all of your conversations in confidence unless you have a good reason not to.
When you take a position, stand behind it. And pause for two full seconds and two full breaths in and out before you respond to comments, news, or questions that surprise or upset you. This simple courtesy of a measured reaction can yield big dividends in employee trust.
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Are you looking for the right employees to bring to your team? Contact the ACCENT Hiring Group today and work with a top employment agency in Scottsdale.
Hiring a Remote Employee for the First Time
Hiring remotely can bring a wide range of benefits to your organization, starting with the obvious: When you extend your pool of candidates beyond those within commuting distance, you can access the best talent in the country, or even the world. You don’t have to choose between the five candidates who meet your criteria and happen to live nearby. You (and your employees) can also sidestep some of the hassles that traveling to the office every day entails.
But remote workers also bring a few challenges. It’s not easy to get to know someone on a personal level if you never see them face to face, and communicating entirely by phone and written message can allow some important details and nuances to fall through the cracks. So when you select your remote employee, make sure you follow these tips and choose a candidate who can handle the challenges of the role.
Schedule at least one video interview.
This can allow you to hear and see your candidate in a real-time conversation, and it can help you better understand the person to whom you may be trusting important aspects of your business. Even one conversation can go a long way.
Ask about the candidate’s history with independent work.
Not all workers—even the most cheerful, skilled, and productive workers—are cut out for independent employment. To work well independently, your candidate will need to have no trouble with social isolation and little oversight. Ask if she’s done this before, and ask how she handles each specific challenge that comes with this type of work environment.
Provide appropriate tests.
You’ll need to pay the candidate for her time if your test process exceeds about 30 minutes, but if you can keep the time investment to a minimum, present your applicant with skills tests, software tests, communication tests, or any other test that might give you an accurate understanding of her readiness for a remote role.
Explain your communication tools.
What platforms do you use to connect with remote employees? Will you be ready to offer these platforms to your candidate and create accounts for her under the company’s purview? Has she used these platforms before and does she understand them already, or will she require training? Make sure that both of you understand how your communication and work delivery process will take place, and make sure both of you are prepared to download, install, purchase, or access the tools that will be necessary to stay in contact.
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For more on how to select and hire an employee who you may never meet in person, contact the team at the ACCENT Hiring Group today and work with a top staffing recruiter in Scottsdale.
The Equifax Data Breach Reinforces an Important Workplace Mindset about Security
According to cybersecurity experts and HR pros across a wide range of industries, the Equifax data breach that occurred early last year contains some critical lessons for employers everywhere. Specifically, one: employee cybersecurity training represents an important aspect of company stability.
The data breach at Equifax could have been prevented by a host of factors, presumably, and the resulting PR fallout could have been mitigated by a stronger and quicker response from the company CEO. But when traced back to its original source, the entire scandal and the exposure of millions of volumes of personal data can be linked to simple human error. And simple human error—while impossible to completely control—can be reduced dramatically with proper training.
Lesson for HR: Train Employees with Cybersecurity in Mind
While IT teams work to keep sensitive data restricted, encrypted, and isolated from other files, company directors should keep their attention focused well beyond the IT landscape. As it happens, data security isn’t just an IT issue. Training and security policies should be a part of daily life for board members, C-suite personnel, and every employee of the company all the way down to the newest entry-level hire. And while every member of the team will play a different role in the organization and will handle data in very different ways, there are three recommendations that should apply across the board:
- Employees should work every day to limit information access only to those who need the information. This simple reminder should be worked into the fabric of the company culture.
- Multifactor authentication should also become part of everyday life in the workplace. When properly maintained, two-factor authentication (like passwords combined with fingerprint or face recognition) can prevent unauthorized data access. Just as important, it can provide a trail that reveals who accessed specific information and when. This can be applied to files as well as restricted areas of the building.
- Administrative passwords should be changed on a regular basis. At first, employees may resent the hassle of needing to change their passwords more often, but in the long run, this simple routine can add an inexpensive and meaningful layer of protection.
Establish training sessions early for new employees so they can quickly become familiar with company policies and processes. And keep in mind that it’s never too late to implement regular security training for existing employees who need a refresher course.
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Meeting 2018 Goals Might Make Business Owners Uncomfortable
2018 is about to begin, and as we approach the starting line, most of us will bring the same optimism, positivity, and clean slates that we always bring…year after year after year. Every time the new year rolls around, business owners and ambitious employees show up with their sleeves rolled, ready to dive in and get things done. We set goals and we embrace fresh starts.
And this approach generally works. Goals are met by the end of the year, more or less, as long as they aren’t too lofty. Companies stay in business, for the most part. Workers stay on track to personal success and the world keeps turning.
But this year, what if you adopt a different strategy? What if you take your established goals and ramp them up by a few notches? Instead of aiming for comfortable levels of modest success and a continuance of the status quo, why not walk right up to the edge of your comfort zone and step over the line? Here are a few things to keep in mind if you’re ready to make yourself temporarily–but genuinely—uncomfortable in the interest of reaching beyond your grasp.
Do more for your employees.
Maybe you’ll bring in slightly higher profits this year or greater returns than you have in the past. So why not push all that money (not some, but all) back toward your employees? Why not increase salaries or hiring to a point that could conceivably imperil your profits? If you truly believe that your employees are your greatest asset, back up that that belief with real dollars. Invest in the engine of your company by investing in your teams.
Take meaningful risks.
Meaningful risks are real risks. And when you take a real risk, you don’t hedge or hold back just in case your plans fail. Real risk means banking on success and diving in head first and eyes open. Promise more to your clients. Promise more to your employees. And then deliver on those promises, come what may.
Attempt something you haven’t done before.
When you find a move or a routine that works for you, you stick with it. And that’s fine, at least for a while. But this year, break out of your routines and attempt something that instills you with a sense of real anxiety. Put something on the line, design a new system that may not be perfect, or extend yourself in a way that you never have before. See what happens! Greater risks and greater rewards go hand in hand for a reason, and no matter what, you’ll end the year with a story to tell.
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For guidance as you look toward 2018 and beyond, turn to the team at the ACCENT Hiring Group and work with the top recruiters in Scottsdale!
Identify Top Performers Part 3: Work Ethic and Motivation
As you sift through resumes and conduct interviews in search of the perfect candidate for your open position, you know that your windows of exposure will be limited, and your view of each candidate will be narrow and conditional. If you must extrapolate a complex long-term future relationship from a one-page resume or a 30-minute interview conversation, you’ll need to take a leap of faith. You’ll also have to recognize signs of potential, spot red flags, trust your instincts, and ask the right questions. So here are a few ways to use the limited tools available to assess one specific aspect of your candidate’s readiness: their motivation and work ethic.
Don’t waste time and breath.
Some traits can be assessed by just asking the candidate flat out for a self-description. For example, is your candidate introverted or extroverted? More of a leader or more of a follower? If they have to choose between quality work and meeting a deadline, which do they choose and why? But assessments of work ethic don’t work this way. There’s no need to ask your candidate “Are you a hard worker?” because first, there are no shared definitions for this term, and second, the answer will always be yes. Skip the empty chit-chat and get straight to numbers, narratives, and measurable metrics.
Ask for stories and numbers.
Ask your candidate about the hours and connectivity required by their previous jobs. In the past, have they worked an average of 20, 40, or 50 hours a week? For whom, on what, and why? Have they ever held a job in which they were required to stay connected and available 10 hours a day? How about 24 hours? Did they enjoy and embrace this routine or not? Recognize that wise, experienced candidates won’t eagerly reach for a 24/7 job if they’ve held one before and didn’t love it (most people don’t). By the same token, experienced candidates won’t grab for an utterly boring job if they’ve held one before and didn’t love it (most people don’t). Honest, experienced candidates will listen to your desired level of commitment and honestly assess its alignment with their own. Take their words at face value.
Which way do they lean?
Is your candidate here because they need a job, or are they here because they value the role of the company in the larger world, stands behind its contributions, cares about its success, respects its customers and its shareholders, and wants to proudly attach their name to yours? If they know nothing about the company at all, that’s not necessarily a deal breaker. But their candidacy should fade next to that of an applicant who clearly respects the company, has done their research, has a personal relationship with your brand, and knows your products inside and out.
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For more on how to evaluate your candidate’s willingness to sacrifice time, mental energy, and emotional energy to ensure your company’s success, contact the team of recruiters at the ACCENT Hiring Group.