Personnel Archives - TAB Corporate

How Technology Can Boost Your New Employee Recruitment Efforts

Gone are the days of job-seekers finding jobs in a newspaper’s classified section. Even online job boards aren’t as effective as they once were. To be competitive in today’s marketplace, businesses need to leverage more advanced technology to attract, recruit and hire the high-quality talent they so urgently need.

The two most important trends at work today are the explosion of mobile technology and the equally pervasive growth of social media. Companies wanting to reach out to younger job candidates should re-evaluate their current resources and see where improvements could make the difference between finding the right person for the job and missing a great hire.

Here are tips to boost your recruitment efforts:

Focus your efforts on mobile outreach and distribution. People are using their smartphones and tablets for an ever-widening range of activities, including the search for a new job. So, in crafting your job descriptions, be as succinct as possible and find wording that conveys excitement about the open position. Remember, people are viewing this content on a small (sometimes very small) screen, so don’t waste time on fluff and distracting graphics.

Make sure your website’s career pages are mobile-optimized. If you succeed in interesting an applicant, the effort will be wasted if they use their mobile device to access the career page on your company’s website and find only a jumble of words and images. Websites must be optimized for mobile users, so the experience of searching through job postings is seamless.

Explore the use of mobile recruitments apps. A variety of recruitment apps are available to aid companies in their candidate search. Undercover Recruiter profiles their “top five mobile job apps for sourcing candidates and making new connections.”

Look into automating recruitment-related activities. Of course, nothing can replace the human touch in your recruitment efforts. However, certain ongoing functions—posting on numerous job boards, keeping track of submitted resumes, managing the interview process, etc.—can be streamlined by the use of automated HR software and systems. Freeing up your HR person or team to focus on more strategic aspects of their job will improve the efficiency of your recruitment campaigns.

Get serious about social media. It’s likely you use social media to boost awareness of your brand and connect with current and prospective customers. But job-seekers also “live” on social media, and most of what they learn about your company comes from platforms like LinkedIn, Facebook and Twitter.

With this in mind, look to customize at least some of your social media content to appeal to this demographic. Sharing updates and images from employee events and other activities helps convey a sense of your company culture—a key element in moving a candidate to further explore your job openings. The idea is to promote your workplace as an exciting and creative environment for its employees.

Tap into your own social networks. It’s essential to leverage the big social media platforms for communicating with prospective employees. But it can be equally effective to dig deeper into your own LinkedIn network (or other sites) and put the word out that you’re actively seeking job applicants.

In many cases, “people jump at the chance to help you because it means also helping a friend or contributing to their own networks,” notes Tech Target. “It’s a win-win-win strategy.”

With unemployment rates at a new low, the search for qualified talent is more intense than in recent memory. Exploring ways in which digital technology and social media can help focus your recruitment efforts may prove to be essential to success.

Want to learn more about using technology in the hiring process? Find out if a TAB Board is right for you!

 

 

6 Qualities of Effective Women Leaders

 

effective women leaders

Do leadership traits differ between men and women? No one can say definitively, but it remains clear that women executives often face more difficult hurdles than men on the way to becoming CEOs and business leaders.

Here’s a look at six qualities that successful women leaders typically possess and which help them realize their leadership potential.

1. A belief in oneself. For both men and women, there’s a fine line between healthy self-confidence and an oversized, “look at me” ego. Certainly, an unshakeable belief in oneself is an essential trait for women leaders—not in the sense that they have to prove they’re better than everyone around them, but rather being able to forge a culture where no one seeks to undermine or demoralize others at their own expense.

In fact, women with a deep sense of self-confidence are often more inclined to accept critiques and feedback on their leadership styles.

2. A willingness to nurture. In the frequently cutthroat world of business, “nurturing” can appear to be a soft or even disposable trait.

Not so, says performance coach Dawniel Winningham. She contends that a woman’s “nurturing spirit is often confused with being lackadaisical or an inability to hold people accountable which is not the case.” In her view, “being a nurturer, having a sense of being fair and just, and use of our women’s intuition are some of our strongest traits.”

3. A focus on achieving one’s goals. The most effective women in business maintain a clear vision of what they wish to achieve—both in the short-term and over the long haul. Aspects of this vision may change depending upon circumstances, but the commitment to reaching one’s objectives remains unwavering.

This is frequently illustrated by a woman leader’s drive to balance her professional obligations with her life outside of work. Maintaining this precarious balance requires creativity and flexibility, additional traits demonstrated by effective leaders (of either gender).

TAB member Kris Derrig, president of Action Machined Products, describes her own personal journey towards a more balanced life (with the help of her Advisory Board).

4. Building and leading teams. It probably can’t be said that women are better at developing relationships and building teams than their male counterparts. However, they can make use of their intuitive natures to discern conflict within a team—and then seek to resolve that conflict—as well as follow their instincts to favor a team approach, rather than asking an individual to take on too large a challenge.

5. Willingness to question the status quo. Strong female leaders frequently feel the need to challenge “the way business has always been done.” They don’t necessarily accept a traditional approach to strategy and may be more willing than some male leaders in pushing back against convention when they feel strongly about finding a more effective solution.

6. Not afraid to ask for help. Of course, broad generalizations are to be viewed skeptically, but women leaders often feel less inhibited about reaching out for input and guidance when necessary. They understand the limitations of trying to do everything themselves and (as noted previously with the quality of nurturing) see great value in empowering others to assume greater responsibilities. They’re also unafraid to seek the insights and feedback of other business leaders.

As long-time TAB member Lynne Gastineau, president of Gastineau Log Homes, recalls, “I knew I was going to need help if I wanted to grow the company and meet growing customer demand. Managing the staff and dealing with growth would require help. I saw TAB as a way to help me through that process.”

If you think being part of a group that offers consistent, insightful advice makes sense for your business, contact a local TAB board to learn more about membership.