hiring 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!

 

 

Taking an Ethical Approach to Poaching Employees

group of smiling businesspeople meeting in officeIs it possible to use “ethical” and “poaching” in the same sentence? These days, the hunt for qualified talent is ruthless. Many businesses think nothing of covertly recruiting employees of choice away from competitors. For TAB Members, dedicated to running their companies as honestly and transparently as possible, the issue is more complicated. Is there a way to poach a gifted employee from another organization and emerge with your reputation for integrity intact?

Here are factors to consider before embarking down this path:

Certain limits shouldn’t be breached. First off, it’s unwise to poach another company’s employee when the negative consequences outweigh the benefits. “If an employee works for a business partner or vendor, you’ll likely find the lost business connection is far more costly than losing the great employee,” notes digital media consultant John Boitnott, who concludes that “you’re smarter not to hire someone who will cost your business more money in the long term.”

The most clearly unethical tactics include going after an employee to whom you were introduced by others in that person’s organization, thinking the introduction would help your company to work together. That’s a betrayal of trust that’s very hard to live down—as is the tactic of actively smearing a competitor in order to entice a desirable employee away.

Look for non-compete agreements. Before pursuing a targeted employee from a competitor, make sure he or she is legally permitted to work for you. Some employees sign non-compete agreements that forbid the individual from working for a competing business for a set period of time. If you suspect such an agreement exists (or there’s an brief anti-poaching clause in that person’s contract), consult your attorney before doing anything else.

Explore the “employee referral” option. For business leaders bent on conducting themselves honestly, another option is promoting employee referrals within their organizations. An employee who refers the name of someone working for another business can’t make any promises or commitments, and is only raising the possibility of considering a new employment option. No ethical breach is involved.

“An employee asking a good friend or colleague is considered ethical by most companies,” notes HR strategist Danny Kellman. “The employee referral method is more ethical than using recruiting agencies with bad value systems.”

Enlist the services of a reputable search firm. Of course, most recruiting agencies don’t resort to underhanded recruitment techniques. By hiring a reputable search firm to locate your ideal candidate, you maintain an ethical distance from any association with poaching.

Spread the word in your professional network. Another option is letting everyone in your professional network know that you’re seeking candidates with particular skills and have those individuals contact you, rather than the other way around.

If such a person steps forward—and happens to be employed at a colleague’s company—you can approach that colleague and respectfully request permission to explore new opportunities with the individual in question. Should your colleague agree to let the process continue, then everything’s above-board and transparent. If your colleague objects, probably the wisest move is to abandon further discussions with that individual.

You still need to make a persuasive case for a candidate to leave. Even engaging in an ethical approach to poaching doesn’t guarantee a desired outcome. You still need to sell your company to the prospective candidate. Obviously, writes Hilary Johnson at Inc., that person’s first question is, “why should they leave their job and join you? You need to make your opportunity sound more attractive than what they’ve already got.”

One final cautionary note: Remember that, as you consider the pros and cons of poaching employees from others, many organizations are contemplating the same approach towards your top performers. Of course, it’s impossible to control the actions of the people who work for you, but if you’ve created a culture that promotes career development and personal achievement, you probably have less to worry about than companies with a dysfunctional environment.