Tag Archives: jobvite

FOUR NO-FAIL SOCIAL MEDIA HIRING TIPS

Business, Employment, Facebook, Job Posts, jobs, LinkedIn, Marketing and Advertising, Social media, social recruiting, Twitter, sourcing, job posting site

Need to hire an employee fast? Social media has straightforward, effective and inexpensive (or FREE) ways to reach out to qualified candidates.

More than 90 percent of companies are using social media to find new employees, according to a recent Jobvite study. The most popular: Twitter and Facebook and LinkedIn.

If you’re up to the challenges presented by recruitment, here are four no-fail tips for using social media to find your next superstar employee:

Read More at HRNewsDaily.com…… Continue reading

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The Secret Behind Hiring the Best Employees

How to Start Thinking Like a Candidate

Find employees, job posting site, Hiring Tips, Hospitality, Job Seekers, Personal Background Checks, Retail	Application for employment, Business, Candidate, Company, Employment, Job description, Job search, jobsThe job market is getting better, especially for qualified candidates. The use of social recruiting and job boards like Indeed and Craigslist provide a job seeker with many options. So, to be successful in your search for the ‘perfect’ candidate requires a strategy to make your offer more enticing than others. Think like a candidate when you are casting your recruiting net. Ovation is designed to help craft professional job descriptions and applications which are effective tool to do just that.

The qualified job seeker is looking for a job relevant to their skills and ambitions, they often won’t stick around your post if it isn’t in their sweet spot. So, capture their attention quickly and keep it.

Here are 8 tips to help you get inside a candidate’s mindset:

1. Make the job title as relevant to the job as possible because many people search for a job using a site’s keyword search. For example, rather than just labeling a position “Restaurant Manager”, get more specific with job titles like, “Manager for Fine Dining Restaurant” or “Manager for Fast Food Chain of Restaurants”. Try “Audit Manager for CPA firm” rather than “Auditor” or ‘Accountant’.

2. Establish “WIIFM” or “What’s in it for Me?” in the opening paragraph of the job description. For example, rather than starting with ‘ You will be responsible…’, one might say “Our team of professionals provide an energized environment that makes work fun and stimulating…”.

3. Talk about your company’s culture and include the team in describing that culture. For example, “Our team enjoys flex schedules and work together to get jobs done timely and correctly” or “Our team is empowered to make the customer happy, because a new customer is harder to get than a happy repeat customer”.

4. Be as precise as possible when listing the required skills and qualifications required. List optional skills as such so, as not to discourage applicants who fit the job but may not have those extras. At the same time, a specific job description will weed out the unqualified applicants.

5. List the location of the job and if there are optional locations, list them. Many companies hire on a regional or national basis. Candidates finding your postings on the Internet may be interested in another location or in working remotely.

6. List the pay range of the position so you don’t waste your time or their time. If a job doesn’t meet their pay expectations, let them move on to another posting.

7. List some of the benefits your company offers, and not necessarily those that cost you money, like free lunches, tuition reimbursement, 401Ks, and gym memberships. For example flex schedules and dog friendly work environments are very important to many candidates. Remember, they are buying into your culture as well as the job itself.

8. Ask specific questions in the job application. Ovation allows you to ask custom questions of the applicant. These are very useful in ranking the candidate according to suitability. For example, ‘Do you have the _____ certification?’ or ‘Do you have reliable transportation?’ or ‘Are you available for various shifts?’

Tips for using Social Networks to Post Jobs

hIn the pursuit of the best employees, companies are using innovative methods to find the right people. Social networks are a great venue to post job ads. Up to 60% of businesses will use them this year either exclusively or in conjunction with other recruiting methods.

It makes sense; to get the best, you have to go  where the people are. Generation Y or Millennials-those born after the mid-1980s-are rejecting traditional job search methods, such as blindly sending out resumes, cold-calling employers or pounding the pavement. With online tools, job seekers can undertake a comprehensive job search without leaving home.

In response, some companies have developed revolutionary job posting and hiring tools. They use technology to make the experience easy for both job seekers and employers.

Many businesses don’t have recruiters or HR in-house and likely outsource those functions. Hiring for them is daunting and a distraction, and many have trouble managing the process.

Applicant tracking systems, once only available to large companies have, are now available through software-as-a-service tools  like Ovation, Taleo, Snagajob among others. These advanced systems  are now convenient and affordable for businesses of any size.

The appeal of hiring software is straightforward; they simplify many recruitment tasks: from helping craft an effective job description to posting directly to the social networks like Indeed.com, Craigslist, Twitter, LinkedIn and others.

In addition, web-based recruitment systems can provide online applications and collect resumes. What’s more, the best software integrates mobile apps, which gives employers flexibility to untether from the desk.

Ready to take your hiring to the next level? Here are five tips for using these new tools when posting jobs to social networks:

1. Write an appealing job post

Always make sure your job description is complete, realistic and engaging. A tired, tedious job post can easily be lost on a social network. The most compelling posts, ones with the best response rates, stand out and talk to the candidate. Personalize your descriptions. The first person tense allows the reader picture themselves in the job. Utilizing phrases like “you will be responsible to…” or “you will help the team achieve…” can make a difference in attracting confident team players.

2. Ask Questions early

Asking the right questions early in the process will help identify qualified candidates quickly. Many hiring tools can be customized to ask candidates job-specific questions in advance of a face-to-face or telephone interview. For example, asking about reliable transportation, shift availability, or relocation preferences can be useful in vetting candidates to narrow your search.

3. Repost often

Like a loaf of bread, social media posts can become stale fast. New job postings continuously push older ones down the list. To succeed, you must keep yours on top and ahead of the pack. The key is to repost often on sites like Craigslist and Twitter. This will keep your place on prime web page real estate. Frequent wording changes in the post can also help improve response rates.

4. Cast a wide net

Job applicants don’t all look in the same place for opportunities. For example, a potential restaurant manager may only be searching under “Hospitality” or “Food Service.”  However, posting the same job under “Business Management” or “Customer Service” may generate other excellent candidates. Outstanding candidates can often be found by networking, so don’t forget to start your search with a reach out to your contact list asking for referrals.

5. Respond Quickly

The ease of applying for jobs through social networks allows candidates to respond to many job posts. To get the right person for the job, sometimes employers have to act fast. If you see an attractive application, response or resume, respond to the applicant with timely emails, texts or a phone call indicating your interest.

Also, it is easy to forget about the tension job seekers feel when waiting. Never leave anyone on the hook. Drop an email to all applicants, informing them whether they are or are not in the running. Respectful communication will always be appreciated, even if it is not pleasant news

Technology makes finding your next superstar employee easier. However, competition for skilled candidates is stronger than ever By using the new social recruiting tools effectively, an employer can increase the chance of connecting to their next great hire.

Tips for Posting Jobs to the Internet

In the pursuit of the best employees, companies are using innovative methods to find the right people. Social networks are a great venue to post job ads. Up to 60% of businesses will use them this year either exclusively or in conjunction with other recruiting methods.

It makes sense; to get the best, you have to go  where the people are. Generation Y or millennials  those born after the mid-1980s-are rejecting traditional job search methods, such as blindly sending out resumes, cold-calling employers or pounding the pavement. With online tools, job seekers can undertake a comprehensive job search without leaving home.

In response, some companies have developed revolutionary job posting and hiring tools. They use technology to make the experience easy for both job seekers and employers.

Many businesses don’t have recruiters or HR in-house and likely outsource those functions. Hiring for them is daunting and a distraction, and many have trouble managing the process.

Applicant tracking systems, once only available to large companies have, are now available through software-as-a-service tools  like Ovation, Taleo, Snagajob among others. These advanced systems  are now convenient and affordable for businesses of any size.

The appeal of hiring software is straightforward; they simplify many recruitment tasks: from helping craft an effective job description to posting directly to the social networks like Indeed.com, Craigslist, Twitter, LinkedIn and others.

In addition, web-based recruitment systems can provide online applications and collect resumes. What’s more, the best software integrates mobile apps, which gives employers flexibility to untether from the desk.

Ready to take your hiring to the next level? Here are five tips for using these new tools when posting jobs to social networks:

1. Write an appealing job post

Always make sure your job description is complete, realistic and engaging. A tired, tedious job post can easily be lost on a social network. The most compelling posts, ones with the best response rates, stand out and talk to the candidate. Personalize your descriptions. The first person tense allows the reader picture themselves in the job. Utilizing phrases like “you will be responsible to…” or “you will help the team achieve…” can make a difference in attracting confident team players.

2. Ask Questions early

Asking the right questions early in the process will help identify qualified candidates quickly. Many hiring tools can be customized to ask candidates job-specific questions in advance of a face-to-face or telephone interview. For example, asking about reliable transportation, shift availability, or relocation preferences can be useful in vetting candidates to narrow your search.

3. Re-post often

Like a loaf of bread, social media posts can become stale fast. New job postings continuously push older ones down the list. To succeed, you must keep yours on top and ahead of the pack. The key is to repost often on sites like Craigslist and Twitter. This will keep your place on prime web page real estate. Frequent wording changes in the post can also help improve response rates.

4. Cast a wide net

Job applicants don’t all look in the same place for opportunities. For example, a potential restaurant manager may only be searching under “Hospitality” or “Food Service.”  However, posting the same job under “Business Management” or “Customer Service” may generate other excellent candidates. Outstanding candidates can often be found by networking, so don’t forget to start your search with a reach out to your contact list asking for referrals.

5. Respond Quickly

The ease of applying for jobs through social networks allows candidates to respond to many job posts. To get the right person for the job, sometimes employers have to act fast. If you see an attractive application, response or resume, respond to the applicant with timely emails, texts or a phone call indicating your interest.

Also, it is easy to forget about the tension job seekers feel when waiting. Never leave anyone on the hook. Drop an email to all applicants, informing them whether they are or are not in the running. Respectful communication will always be appreciated, even if it is not pleasant news

Technology makes finding your next superstar employee easier. However, competition for skilled candidates is stronger than ever By using the new social recruiting tools effectively, an employer can increase the chance of connecting to their next great hire.

Bringing New Hires on Staff in a Restaurant, Bar, Nightclub or Hotel

your_hired-300x199  If you are in the restaurant, nightclub, bar or hotel/resort business, you are in the hospitality business. It is an exciting, people-centric and time-demanding business that is not for the faint of heart. It can also be one of the most “fun-centric” industries as well, since your customer is usually in the leisure mode when you see them, either eating, drinking, traveling or kicking back. Most jobs below owner/management level are semi-skilled, typically low paid, tip-dependent and attract a younger worker. Oh, by the way, the work is hard.

A big challenge in the hospitality business is the revolving door of workers. It is logical that turnover is great because of the age and demographics of the workforce. Young people change directions with the wind and hospitality workers generally aren’t in for a career. In fact, your training model becomes a key indicator of your company’s success since it is constantly in use.

A company’s culture is perhaps the most under emphasized component of small to medium sized businesses. A company’s culture is the assumptions and behaviors that the people in an organization use in engaging with each other and with the customer. The culture typically evolves on its own in a small business from the top down, for good or for bad. Large companies invest heavily in their culture since a good culture makes a business operate smoothly and affects the customer’s perception of the business. The Four Seasons chain of hotels and the Nordstrom department stores are often used as examples of companies with culture built around an excellent customer experience. That is a great premise for an industry that must please a lot of people with different levels of satisfaction.

Part of the instilling of a culture in an employee is providing a good experience when they join the organization. This experience is called the onboarding of a new employee and can set the tone for the relationship; again for good or for bad. The key to a good onboarding experience is completeness, friendliness and consistency.paperwork In small business, onboarding begins with the delivery of new hire paperwork and the general instructions and expectations to the new hire.
Believe it or not, small businesses have a difficult time delivering complete and timely new hire paperwork since most have a rather harried environment and operate with a sense of urgency.

Every employee must fill out certain paperwork to comply with the law and to set up for payroll. This includes completing an I-9, a W-4 as well as various forms like basic employee data forms, and direct deposit forms. All this, plus the time an employee handbook is delivered, benefits information is made available to the employee and perhaps a welcome letter from the owner rounds out the batch of paperwork the new hire receives. The job of collecting the information usually falls on the operations manager or human resources department if one exists. In the hospitality industry, people aren’t usually hired until they are needed so, the sooner they can be put to work, the better. The proper completion of some forms requires verification of identification documents or submission of banking info for direct deposit. Inevitably,  new employees arrive without identification or some other documentation. This often results in starting the employee off without a complete enrollment and often the follow-up falls short. Not a smooth transition for either the employee or the employer.

Providing new hire paperwork electronically to the employee before they show up for work through either an email or a link to the documents can take some of the strain off of the first day and allow the employee to complete the paperwork in a more leisurely manner. The employee simply shows up with the forms completed and identification in hand for verification.

Ovation provides such an electronic new hire onboarding tool with its hiring and background screening tools in an affordable, easy to use, and effective one stop platform. The platform was designed specifically with the small business in mind and is a great resource for the hospitality industry where, time and first impressions are all important.