Archive for tips
3 Misunderstandings about Job Websites
Commom Assumptions about Job Websites
1. Websites like Monster.com and Careerbuilder.com list all available jobs in my area, (This is probably the biggest misunderstanding because employers have to pay to have their jobs listed on these sites. If you are only using Monster, Careerbuilder, Yahoo Hot Jobs, or other job websites you are missing alot of other jobs that are posted) Some companies prefer other websites, newspapers, social networks, or referral candidates. Make sure that you do not limit your search.
2. If I post my resume someone will see it and hire me, (Another common misunderstanding because with unemployment at record highs it is either stand out or step aside. Some recruiters and hiring managers are literally overwhelmed with responses and very few actually get screened properly. If you think you are the best candidate for the job you better prove it with your resume first and an interview as well. Resumes do not get you hired, they get you an interview.
3. If I pay for an extra service like a resume upgrade, background checks, or other paid assistance your chances of getting the job are better, not necessarily because if you know how to get your resume to the right person it will not cost you alot of extra time or money. The ability to source your profile correctly is a big plus, as well as a personally written resume that compliments your abilities. An extra service is not bad and the folks who provide these services are professionals, but you can still get the same results without spending extra money with a little effort.
Mike Nale, Founder, Helpwantedhawaii.info
The Fight to get a Job!
Feeling the squeeze yet?
It is every man or woman for themselves right now, or at least it seems that way. The competition for a job in Hawaii has went up dramatically since this time last year. I can remember getting at least one or two calls a month from recruiters before and now my phone is silent, sound familiar? One thing you have to remember is that we have over 40,000 (documented) unemployed professionals in the state. If you are feeling the squeeze right now it might be time to start looking at other types of employment, I am. As I type this post I am reminded of what one of my friends, a recruiter told me, ” I am getting at least 20-30 resumes a day, I can’t keep up”. If your looking for a job in your industry or occupation then consider some alternate industries or skillsets as possible solution. It is a fight to get a job right now. I just interviewed for a position last week and I was certain I was going to get the job. I walked away feeling great and my interviewer gave me the impression that I was going to get hired. I found out they offered the job to someone else, sound familiar again? It is very competitive right now so as I always say, be persistent, be patient, and be understanding. Things will happen, eventually.
The fight though is not just here in Hawaii it is nationwide. This is an employers market and they can be picky. Alot of employers have started implementing testing over the years in order to measure competency and skill level of the candidates they are interested in so if your facing a skills test, be prepared. The recession has affected salaries as well just last week the State proposed salary reductions in order to save jobs. If the range being offered seems low it is probably due to cutbacks. Employers can get top talent for a bargain right now. The fight for jobs right now is real so you need to be prepared.
Aloha
Aloha, Mike Nale, Founder, Helpwantedhawaii.info
Helpwantedhawaii.info (Updates) Forum Section & Twitter
Helpwantedhawaii.info has a Forum now due to the large number of comments we get on everything from opinions on the local and national job market, personal employment issues, and everything else. If you have something to say, this is where to say it. Are you looking for work but you do not want to post a resume yet? Post a short summary here. Are you upset because you have been looking for work for months now without getting work? Post is here. The forum is for everything else. We want to hear it.
We have also added some new sites this month under the Online Job Boards section as well as some additional links under Other Hawaii Employment Resources and Social Networks.
Helpwantedhawaii.info is a part of Twitter now under the name “808Jobs” you can follow us for regular job updates daily.
Aloha
Employment brand recruiting through video
Need talent? Why not make a video to recruit them
Technology has come along way, have you? It may come as no surprise to you that a lot of companies today still use the good old classified ads to type essentially the same thing as everyone else, but with a video camera and little creativity you will have a flood of candidates who would otherwise pass you up.
Using a recruiting video is really the most effective way to reach the people that you seek these days, so why aren’t you using it? Do you think it is too expensive? Maybe it is a hassle? No creative ideas? One of our services at The Brand Management Group LLC is to produce compelling, creative, and attractive productions for companies looking for talent, but if you are not in the market to use a service like ours you can still put together something that will bring more candidates. An employment brand video or production is the way to go. Today with the competition running typed ads it makes sense to do something different.
The best production to recruit candidates will begin with an introduction from the CEO or interesting personality, company history, and employer value propositions. The goal is to create interest by showing your company in a positive way that inspires and motivates the viewer to want to be a part of your company or organization. I have always said “creating interest is half the battle”. A creative idea is limitless, comedy, inspiration, or stunning graphics can all create interest. If you are thinking about making a recruiting video internally I would suggest that you talk with people in your company who make video productions as a hobby, or talk with your generation Y employees, they are very tech savvy. In any case start considering videos as a way to recruit new talent. You can upload them on your website or You Tube and link it to your ad.
If you are considering employment branding options than consider video instead of typed ads. This is the time to seize the market, so start now before you’re just another video!
Improving your employer brand without the ego
Everyone is important let me say that again, everyone is important. One of the biggest ways to destroy your employer brand is with an ego. I have seen it countless times through client engagements and it is killing business today. Opening your doors to everyone is important and though we are dealing with the most fundamental aspects of customer service that door swings from the inside as well.
Anytime you have a mind set on the physical, mental or social type of individuals that you want to work with your company you have limited your role in establishing a successful employer brand, the ego sets those limits. Are you really better because of social standing or industry? Are your requirements reflecting that ego? These are very important issues with respect to having a successful employer brand. A common mistake throughout the corporate world is that positions within a company must fit a mold that represents the professional image of that company and that attitude could be keeping you from truly getting the best talent to run your business or organization. A good example would be age, fashion sense, or previous employers. I am not saying that an ego based attitude fosters discrimination but it certainly parallels it.
An ego in your business is the same as a person with an ego and that attitude turns off people who work for you and those who want to as well. You may be the biggest in town you may be the best at the moment, but all that can change if you develop an ego that says no to employees, partnerships, or alliances based on that ego. The best way to improve your employer brand without the ego is to be conscious of it, have an open mind, listen when others turn away, and embrace change. The open door policy internally provides comfort not the attitude that I am more senior than you so make an appointment. The chain in management is always important but knowing the door is always open from senior manager to CEO brings about trust and equality.
If you think your business ego could be affecting your reputation than make some changes, provide training, and be conscious of it because, it could be holding you back from where you really want to be.
Employment Branding and being different
I have read countless articles and blogs about employment branding and although many of them address definition and support very few actually talk about real solutions. The challenges that most companies face today is creating that image of stability and security all while trying to grow their business, and attract the best talent.
Is there a right approach? What can you do to truly separate your company from the rest and define yourself as the employer of choice? These are the questions you should be asking right now. Research is the key and no matter what you offer if it is the same as the next guy are you really different, or just along for the ride? I have always recommended that no matter what you do to establish your employer brand make sure that you are not doing the same thing as everyone else, your just wasting your time. This is a special time in our economy and whether you like it or not, now is the time to break free from the pact and make your mark.
The only rules are the ones that you create for you and your employees. Be different, be innovative, and be bold. If you are going against the grain that may be just what the doctor ordered. Today people get bored with the same old thing so why provide it. You can be different in many ways to establish your employment brand through changes in the perceived work psychology, remember you can be different. These differences attract the best people to work for you. Just look at Google! My advice for you today is simple stop making excuses because you think it should be a certain way it shouldn’t, don’t limit yourself, and don’t assume it will not work because nobody else is doing it. The creative ideas to define yourself as the employer of choice are endless but you have to put those thoughts into action.
Employment Branding now is the time
Branding your image as the best place to work right now can be a powerful weapon in the war for talent. You have to be bold and innovative but with the right approach you can seize market share now.
The absolute best time to get the best people is now but you need to define yourself and I am not talking about just words, I am talking action. Any recruiter or human resources manager can type up a compelling statement that reflects your company as a great place to work but once that transaction has taken place if you are not ready to reflect those statements you are just wasting your time and possibly damaging your reputation. To truly come up with a plan of action during an economic slow down you must be willing to make investments in shaping a recruiting model that provides excellent employer value propositions and a workforce plan that incorporates it.
Employer value propositions are a tough sell unless they have value to the employee or candidate. The best EVP has choices not limitations gaining popularity based on you’re flexibility as an employer of choice. A good example would be professional development. If you are offering tuition reimbursement for continuing education in a related field, than add tuition assistance for any undergraduate and graduate program. This can guarantee long term employment with your company. A high attrition rate and vacancies can impact productivity which costs money, the investment is worth it. The value of a few good EVP’s can go along way in attracting the people that you want, especially during an economic slowdown.
The problem right now is a lot of companies are risking loosing talent by freezing any hiring and limiting valuable benefits. Is this the right move? Yes and no, of course some companies cannot make those large investments, so what are they to do? The answer is good leadership and relationships with their employees. A good employment branding plan always incorporates good management that fosters positive relationships. In other words you have a good boss. The value of flexibility has gained a lot of popularity over the past few years as well, allowing employees the benefit of controlling their schedules. A performance based model judges your employees based on results, not time spent sitting at their desk looking like they are working. The future of our workforce will be spending more time away from the office and for those industries that can provide this option to their employees will see increased productivity, which will have a far reaching impact on business as a whole. My point is simple, be bold, be daring, and pave the way for the future of your company by giving what is not being given, listening when nobody is listening, and providing certainty when nothing seems certain. They will come!
Employer Value Propositions That Have Value, PART II
In part II of this blog post I wanted to discuss some tips and trends to give your employer value proposition value. In my previous post I mentioned the importance of getting to know what your employees want through communication. I am willing to bet that the preponderance of your employees would agree that quality of life issues are high on their list.
Here is a short list of ideas that would qualify as valuable EVP’s
ROWE (results only work environment) judging you on performance not attendance.
Telecommuting for non-essential office personnel, this coincides with ROWE.
Recognition and rewards programs for superior performance
CEO open door policy and senior management
Career Counseling, (find out what your employees goals are and help them get there)
Most of these programs that I mentioned are fairly common but how many are you using? Are you promoting them to your employees, recruiting tools? The best way to get feedback on a specific EVP is to monitor its participation. If they are not using it get rid of it and replace it with something better. I have never been a fan of web based assessments or surveys, put a team together and get involved. Attitude is everything when you are putting together an EVP system and when you show your employees how important it is they will feel the value it immediately.
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