How to Excite an Applicant

How to make An Employee Want To Work for You After the Interview

Recruiters are often tasked with two distinctly different issues. The first is being hyper-critical about who you hire. You are forced to look at each and every applicant as thoroughly as possible, vetting them for a role in your company and making sure they fit the persona and personality that you hoped you would for you. It’s a process that is actually quite powerful, as in the end you’re going to offer someone a great deal of money, and make someone else very happy.

Yet the other issue is also important. Even though the person interviewing is “lucky” to get the job from you, you are also “lucky” to have them. You want people to want to work for you. You want the best talent to believe that you’re a great place to work, to turn down any other offers they may have, and to commit to your workplace in the short and long term.

It’s that second part that is a problem for many employers, especially those that hire a lot of entry-level workers without a great deal of experience. Many companies focus so much on who not to hire that they forget that they, as the employer, are also lucky that someone talented wants to work for them as well.

Why You Should Want Applicants to Desire to Work for You

It’s important to take time during the interview to sell the applicant on the company, and make them want to work for you. The clearest reason for this is competition. Rarely does someone apply to only one job, and if they receive another offer you want them to forgo the other offer and choose your company instead.

But that is not the only reason you want to try to convince the applicant to work for you – in fact, you want to convince any and all applicants to want to work for you, even if you don’t plan to hire them. Reasons include:

  • Starting Strong – First impressions are important both in the short and long term. An employee that is genuinely excited to work for you is one that is going to come on their first day happy to be there and feeling ready to take on the work. An employee that accepted the job but is not excited to work there will notice anything your company does that makes it feel like you are a bad employer. This can start your relationship off poorly, and lead to the employee seeking other jobs.
  • Positive Referrals – Networking is incredibly important in business. Everyone you hire or interview knows other people that have talent – people you may want to employ someday. You want them to speak positively of your company to other job seekers, and you want them talking about you in a positive light to those around them.

In addition, the act of exciting each applicant to your company is one that will also teach you more about yourself. If you have not been able to come up with good reasons to convince talent to work for you, chances are it will affect you in the future.

How Do You Excite an Applicant?

There are many different ways to excite applicants and make them want to work for your company. Some of these include:

  • Be a Great Company

Sometimes you don’t need to do anything at all. You simply need to already be a company that people want to work for. If you’re a genuinely great employer, applicants will be able to tell.

If someone asks your recruiter “why should I work for you?” your company should have a great answer. If you don’t, then you need to take the time to figure out what you can implement that makes you a great employer. It’s not enough to be profitable and have a good product. Companies that value their employees and turn their company into one that is desirable will have more to share with the applicant, and thus more to attract them to work for you.

  • Have a Friendly, Well Trained, Patient Interviewer

Their first impression of your company is often the job interview. That means that your job interviewer should be well trained, sociable, and knowledgeable about how to treat each applicant with respect. Likeable interviewers that know how to conduct a fair interview and relieve pressure from the applicant are going to create fans that make people want to work for you.

Make sure the interviewer trained to promote your company, and has a plan to make sure they are speaking highly of your culture.

  • Involve the Work Family

Make sure that there is a welcoming culture on your staff for anyone that comes inside the building – applicants, new hires, etc. Teach them to say hi, and make sure they know how to be friendly and proactive. The more inviting they seem to incoming applicants, the more the company will feel like it is a great place to work.

  • Have An Interactive Component

Interviews are stressful for everyone. Some type of friendly, interactive component that relaxes the situation can go a long way towards building rapport. For example, you can take them to a coffee shop, invite them to your break room (if there is something to do, like pool or air hockey), or otherwise find a way to make the experience more like a friendship than an interview. Some recruitment experts have also said that they have had an easier time getting truthful answers when they use this strategy as well.

  • Advertise Your Strengths

You don’t have to wait until the interview either. At Recruit Shop, one of the things we promote for our clients is the idea of an exciting job description. While most people simply state the qualifications, the best job descriptions focus on all of the benefits of you as a company. They entice people to apply to the jobs, and they promote your best features in a way that will attract more applicants. First impressions don’t have to wait until the interview. Your job advertisement, your phone screens – even your website and online presence – all have the opportunity to create great first impressions.

Make the Applicant Want to Work for You

The interviews are considered a chance to get to know the applicant. But prioritise their ability to get to know you as well, and give them information and a taste of all of the great things you offer. You’ll find that your recruitment becomes easier, your employees stay longer, and you are able to get more from each employee.

Tips for Child Care Recruitment

For many, the idea of working with children is a dream. Being paid to play with children for a living means that you get excited almost every day you go to work, and while there is certainly a great deal of stress that comes from working with children every day, it is still a job that creates incredible memories and makes you feel like you’re doing important work. But companies that hire child care workers need to be incredibly selective about who they bring on staff.

They need to find employees that are:

  • Good with Kids – Everyone can like kids, but not everyone is good with kids. The ability to play with children, keep them safe, and help them learn requires a specific type of personality.
  • Staying Around – Turnover can be high in child care. Companies need those that are going to stay with each passing year.
  • Knowledgeable and Intelligent – Child care often involves quick thinking, the ability to see and spot problems, excellent focus, and more.

With all of these needs in mind, the following are several strategies that you can use to improve your recruitment process and hire better child care workers.

How to Hire for Child Care

  • Take Advantage of Self-Selection

You want people with both passion and energy. Self-selection strategies are excellent for this type of career. Self-selection is when you require extra tasks to go along with the resume/CV before it can be accepted. For example, require that applicants submit answers to 5 questions, as well as share 3 ideas for children’s games before they can apply.

Those that do not have a passion for child care, and those that are unwilling to give their work their full effort will be unwilling to do these extra requirements. Those that are willing to do the extra work are showing many positive qualities that are important in the child care workplace.

  • Prioritise Personalities

Experience in child care is excellent to have. But personalities, especially when children are at a younger age, is often as important. See who has the right attitude to work with children. Find ways to analyse candidates during their interview that teach you about their personality, and use that to determine who to hire.

  • Offer Amazing Training

For many, working with children is natural. That means that hiring may not be the main issue. Their ability to thrive depends on you. Offer in-depth training that helps them understand how to act with children, how to keep them safe, how to collaborate with other staff, and more. This training both improves the quality of your hires, and reduces turnover by making the job easier on the staff.

Contact Recruit Shop Today

If you are looking to hire child care workers in Australia, and want help finding the best possible staff members, contact Recruit Shop today – the most affordable, most effective Aussie recruitment agency.

Why Outsource Recruitment?

You run a business. That means that you are responsible for every component of your company. Not only do you direct your talent and lead the hiring decisions – you also clean the toilets, do all of your accounting, study law to handle all of your legal needs, and manage your company when you’re on vacation.

Oh wait, you don’t?

One of the first things you learn when you run a successful business is that you simply cannot do it all on your own. You can’t – and shouldn’t be – an expert on everything. There are those out there that can handle tasks for you, and the more you use their expertise, the more your company will save in the long term and the more effective your company will be.

Benefits of Outsourcing Recruitment

At Recruit Shop, we work with small and medium size companies all over Australia and New Zealand. We have been recruiting top candidates at exciting startups, small family establishments, and more, and use that experience on each of our clients. These clients choose us because they know all about the benefits of outsourcing recruitment, including:

  • Lower Cost – Yes, even though recruitment “costs money,” when you add up all of the costs of recruiting in house, you’ll find that it is much greater. From posting on job boards, money paid to your employees, and the lost productivity that they could have provided on other tasks, an affordable recruitment service like Recruit Shop ends up being a bargain by comparison.
  • Little Need for Oversight – When you outsource to Recruit Shop, we keep you posted along the way, answering any questions you may have, etc. But you are also able to trust that we have started the ball rolling, because it’s our only job. It’s all we do. With employees in house, you have to check in often, review emails, make sure that whomever is in charge of hiring is taking action, and much more. It often requires even more staff, and is very time consuming.
  • Expertise – Of course, most people are not experts at recruitment either. We have a reputation for finding excellent performers that match the culture of your business, and use that expertise with each client we work with.

While many people ask why they should use outsource their recruitment, a better question is – what is the benefit of doing recruitment in house? Often you’ll find that there is no real answer.

How Long Does it Take An Employee to Be Fully Productive? 

In the last few weeks, we’ve had several articles on the costs of hiring a new employee. Companies need to focus more on employee retention because the costs of replacing an employee add up quickly.

Remember, the costs are not simply limited to recruitment. You can save thousands on recruitment simply by hiring Recruit Shop. But you also have to account for the lost productivity and training that go into hiring a new employee and, even after all of the training is done, statistics on when an employee is most productive are not friendly towards employers.

Employees Take a Long Time to Acclimate

Very few new hires work their hardest and best right away. In fact, according to an article in Training Industry Quarterly, it takes at least 1 to 2 years before an employee is “fully productive”. That means that even after an employee has been hired, they may not be as productive as the previous employee for 2 years. You’ll be losing out on potential value for months to years after your previous employee has left.

Why Does it Take So Long to Adjust?

Employers often think that a new hire will adjust quickly once they’ve been brought on staff. The general assumption is that all the employee needs is some training, and suddenly they’ll be experts at their job. Yet no matter how much experience someone has coming in to the new position, adjustment is going to take a great deal of time:

  • Time spent getting acclimated and understanding their first tasks.
  • Time spent asking questions and trying to figure out where things are.
  • Time spent feeling uncomfortable about whether they’re doing their job right.

There is time being shy before openly talking to co-workers, time being unsure about the products and services of the company, time spent figuring out what to do. It’s not all the employee either, as after any new hire it’s not uncommon for the employer to struggle to figure out the best role for them and how to maximise their talents. Sometimes weeks are passed with an employee doing very little because no one can figure out what they should do next.

There are countless reasons that employees take a long time to adjust. But no matter the specific cause, the time it takes a new employee to be at their peak productivity is much longer than most employers believe.

What This Means For Your Business

Your business’s goal is to maximise your ROI. When it comes to employees, there are traditionally two very important parts to making sure you get the most from the money you invest in your employees:

  • Hire the Right People
  • Keep Those People

Recruit Shop can help you with the first. But once you have those new employees, it’s up to you to make sure that you’re keeping them around, because the costs of losing that employee can affect your business for years to come.

How Stereotyping Can Hurt Your Ability to Hire

The human brain is constantly stereotyping. They’re called “schemas” – connections that the brain makes in order to go through life with some idea of what to expect. Without these stereotypes, dark alleys would look as safe as bright public streets, and someone coming up at you with a knife would cause no more fear as a chef cooking sushi in front of you.

We do need schemes in order to not spend hours upon hours trying to figure out how to interpret everything we encounter in life. But when it comes to hiring, schemes can actually hold us back.

Productivity is Not Always Visible

You need to hire as objectively as possible. Yet this can be extremely difficult because you’ve created these stereotypes inside of your mind about what makes the right employee. These stereotypes are based on previous hiring practices, subconscious biases, the previous person employed at the position and more. Some of these biases you may even realise you have – for example, many people hiring for sales jobs look for someone that controls a room and is actively outgoing.

Others you may be completely oblivious to because your responses feel normal. Someone that fits your subconscious and bias view of what the “right employee” will be is always going to seem like the right employee, and liking them is going to feel completely unbiased – it’s going to feel natural, because your mind has created stereotypes about what you’re looking for.

Unfortunately, this can prevent you from finding the right employee. You don’t necessarily care about the person’s clothes, the way they look, their personality, etc. (although this does play a role in some jobs). What you care about is whether or not they’re going to be productive, and provide you with the skills the role needs.

How to Improve Objectivity

The best way to improve objectivity in your hiring processes is to use tools that objectively test performance. At Recruit Shop, for example, we use intelligence and skill based testing tools to provide an objective framework that discovers what the person is genuinely capable of.

You can also interview on knowledge and skill based questions to get a better idea of their genuine knowledge. You can also try techniques to better understand your own biases in order to eliminate them. Learn how to recognise your own first impressions, for example. If upon seeing the candidate you already like them, chances are you have some schema that are causing you to feel that way.

Eliminating Bias Isn’t Easy

This isn’t something that you’ll be able to master overnight, and in some cases, your biases may actually help you spot a candidate – especially when those biases are based on visible, recognisable criteria. But again, the trick is to make sure that you’re not overvaluing these stereotypes at the expense of a better employee elsewhere. That’s why trained recruiters can be so valuable, as their experience has taught them to ignore first impressions and make a judgment based on objective, measurable criteria instead.

Contact us at Recruit Shop today to learn more.

5 Challenges Recruiting in the SMB Market

Onboarding new employees is difficult in any organisation, but for those with limited resources, even hiring can be quite demanding. Because there’s frequently work that needs to be done or pressure to choose the right candidate, there’s more bearing on the decision making, for better or worse.

Recognising Hiring Obstacles

Most small to medium business don’t have the luxury of learning from their mistakes as there isn’t much margin of error when making the wrong choice. Knowing how to recognise potential obstacles ahead of time can save a lot of stress.

  •  Limited Brand Recognition

Recruiting well-qualified candidates can be difficult when other companies have had years to establish a name and reputation, particularly when it comes to IT. Newly-minted graduates may have a target employer in mind, whereas more experienced prospectives may not want to go with an unknown commodity. Overcome this by describing the benefits of working for your business, its culture and more in your job advertisement.

  • Difficulties in the Process

The vetting of potential candidates can be uneven if a business doesn’t regularly hire. In those cases, an owner may rely more on gut feeling than a thorough procedure when narrowing down a list. Added to that, there can either be a rush to fill a position or limited feedback as other issues compete for attention. Consider hiring a recruitment company to overcome this challenge, or putting a strategy in place that your HR staff can follow.

  • More Pressing Concerns

Many small business owners have to be involved in the day-to-day operations in order for anything to be accomplished. Hiring, in effect, ends up as no one’s “job”; certainly not one that anyone gets paid for. If a business has had poor returns on hires, they may be less eager to rush out to train a new person as well. Once again, a process in place can help you overcome these issues.

  • Masters of Nothing

One problem small businesses report is that there are too few qualified candidates applying. However, this may result from unclear job postings or asking for too much from candidates. A hard-to-resist temptation is trying to fill more needs with fewer people, asking new employees for more breadth in skills than is reasonable. Some type of dedicated, trained, and experienced HR staff or recruitment expert can assist with this issue.

  • Expansion Without Support

As a business begins to expand, it’s necessary to handle high and mid-level managers to oversee personnel. However, too often the company poorly plans its growth, leaving departments without definition or infrastructure. Managerial candidates more interested in maintaining than building may steer clear as a result. Try to work on your organisational hierarchy to make this less problematic with job seekers.

Preparing for New Hires

Recognising challenges in small business recruiting is the first step towards making the proper adjustments. If your business writes postings and interviews candidates with these concerns in mind, you’re more likely to make the right choice.

Are You Recruiting on the Lesser Known Social Media Sites?

Lesser known social media sites

LinkedIn, Facebook, and Twitter are some of the most highly recognised social networks in the world. Companies use these social media websites every day to find and evaluating some of the top talent in the local area and around the world.

But they’re also not the only social media websites out there. There are hundreds of others, all of which have their own unique user base. While many of them are still up and coming, companies that want to expand their talent pool may want to consider using these social media sites to find some of the talent that would otherwise be missed.

Examples of Social Media Sites to Target

There are social media sites for every profession, every type of worker – even every income level. There are social media accounts for different races, genders, ages, and so much more. All it takes is a bit of a search and you’d be shocked what you can find.

But for those that would like a good place to start, consider the following:

  • Angellist – Although better for marketing your open positions than it is for networking, Angellist is a very popular social media website for startups looking to improve their online presence and reach an audience that is specifically interested in Startup culture.
  • Makerbase – An interesting social media site useful for those in the tech world, Makerbase connects you to the people that worked on projects that you’re familiar with, so that you can see what they’ve done and who they are.
  • Xing – Xing is essentially a smaller LinkedIn. But it may have benefits for those looking internationally for new employees, especially if you want to reach German speaking countries and European talent.
  • Jobcase – Jobcase is similar to LinkedIn, especially their group feature. It is a social media site for people to ask and share information, almost like an advanced forum. You can often spot people that have significant expertise in their field.

You should also look for any websites that are tailored to the industry that you are most passionate about, and see if there are any difference makers that you can bring into your organisation. While of the people you want are going to be found on LinkedIn, Facebook, and other popular social media platforms, you may still find that the person you want most is in a location that you had never before considered.

7 Things to Ask Employees to Do Before They Resign

7 things to do before they resign

When an employee quits your company, they generally give their 2 weeks notice. Many companies use that time to have the employee complete their usual tasks as they look for someone to replace them as quickly as possible. But these employees are also a vessel of information that can help the person that takes their place.

That is why when an employee exits, you should have a list of work you need from them specifically related to their leaving, in order to make sure that the next person is ready for the challenges ahead. These include:

  • Have Them Write the Job Description – No one knows the job as well as they do. They should be the one writing about what the job entails, including breaking out the work that they complete, how often they spend performing each task, and anything the incoming staff member may need to know.
  • Have Them Consult on the Job Advertisement – You may know what you want in the next staff member, but the exiting staff member is going to have an excellent idea of what their replacement is going to need. Make sure they are consulting on the job advertisement to replace them.
  • Survey Their Reasons for Leaving – Employees that are leaving the company can provide you with highly valuable information that can help you avoid retention issues in the future. You can ask them about management, about engagement, and about any of the issues that may have affected their satisfaction levels during their time at your organisation. This information can be very valuable in avoiding similar problems in the future.
  • Let Them Create Training Manuals/Advice – If possible, have the employee complete training manuals to help future employees with the role. If it’s not possible to have them complete them manual, then have a staff member that is in charge of training new employees talk to them and see what trainings may need to be completed in order to ensure the next employee is up to speed.
  • Have Them Prepare a Schedule and Contacts – The incoming person is going to have a lot of work right away, especially if the previous employee was a great contributor. To help both management and the new employee know what to do next, the exiting employee should create a calendar of events for months in the future, provide contact information for anyone involved, and make sure that the person is ready to step in on day one.
  • Make Sure They Reorganise – Everyone has their own organisational system, but before the employee’s last day, everything should be standardised in some way. This is especially important for those that work with computers. Items should be very easy to find and manage, in order to reduce training time for the new employee.
  • Let Them Train the Manager – Often during an employee’s tenure, the manager tells them what to do. But before an employee leaves, it may be a good idea to put the manager through a training. By allowing the exiting employee to train the manager, the manager gets a better idea of what their workday was like, knows the job inside and out, and can better prepare the incoming employee.

In addition to the tasks you have them complete, you should also give them a great send-off. Treating employees well affects the entirety of your company’s morale, and is a good practice no matter your industry.

Learn From Every Employee

The key to great recruitment and better employee retention is to always be learning, and often there is a great deal you can learn from an employee that is in the act of leaving your company. Take advantage of every opportunity to get information, and make sure you take advantage of their knowledge of the role.

15 Questions to Ask as Conversation Starters for Recruiters at Networking Events

Questions to ask at a Networking Event

Some people excel at networking events. They are social animals, able to start a conversation with complete strangers and by the end of the conversation, the other person feels like they’ve just met their new best friend.

But for others, networking events can be a challenge. Visitors often go specifically because they want to be recruited – which is hard enough for the attendee, but can also be especially hard for the recruiter, who has to balance both the awkwardness of the candidate and the expectations they have about the events.

How to Start a Professional Conversation

If you have never been to networking event before, or you find that starting these conversations can be difficult, the following are 15 questions to ask that can help you start a conversation and learn more about them as employees and as people:

  1. Are you actively seeking work or are you happily employed?
  2. What do you think of your job right now?
  3. Are you on a specific growth path at your company?
  4. Do you take advantage of any of your company’s perks?
  5. Are you connected to your co-workers?
  6. How would you describe your company’s culture?
  7. Was this the career path you always wanted or did you find yourself here?
  8. Have you been to any other networking events in the past?
  9. Are there any training courses that you’ve completed? Did your company set them up for you?
  10. What kind of work environment do you like most?
  11. Do you have any professional goals over the next few years?
  12. Do you feel like your company is innovative and likely to keep growing?
  13. How do you feel about the industry in general?
  14. Do you feel challenged?
  15. Do you find much time to travel, for business or pleasure?

You’re also under no obligation to talk only about the professional. You may find that there is plenty you can learn about someone by talking about personal interests, hobbies, and so much more. All that really matters is getting the conversation started, and for that, there may only be one question you need to ask:

  1. Hi. What’s your name?

Are You Supporting Your HR Staff?

Supporting Your HR Staff

In recruitment, most time is spent talking about how to find the best possible candidates for an open job. There is a great deal of focus on hiring the right people, and how to make sure you have an effective hiring practice. If you’re not successful, or you feel as though you’re not bringing on the right people, most businesses overhaul their hiring practices to try to better identify the right targets.

While it is important to hire the right people, we have discussed time and time again the importance of investing in your employees as well. More companies have indeed started to recognise the importance of employee satisfaction on productivity and retention. But for far too many companies, that recognition has not spread to an important group – human resources.

Human Resources Needs to Be Supported Too

In many ways, it is the job of human resources to make sure that employees feel supported. But supporting your human resources may be just as important as supporting any new hires you bring on board, if not more so.

Every single person in your human resource department is an employee of your company, just like the people they are tasked with bringing on board. They are the first people in your company that new hires meet, and they are the people that are often responsible for the satisfaction of others.

You can support your human resource department by:

  • Frequent Open Check-ins – Have management check in regularly with HR to make sure they have every tool they can use to make work easier, find out if they have any challenges or ideas they want to implement, etc.
  • Have Them Meet Everyone – Some hiring managers are walled off in an “us vs. them” setting. This can make them feel disconnected from the rest of staff, and also create a dynamic where senior managers and lower level staff are sceptical of their work. Let them have an opportunity to socialise and get to know all staff members.
  • Prioritise Consulting Time – One department needs a new staff member. That department manager sends a list of what they need to the HR staff. The HR staff is then tasked with finding it. This can be inefficient. Having the HR staff and letting them collaborate with departments and hiring managers more often helps everyone on your team.
  • Similar Employee Engagement Strategies – Let HR be involved in the same engagement processes that you use on other employees. Whether it’s rewards for performance goals, gym memberships, or something more creative, make sure they feel that they are a part of your company’s growth.

They also frequently have needs that they may not even know they have, because of the work they’re in charge of completing. If your company is actively looking for ways to help HR staff as people, you may find that their ability to recruit is even stronger, because it comes from a place of having everything they need, feeling supported, and genuinely believing the company has the best interests of its hires at heart.

As you continue to learn how to hire new employees, make sure you don’t forget the employees you have. That is especially true of those in human resources, as they are the people on the front lines bringing new staff into your company.