How “Reverse Mentoring” Can Help You Get More from Millennial Recruitment

Within the recruitment world, there is a frequent debate about which is better: experience, or youth. Most of the time experience wins out. Although there are some companies that prioritise younger employees at the expense of more experienced employees, most companies still look at a resume/CV and, the more experience they see, the more they want to hire that person.

If your company is considering hiring younger employees, however, there are ways to get even more out of their employment. One such strategy that is becoming increasingly popular in business circles is known as “Reverse Mentoring.”

What is Reverse Mentoring?

We all know the idea of mentoring – an experienced employee takes a younger employee under their wing, and teaches them how to adapt to the business world. Mentoring has always been seen as a highly advantageous way to encourage a young employee’s professional growth. Indeed, some of the greatest minds in business today had mentors, including Richard Branson, Robert Herjavec, Mark Fields (CEO of Ford), and more.

But there is a new strategy that more businesses are starting to integrate: “Reverse Mentoring.” With reverse mentoring, the young employees that enter the company take on a mentorship role of their own. Part of their job involves training baby boomers, and other more experienced employees, on technology, social media, and new strategies/ways of thinking that can help them improve their business talents.

These days, more and more roles can benefit from things like:

  • Social Media – Sales, networking, marketing, customer management – social media can play a role in many different industries, and young employees tend to be particularly adept at using it correctly.
  • New Apps/Software – Young employees are more likely to be familiar with technology which can improve productivity. For example, Slack, Trello, Dropbox, and more, that experienced employees are unlikely to be aware of.
  • Latest in News/Strategies – Younger employees are more likely to be up to date in the latest advancements in the field. For example, the switch from direct mail marketing to inbound marketing is something that a millennial employees may be more aware of integrating.

These are all just some examples of the training and guidance that young employees can give to baby boomers.

Benefits of Reverse Mentoring

The primary advantage of reverse mentoring is its ability to train experienced employees on some of the strategies that are currently being used today in their industry. Whether it’s social media or some other type of service or software, training people with less experience in the newest techniques and strategies can be highly advantageous for both the employee and your company.

But there are other benefits of reverse mentoring as well, including:

  • Improve Communication – Reverse mentoring has the potential to improve communication between older staff members and younger staff members in a way that benefits both. The more they each understand what strategies they have been using and the mindset they bring into the work, the more likely they will be to find new and easy ways to communicate in the future.
  • Building Respect – Similarly, many experienced employees look down on massive change, and many young employees look down on “old concepts.” This can cause the two groups to see the other as a problem in their professional growth. Reverse mentoring helps to build respect between the two parties, and the merits of both strengths.
  • New Concept Integration – It’s one thing to start a new concept. It is another to integrate it into the existing framework. By having baby boomers and young employees connect, both can figure out how to effectively integrate it into what already exists within the workplace for a more seamless transition.

In addition, although the reverse mentoring relationship is designed to help the baby boomer, there is some evidence that it can also help the young employees as well, who learns from the person they’re mentoring while they’re teaching them the new programs.

Integrating Reverse Mentoring Into Your Business

Even if you don’t make an effort to hire young employees, or you already have a bunch of young employees on staff, reverse mentoring is still valuable. It gives you an opportunity to get more value out of your young employees, improve the strengths of your older employees, and create a culture in the office that can help everyone work better together.

If you’re interested in hiring young employees that could be the next great mentors in your business, or you simply need to find new staff, contact Recruit Shop today.

Why Employee Satisfaction is Especially Important for Entry Level Employees

Employee satisfaction is quickly becoming the secret to better recruitment. Finding the right talent is critical. But every person you hire has a range of possible outcomes. The more satisfied your employee is in the workplace, the more you will likely bring out the best out of their productivity levels. The less satisfied, the worse they are likely to be.

Employee satisfaction is important for those at all stages of the company. Even CEOs need to have some degree of satisfaction in order to remain productive. But the need for better satisfaction may be especially important for entry level employees.

Preventing a High Turnover – Improving Productivity

Turnover rates among young employees and entry-level employees are at all-time high. More and more people are finding jobs and quitting them right away when they find they’re not happy with the work.

As your business recruits, you should strongly consider the steps you take to improve employee satisfaction, especially among these new employees or those that are taking in entry level jobs. Consider the situation the employee is in:

  • New Employee – Some entry level workers have never worked before, or have minimal work experience. It takes a considerable investment of time and energy to learn how to adapt to the new working environment. If they are not satisfied with their job, their chances of wanting to put in that energy are low.
  • Little Pay – Entry level jobs, by definition, offer less in the way of pay and benefits than the jobs they will receive as they move up the ladder. There is an obvious justification for this lower pay: they have less experience, which means they’ll probably bring less revenue. But it also means that you, as a company, are offering less to keep them around and interested. Pay is a big motivator for reducing turnover. The less a worker relies on your for pay, and the more they feel like they can replace your pay easily, the more likely they will leave if they are unsatisfied.
  • The Factors of Satisfaction – If you look at what causes poor satisfaction in entry level workers, you’ll often find that they are issues that also affect productivity. For example, one of the leading causes of poor satisfaction is a lack of training/onboarding. This indicates that if you are not actively looking to create engaged, satisfied entry level employees, there may be other factors at play affecting their productivity as well.

In addition, your goal when you hire any entry level employee is to help them move up in the company, build word of mouth marketing, speak highly of you to other workers, and more. If they’re not satisfied early on, their chances of growing within your company are very low.

Prioritise Satisfaction at All Levels

Employee satisfaction is not just for employee longevity. It should be considered a part of recruitment, especially for entry level employee forming their first opinion of your company. If you want your new hires to succeed, and you want to attract more employees in the future, prioritise employee satisfaction.

How Do You Hire for Employee Satisfaction?

Quality recruitment does not end at the new hire. Onboarding – your ability to train the employee and help them integrate with your company – plays a huge role. So does employee engagement, where new hires that feel like they are really a part of the company are more likely to put work into helping it succeed.

Employee satisfaction is another factor that plays a role in your recruitment. When you hire someone, it’s important to prioritise their satisfaction in order to improve their productivity.

But employee satisfaction is unique, in that, if you know what you are looking for, you can actually make an effort to hire employees FOR employee satisfaction – bringing those on board that are more likely to bring satisfaction into the office.

Tips for Employee Satisfaction Recruitment

If you want to hire people that are more likely to be satisfied employees, consider the following tips and strategies:

  • Know the Job – One of the first mistakes you can make when it comes to hiring for satisfaction is hiring the wrong person. If you hire someone that is simply not right for the position, you can virtually guarantee that they will be unsatisfied in the job. Try to figure out who your ideal employee is – the one that will not only do the best work, but will also genuinely want to do that work. Find that employee, and satisfaction at the job is much more of a guarantee.
  • Find Your Fit – Every company has a culture. Understanding that culture can help you figure out who to hire. If you’re a more relaxed workplace that does a lot of charity work, you’ll want to find someone that fits that role. If you’re a quiet place where people tend to keep to themselves, you may want to find someone that fits there as well.
  • Do Your Research – You always want to do whatever you can to avoid bias, and unfortunately, it is not uncommon to have biases you don’t even realise. But at the same time, the person that applied to the job likely has social media accounts, an online footprint, and more. It is in your best interests to consider looking at what you can see about the applicant and checking if you think they’ll be a good fit. Just be careful not to avoid hiring someone because of any biases.
  • The Value of Personality – Personality matters. Given two equally skilled candidates, the one that seems to have more positive, happy qualities is probably the one that is going to feel better working at your company (assuming your culture supports these qualities). At a minimum, try to ask some personality/character questions at the job interview to learn more about their mindset, and don’t be afraid to contact references, people that know the candidate, etc.
  • Write a Description That Speaks to Them – Similar to knowing the job is writing the description. Speak to the type of workplace you are. Be descriptive about what makes unique and interesting, and try to be honest about your best strengths. If you speak to the right people, you’ll attract the right people.

Employee satisfaction is generally something that takes place in the workplace. But with the right recruitment process, you can find someone that is more likely to be someone that scores high in employee satisfaction once hired. Since that same satisfaction plays a strong role in productivity and retention, it is in your best interests to look at your current recruitment process, and see if there are ways to identify the candidates that are the most likely to be satisfied.

3 Reasons Employee Satisfaction IS Customer Satisfaction

For jobs that come face to face with a consumer, it’s not uncommon to try to focus your hiring efforts on those that seem like they offer the best customer service. Certainly, that is important, as customer service is a skill that not everybody has.

But you may also want to take a look at the candidates who are likely to enjoy working for you – those that are more likely to have greater levels of employee satisfaction.

How Employee and Customer Satisfaction Are Linked

Employee satisfaction is a distinct measurement, and it is often related to how you’ve developed your company culture, your pay, your services, the work itself, the people you’ve hired, and more. The customers play a role (especially if they have frequent contact with the employee), but most of employee satisfaction is dependent on you as a company.

Customer satisfaction, however, is dependent on essentially two things: the quality of your products/service, and the employees that handle their needs. There may be other, minor factors that play a role, but the primary drivers are your products/services, and your employees.

Now, hiring for skilled customer service staff members is a great start. But you should also pay attention to how likely the employee is to be satisfied in your workplace. That is because satisfied employees will be:

  • Happier – Customers want to buy from happier people. Employees that are satisfied with their job are more likely to be able to feel happy at work, and in turn, pass that happiness onto the customer in ways that improve their experience.
  • Harder Working – What many businesses forget is that, while customer service matters, so too does skill and talent. An employee with only moderate customer service skills that excels at getting their job done (for example, a cashier that is bad at small talk but gets people through the line quickly) is going to make for happier customers, who will find that they are better able to get what they need.
  • Stronger Relationships – Regular customers create relationships with staff members. They recognise them. In many ways, it is a part of branding. A satisfied employee is less likely to leave, which in turn means that they are able to create relationships with your customers that helps attract them back to your store.

These are just some of the many different direct and indirect ways that employee satisfaction is directly related to the satisfaction of your customers.

Hiring for Employee Satisfaction

You should already try to hire for customer service talents. But pay attention to who you think will be more satisfied in the workplace. A large component of customer service is employee satisfaction, so hiring someone that is more likely to love their job can help make up for some small deficiencies in customer service.

How Many Interviews are Too Many?

More and more companies are changing the process they use to identify who they want to hire out of the pool of applicants. Some have added questionnaires, which they use to pre-screen applicants before determining who to call. Others add IQ tests. Some have:

  • Phone interviews
  • Skype Interviews
  • Panel interviews
  • First Interviews
  • Second Interviews
  • Third interviews

In between, they may ask for samples of work completed, have follow up phone calls, and more…

At some point, it’s too much.

The Upper Limit of Interviews and Candidate Vetting

There are some companies that do not do enough. They have maybe one interview and if they like the person they hire them. That’s not the best way to find new hires because there are simply too many variables that go into determining who is the right fit for your company.

But some businesses go too far with the opposite approach. They make the applicant go through an almost unreasonable amount of work for a job they still may not get. They have interview after interview. Extra interviews because someone was sick. Phone screenings. Asking for the creation of samples. Personality tests – on and on and on.

Businesses need to respect their candidates’ time, even while balancing the need for proper vetting. Often candidates need to take sick days just to get to an interview, or are putting in hours upon hours of work and time only to find they did not get the job. This process is gruelling and, in many cases, does more to hurt your ability to find great talent than it does help your cause:

  • Great Talent May Not Have Time – Those that are working may eventually not be able to continue to attend the interviews, or may decide it is no longer worth their time to do so. The more extensive the process, the more you may force out some potential contributors.
  • Interest Can Fade Quickly – Those that genuinely want to work for an employer but do not get one job may still apply for another in the future. That’s something that you want as a company: people that are interested in you. But if your process to hire is too extensive, applicants may want to avoid being forced to go through that process, take time off work, etc., only to not get the job again.
  • Too Much Information – Scientists often talk about what happens if you have too much data. At some point, if you look at data from a wide variety of sources, you may eventually find correlations and relationships where none exist. Think of it this way – if you have an IQ test, sample work, reference checks, and 5 interviews, at some point the applicant may mess up. But if they passed 95% of the process, at what point does that 5% no longer matter?
  • Process Leaks – There is a word of mouth component of applying for jobs. If someone has a bad experience with your company, they are going to tell their friends, and their friends are less likely to be willing to apply for jobs at your company in the future. Your process should make sense to anyone that applies. Truly amazing career opportunities, like those that pay well for notoriously great companies, can get away with a bit more because people will always want to work there. But other companies are not so lucky.
  • Turning You Down – Even if you choose to hire them, the more extensive the interview process the less likely they will be to accept the job or be excited that they work there. This is especially true for jobs that do not offer competitive pay or benefits. There are countless examples of companies that put applicants through hours upon hours of vetting, only for the applicant to turn down the job once offered because of their frustration.

So there is no specific number of interviews that is too many. There is also no rule about what you can make the person do. It is helpful to have a thorough process in place to make sure that you’re hiring the right people.

Just remember to be respectful of their time. The more you decide to put them through to get the job, the more the job will need to be worth it for the applicant, and justifiable for getting the position.

Tips to Improve Candidate Engagement

Candidate engagement is becoming the newest trend in improving the recruitment talent pool. Companies that use candidate engagement strategies are more likely to attract great talent, more likely to keep them interested, more likely to recommend you to others, and much more.

Even without realising it, many companies have strategies in place to create more engagement. For example, if you have testimonials from your employees on your website, that’s a form of engagement. If you have a recruiter connect with candidates on LinkedIn after they apply, you are engaging.

But there are many different ways to engage, and many different ways to improve how you engage.

Consider the following candidate engagement improvement strategies:

  • Treat Every Applicant Like You Want Them On Board – Every single person that applies or shows interest to your company should be treated like they will be an employee someday, even if they are nowhere near being an employee yet. Keep in touch with them, add them to some type of newsletter, let them know about open jobs – maybe even tell them some things they can do to improve their candidacy to you in the future. The more each candidate feels like you want them someday, even if it’s not yet the right time, the more engaged they will be.
  • Create a Broad Recruitment Channel – Run and operate multiple social media channels, have an active role in industry forums, show up at industry events. Do what you can to give exposure to your brand, your recruiters, and more. Create as many avenues as possible for people to get exposed to your business, and make it possible for them to contact you and engage with you from multiple places.
  • Send Them Possible Jobs – We touched on this earlier, but sending them jobs that may fit their skillset is a great way to improve engagement. It is a better strategy with larger companies that are more likely to have positions available, but sending them personalized open positions that may be relevant to their skillset is a great way to show them they matter.
  • Have A Good Recruitment Process – Your recruitment process also plays a role in engagement. Balance your need to get great information with the need to make sure that you’re doing your part to make the candidate comfortable. For example, opening your office for a late interview so that they do not have to take time off work shows them you really care about their time.
  • Give Candidates More and More Reasons – Focus on yourself as a company as well. What can you do to be more attractive as a company to potential candidates? Companies like Google and LinkedIn became famous for the things they do for their employees – free concerts, free food, unlimited days off, and more. You don’t have to become famous for yours, but you should be finding more ways to give people a reason to seek you out as an employer.

Candidate engagement isn’t easy. It takes good ideas, time, and a commitment to find ways to engage current and future applicants. But the time you spend can be a great tool for finding better talent, and getting more people interested in your company.

What is Candidate Engagement?

Recruitment is about finding and hiring the best possible candidates to fill open positions at your company. Every step you take – from the creation of the job advertisement to reviewing candidates to calling and interviewing those that stand out from the rest – is geared towards getting the best possible contributors into your company.But there is something that often gets lost throughout that process – the desire for candidates to want to work for

But there is something that often gets lost throughout that process – the desire for candidates to want to work for you, and to feel as though they actively want to become a part of your company.

Introduction to Candidate Engagement

The idea of engagement has been growing in popularity in businesses all over Australia, but it is often limited to employees. Employee engagement is the idea of integrating strategies that make the employee feel like they are truly a part of the company, where the company’s success is its personal success and those that work with you are family.Candidate engagement is similar.

Candidate engagement is similar. It is the strategy of trying to get candidates to feel like they want to be a part of your company, and that they are not just some random outsider that your company could do without. It’s making you seem like more than just an employer, and giving the candidate ways to interact and engage with the company beyond simply sending in an application.

Examples of Candidate Engagement

There are many different ways to engage candidates and make them feel more connected to your businesses. Some examples include:

  • Creating a marketing campaign that highlights what makes you a great place to work.
  • Engaging in recruitment and outreach on social media.
  • Have everyone in your company treat candidates like customers.

Think about what will make people interested in your business, and what will attract the interested in working for you. It’s important to come up with your own strategies for candidate engagement as well, because there are many opportunities out there, and the payoff for taking advantage of them can be pronounced.

Why is Candidate Engagement Important?

Candidate engagement has many benefits for employers:

  • It increases the frequency of applicants.
  • It increases the interest level of applicants.
  • It reduces the growing problem of candidate dropouts.
  • It helps new hires be more excited when they start work.
  • It spreads the word about your company to other potential applicants.

It can improve the quality of the talent pool, it can help provide damage control for those that aren’t taking the job, and so much more. If you haven’t yet considered candidate engagement, now may be the time to consider it. The earlier you get started, the more likely you will be able to see positive results.

Tips to Reduce Candidate Dropout

Much of hiring is focused on what you need as a company. It’s about finding the talent that matches your company culture, the production needed at the position, and more. From the interview questions to the recruitment process, the focus is mostly on what you can do to make sure you’re identifying the right talent.

But it’s important not to lose track of the candidate experience as well, and one of the major challenges that many companies are facing is candidate dropout. This is when a good candidate – possible the candidate you planned to hire – decides to withdraw their name from contention or turns down the job in some way.

The Problem of Candidate Dropout

For many companies, candidate dropout is a real problem. Indeed, candidate dropout is, itself, a warning sign that something may be wrong with your hiring process. Usually, when someone receives an interview for a job they are happy, and stay in contention until the moment they are either hired, or told that the company is going to go a different direction.

If someone is turning down interviews, or has decided they are no longer interested in the position in some way, it may mean:

  • You’re losing out on great applicants.
  • You’re doing something wrong that is affecting their interest.
  • Your company may have some type of negative PR, etc.

Perhaps the greatest issue is the first one. The most likely candidates to drop out of contention are those that feel they can get a job elsewhere, and often that implies that they know they are good candidates for other positions.

How to Reduce Candidate Dropout

Luckily, there are many different techniques, strategies, and tips that you can use to reduce candidate dropout. If dropout has become a problem in your hiring process, consider the following tips:

  • Make Yourself Available at Better Times – Not all dropout is due to something your company did or didn’t do. Sometimes it is caused by simply not being able to take time off for the interview. One strategy to consider is to make yourself available at times more convenient to the applicant, like after work. This helps ensure that you can hire those that are employed at demanding jobs.
  • Communicate With Them Often – Dropout sometimes occurs as a result of a lack of communication. Many companies spend weeks at a time failing to communicate whether or not the person got the job (or even the next interview). Frequent updates go a long way towards ensuring that the candidate retains their interest.
  • Respect Their Time – Similar to making yourself available, you should also make sure you’re respecting their time. That means trying to bunch interviews together, rather than forcing the individual to travel for 3, 4, or 5 interviews. It means knowing that they are taking time off work, and not dilly-dallying around and wasting their valuable sick days. Respect the time of each candidate you call.
  • Shorten Your Hiring Time – The longer it takes for you to make a decision, the more likely the candidate is going to move on. Try to hire quickly and efficiently to keep interest level in the position high, and reduce the risk of the applicants finding other positions they get more excited about.
  • Know What the Employee Sees About You Online – If you have negative reviews of your workplace, or any PR that may turn people off from working for you, the applicant is going to see it. Be aware of this feedback and address it in some way, because everyone that is applying for your job will do their research.
  • Give Them Reasons to Work With You – We discuss this a lot here at Recruit Shop, but as a company, it’s important to make sure you’re offering something that other companies are not offering. They should have a desire to work for you, because you represent something more than just a salary. Try integrating strategies into your business that will turn on possible talent.
  • Show Them How You Match Them – Sometimes all you need to do is make sure they recognise how well you fit their needs. Consider what you have learned about them through the interview process and show them that you’re the employer best suited both for their abilities and their personality.
  • Make the Interviews Engaging – When an interview is too rigid and formal, it can be an intimidating and discomforting experience for the applicant. Make the interviews more engaging. You can do this by having them take place at a coffee shop, telling them more about the great parts of your workplace, etc.
  • Offer Jobs Fast – If you think you may hire them, don’t waste any time letting them know. One of the greatest mistakes companies make is taking too much time. The applicant is looking for an answer, because they need to move on with their needs as well. Companies that take too long to offer the job tend to cause applicants to look for better work.

Each of these strategies has the potential to reduce candidate dropout, which should be a priority for all companies. The more likely someone is to withdraw their name, the more you’re losing out on potentially great contributors.

Benefits of Receiving a List of Candidates

Recruit Shop is a different type of recruitment company in Australia. Not only do we provide some of the most affordable and efficient recruitment services out there – we also provide you with a complete list of possible candidates, and allow you to contact and hire as many as you please.

Why a List of Candidates is Beneficial

The primary benefit of receiving a full list of applicants to hire is that you can fill as many open positions as you want, whenever you want, with the individuals on that list. Each one is a qualified candidate.

But there are additional benefits to having that list on hand, including:

  • Developing Your Database – More and more companies are starting to collect applicants in a database, and engage with those applicants whenever possible to keep their interested in the business. Candidate databases give you numbers to contact any time a position opens, and are a great way to cut recruitment time in the future.
  • Inspiring New Positions – Growing companies do not have to be limited to one open position. Indeed, if you receive a list of incredible candidates, you may quickly find that there are others you want to bring on board simply because they have a lot to offer.
  • Knowing Who Wants You – There is benefit to keeping track of the people that are most interested in working for your company. These candidate lists allow you to see who has been interested in the past, so you know who to contact first in the future.

With affordable costs, friendly expert service, and commitment to your hires, Recruit Shop is the number one choice for companies looking to improve their talent pool. For more information about any of our services, contact Recruit Shop today.

If you have multiple positions open in your company, you can take advantage of our discounts for multiple strategies – 10% off for 2-4 services, 20% for 5-9 services and 30% for 10 or more services. Should you want to make an additional hire on any of these services, pay just $995 +GST!

What Are The Alternatives to Job Boards and Accepting Resumes?

Many small businesses collect applications the traditional way. They post jobs on their website or a job board, collect resumes, look at them for a few seconds, and figure out who to call. It’s a process that has helped millions of employers find staff throughout Australia.

But it’s also not perfect. First, it’s impersonal. You don’t get to know the applicants, and the applicants to not get to know you. Second, it is inefficient. You spend maybe a few seconds on each resume and receive hundreds of unqualified applicants in order to find a few that are qualified. Third, most small businesses do not employ experts in hiring. Unless you have years of experience, you may find you’re prone to hiring mistakes.

So with that in mind, you may want to consider alternatives to simply collecting resumes. There are many other strategies you can try that do not require resumes at all. These include:

  • Networking – Networking is one of the strongest tools at your disposal. Meeting people in person eliminates that “otherness” and lets you already know if they’re someone that seems like a good personal fit for your organisation. At some point, you may still need a resume or some information on them of some form but some companies just go straight to an interview process.
  • Recruitment – Let’s not forget using recruitment companies like Recruit Shop here in Australia. Our role is to send you a list of highly qualified candidates, each one with the potential to perform at your business. Once we hand you the list, you are able to call and interview any and all candidates that you want, and trust that they are possible contributors. Recruitment companies like Recruit Shop do this for a living, which means we know who and what to look for to best fit your company.
  • LinkedIn – You don’t need to wait to receive resumes, or even wait for applicants at all. With LinkedIn, you can go out and find potential contributors all on your own. LinkedIn profiles act a lot like resumes already, and requesting a CV is unlikely to provide any additional information. Instead, you can simply find the people you like and invite them to interview.
  • Q/A Based Applications – Let’s say that you want to use a job board but you don’t want to collect any resumes. What can you do? You can create something like a QA application – an application that allows you to ask questions directly to the candidate. With a QA application, it is as though you are starting the interview early by finding out the information you want to know directly – rather than having to search for it in a sea of resumes.

These are only a few of the alternatives to the traditional job board/resume hiring process. As always, don’t think of recruitment as a specific approach. Think of recruitment as your way of trying to find the best possible person for the job, no matter what it takes and what strategy you want to use. If you go into recruitment with that mindset, you may find that there are other alternatives to resumes that you want to try instead.