Recruitment

Employees are the lifeblood of any company, and employee recruitment and retention is a perennial priority – and challenge – for employers nationwide. The process can be costly, however. According to Glassdoor.com, U.S. companies spend an average of $4,000 and 52 days to fill an open position.

According to CareerBuilder’s 2016 survey on social media recruitment, the use of social media to find and screen candidates is on the rise. Nearly two-thirds (60%) of employers use social networking sites to research job candidates (it was just 22% in 2008) and nearly as many (59%) use search engines to research candidates as well.

On the surface, this seems like a no-brainer: it’s an easy way to get a glimpse into who this person really is. 

Background checks are an excellent form of due diligence that can protect employers from potentially catastrophic hiring mistakes.

Most companies are familiar with the concept of branding: it’s cultivating a public image and reputation that’s synonymous with your strengths and competitive differentiators as a company. It means becoming known for certain qualities that specifically appeal to your customer base. But that’s branding aimed at the customer. Fewer companies realize that they have another brand entirely: the employer brand.
Traditional interviewing tends to favor a “just the facts, ma’am” approach, where the questions do a deeper dive into the person’s factual background than a one-page résumé or CV offers, while also giving interviewers the opportunity to get an in-person feel for the candidate. Another approach emphasizes actions, deeds, and behaviors. Here we encounter what has become known as “behavior-based interviewing.” This is the idea that previous behavior can be used to predict future performance, and it’s gaining traction as the kind of questioning that should fill an entire interview.
From the perspective of a business owner or high-level executive, there may be only one thing worse than a bad employee: a bad manager. According to a Gallup Poll, managers account for an astounding 70% of the variance in employee engagement scores. Nothing – not wages, not benefits, not work environment – impacts employee engagement as strongly as the boss. Many employees would sacrifice a raise if it meant gaining a better boss; but what actually happens: 50% of employees have left a job to get away from their manager.
Technology reaches deep into our lives these days. According to research published in Psychological and Cognitive Sciences, nearly one-third of American marriages begin online, and – startlingly – marriages that began online report slightly higher marital satisfaction rates and are slightly less likely to end than marriages that began offline
Recruitment is a keen challenge for small businesses in today’s employment marketplace. According to The Conference Board, we’re facing a 15-year period of tight labor market conditions. That has translated into nearly a third (29%) of business owners that are dealing with positions they cannot fill right now, according to the National Federation of Independent Businesses; that’s the highest number since April 2006.
Inefficiency in recruiting is a more serious problem than many businesses realize. CEOs identified it as one of their top three recruitment challenges in 2015, according to a CareerBuilder Harris Poll survey. Half of them said inefficiencies in their recruitment process lost their companies money and kept jobs unfilled for too long.
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