51% Of Your Employees Are Active Job Seekers

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This week’s infographic comes from our friends at Jobvite. I’ve talked several times about how the entire application to interview process is drawn out and seemingly a blackhole. This infographic shows how on-brand interviews can help decrease the chances of an applicant getting bored or frustrated with your interview process.

Key Takeaways:

  • 46% of candidates say your company’s brand plays a huge factor in their decision in applying for a position
  • 79% never receive any updates or information
  • 68% would take up to a 5% lower salary if your company makes an impression on them.

6 Elements to the Perfect Job Posting

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Welcome back to Infographic Thursday! 

This week’s inforgraphic shares the 6 elements of a perfect job listing. With thousands of job requisitions open for even more candidates it’s important to capture the right candidates so you aren’t wasting your time interviewing unqualified people.

6 Elements to the Perfect Job Posting

Branding

Branding is one of the most important aspects of a job requistion because it introduces your candidate to your company. First impressions are key when you’re trying to attract the perfect candidate.

Job Description

Have you ever clicked on a marketing job and it’s really a sales job? That will frustrate a job seeker more than anything. Learn to describe your listing perfectly so the candidate is 100% aware of the job when clicking on the listing.

Requirements

Another way to find the best candidate is to dumb down the requirements and list out in bullets what exactly you’re looking for.

The Perfect Candidate

Know who your perfect candidate is before you even post the listing. That way you have a benchmark to see who aligns better.

Perks

Everyone loves perks and knowing perks upfront might persuade them to apply.

Closing the Sale

How are you going to close the sale? This could potentially be the most important aspect of the entire job posting just because it’ll make or break hiring the candidate.

Over on Blogging4Jobs, Mary Wright, discusses how good job descriptions make good hires in a two part series. If you’re struggling on writing out the perfect job description it’s a good read.

What elements of your job listings have you found most effective in sourcing the best candidate? 

Thanks to our friends at OpenReq for this inforgraphic.

How to Engage Instead of Alienate Your Contract Employees

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Have contract openings you need to fill? Connect with me, and quickly tap into my amazing contract talent network in HR, recruiting and sourcing communities. 

Earlier this week, I received an email from a contract recruiter who asked me to explain why the onboarding process was so damned complicated for short term contract recruiters and employees. My immediate response was, “Welcome to the corporate world where we take an incredibly easy process and make it complicated and filled with process because it’s what we’ve always been doing.”

How to Alienate Your Contractors with Bad Onboarding

I hired my first contract recruiter in 2007. The onboarding process that my Fortune 200 company put him through delayed me bringing him on board for nearly a month. He had drug tests and a background check for a 12 week position just like my long term and perm employees. The problem arose with his reference checking. I’ve known him forever. He has fabulous experience but the bosses at his last 7 years of contracts were not at their former companies. My company couldn’t go forward bringing him on board because no one could be contacted to verify his past work history. Adding fuel to the fire was that I wasn’t made aware of this issue by my reference check vendor until over two weeks had passed. I was overwhelmed with requisitions and backlogged as we had just opened the staffing flood gates for 75 new positions for the division in which I was working.

The independent freelance and contract employee market is exploding. Sites like elance, crowdflower and other freelance communities and websites are growing in popularity as workers pick up side projects or leave their traditional corporate jobs altogether demanding the control and flexibility of working for themselves on their own terms and time. I can attest it’s happening because I did the same thing.

Contract employees are in demand. They help fill gaps hopefully quickly in our staff. Maybe someone is out on maternity leave, FLMA, vacation or a need like mine where temporarily the workload in recruiting or HR had grown due to quarterly headcount numbers and sales projections shifts at my company.

The Rise of the Candidate Experience for the Contract Employee

In addition to the candidate experience, companies must begin courting and engaging their contract candidates in the same way. Build relationships, create points of contact and consider what it’s like for their own contract experience in recruiting, hiring and engagement before, during and after the project to continue keeping the lines of communication open just in case that need for a future project might arise. We need to create a candidate engagement process and community for our contract workers instead of just treating them like an invoice and sending them to the complicated and lonely world of vendor, accounts payable and accounting.

Lately, I’ve been giving this a lot of thought. I think it’s important to create an experience for our contract and temporary employees. Community and relationships are also really important as I know first hand how important having the right contractor in a pinch can be. Last month, I took it a serious step further and created the Blogging4Jobs Contract Community. We have a nice cross section of candidates including recruiters, HR practitioners and sourcers, but now I need to find contract homes for these awesome independent consultants and project based employees.

Have contract openings you need to fill? Connect with me, and quickly tap into my amazing contract talent network in HR, recruiting and sourcing communities. 

OH Hai there …. Pull Up A Chair

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Welcome to my little corner of the Lounge….it’s great to finally be back.

For those of you who have followed me over the years you’ve seen me write for the sake of blogging, sometimes for the sake of business development and sometimes just to rant on.  So when I was chatting with JMM and she mentioned that she was looking for some regular contributors to the Recruiter’s Lounge, I thought what a great opportunity to get back to writing just for the sake of sharing.  So first and foremost I’m very grateful for JMM and Blake giving me the opportunity to contribute my thoughts and facts to the blog (thanks guys).

So first a little about me, I know you can find this somewhere around here in the bio section but he’s the full skinny on me and why you might want to read what I write and listen to what I’m laying down (OK lame attempt to sound cool).

Geoff Webb has been a member of the Recruitment community for over 20 years. He has spent 6 years in recruitment management and decided that it wasn’t for him. For the past 8-9 years he has focused on Sourcing (finding people on the internet and via phone) and Talent Community Management, or the ability to leverage Social Media, Media and Networking to drive talented prospects towards the best candidate experience.

Geoff is currently the only Canadian Master Sourcer and provides both Sourcing services and training in his home country and abroad as well as regularly being invited to speak on Sourcing and Social Recruitment. During 2009/2010 Geoff was one two individuals to hold the prestigious title of “Sourcecon Dude” and co-developed all the Sourcecon Challenges. He is currently one of only three people in the world to fill the shoes of the enigmatic ”Sourcecon Dude”.

Geoff is an avid blogger and has been involved with Recruitfest, was a co-founder of TRU, Radical Planet and SocialHR Camp as well as the creation of many online communities including the Canadian Recruitment Community. Geoff is also the founder and chief bandleader for the Toronto Recruitment Community, a monthly meeting of some of Toronto’s thought leadership in the Recruitment space.

Geoff has been recently recognized as one of the Top 100 Social HR professionals by the Huffington Post and has been quoted in numerous print and online books and articles about Social Recruitment, Sourcing and Social HR.

As well, some things have changed since I was last around the blogging scene:

a) I got a full time real job with AON/Hewitt.  This is my third time around with AON/Hewitt and in total I’ve spent almost 6 years with the company, so they must be doing something right.  This time has given me a great opportunity to work with a fantastic group of people both here in Canada and from across North America.

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b) I now live in Liberty Village in Toronto with my fiancee (that’s right I’m getting married) and our dog.  No I’m not telling you when we are getting married nor will I tell you where we are getting married you’ll just have to be surprised like everyone else.

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c) we are part time parents to two young ladies who seem to be growing faster and faster every day.  A couple of geeky little ladies (much to their father’s immense pride) who love their comics and their dog (Tucker – check him out he’s Instagram famous) equally.

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Life has been good.  We have our interests, We have our Community, We have our Bikes, We have our Friends and our Families….all good.

In terms of what I’ll be writing about.  Over the next few months I’ll attempt to keep you informed, entertained and hopefully learning and thinking on topics such as….

  • Social Media and Recruitment
  • Sourcing Tools and Technologies
  • Employment Branding
  • Talent Branding (there is a difference)
  • Social Sourcing
  • Talent Marketing
  • Tools and Technologies
  • I might even do some Vlogging again.

And hey if there is ever a topic or conversation you want me to cover then by all means leave me a comment and I’m happy to give you my informed opinion.

Main point, pull up a chair, let’s have a conversation going forward, I’m looking forward to it, I hope you are as well.

How to Negotiate Your Contract Rate

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My husband and I are afforded to live the contract life. We move from project to project making our own hours and rules. Yes, it was scary getting started but doing good work as a contract means that you will never really be out of a project. My husband, Greg has worked in healthcare IT for 15 plus years. He made the leap to go consultant four years ago and he has never looked back.

The freedom that contract positions in any field including IT is not something that is for everybody. It is scary, but I find it liberating in that I, we, really have control over our own careers. It’s a challenge getting started, and you are always scheming, plotting, planning and networking that next contract gig or opportunity.

When you do find a contract position or project you are interested in pursuing, there’s a salary negotiation dance that follows that can sometimes be a little unsettling. For me, it’s hard to talk money, but it’s your livelihood that’s why it’s key to have a clear strategy when negotiating your contract recruiting or sourcing hourly rate.

Step 1 – Length of Contract

My rate is a range and it first depends on the length of the contract. The longer the contract, the more comfortable I am. I have to hustle less and can relax a bit so I am willing to accept less per hour depending on what the length of the contract might be.

Often times short contracts extend which is why if you are comfortable, start with the short contract and aim for a higher hourly rate. It’s easier to negotiate down than up especially when they are talking about extending your contract for a future date.

Step 2 – Number of Hours Billed Weekly

Your hourly rate also depends on the number of hours billed weekly. If I’m working a part time gig at 20 hours a week, I go in at a higher hourly rate. If the contract calls for over 40 hours like 50-60, I tend to accept a lower amount. Ask about the number of hours work when beginning negotiation. You will want to see if the weekly hours are included within the contract. Later you can inquire about the approval process if you need to go over the weekly hours cap.

Step 3 – Range of Pay

As a recruiter myself, I always like to ask the pay range question up front. It keeps everyone from wasting their time. When I’m placing candidates, I work hard to get them what they deserve, but I’m working for both the candidate I’m presenting as well as the company I’m recruiting for. It’s a balance. I always ask for the rate up front, and as a recruiter I’m realistic. I don’t like to string prospects along.

Ask for the range of pay and be prepared to share when you are asked as well. Contracts that require travel or are on site usually are billed at a higher rate with the virtual ones coming in lower. There is less travel time, expenses and overhead. Plus, who doesn’t like working in their comfy home clothes.

Your contract rate of pay also depends on the position with very sought after skills or types of candidates you are recruiting or sourcing for to demand a higher hourly pay. If you are a wiz at finding purple squirrels in technical positions, you will be billing higher than someone who is filling management or call center workers that are easier to find.

And finally, when it comes to pay. I recommend talking to other contract recruiters and sourcers to get an average of their hourly rates. This is not always easy as many of us keep our hourly rate information under our hats and don’t often share. I recommend finding a mentor you have a long standing relationship with or someone at a corporation who hires contract recruiters to get a better idea of an hourly rate.

Step 4 – Exclusivity

I like to ask this question when I work on contract because there are times when I might be juggling multiple contracts. Maybe one is extending part time for a few weeks that I’m coming off of. I’m not going to say no to money. That’s part of the contract game we play. However, some companies might ask that you sign nondisclosure agreements or non-competes. I’m a recruiter not an attorney so I advise that you talk to your attorney and decide what’s best for you. Exclusivity is hard especially if you are coming in at a lower rate. You want to be able to cover your bills and expenses and make a living. Being exclusive keeps you from picking up side gigs and it’s definitely something to make you stop and think. Looking for some insights into how HR and attorneys feel about hiring contract recruiters, click here.

Step 5: Scaling

There are only so many hours in the day. Some weeks I work 90+ hours and other times it’s much less than that. I don’t want to be a slave to my work, but I am a professional business hustler for a living. The hours we work directly impact the number of hours that we bill which is why scaling is to critical. If the project or contract is a fit for me and my skill set, I don’t want to say no because this might be a great opportunity. Consider training, building relationships or outsourcing some of the project or find a way to make yourself available for that time. It could be hiring a personal assistant, housecleaner or looking at bringing on a junior member of the staff on board to work with. Train them to be you when you booked.

If you choose to do this, be upfront and let the company you are working with that you and your team will be working together to give them the best experience it will be. Be aware of privacy and HIPPA laws especially, but under no certain terms should you ever hide that you are having someone else manage the project for you. You want to grow and scale your business for the long term.