Finding Quality Talent

According to NBC News there are currently 6.7 million open jobs in the United States and only 6.3 million people looking for them. This means that employers are looking at a shortage in quality candidates.  This often leaves organizations hiring the first person that seems the slightest bit qualified for the position they are looking to fill. Employing this practice becomes quite costly due to the increase of employee turnover. Finding the right hire is a time-consuming process but the right one is out there if you take the time to look. Here are a few ways to find the quality talent you are looking for.

1. Include Underserved Populations - Getting creative in your talent search is key for getting a competitive edge on your competition. Teaming up with training programs that focus on underserved populations and offering internships for prospects, is a good way to tap into a population of strong talent that might not be on your radar. 
2. Utilize Current Talent to Generate Leads - Chance are, your brightest hires know someone that is currently looking for a new opportunity. Ask current employees for recommendations when looking to fill positions. They may have worked with someone in previous jobs that could be a perfect fit for the opening in your organization.
3. Revisit Your Second Choice - Your best choice for a job opening could very well be your second choice from a previous job search.  When interviewing, keep a collection of all impressive candidates whether they were offered the job or not. Also keep track of those that made a great impression, but for whatever reason, did not accept your offer. This database could prove to be invaluable when looking for quality hires.

It is currently a job seekers market but there are some strategies that can help you tap into top talent that might otherwise go unnoticed. Utilizing these strategies can increase your chances of finding the right candidate.



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How Blockchain Can Benefit the Recruiting Industry

All recruiters are familiar with the business of trying to place someone in a company or trying to find someone for an open position.  Part of that process involves vetting and qualifying candidates for these positions.  This is often a very arduous task for recruiters or HR managers and some feel that Blockchaining can help streamline this process, saving valuable time and money.

 

What is Blockchain

William Mougayar, a blockchain specialist, compares blockchain to Google docs. Any party that has access to the document can edit its content and all parties can see the changes in real time.  This keeps the information constantly up to date and reduces the need to have multiple copies of documents showing different versions.

How Can Blockchain Benefit Recruiters

Vetting and qualifying candidates is arguably the most time consuming task for a recruiter. Often, credentials are lost, stolen or faked. Trying to ensure that candidates’ credentials are legitimate requires multiple phone calls and in depth background checks. Blockchain could streamline this process by storing any information a recruiter would need to know online.  This information would be properly vetted and available to recruiters with just a few clicks. Imagine the time and money that could be saved. 

Onboarding is another process that requires a lot of time and human resources. Keeping a new hire’s prevalidated credentials on the blockchain, could reduce the amount of repetitive paperwork that HR professionals spend doing. Tarshina Charagi, VP of corporate strategy at ADP believes that blockchain will also reduce the incidents of fraud in the recruiting system as more information becomes easily verifiable. 

 

Unlike current social networking sites, blockchain gives more control to the owner of the content. Using a cryptographic key, owners can directly transfer data with no middleman. Candidates can determine what information is shared which could lead to less bias in the recruiting process. Searches can focus on education, credentials or other job relevant details, all which can be easily verified by the blockchain.

 

While blockchain is just starting to be utilized in this way, as the technology proves itself, it will become a useful and powerful tool in the recruitment process.


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Hiring in the Digital Age

Job searching and hiring looks very different today than it did just a decade ago. In the past, job seekers would take on the arduous task of skimming through the help wanted ads and sending out resumes to multiple organizations. Companies would then take on the daunting task of sifting through the resumes in hopes of finding a handful of candidates that might fit in with their company’s culture. Flash forward to the digital age where a resume is  simply a formality and recruitment software expedites the process which companies search for quality hires.

 

Today’s job seekers have information at their fingertips instantaneously. They research companies and can afford to be selective about the organizations they consider to work for.  Younger generations entering the workforce tend to favor benefits such as opportunities for advancement, strong salary, work/life balance and having a sense of purpose in the projects they are part of. It is in the best interest of most organizations to adjust to these trends in recruiting and be sure potential candidates are familiar with everything their brand has to offer.

Here are a few ways recruiters can accomplish this:

1. Make Yourself Noticed - Millennials are now the largest population in the U.S. workforce so it is imperative that companies actively seek them out. Since this generation relies so heavily on technology, organizations need to have a strong digital presence.  Websites should be updated often and linked to other social media platforms. Job postings should be worded carefully and precisely so candidates know exactly what is expected of them.
2. Walk Up the Organization - When reaching out to prospective hires, organizations need to articulate the benefits of joining their team. Whether it be advancement opportunity, benefit packages, or climate of the company, new prospects need to know they will find the benefits they hold most important.
3. Enlist the Help of Current Employees - Nobody knows the what it’s like to work for a company like the employees themselves. Have team members create short video posts describing the benefits of working for their organization. Employee satisfaction is a strong motive for pursuing employment within a company.
4. Utilize Mobile Apps - Being on the go more often than not means using your smartphones to search for anything, including jobs. Be sure that your organization incorporates the use of mobile apps in their digital repertoire. They are convenient, engaging and can expedite the recruiting process. 

In the technology dependent society we live in today, hiring top quality candidates requires companies to not only have a strong online presence but utilize a variety of digital tools available to them.


 

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Seven Lessons From Barbara Corcoran on Fostering Innovation in Your Company

Shark Tank panelist, investor, and founder of Corcoran Group, Barbara Corcoran recently wrote about how to create a workplace culture that fosters innovation. She created such a culture in her old company, which sold for $66 million in 2001, and continues to help Shark Tank winners create a culture within their own businesses. Here are a 7 tips:

1. Create a budget to spend on innovation. Corcoran gave her managers 5% of their operating budget to spend however they saw fit.  If they did not spend the money by the end of the year, they would have to return it. While many of them spent the money on personal items, the earmarked budget was also used to drive some of Corcoran Group's biggest innovations. One of the company's most innovative marketing campaigns was a full-page advertisement in The New York Times that featured the company's salespeople, their kids, and their pets all dressed-up and smiling. There were numerous other innovative ideas that the company was free to experiment with due to the extra cash they set aside specifically for such purposes.
2. Use creativity as a competitive advantage. Big companies may have the most money, but small businesses are usually more creative. Corcoran advises that small companies should find out what their rival's plan is and prepare a smarter and more creative strategy.
3. Be prepared for failure. "In business, failure and innovation are kissing cousins," Corcoran says. "You can't have an innovative business unless you allow and plan for failure. It's only through failure that you discover all the important new stuff that moves your business to the top."
4. Keep trying. Corcoran says that the only real different between successful people and unsuccessful people is how long it takes for them to get back up after being knocked down.
5. Identify the difference between "expanders" and "containers." Expanders take risks and push the envelope, while containers keep things in order. Find out who your expanders and containers are and assign them accordingly.
6. Get rid of complainers. They will sap the energy and productivity of you and your team members.
7. Move when others are standing still. The best time to do something new is when everyone else in the industry is doing the same thing. Take advantage of these opportunities to create a disruption.

If you want to be successful, you have to learn from the best. Barbara Corcoran is one of the top names in the business world and built a billion-dollar brand through hard work and determination. Use these tips to follow in her footsteps and create the business of your dreams.


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7 Ways to Find Purpose in Your Work

Sometimes employees hit that mid-life crisis mindset when they're still young. They wonder, "What am I doing here? Is this all that I can expect out of life?" They realize that they are just another cog in the machine and don't feel like their job brings them any sort of meaning or satisfaction. Are you an employee who cannot find a sense of purpose in your work? Here are a few ways you can find meaning in your work: 

1. Establish your core values. Determine the non-negotiable values that represent you. These values are what you want to be remembered for and what you want other people to describe you as. Do some brainstorming and consider all the core values that might fit you - innovative, compassionate, open-minded, optimistic, brave, consistent, empathetic, etc.
2. Consider the impact you are having. Many people strive to make a difference in the world. Perhaps there is a way that you are already doing that. Is there a part of your work that helps other people or the environment? If not, can there be? Find ways to make your work have a meaningful impact on others. Make yourself happy by making others happy.
3. Determine your goals. Find out what you want to accomplish in life and work every day towards achieving those goals. These goals don't have to be work-related, but it is always best if they can be integrated into your work life. For example, if your goal is to become a better speaker, try talking more during meetings or with your coworkers.
4. Look forward to learning new things. Every job, no matter how enjoyable, can teach you something about yourself or the world around you. Even a job you hate might teach you a little about what you like and don't like, making it much easier to seek out a job you truly enjoy. You may also learn new skills that you can add to your resume. Every position, no matter how miserable, is ultimately a stepping stone in your amazing career.  
5. Count your blessings. Scientists have proven time and time again that practicing gratitude helps both your happiness and health. Take a few minutes to simply ponder all the great things about your job. Maybe you're earning a decent salary and don't have to worry that much about draining your bank account. Perhaps the commute is pretty short and you don't get stuck in traffic every morning. There are plenty of things to be grateful for - your coworkers, benefits, nice desk, healthy snacks, and so on.
6. Make friends. It's always easier to look forward to work when you have a great company of friends to be with. Having friends at work is extremely important because it not only makes you happier, it also makes you more productive and less likely to quit. Don't be afraid to chat up your coworkers or even invite them out to drinks later on.
7. Settle for a simple legacy. Many people grow up thinking they'll be the next greatest football player, rock star, movie director, or multi-millionaire actor or actress. Can you imagine how disappointed they will be once they realize that these goals are out of reach? It's okay to have a corporate desk job. It's okay to not be rich and famous at the end of your life. Set realistic goals. Don't aim to be the next biggest celebrity. Aim to do something that makes you happy.

Most people just see their jobs as a means to an end. They wake up every Monday morning thinking, "Time to go back to the daily grind." Sure, your 9-to-5 job might not be as fun as partying with your friends, but that doesn't mean you have to dread coming into work every day. Make the most of what you have. Practice mindfulness and gratitude. You'll soon learn that your job is meaningful and fulfilling.

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Creating an Intentional Culture that Engages Employees

As the consumer comes of age, companies are focusing more effort on improving the customer experience. Yet despite this, recent studies show that customers remain dissatisfied with most of the services companies provide.

One of the reasons for these findings is that many organizations forget their main and most valuable asset which is their employees, and focus instead on processes and policies. Employees are the very people who will determine the success or failure of each interpersonal activity.

Some companies do understand the crucial role employees play in today’s ever-changing market place. These companies have one thing in common - leadership that understands the importance of creating an "intentional" culture that engages the hearts and empowers the minds of employees to deliver a unique customer experience in tune with financial goals.

So, how is this accomplished?
Leaders must first acknowledge their responsibility in creating that culture.  Companies must create a culture that aligns peoples’ values and behaviors to the principles and core values of the organization. Culture is the driving energy within every company, department and team.

An intentional culture aligns the environment and emotional drivers to a company’s vision and brand. To build a culture that supports the brand experience, leaders must bring the corporate vision to life and help employees connect what they do every day such as their values, objectives and goals and align to the organization’s principles and guidelines.

It is also important to keep a pulse on the health of the business’s culture. One way to accomplish this is to measure and analyze three unique sets of data: employee engagement, customer engagement and core business values. This approach focuses on evaluating current employee and customer engagement drivers and linking them to core business measurements.

To gauge employee engagement, companies must know how employees feel about their jobs, physical environment, management structure and openness of communication. Useful tools to gather this data include employee surveys, performance reviews, face-to-face conversations, employee feedback and any other channels that capture two-way communication.

It is extremely important that companies not only seek employee feedback often, but also allow employees the opportunity to give unsolicited comments, ideas and suggestions. Such feedback allows leadership to identify the key drivers of the most engaged employees. It also serves as the building blocks for a positive, open culture that aligns to the brand and business objectives.

In addition to feedback, companies should encourage employees, at every level, to contribute new ideas and suggestions. From this, companies can create action plans that help create an atmosphere where all employees contribute to the success of a company by adapting their behaviors to deliver improved performance and skills.

Finally, building and leading an intentional culture that fosters engagement across the company is one of the strongest competitive differentiators available to drive and sustain financial results.



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Creating a Relationship During an Interview

Creating a relationship during an interview is not something that most job candidates focus on but should.  While ultimately the goal is to get the job offer, the truth is that you may have to do several interviews before you find the perfect job or even get an offer. 



Creating a relationship during the interview, will help keep you in the forefront of the interviewer’s mind, and may help you in getting the job offer you want.  Here are a few ways you can foster a relationship during your next interviews:

• It is no secret that you need to ask questions during your interview, but are you asking the right questions that will help foster an ongoing relationship with the interviewer?  Probably not.  Questions such as what do you expect me to accomplish during my first 30-90 days of employment, what are the biggest challenges in the position or project I will be working on, and who are and what are the best attributes of my team members, are all questions that show your dedication to the company and the team. 
• Based on the answers you receive to the questions above, you can then offer how you can help, any ideas or insights you might have, and how you would identify any problems or issues.  This will show initiative and give the interview concrete information on how you would perform on the job, specifically related to the conversation you just had.  This will leave no doubt in the interviewer’s mind on whether you can handle the position.
• As your relationship develops during the interview, make sure you are clear about your intentions in wanting to work with the company.  Convey your clear goals and purpose, so the interviewer will clearly understand where you stand. 

When you follow these simple steps during your interview, you will find you have created a relationship with the interviewer.  You will give them clear information about you and they will be able to see clearly how you will fit.

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