Greg Rokos, Author at TalentCulture

Teach Your Hiring Manager to Sell

Sometimes good candidates are won or lost in the interview. I started wondering why good candidates sometimes ran for the hills after an interview. And then I had my answer- it was a poor experience with a hiring manager. These days, recruiting is a group effort. A hiring manager can’t simply opt out of the process anymore and stumble blindly into a meeting only to completely muck it all up. Candidates today aren’t hungry enough to jump at any old position that comes along. They now demand transparency and communication. Candidates today are scouring the internet for information about your company,

Building a Culture of Learning

We hear a lot from the thousands of candidates we speak to every year. One of the top items on a candidate’s wish list is a culture of continued learning. Recent human resources trends have even come up with a new form of this learning called symbiotic learning. Symbiotic learning has at its core a commitment to continued learning. The difference is that symbiotic learning focuses on a two- way exchange of information. This means that new and current employees, senior and junior, learn from one another. But how does an organization build a culture of learning to promote this kind

Be More Productive with Remote Workers

Are you seeking a way to enhance productivity in the office? Counter to what you may be considering, it may be beneficial for you to offer employees the opportunity to work remotely. According to the Bureau of Labor Statistics, over 24% of American employees are remote workers. This growing class of employees is also an astounding 71% more productive than their counterparts working in the office. But before you knock the cubicle walls down and tell everyone to go home, there are some systems and processes your company needs to support its remote workers and encourage productivity. Encourage Productivity with Remote

Is Your Hiring Process Mobile Friendly?

We’re living in a world of hyper- connectivity. These days, everything must be mobile optimized- from websites to online shopping carts and even online job applications. Yet according to a recent CareerBuilder survey, only 10% of businesses optimized their job applications for mobile. The failure of the other 90% to optimize their applications for mobile amounted to missing out on roughly 94% of candidates using their mobile phone or smart device. If your hiring process isn’t mobile friendly from beginning to end, your business could be missing out on the most digitally mature candidates. Creating a Mobile Friendly Hiring Process Increasingly,

Does Your Data Contribute to Sustainable Business Growth?

No matter your business, it all comes down to the bottom line. How do you achieve sustainable business growth? In the recruiting world, this often means making high impact decisions on data. Data isn’t sexy, but it’s a reality of every business move. Marketers live in the world of data, always trying to test and refine what’s working. Recruiters are learning to take a page from their marketing coworkers. Recruiting firms need to focus on increasing their volume of sales and profitability to achieve sustainable business growth. What does this mean? It means attracting more clients, more candidates, and sourcing them at a lower cost. Big

Lower Recruiting Costs with Employee Retention

There seems to be mass exodus into the job market. If over 2.7 million people quit in July 2015, about double those numbers were hired that same month. After years of a stagnant growth, it seems the economy is roaring back to life. Hallelujah, there are jobs again! But after so many years of a down economy, employers and employees learned to do without. Employees learned to accept lower wages, grateful to have a job while many others did not. And employers learned to hire top talent without having to break the bank to acquire them. That has all changed. Now,

Test for Emotional Intelligence and Hire Better

Everyone’s looking for the edge in recruiting. To some, they seek out passive candidates and lure them away from competitors with the promise of high salaries and bonuses. Some are trying to corner the market socially. But there’s a little understood way to enhance your quality of hire without having to stalk the competition. It’s called emotional intelligence, or EQ (short for emotional quotient.) By testing candidates for their emotional intelligence, recruiters can enhance quality of hire immediately. If your team is looking to hire better, try these tips! Tips to Hire Better By Focusing on Emotional Intelligence When you think

Use SEO to Enhance Your Recruiting Process

This month, over 226 million people will search Google for job postings. If your job postings aren’t displaying on the first page, you could be missing out on candidates. So how does a recruiter get their job postings featured on the first page of Google? Contrary to that salesman’s pitch, they don’t hold spots open for anyone. The best way to feature your job postings prominently is with SEO. SEO, or search engine optimization, is increasingly being adopted by savvy recruiters. Used during the recruiting process, it can be a secret weapon. SEO can translate to more visibility for your open

Finding the Qualified and Passionate Candidate

Passion will never quit being a buzzword. Candidates often like to refer to themselves as passionate and employers often ask for the “passionate go-getter” in job postings. Passion will be important in just every field if candidates want to be happy at work and employers want to have the most productive employees possible. But is passion developed on the job or is it something that you can interview for? At my company, we’re interviewing experts, many of whom consider themselves a passionate candidate. We’ve conducted hundreds of interviews and enabled thousands. Here’s how to interview for passion. The Value of Caring

Prevent Bad Hires with Your Hiring Process

There’s nothing worse than investing time and energy into hiring someone and finding out you’ve made a mistake. Recruiters fear that after weeks of pouring through resumes and talking to candidates, they’ll select the wrong one. A bad hire can be a drain on the organization from multiple angles. It costs money to hire and train someone who ultimately won’t work out. And it can drag down the morale when someone new is introduced and then exited. It can cause a sense of fear and panic to reverberate throughout the organization. But what if you can prevent bad hires upfront? What

How To Hire During A Talent Shortage

This quarter, SHRM announced it would be harder for companies to find heavy skilled workers. These workers are often found in industries such as manufacturing, construction, truck driving, healthcare and IT. As the economy continues to improve, we’re starting to see more mobility in the job market. But these industries continue to stagnate. Analysts point to a variety of reasons why we’re not attracting talent in these areas. These include information on slowing birth rates, an inability to seek out older workers, and emerging markets overseas. No matter the source, the reality is that recruiters are going to have to become

How Best in Class Companies Are Winning The Talent Wars

Whether you already use video in your organization or not, now is the time to start exploring video for maximum success. The Best in Class companies use video throughout their recruitment process and have a sure lead in the battle for high quality talent. Organizations use video to increase the impact of their employer brand and enhance their hiring process. Give your company a competitive edge and integrate video into your recruitment process. Here’s how… Video Branding The average American spends up to 19 hours a month viewing various types of video content on sites such as Vimeo and YouTube. Posting

The Customer Service Target Market Support Assistance Concept

Why High-Level Client Service Truly Matters

More often than not, when you’ve attracted a potential new client, they’ve either already done their research or they will. Either way, what previous and current clients have to say matters. The one thing they will remember above all else is the customer service. If there is one thing I’ve learned, customer service is not secondary to your product. In fact, without your customers, there is no product. A Personal Touch Does Matter The increasingly mobile world includes mobile purchases and mobile usage of your products or services. While it’s great to have a product that stays atop the new trends and needs of customers,

Don’t Let Bad Reviews Get You Down In The Dumps

You can’t guarantee every employee is going to have a perfect experience with your company. Job dissatisfaction is bound to happen no matter how great the company culture and management team are. Bad reviews will happen and disengaged or unhappy employees will surface. Unfortunately, according to research conducted by recruiting technology comparison agency Software Advice, 50% of job seekers look online for reviews when they research companies to work for, so it’s inevitable they will come across a bad one. In the case there are bad reviews of your company, don’t let this distract from the positive ones. Instead, use these

How To Say “No” To Candidates

The hiring process can be exhausting, long-winded, and frankly, boring at times. Thirty-three percent of bosses know in the first 90 seconds whether or not they’ll hire the candidate they’re interviewing. The rest of the interview can seem like formality after you’ve realized the person you’re gazing past make the cut. It’s common courtesy to give a firm “we’ll let you know,” but what else can an employer do to let them down? Is it even an issue? Why It’s Important To Say No Employers are working through several candidates in the interview process, the length of which doubled from 12 days in

Video Is Taking Over Hiring

The hiring process is a fluid entity, or at least it should be. It flows with the ebb and tide of recruitment. The current changes are rapidly evolving with advancements in technology. Technology simplifies the hiring process. Not to say that you can remove the human element from recruiting and hiring, but the use of technology undoubtedly aids the process. Economic benefits, convenience, and the ability to enhance employer branding foster the growth of video and its overwhelming presence in the hiring community. Economically Sensible Using video in the hiring process is gaining popularity, and not just during the interview process.

HR Tech Solution Sans Bells & Whistles

Video interviewing shouldn’t be an enigma. As a recruiter, you don’t need complex accouterments to acquire candidates. You simply need a solution that fits your needs. Video interviewing uses webcams to conference with distance candidates without paying for the cost of flights to and from the candidate’s location. All you truly need is a robust platform and an inexpensive webcam. The only thing that requires the occasional assistance: troubleshooting the technology. Anything tacked onto what your company needs is just extraneous. You Don’t Need The Knick Knacks Over half of candidates prefer the convenience of video interviewing to the traditional face-to-face

Could Job-Hoppers Be A Good Investment?

Job-Hopping is bad. Those who skip from job to job, should be banned from recruiting circles and shunned by the employment offices. It will wreck your career if you leave before the 2-year mark! Previous and current generations have internalized, lived and believed it all, keeping them at jobs they dislike. Even Millennials who want new-age benefits like flex-work and volunteering opportunities are staying in their positions longer than workers of previous generations. Whether those choices are due to the struggle to find better opportunities or the fear of disappointing Baby Boomer parents remains uncertain. One thing is clear: job-hopping has always

Employer Brand Doesn’t Depend On One Candidate Experience

A candidate’s perception during the application and hiring processes remains and will stay a major topic of conversation in the field of HR and recruiting. As most perpetually popular discussions go, the ideas fluctuate, mature, and change with the demographic that populates the workforce. Unfortunately, we’ve been talking about it all wrong. The candidate experience focuses on the applicant. While that’s certainly not a bad thing to do, what’s wrong with relating it to the employer brand? You can’t devise an entire brand off of one candidate experience. Your employer brand is formulated by all of your candidates’ experiences. There Is Something To

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Greg Rokos

Greg Rokos

Teach Your Hiring Manager to Sell

Building a Culture of Learning

Be More Productive with Remote Workers

Is Your Hiring Process Mobile Friendly?

Lower Recruiting Costs with Employee Retention

Test for Emotional Intelligence and Hire Better

Finding the Qualified and Passionate Candidate

Prevent Bad Hires with Your Hiring Process

How To Hire During A Talent Shortage

How Best in Class Companies Are Winning The Talent Wars

Why High-Level Client Service Truly Matters

Don’t Let Bad Reviews Get You Down In The Dumps

How To Say “No” To Candidates

Video Is Taking Over Hiring

HR Tech Solution Sans Bells & Whistles

Could Job-Hoppers Be A Good Investment?

Employer Brand Doesn’t Depend On One Candidate Experience

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Greg Rokos

Greg Rokos

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