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6 Fixes That Immediately Improve Your Hiring Process [Infographic]

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The “hiring is broken” reputation is a hard one for recruiters to shake and the hiring process is only predicted to become even harder this year. 

To help you maintain your recruiting sanity, I’ve compiled a list of 6 fixes to improve your hiring process summarized in an infographic below.

6 Fixes That Immediately Improve Your Hiring Process [Infographic]

  1. Attract more candidates by promoting your employer brand

A LinkedIn survey found the #1 obstacle for job seekers changing jobs is “not knowing what it’s really like to work at the company.”

This uncertainty is a big reason why recruitment marketing has become so popular. As a central part of recruitment marketing, your employer brand is a reflection of your company’s culture, values, and mission.

Whether it’s through your company’s videos, photos, blogs, and social media statuses or third party review sites like Glassdoor, dramatically improve your hiring process by ensuring your employer brand is searchable, authentic, and compelling.

  1. Improve your job posting by adding your employee value proposition

Improving your job posting is a simple but overlooked fix to improve your hiring process. Most job postings seem to be written as an afterthought: long, boring, and technical. Worst of all, they tend to be company- rather than candidate-focused.

Research has found that job postings that emphasize what the job offers to fulfil the candidate’s needs not only attracts more applicants, but a higher quality of applicants too.

One of the best ways to highlight this job-candidate fit is to include your employee value proposition: the rewards or benefits that an employee can expect to receive in return for their performance.

Your employee value proposition should include what differentiates the job and company from whether it’s career progression, autonomy and flexibility, or amazing perks.

  1. Reduce time to hire by automating your resume screening

For every 100 applicants a high volume job posting receives, around 65% are ignored.

Automating resume screening using software powered by AI eliminates this resume “ignore problem.”

iCIMS found a resume spends 23% of its time in the screening phase. Using AI to automate your resume screening improves your hiring process because it drastically reduces time to hire without sacrificing quality of hire.

In fact, AI for resume screening has the potential to increase quality of hire because it screens every resume instantly screened which prevents good candidates from falling through the cracks and ignored.

AI for recruiting software analyses your existing resume database to learn what the qualifications of successful employees are and then applies that knowledge instantly screen, grade, and rank new candidates (e.g., from A to D).

  1. Reduce candidate acquisition costs by rediscovering candidates

Although the typical large company is sitting on thousands – if not millions – of resumes, most ATS software lack the ability to accurately search an existing resume database to match previous candidates to current reqs.

Talent rediscovery software solves this issue by using AI to analyze your job description and then searching your existing ATS to find candidates who have applied to your company in the past who fit the requirements of a current job opening.

Rediscovering previous candidates improves your hiring process because eliminates the need to come up with Boolean or keyword searches to conduct a resume search manually as well as saves you money on candidate acquisition costs.

  1. Improve your hiring process by personalizing your candidate experience

A CareerBuilder survey found that the #1 complaint of job seekers about the hiring process is a lack of personalization.

Employer behavior falls short of candidate expectations: while 52% of employers respond to less than half of the candidates who apply, 84% of candidates expect a personal email reply to their application and 52% expect a phone call.

One of the biggest benefits of using technology to improve hiring is reducing the administrative burden and freeing up recruiters’ time to personalize candidate experience.

By automating your resume screening, each and every application can be screened, ranked, and replied to. Recruiters can concentrate on the shortlist of candidates identified as strong matches, for example, all candidates graded as am A.

Recruiters can use this freed-up time to create more in-depth, high-touch relationships with qualified candidates to uncover their needs, determine fit, and persuade them to consider to opportunity.

  1. Show your recruiting value by using business-related metrics

Recruiting metrics are measurements that provide insights into the value and effectiveness of your recruiting process.

They provide information for recruiters to identify where process improvements are needed and justify investment into specific recruiting functions.

Measuring recruiting metrics and linking them to business outcomes, for example, reduced costs related to decreased turnover or increased revenue related to hiring top performers, significantly improves your hiring process because it demonstrates your financial and strategic value to the company.

The article was originally posted on Ideal.

Photo Credit: reobuyer Flickr via Compfight cc

New Data on Impact of Office Design and Décor

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We’ve known about the importance of work environments for some time now. In a 2003 survey by Management Today, 97 percent of respondents said they regard their workplace as a symbol of whether or not they are valued by their employer. While this shouldn’t come as a surprise, there’s a disheartening new layer to the story. According to data we compiled from a recent survey of 1,000 Americans who work in traditional office environments (no freelancers, retailers or astronauts), many employers fail to create inspiring, uplifting work environments.

Office decor infographics

In many cases, employers aren’t taking care of basic elements that most people associate with a pleasant, welcoming, modern workplace. One in three people report there are no plants at their offices and one in four say there is no art. Those are special accents, you say—reserved only for the privileged businesses that can afford them? Consider this: 45 percent of the people we surveyed have little to no natural light in their environment and 46 percent say the design and décor in their workplace lends it no personality whatsoever.

Light, according to our survey, is the most significant factor that shapes an office environment and the feelings of the workers in that environment. And it’s not just about feelings either—yes, people who report having “a lot” of natural light in their workplace are more likely to say they feel comfortable and uplifted in that environment, but they’re also 35 percent more likely to say their environment increases productivity. It doesn’t end there. A study by Northwestern Medicine and the University of Illinois found people exposed to more light at work had longer, healthier sleep schedules.

Furniture is another key element that affects a person’s experience of their work environment, both in terms of comfort and aesthetics. For the most part, American workers are happy with their office furniture. Seventy-nine percent are satisfied with its appearance and 82 percent are satisfied with its comfort. But when it’s not right, it’s really not right—the people who reported their furniture situation is “bad” were three times more likely to feel their environment hurts productivity and two times more likely to consider it depressing. As it stands now, just one in four people say they would be proud to show their office environment to friends and family. It’s doesn’t have to be that way! If you’re one of the seventy-five percent who aren’t proud, show our data to your boss, share a link on social, spread the word to let people know that designing an inspired workplace isn’t just a good thing to do, it’s the right thing to do for the health of a business.

This post was first published on Pots Planters and more.

Photo Credit: marksley Flickr via Compfight cc

Personality Types And Career Success

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Every office is made up of different personalities with different strengths and weaknesses. For HR professionals, understanding these personalities is a key component of building successful teams, providing opportunities for advancement, and making other important personnel decisions.

But what role does personality actually play in a person’s professional development? Are some personalities more likely to be satisfied at work than others? Which personality types are more likely to lead more employees?

New data from the infographic below — compiled by Truity, developer of the TypeFinder® personality type assessment and other scientifically validated, user-friendly personality assessments — offers answers to these questions and more.

Some of the most interesting findings about personality type in the workplace include:

  • INFJs showed one of the smallest gender-wage gaps, with female INFJs earning 87 percent of what male INFJs earn.
  • ESTJ man were the highest earners of all type/gender groups at $75k.
  • ESFJs had the highest job satisfaction rating of all types.
  • ENFPs showed one of the largest gender-wage gaps, with female ENFPs earning just 72 percent of what make ENFPs earn.

Check out the full infographic to learn more about all the personality types in your office:

What do you think? Does personality type affect success and job satisfaction in your office?

10 Tips For Firms In Frontier Markets

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The time for being excited by emerging markets has been overtaken by the high energy and opportunities provided by frontier markets. Though there are a number of operational and financial risks of these extremely interesting environments for consulting firms, the opportunities are worth the challenges. A few of these delectable opportunities that I’ve come across include:

  • Growth – Where everything has the potential of becoming the next big thing.
  • Forward Looking – People simply don’t have the time to linger on the past because of the fast paced growth of businesses.
  • Possibility of Everything – Because there’s less red tape than developed countries, it is possible to achieve anything.
  • Making an Impact – From education to environment, there are endless gaps that can be filled given the drive.

So, just what do Consulting Firms need to do to find success in frontier markets? Check out the 10 tips on the roadmap in the infographic below.

So, what do you think? Any forks in the road you’d like to add to this roadmap for consulting firms? Is there anything you feel has helped you succeed in frontier markets? Share your experiences in the comments below.

Photo Credit: Big Stock Images

The Benefits Employees Want Most

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A competitive salary, fun work environment, and exciting perks all play a large role in keeping employees happy and engaged, but it’s not enough to hold on to your best and brightest. In today’s competition for top talent, you have to offer employees the total package — that includes top-of-the-line benefits. But what is it that they’re really looking for?

This infographic — compiled by Namely, an all-in-one HR platform for some of the world’s most exciting companies — examines some of the most sought-after benefits by employees. It serves as a guide to help you deliver the best benefits to your organization. Some of the essentials include:

  • The most popular healthcare plan offered is a preferred provider organization (PPO)
  • 75 percent of employers offer fitness programs like gym memberships, weight-loss programs, etc.
  • 72 percent of employees want 401(k) matching
  • 27 percent of employees feel that paid training and tuition reimbursement are very important to their overall job satisfaction

Check out the full infographic below to find out what benefits employees want most.

Namely Infographic - What Benefits Make For a Complete Benefits Package

What benefits are most popular with your employees? Let us know in the comments below!

Photo Credit: Big Stock Images

Why Job Seekers Keep Calling … And Calling [Infographic]

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Here’s the problem: You know you’ve got job openings to fill, and while there are plenty of candidates willing to step in, they aren’t qualified. Didn’t you explicitly say in the job description, “B2B sales experience required?” What part of that does a job seeker not understand? We need to clear up this miscommunication…and fast.

This infographic, compiled by MedReps.com, provides solutions for common miscommunications between job seekers and employers. Some points to note include:

  • 38 percent of companies have open positions they cannot find talent to fill

  • 46 percent of resumes submitted contain some form of false information

  • On average, it takes 24.5 working days to fill a position

  • There are three unemployed persons for every job opening

Check out the full infographic below and let us know your thoughts in the comments!

MedReps.com-Say-What-550

What do you think? What are some other reasons miscommunication occurs between job seekers and recruiters?

photo credit: dominique . B via photopin cc

How To Make People Want To Work For You (Infographic)

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Google received over a million applications last year.  For the fifth year running, it was named #1 on Fortune’s list of the Top 100 Companies to Work For.  And for good reason: it’s employees enjoyed 100,000 hours of free massages in 2012, in-office happy hours, all the free gourmet food they could eat, and hundreds of other amazing perks.  As you may have heard––thanks to its incredibly talented and hard-working employees––Google is also one of the most innovative companies in the world today.  It has gained that status by providing its workforce with an ideal environment in which to be creative, productive, and highly motivated.

In contrast, most employers stifle their workers.  Most employees count the minutes until five ‘o’clock when they can go home and forget all about their jobs.  But Google builds harmony between its employees’ lives and jobs.

So while many employers today are scratching their heads wondering why high salaries and prestigious titles aren’t attracting top talent any more, this generation’s brightest minds are seeking careers where they can cultivate their health, creativity, and professional skills simultaneously.  Traditional employment models have lost their luster.  So to learn how your company can adapt, innovate, and inspire the talent you need to succeed in the 21st century; check out this great infographic from Talent Puzzle.


Source:Talent Puzzle

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What Do Interns Really Want? [Infographic]

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Developing an extraordinary internship program can be a long and winding journey. You’ll face plenty of bumps in the road, and perhaps lots of trial and error. And as we’ve seen in the news recently, you may even discover some controversy.

But overall, internships can be very beneficial for organizations — not just because enthusiastic young workers are contributing to your business goals. Internship programs can also open the door to a more diverse workforce, help add fresh perspectives to your brand, attract other young talent to your organization, and more.

Of course, employers aren’t the only ones who benefit. Although the state of the internship has shifted over time, its overarching goal remains the same — students and recent grads should gain something educational from their work experience. So, what do today’s interns really want to accomplish, and what else should employers know about them?

The following infographic, based on student employment data from InternMatch, offers insights to help employers map out a more effective internship program. Here are some highlights:

•  38% of interns want better pay
•  30% want opportunities to perform meaningful work
•  47% are interested in access to executives and mentorship
•  California, New York, and Florida are three of the top states for finding college talent

Do any of these statistics surprise you? Check out the full infographic below, and share your thoughts in the comments area.

What are your thoughts? Have you experienced these trends — as an intern or as an employer?

Image Credit: Stock.xchng

Gender Pay Gap: The Numbers Still Don't Add Up

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The world of work has become fairly sophisticated, with laws and business norms that support equitable career opportunities for all. However, there’s still plenty of room for progress — especially in terms of pay.

Studies show that compensation for women still lags behind men in the same role. Furthermore, men still outnumber women in professions that are typically lucrative, such as science, technology, engineering, and math (STEM).

The infographic below, compiled by MedReps.com (an online resource for desirable medical and pharmaceutical sales jobs), reveals various aspects of the gender pay gap — with a selection of insights by location, industry, occupation and title. Here are several noteworthy takeaways:

•  The United States ranks 22nd in the world, overall, in gender pay disparity;
•  On average, female doctors earn $56,000 a year less than males;
•  The female-to-male earnings ratio in the construction industry is 92%, while in the financial industry lags behind at only 72%.

Check out the full infographic below and share your thoughts with us in the comments area.

What do you think? What are some reasons why there’s still a gender pay gap? And what can we do to improve these statistics?

(Image Credit: Ken Teegardin at Flickr.com)

Gender Pay Gap: The Numbers Still Don’t Add Up

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The world of work has become fairly sophisticated, with laws and business norms that support equitable career opportunities for all. However, there’s still plenty of room for progress — especially in terms of pay.

Studies show that compensation for women still lags behind men in the same role. Furthermore, men still outnumber women in professions that are typically lucrative, such as science, technology, engineering, and math (STEM).

The infographic below, compiled by MedReps.com (an online resource for desirable medical and pharmaceutical sales jobs), reveals various aspects of the gender pay gap — with a selection of insights by location, industry, occupation and title. Here are several noteworthy takeaways:

•  The United States ranks 22nd in the world, overall, in gender pay disparity;
•  On average, female doctors earn $56,000 a year less than males;
•  The female-to-male earnings ratio in the construction industry is 92%, while in the financial industry lags behind at only 72%.

Check out the full infographic below and share your thoughts with us in the comments area.

What do you think? What are some reasons why there’s still a gender pay gap? And what can we do to improve these statistics?

(Image Credit: Ken Teegardin at Flickr.com)

Why Recruiters Should Bet on Technology

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Hiring the best talent for your company’s open positions should never feel like a gamble. Yet all too often, recruiters feel like they’re just rolling the dice, hoping to discover the ideal candidate.

Fortunately, the hiring process no longer has to feel like a game of chance, thanks to a wealth of smart new technologies, from social media sourcing to video interviewing. It’s always a good move to leverage innovative tools that can help make recruitment faster and easier.

The infographic below (compiled by Spark Hire, an online video resume and interviewing platform), shows that more employers are taking their chances with HR technology. It also suggests some compelling reasons why. For example:

•  94% of recruiters plan to use social media in their recruitment efforts
•  More than 6 in 10 employers now use video interviews in their hiring process
•  Big data is expected to generate 4.4 million jobs by 2015
•  Companies will spend more than $2 billion on gamification services by 2015
•  70% of active job seekers are using mobile devices to look for jobs

New HR technology can help remove the guesswork from the hunt for top talent. Mobile recruiting can make it easier for candidates to apply, while video interviews can help you see beyond a candidate’s online poker face. If you roll the dice and apply winning technology across the recruiting process, the odds are likely to give you an advantage in today’s talent acquisition game.

Does your organization compare with others in applying new technology to HR? Check out infographic below, and share your opinions in the comments area!

What do you think? What new hiring technology has helped your company the most?

Internship Compensation: Does It Pay?

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In light of the recent slew of compensation-based class action lawsuits, unpaid internships are a hot topic. And with only 36.9% of companies still offering interns less that minimum wage or no compensation at all, it’s clear that relying upon unpaid interns is more damaging than many employers assume.

How might that “free” extra set of hands leave you paying a price? Take a look at the following infographic, compiled by InternMatch, an online platform connecting the best intern candidates and employers. It showcases several key intern compensation facts, as well as implications for employers. For example:

• 48% of internships accepted by the Class of 2013 were unpaid
• 41% of paid interns weren’t paid enough to cover basic daily expenses
• 65% of students relied on financial assistance from parents during their internships
• 63% of paid interns subsequently received at least one job offer

Whether you’re an intern or an employer, there’s a message here for you. Check out the full infographic, and share your thoughts in the comments area below!

What do you think? Should unpaid interns fight back against employers to recover unpaid wages and overtime?

Image Credit: Stock.xchng

Clearing Hurdles to Employee Engagement

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Recognition is a key component of Employee Success. What gets recognized get repeated. Recognizing employees for hitting targets and exemplifying corporate values reinforces behavior that impacts the bottom line. According to recent research by Aon Hewitt, organizations with high engagement rates are 78% more productive than disengaged organizations. The powerful combination of engaged employees and brilliant performance is critical to business success.

But it’s not that easy. As with any major organizational initiative, there are obstacles to integrating recognition into company culture. Securing buy-in and participation is always challenging, especially when the program seems “touchy-feely.” But from what I’ve seen, recognition is a critical business tool.

It can seem perilous to mess with established customs, but creating a strategy around recognition makes recognition—and business—more effective. To guide you through the process and ensure you come out a winner, our team put together this infographic.

In general, we see companies encountering six main hurdles on their journey:

  • Employee participation
  • Making time
  • Securing executive buy-in
  • Engaging managers
  • Budget
  • Measuring success

Each one presents a unique challenge, but none are insurmountable. As with any obstacle course, the proper training, preparation, and team work will get you over the finish line and improve your bottom line. Check out the infographic for a guide to making your company a recognition winner.

Overcome the Obstacle Course of Disengagement

(Legal Note: Employee Success is a trademark of Achievers Corp.)

Feature Image Credit: Pixabay