Using video in recruitment is quickly becoming a core component of talent acquisition. To gain a competitive advantage, many companies are adapting their traditional recruitment strategies and processes to incorporate the use of video in candidate sourcing, selection, and beyond.
Employer Brand – Videos help employers stand out by bringing more recognition and innovation to their brand. On company career sites, videos can be used to showcase information about the company and the careers offered, such as “a day in the life” videos for certain key roles. Videos reveal a genuine look at an organization’s culture and what it’s like to work there, connecting the recruiter to the right candidates more effectively.
If you’ve been a manager for any length of time, chances are you’ve had to face situations that call for disciplinary action. Unfortunately, there’s no step by step playbook for what to do when unhealthy behavior starts to surface, as people are unique individuals, and every situation seems to have its own complexities. There are however, a few important considerations to keep in mind as you navigate. When it comes to making a decision as to whether the actions of the employee warrant warning or fire, the severity of the offense matters. Immediate termination would be appropriate if the employee has acted in an unethical manner. Examples of this would include things like stealing money, falsifying reports, abusing an expense account, etc. Other situations aren’t so black and white. Things like under performance, negative attitudes/behavior, or not following certain safety protocols can describe almost anyone when they’re having a bad day. It’s the repeated offenses that tend to start the downward spiral, which means it’s really important to address concerns before they build up.
Guest Blog Post by Bill Stumph, Chief Financial Officer for Ag Alumni Seed and a 2016 graduate of the MS-MBA in Food and Agribusiness Management from Purdue University
Successful employees are searching for improvement. They are putting in extra effort and time to make a difference for the company and for themselves. Those employees can make an even better impact on your company if they are given great tools to work with.
Providing the employees hungry for growth with the tools they need to be more effective means that they make your business more effective. I should know. I recently completed a program offered by Purdue University’s Center for Food and Agricultural Business called the MS-MBA in Food and Agribusiness Management. The program is a collaboration between Purdue University’s College of Agriculture and Indiana University’s Kelley School of Business. The rigor of a master’s in agricultural economics is paired with the diversity of study in the MBA.
Enrolling in the program was one of the best decisions I have made, personally and professionally.
Talent acquisition is generally one of the first areas of an organization that a perspective employee will meet, and an area that will have an ever-lasting impact on the organization. After all, a company is only as good as its employees, right? Assessing the talent acquisition function is a process that may take time, but the outcome is sure to provide a clear picture of the state of affairs and determine the likelihood that the function and organization will succeed.
A highly effective talent acquisition function starts with a well-planned talent acquisition strategy that is aligned with the overall strategic mission and vision of the organization. In addition, a sound talent acquisition strategy will thoughtfully lay out how the function will help the company achieve its overall mission. While for some companies the exercise of creating a talent acquisition strategy can seem arduous, especially during the day-to-day operations of most HR functions, it is sure to pay off in the end.
Did you hire a jerk? Or at least someone who is not who they seemed to be? If you are feeling regrets about a recent hire, it’s easy to place blame on the new hire, believing that they changed, or have a bad attitude. Ultimately though, there are often steps that could have been implemented in the hiring process that could have predicted behavior, or prevented a potentially misaligned hire.
While in the screening process there are a few things that could be done to ensure a better fit with the hires role and the company dynamics. Consider using Predictive Index testing to determine your potential future hire’s strengths prior to committing to them. Work with a consultant to communicate what exact attributes you’re looking for to ensure a good match. Even Strengths Finder would be an affordable option to identify areas that are lacking or over developed for the role.
How do you predict if an employee will succeed or fail in their role? If you hire the candidate with the most experience and highest GPA, they should become a star player in your organization, right?
For years people assumed that Intelligence Quotient, IQ, was the source of a person’s success. However, studies indicated that people with the highest IQs outperform those with average IQs just 20% of the time, while people with average IQs outperform those with high IQs 70% of the time. Emotional Intelligence 2.0 by Travis Bradberry and Jean Greaves provides an in-depth look at this topic.
There are many factors to consider when hiring a new employee. There are the obvious defined duties, responsibilities and tasks that will be required for the new employee to fulfill. Additionally, there are many non-essential qualifications that an employer may ask for that can be an asset to the role. These contribute to a person’s “fit” within the team and organization. New employees can come from a variety of backgrounds with varying experience, so it is important for an employer to meet new hires with appropriate expectations and meeting new hires “where they are.”
Flared jeans aren’t the only thing out of style, time off plans and vacation policy are trending in a different direction as well. There is no denying that the manner in which we work has changed over the years, and it would only make sense that time off plans would evolve as well. It seems that more companies are transitioning from traditional leave plan that segment sick and vacation leave, to a paid time off plan that is designed to have one “bucket” of time off. Along with a new plan, employers are upping the ante with additional time off. In a time when most employees find it difficult to maintain a work-life balance, being able to offer employees a generous amount of time off is a perk that gets most employees’ attention.
Sometimes you want to be the company everyone is talking about, sometimes you don’t, but if you are hoping to build your workforce with the best and brightest – you do! Especially when the venue is college campuses during recruiting season and the chatter is positive! Working a career fair booth and seeing a line of students who want to talk to your company representatives can be a warm and fuzzy moment for anyone who works in recruiting, however, that line doesn’t form overnight. Building a strong campus brand takes time, creativity, some financial investment, and more time. Then there is maintenance, but that is an entirely different post! Here are 5 ideas to help your company begin the process of building an on-campus brand.
Ever notice a candidate seemingly fine when they enter the interview and then as the interview goes on, they seem less comfortable? Sure, it could be nerves, but have you ever considered that your interview process could be scaring them off? You might think that you’ve got the easy job as the interviewer. All you have to do is ask the questions and evaluate, after all. But these five common interview process faux pas could be leaving top-notch candidates itching for the exit.
Lack of Preparation
Everyone’s busy, but you need to set aside time to prepare for an interview. Make sure you know about the position you’re interviewing for, backwards and forwards, and can answer any questions the candidate may have about the job. Have your questions researched and ready to go so you can adequately interview for the job at hand. Research your candidates’ resumes and applications so that you can form additional questions or comments around their past experiences and how they’ll relate to the position. If you go into an interview unprepared and unknowledgeable, the candidate will see you the same as you would see an unprepared candidate: not interested.