4 Things Your Candidates Wish You Knew

Posted by Mark Jackson on Tue, Nov, 24, 2015 @ 07:11 AM


It’s not uncommon to find articles about what employers want and expect from candidates. But as 83% of recruiters agree, the job market is now candidate-driven. Candidates and employees provide the foundation of every company but are often the last ones asked for the opinions on important, company-wide decisions.

Candidates’ opinions are valuable, and educating yourself on what candidates need from the hiring process can help decrease your company’s turnover. And in case you don’t have the courage to ask them yourself, here are 4 thingscandidates wished you know. 

“Money isn’t the most important thing to me.”

Money is one of the most important parts of work, but it’s not always the most important part of a job. Millennials especially don’t want to work just any job anymore. They want to love their job far more than they want money. How much more? According to Brookings Institution, about $60,000 more: 64% of Millennials said they would rather make $40,000 a year at a job they love than $100,000 a year at a boring one. 

Tweet This: Money is one of the most important parts of work, but it’s not always the most important part of a job.

While we can’t speak for all of them, many Millennials (who are the largest generation in the workforce) are chasing happiness, satisfaction and engagement over money, and employers need to take notice if they want to attract them.

Solution: Hire the employee because they are passionate about the work they’ll be doing. Don’t just hire because you need to, hire because it will ultimately help your organization. Look into philanthropy programs, charitable giving, sustainability campaigns and benefits to supplement your straight compensation packages. 

“I don’t know how to work at your company...because I am new.”

Starting a new job is never fun. Having to learn a new art, a company’s policies and culture it -- can be extremely taxing. According to a recent study, 76% of employees want on-the-job training. Candidates want new hire training and continuous employee training throughout their entire career. 

Tweet This: 76% of employees want on-the-job training. Read more:

Another study showed that 66% of employees want their companies to provide them with more training opportunities, 62% think this training helps them be more effective at their jobs and 76% say they expect companies to invest in their career development. So if you want better employees, you’re going to have to put more effort into building them after you hire them.

Solution: Try implementing training opportunities for your employees throughout the year: conferences, seminars, etc. Can’t afford to send your employees somewhere? Try putting together smaller workshops held by management or investing in anonline training software. As a bonus, this may be a perk for candidates saying “yes!” to your job offer.

“I want a company that has a great culture.”

The word “culture” gets thrown around a lot these days. Most businesses won’t deny how important company culture is in the success of their employees. However, culture (or a lack thereof) could be the very thing causing candidates to disengage from work or worse, leave altogether. In 2014, 9% of employees left their job because of workplace culture.

Tweet This: 9% of employees left their job because of workplace culture. Don't be "that company." 

Solution: Examine your current company culture, take a look around and see what could or needs to change. Try taking an anonymous survey of what your employees feel is wrong with the current culture. Making small changes here and there canimprove the quality of the new hires you bring in later on and possibly increase employee happiness.

“I know when you’re lying…”

Everyone should appreciate honesty in all aspects of a position, workplace, and employee. However, a study found that approximately one-third of employees quit because they may have been deliberately misled during the interviewing process, and the job wasn’t what the listing described. 

Solution: While this may come as a no-brainer, be honest about the tasks and the expectations of the job. Lying or misleading a candidate is not worth the cost of a high turnover and the hit your reputation as an employer will take.

Candidates and employees want to be able to take a job offer with confidence, grow into their role properly, be happy and support themselves and their families. Remembering these 4 basic rules of thumb can help you increase employee happiness, build a strong culture and save you money from having to hire new employees every week.

Want to a create the most painless path to employee success? Then sign up for a demo of Visibility Software’s online training software, which makes it easier than ever to track every employee’s progress on any new training initiative you can think of.

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Tags: Learning Insights, HR Insights

How the Right ATS Improves Candidate Experience

Posted by Mark Jackson on Fri, Nov, 20, 2015 @ 07:11 AM


According to a recent report from Software Advice, nearly 26% of recruiters said using an applicant tracking system is one of the top contributing factors for applicants having a good candidate experience. A good applicant tracking system allows your company to guide every candidate through your hiring process from beginning to end with ease. Unfortunately, not every company can take advantage of this streamlining, and it costs them money and candidates. And of course, some systems are better than others. So as always, it’s important to ask the right questions about your applicant tracking system to see if it’s your process or your software that’s making your organization’s candidate experience terrible.

 Is your ATS simple?

A good ATS is simple and to the point. It helps guide applicants through the process, and makes it as easy as possible. At its best, an applicant tracking system is invisible. The last thing you want your ATS to do is to be overcomplicated, confusing and an extremely long process for the candidate, making applicants focus on the how of application process rather than the why. A recent study showed that almost 49% of candidates think extremely long applications were a major deterrent to applying for the position. If your applicant tracking system makes applying more complicated than it should be, drop it. A great ATS should be as easy to navigate as a consumer website, why isn’t yours?

Tweet This: 49% of candidates think extremely long applications were a major deterrent.

Is it Effective?

In order to have the best candidate experience, your ATS needs to do what it sets out to. For your applicant tracking system to be effective, here’s what it needs to have: requisition management, automated workflow, applicant-facing tools, pre-screening, scoring and compliance. Analyzing your current situation, your job posts, and how your ATS feeds into the rest of your hiring process can allow you to improve every part of hiring, but only if your ATS can deliver on its part of the bargain. If you feel like you have to work around your applicant tracking system instead of with it, it’s not effective. Once every element of your hiring (including your ATS) works in harmony, every part of your hiring will end up benefiting. Ask your new hires how they feel about your applicant tracking system and be ready to process their honest answers.

Tweet This: For your applicant tracking system to be effective, here’s what it needs to have:

Is it convenient?

Have you ever been to the hospital, reached the front desk to tell someone your emergency, then, once you finally reach the emergency room, the nurse asks you what’s wrong? And then, once the doctor finally comes to check on you, they also ask you what’s wrong? It’s frustrating to have to repeat yourself, especially when you’re in need of dire care. When something like this happens, all you can think to yourself is, “are these people even talking to each other?” It’s incredibly frustrating annoying, and while hospitals may have their reasons for the lack of communication, the amount of time they waste in treating a patient is all the same. 

Why treat your candidates the same way? After being questioned so many times about who they are and what they do and having to fill in the same information over and over, it shouldn’t come as a surprise that your candidates are dropping out. A recent study showed that companies saw a drop out rate as high as 48% because of a complicated applicant tracking process. Don’t do this to your candidates. It will decrease your talent pool and give you bad reputation as an employer. You need every advantage you can get as an employer looking for talent, and anything keeping you from top talent needs to go.

Tweet This: Companies saw drop out rates as high as 48% because of complicated ATS processes. 

If your current ATS isn’t your company’s standards for hiring and it doesn’t make anything easier for the candidate it may be time to look into a new solution. Your ATS is a key part of your hiring process, so don’t let your current one cost you candidates and your company money. Instead, a good applicant tracking system should expand your talent pool by giving your candidates the most optimal experience. Not sure where to look? Visibility Software’s applicant tracking system is a great place to start.

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Tags: candidate experience, applicant tracking system

Why Recruiting Veterans Could be the Best Thing for Your Company

Posted by Sean Pomeroy on Wed, Nov, 11, 2015 @ 07:11 AM


Veteran candidates are untapped hiring gold nuggets in the recruiting world today. Why? Veterans have the skills and the experience necessary to join and lead civilian teams when assessed properly, given clear succession paths and goals. Recruiting veterans makes great business sense, and attracting these experienced men and women is a crucial part of a smart talent acquisition strategy.

Did you know the military has over 7,000 job positions across more than 100+ functional areas, and 81% of these jobs have a direct civilian equivalent? Maybe not because it’s not advertised that well. The current unemployment rate of veterans is shockingly higher than the national average at 15%. People in high places are doing what they can to change that, but for now, it’s up to recruiters, hiring managers and HR professionals to do a little legwork.

The military trains people to lead by example as well as through direction, delegation, motivation, and inspiration. Veterans understand the practical ways to manage behaviors for results, even in the most trying circumstances. They also know the dynamics of leadership as part of both hierarchical and peer structures.”- Military.com

Military hires are used to leading teams and having a very clear hierarchy. They don’t need to be leaders immediately upon entering your workforce though. Work on attracting military veterans by knowing where and how they can use the skills they have within your workforce. Other attributes of military veterans:

  • Mature Leadership
  • Adaptable Problem-Solving
  • Accountable Resourcefulness
  • Confident Decisiveness
  • Responsible Discipline

Learn to translate military acronyms and jargon into your own industry focused keywords. If you already have veterans within your organization, create a mini-think tank on how to recruit new ones and mentor them. Military.com offers a skills translator that can translate military skills into plain speak for those of us in the business world.

Tweet This: Learn to translate military acronyms and jargon into your own industry focused keywords.

Diverse skills. Diverse workforce. The military trains veterans in a variety of fields, check out this handful of jobs the military trains its participants in:

  • IT
  • Engineering
  • Healthcare
  • Transportation
  • Leadership
  • Public Relations
  • Accounting
  • Law

Military vets embrace diversity with ease, and add valuable viewpoints and experiences to the workplace.The veteran workforce has everything you need, and they join the ranks of civilian job seekers every day.

“Veterans have learned to work side by side with individuals regardless of diverse race, gender, geographic origin, ethnic background, religion, and economic status as well as mental, physical, and attitudinal capabilities. They have the sensitivity to cooperate with many different types of individuals.”- Military.com

With leadership skills, diverse skills and the ability to work alongside much of your workforce, veterans should be the ultimate talent pool. So….why aren’t they? Programs like the Veterans Career Transition Program (VCTP) connect many veterans to specific careers and then train the veterans with educational programs & workshops that help ease their transition back into the working civilian world (in their designated areas of expertise of course.) A lot of these programs also offer soft skill training. The veteran workforce is your untapped market of gold, and there are just a few simple steps to take to attract these ideal workers. In fact, it can be great for your recruiting budget as well as many military-focused niche job boards offer free job postings to help spread the word about opportunities.

Check out some niche sites/ job boards many veterans use. Look for military placement sites, job boards and career fairs. Other great spots to recruit veteran candidates are college campuses or Guard and Reserve units. It is usually easy and welcomed for recruiters to set up visits in these locations.

Tweet This: Check out some niche sites/ job boards many veterans use.

In addition to setting up the ol’ job booth at the local career fair, scan some military job boards. These job sites are a tool for military alumni to post jobs, access resume databases, as well as exhibiting at military career fairs and target advertising.

How to reach veterans

Have an area on the career site dedicated to welcoming veterans, and informing them their skills sets and experience are valued in the organization. This section should also house information specific to veterans. Check out how Cisco does it. Other companies doing a great job of hiring veterans (that you could be hiring!) are listed here.

Create company social pages specifically for recruiting veterans. Veterans tend to be part of very supportive communities. If you ask one veteran to share your veteran targeted recruitment page, you will likely be amazed at how far it travels in the social-sphere.

Tweet This: Take these simple steps to improve veteran recruiting.

Some companies even have “Careers for Military” links with jobs specifically designated for veteran skills. This is an ideal area to apply the language and abbreviations they are used to. Create job listings they can directly relate to their own previous experience. ManTech.com can show you how it’s done.

Now that you have got a couple of tricks up your sleeve, start tapping into the golden market of veterans. Look into platforms/job fairs/ recruiting boards your company has neglected to locate and get to recruiting!


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How to Recruit the Under-Sourced Veteran Talent Pool

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The Next Step After Your Candidate Rejects Your Offer

Posted by Mark Jackson on Wed, Nov, 04, 2015 @ 07:11 AM


Some candidates will buzz through the applicant tracking system, nail interviews and fit into your culture seamlessly. These are the types of candidates you don’t want to think twice about. But it doesn’t always turn out that way; sometimes a candidate rejects your offer. What should companies do when great candidates decide they would be a better fit elsewhere? Depending on the situation, companies may not necessarily need to scramble for another hire, but they should always see what about the process went wrong. And whatever they might do, they should never take it as an affront to their company.

Don’t Take it Personally

There are a number of reasons a candidate might reject a job offer; according to 46% of recruiters in recent survey, the biggest reason candidates reject offers is because they took another offer. It’s difficult to be on the rejection side of a job offer, but the reality is that job offers are like any other business transaction. Perhaps the job simply didn’t fit their expectations, so they chose another opportunity instead.

Tweet This: 46% of recruiters said candidates often reject you due to other offers. Read more: 

Maybe the other offer was a closer drive, it paid better or they were referred by current employees at the other company. Regardless, a candidate turning down an offer shouldn’t reflect on the rejected company as an employer. The good news is that it only it happens around 10% of the time, so companies shouldn’t encounter it too often. In most cases, it’s best for companies to simply take their lumps and move on.


Be Patient, Grasshopper

According to a recent survey, 55% of employers rejected many qualified candidates in favor of the one you gave the offer. A company’s first step after getting a declination from their most qualified candidate is to contact more candidates before they’re swept away from you, too. Recruiters often battle the clock when it comes to competing to obtain the best candidates for their company.

Tweet This: 55% of employers reject many qualified candidates for this reason:

Or perhaps they aren’t. If the recruiting team doesn’t feel like the rest of their candidates are a good fit for the job and don’t need to fill the opening immediately, they should instead consider waiting until another great candidate comes up. Companies should never sacrifice quality for the sake of efficiency. However, they should avoid the pitfalls of waiting for purple squirrels!


Take a Look at The Hiring Process

If companies think candidates declining their offers at the last second might be a regular issue, they should take a second look at how they’re hiring. If a company lacks qualified candidates and typically relies on a single person to have what it takes and accept an offer in a candidate-driven market, it might worth it for them to diversify their recruitment sources. Some of the best sources of hires right now, courtesy of a recent LinkedIn survey, are internet job boards, social professional networks and employee referrals.

Not every candidate looks in the same place, so diversifying avenues of hiring will help companies get ahold of more candidates they may not have known about before. And if candidates denying the offer at the last minute is an issue, they should think about what they can do to either be more enticing as a company or respond to candidates more quickly, so they can make the offer before anyone else does.

Tweet This: Diversify your hiring avenues for this reason:

Companies shouldn’t be too upset when a perfectly good candidate declines their offer. Instead, they should take a closer look at the rest of their candidates, their hiring process and understand that not every candidate who declines does it because of something they did wrong. Instead, they should accept it, cut their losses and keep an eye out for the next great candidate.

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Tags: candidates, recruiter

How to Train Your Employees to Combat Distractions

Posted by Mark Jackson on Wed, Oct, 28, 2015 @ 07:10 AM

how-to-train-your-employeesEveryone gets distracted at work. We take breaks from intense projects, use diversions to help us refocus, but everyone has times when these tangents go on for too long. When it comes to helping employees get back on track, however, companies tend to apply the same solutions to different problems, and that doesn’t always work in the modern business world. Instead, the solution should take into account the different reasons your employees could be distracted, specifically focusing on the individual problem at hand.

Let Them Work

Workplace distractions aren’t the result of off-task activities while nobody's looking; more often than not, they are the by-product of intraoffice interruptions. According to a recent survey by CareerBuilder, some of the most prominent office distractions employees have little control over include:

      42% of workers are distracted by employee gossip.

      24% of employees are distracted by noisy coworkers.

      25% of team members are distracted by meetings.

Tweet This: 42% of workers are distracted by employee gossip.

Reduce the number of daily or weekly meetings and discourage coworker interruptions to increase the amount of actual working time. The less time employees spend talking, the more time they have to get things done.


Integrate Them Into the Schedule

Not all distractions are created equal. Sometimes employees fall prey to disruptions because continuing to work with tunnel vision wouldn’t allow them to make real progress on projects - they need these interruptions. Focusing on a single task for too long can actually decrease performance day-over-day, much in the same way that longer hours at work increased productivity. 

Tweet This: Focusing on a single task for too long can decrease performance day-over-day.

Provide employees with planned breaks to help reduce minor distractions. Research shows that the best formula for productivity is to work for 52 minutes, then take a 17-minute break. Your company’s own routine doesn’t have to be that exactly, but the general idea of the plan would be to allow your employees regular breaks at the office in order to refresh their minds so they are more productive in-house (which is good for them and you).


Ease Their Worries

There are some distractions that are much harder for company leadership to address. While you simply can’t fix the team’s personal problems, that doesn’t mean you can’t provide avenues so they can develop tools to solve them on their own. Financial problems, for example, don’t go away overnight, but they can affect how employees work. Consider offering financial wellness programs which help alleviate some of these issues. A recent study revealed that: 

      Almost 60% of employees are stressed and distracted by their financial worries.

      37% of employees believe their financial issues lower their productivity at work.

      25% of employees have missed work because of the stress of their financial problems. 

Tweet This: Almost 60% of employees are stressed and distracted by their financial worries. 

Office distractions can come from all kinds of places, and so your solutions need to fit the problem. Whether they’re distracted by their environment, their work cycles, or their own problems, good managers need to be proactive about getting these distractions out of the way however they see fit. And with the right solution in place, there’s no reason everyone at your company can’t work at a steady clip.

Need help establishing a new work routine? Then take a demo of Visibility Software’s Cyber Train, a learning management system, that can help you increase productivity by improving the employee development process.

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