The 7 Types of Candidates: How to Hire Them

Posted by Mark Jackson on Thu, May, 28, 2015 @ 07:05 AM

 

7-Types-of-Candidates-How-to-Hire-Them

Know thy candidate. During job interviews, hiring teams and recruiters often get a feel for what kind of candidate each interviewee is and what kinds of traits that types comes with. Universum recently compiled the different kinds of candidates into seven types for a quiz and employers would do well to understand how each of these types tick. Today, we’ll discuss what aspects of the company employers should focus on when attempting to court each kind of candidate.

Leader

Leaders are by far the most sought-after kind of employee. According to a Universum survey of global organizations, 56% said they need leaders to fill positions, and 61% say their organizations will need leaders within the next five years. If you’re looking for someone who’ll be able to to lead your workforce now or in the next few years, you’ll want to look for adaptability. Employees who can deal with the unexpected (like having a huge project dropped on them mid-week) and not miss a step tend to make good leaders.

Tweet This: 61% of organizations say they will need leaders within five years. 

To evaluate for this during the hiring process, test them on their knowledge of the industry, have them solve problems on the spot, or ask them other questions that would be difficult to have pre-built answers for.

Entrepreneur

It may seem counter-productive to hire people who want to go their own way, but employers are now actively looking for these kinds of candidates. The Universum survey cites that 39% of global organizations are looking to hire them. Entrepreneurs think big, and if you want them at your company, it’s best to pitch them on purpose rather than benefits. Ritika Puri, co-founder of Storyhackers, offers the following advice:

“[Entrepreneurs are] more interested in the ‘why’ of a job, as well as the ability to make the biggest possible impact. They’re interested in how their employer’s values align with their own…"

Appeal to your company’s bigger picture and path for individual success, and entrepreneurs are more likely to come on board.

Careerist

Careerists get a bad rap as people who want to move up the career ladder at all costs, often at the cost of the people around them. However, with this desire to climb the ladder comes a great deal of ambition, which companies can then turn into a desire to lead. And with as few as 7% of employees aspiring to advance to senior or C-level management, harnessing that rare ambition to advance will be crucial in the future.

Tweet This: Only 7% of employees aspire to advance to senior or C-level management.

To harness careerists, companies should emphasize opportunities for advancement. If a candidate asks if a position has the potential for growth, make sure to say yes and give them a practical example within the company.

Internationalist

Employees with a knowledge of multiple cultures are rare, and even rarer are those who can leverage that knowledge to help build connections between the multiple branches of global companies. Employees who know multiple languages are a big plus for any company, with 70% of employers believing speaking Spanish will be a huge advantage in the job market in the next ten years, and 42% thinking the same of Chinese-speaking. However, appealing to these candidates can be difficult, especially if your hiring process isn’t as global as your company.

To get these candidates on your side, put benefits ahead of pay. Internationalists want to know what the job will provide them beyond money, such as connections and opportunities to build a network.

Hunter

Hunters, particularly in sales industries, are the kind of employee that looks for opportunities at every turn. Rather than wait for assignments and leads to come to them, they search them out, ready to pounce on whatever tasks. However, if they don’t see opportunities, they’re going to burn themselves out. Unlike Careerists, Hunters aren’t necessarily as interested in advancement as they are being rewarded for going above and beyond.

Focus on the competitive aspects of your business. If you offer commissions, make sure to put that benefit up front. If you don’t, pay raises for a job well done and meeting quotas can also work as an incentive.

Harmonizer

Harmonizers work for the good of the team. They want everyone to get along while contributing to a company’s larger goals. And as studies suggest, employees who specialize in teamwork can be a boon for productivity: when asked what the biggest factor hindering productivity was, 36% said it was a non-collaborative work environment. Harmonizers want to know they’ll be working with people, and these kinds of exercises will excite them.

To attract harmonizers, emphasize the power of your company culture; talk about activities around the workplace employees love to do, team-building activities your company may have undertaken in the past, and the last project coworkers collaborated on.

Idealist

Idealists want to know they’ll have an impact on the business. They think big, and want to know that their work at your company will matter. This is especially true of Millennials, 78% of whom are heavily influenced by a company’s perceived ability to innovate when making their career decisions.

To help idealists feel better-suited for the job, employers should help idealists understand their company’s larger purpose, and emphasize some of the other aspects of the company, such as charitable donations and volunteer efforts.

No matter what kind of employee you’re looking to hire, Visibility Software’s Cyber Recruiter will help you find them. Create and approve reqs in seconds, schedule interviews on a dime, and onboard your new hires with ease. Sign up for a free demo today and find your next hire.

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Tags: best software, applicant experience

3 Tips for Great Software Implementations from #DTHR

Posted by Mary Sue McClintock on Tue, Dec, 16, 2014 @ 10:12 AM

In case you missed it, our very own CEO, Sean Pomeroy, was recently on the DriveThru HR podcast, where he covered a number of interesting topics regarding HR technology with hosts Bryan WempenNisha Raghavan and William Tincup including the false promise that alluring technology can often make, how to create team chemistry beyond technology, and the desire to get his open weekends back after having kids. But what we really loved was how he gave simple, smart tips about great software implementations (after all, that’s what we do).

Vintage-Car

 

1. Don’t Fall for the New and Shiny

Perhaps the biggest takeaway from the show was people need to begin stepping away from the idea that a piece of technology alone will solve a problem, and that once they have the latest and greatest in whatever process they’re trying to optimize, the solutions will quickly arise. Your search should begin with a solution to a problem and how technology can help fix that, not what new piece of tech you can use.

Share on LinkedIn"I remember someone telling me one time, ’nobody buys a drill because they want a drill. Nobody says gosh, I want the best drill ever! They buy a drill because they want a hole.’" - Sean Pomeroy, (@Sean_Pomeroy)

 

2. Don’t Always Aim For Perfection 

One of the biggest issues the hosts cited when a group begins using a new technology is having to repeat part of the process after the company has become more well-acquainted with the tools. The core of the problem is communication, and neither the client nor the vendor are really at fault. Clients don’t always begin a project with a perfect strategy and can lose sight of the goal after seeing the bells and whistles. Better best practices brief, asking questions about what the client wished they had. The goal of perfection can interfere with the actual task.

Share on LinkedIn: “We’re getting ready to record a video library. We already have a lot of our items… and instead of trying to get everything perfect... I’m having my team try to have more fun with it. It’s okay if you cough in the middle, it’s okay if you have verbal slip here or there, or if something’s not perfect, and so I think these things help build a relationship between parties." - Sean Pomeroy, (@Sean_Pomeroy)

 

3. Establish a Human Relationship With Clients 

Vendors want to be considered collaborators, not just vendors. Can they ever become trusted advisors? According to Sean, they can. He looks at the process of a new hire as dating, and you have to give and take in a relationship. Visibility Software has what we call outbound tech support, where we ask a client if they have any questions about the software, or if anything’s bothering them. By letting the client know that the relationship works both ways, we're able to foster better relationships with our clients and earn their trust. Don’t just keep selling to them. Don’t confuse support with sales.

"As a software technology user, I get tired of having an account person call me every month, and I start to say I have problem — ‘oh, you can open a case, you can call, you can do that’ Then I get a new guy for the tools we’re using every six months and he says ‘oh, do you have twenty minutes to meet?’ and the first thing that he asks is 'how many more user seats do you need for this month, or this year?'” - Sean Pomeroy, (@Sean_Pomeroy)

 

Finally, the DTHR crew asked Sean where he thought HR technology would go in the next year. For us, it’s becoming apparent that LMS is up and coming, while ATS are already established. There’s also the historic battle between staffing ATS and ATS, which has now become a battle of auxiliary features. With more auxiliary technology, like posting and social media tools, cropping up everywhere, it’s becoming clear that these technologies don’t have core aspects of the trade like applicant or requisition management. The end result ATS will try to implement the auxiliary features and the auxiliary features will try to build a proper ATS. More mergers, more consolidations, more acquisitions, more startups are a guarantee as well, which, in Sean’s mind, will make for a much more competitive and interesting field.

 

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Tags: Best HR Software, best software service, best software, Sean Pomeroy, #DTHR

Support that Supports

Posted by Maren Hogan on Tue, Aug, 13, 2013 @ 10:08 AM

small  4941547991We've talked a lot on this blog about choosing the right software for your company's needs. The software should be able to grow, be cost effective and actually work. One of the main considerations however should be support. Technical support, upgrades and updated knowledge libraries are all so very important in order to have effective and relevant software. Even the best software in the world is useless if no one knows how to use or update it. Great support looks a little like this…

Proactive

Does your tech support call you? Leading software companies (like us) have realized the importance of offering relevant and timely tech support. Industry leaders in the software business have taken notice of customer feedback, and started to make their support proactive. Visibility has become known for it's proactive tech support by offering features like "touch base calls". These calls are designed to faciliate the proper use of the software through ongoing training and support. Instead of waiting for the call from the frantic client trying desperately to get something done in a timely manner, proactive support answers the questions and fixes the problems ahead of time.

Optimized

As clients use the software, they find their own ways of doing things. These aren't necessary the ways in which the software was designed to be used, therefore it is not being used optimally. Vendors who offer great support want clients to use the software to the best of its potential. Happy clients are retained clients, and this happens through the optimization of the software. "Wow, I didn't know it could do that!" is phrase that a good tech support representative should hear often.

Transparent

Have you ever had a question about your software, picked up the phone, and waded through a 5 minute-long automated system, only to end up with a sales person charging you for the call and the support? This is an all too common frustration with software support. When choosing your software, be sure to ask questions about support and it's associated costs. Will each call cost me? How much? What if the matter isn't resolved? Ongoing support should be a part of the package.

On the Line

Zendesk has a nifty infographic on the importance of call centers in customer care. An overwhelming majority of customers prefer to contact customer service by phone, 79% in fact. Having software support that actually answers the phone is vital to productivity and sanity. Although most companies can't answer the phone 24/7, there should be some type of support available around the clock.  

photo credit: Vincent_AF via photopin cc

Tags: cyber recruiter, cyber train, Best HR Software, best software service, Custom applications, LMS, best software

Training and Retention

Posted by Maren Hogan on Thu, Jul, 25, 2013 @ 10:07 AM

small  5762454084 300x177They go hand-in-hand, or at least they should. No one wants to be the employee who doesn’t know their job, and no one wants to work with that employee. Initial training, as well as continued training, gives employees a sense of worth and the chance to excel in their position.  Engagement and pride in a job well done is a big part of why people decide to stay with a given company, and this all starts with proper training.

People want to work with capable people.

Organizations are a machine, when one part is broken, the rest of the work is affected, and may even come to a halt. When an employee’s work is impeded by another’s lack of knowledge, nothing but a bottleneck of work will ensue. This can rarely be chalked up to a “bad hire”, but rather bad (or no) training.

When an employee isn’t given the tools and knowledge to complete tasks, it is the organization that has failed, not the employee.

People want to be capable.

There are few things more frustrating than not knowing what you’re doing, what is expected of you and how to deliver it. Good training resolves all of these problems. Everyone worth hiring wants to be good at what they do, but they will rarely achieve this without training.

Training should start the day of hire, and never end. Formal training should be considered an ongoing process and a true investment in employees. A survey on the business case for employee engagement sites employee improvement in skills as the number two motivator of employee engagement. Number 7 was an employee’s ability to grow and advance in the company.

Employees are thirsty for this knowledge, and it is ultimately what keeps them satisfied and engaged. 80% of employees asked about what why training is important answered, “I can do my job better”.

Good training means higher productivity.

This is a no-brainer. When employees know what they’re doing, they’re more likely to do it. For newly hired staff, training during orientation and onboarding means that they can start being proficient at their job quickly. If training is delayed, or not present at all, the productivity of this new hire starts quite low. This missed opportunity sets the bar at poor level.

Ongoing training for employees keeps them up-to-date on industry trends, policies and new technologies. Assume that no one is in charge of seeing to it that your staff is informed of these things. A business can fall to the wayside pretty quickly in a fast paced environment.

A few words from Susan Heathfield on training and retention:

"The American Society for Training and Development has traditionally recommended a minimum of 40 hours of training a year for every employee. This is consistent with the emphasis employees place on the opportunity to grow and develop both their skills and career while in your employ. The chance for ongoing development is one of the top five factors employees want to experience at work. In fact, the inability of an employee to see progress is an often-cited reason for leaving an employer."

photo credit: Enokson via photopin cc

Tags: Best HR Software, best software service, company culture, employer brand, LMS, best software

Working Out with Your Software

Posted by Mary Sue McClintock on Mon, Jan, 14, 2013 @ 15:01 PM

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Happy New Year!  It's hard to believe that we are sailing through January 2013!   We have all reviewed 2012 countless times and know exactly what our successes were, where we fell short and what we need to improve upon.  Our strategy plans should be in place, goals defined and progress underway. So, NOW WHAT?  

Now is the time to act.  Get reenergized this year and get moving.  Sounds like a speech from your personal trainer at the gym but shouldn't those same principles apply with business?  If you want to see results you have to put in the work.  Following me now?  Take those strategy plans and start producing results.  Challenge current policies and procedures to ensure they are still best practice.  

Don't get lazy in your workouts or with your business needs.  The evolution of business doesn't allow us to be complacent and be successful.  Continually challenge the choices you have made.  Did your company buy software 10 years ago that is working but not exactly what you need anymore?  Don't be afraid to evaluate the offering and make sure you are using it the best you can.  Chances are your needs in a solution are not the same as they were 10 years ago.  Make sure you are interacting with the software provider regularly, attending user group meetings, getting upgrades and staying engaged with them.  

Here at Visibility Software, we perform regular touch base calls with our clients.   We check in to make training recommendation, provide new tips and tricks on upgraded features, alert them to upcoming User Group meetings and make them aware of other things they can take advantage of that are free or included in their annual support plan.  Our goal is to ensure they are taking full advantage of their software and keep our clients satisfied at all cost.  If you want to learn more about our support plan here at Visibility, contact us at www.visibilitysoftware.com.  We would love to hear from you and be included in your 2013 plan!  Check out a product demonstration of Cyber Recruiter or Cyber Train and start getting some great service for your software!  We want to help!  

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Tags: best software service, best software