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Through the pandemic, many were furloughed, let go and suspended due to the work environment or costs that could not be upheld. Workers under 25 experienced furlough rates 73% higher than those older than 25 and were let go at rates as high as 79% higher according to Gusto.
For many hiring managers and companies, it has been said that for younger talent it just takes a job with perks and a fun environment. However, the data according to Alight is that this generation cares more about what a company stands for and how consistent the employer is with that message.
For anyone born around 1997 and beyond, these job seekers according to Pew Research Center will account for about 60 million job seekers in the next decade, which is a huge influx of new talent. For a generation that is social media savvy, cares more about flexibility than PTO, and holds companies accountable — this is something to consider throughout the hiring process.
From a Gen Z perspective – here are some ways hiring managers can try to adapt or review their hiring practices:
Be Open and Honest
Usually in interviews, it can be easy to scan over job details and what is in the description. Even when it comes down to talking about a company, it usually boils down to how the hiring manager was taught to describe the company. Explaining what sorts of things the company values should be done ahead of time and thought out to be able to really explain to a candidate. This shows that you care about the candidate and are really trying to convey a sense of commitment to your values.
I think this tip can sometimes be a little vague and hard to come by. But being flexible can be really easy for most employers, they just don’t acknowledge it. For many, going to work at the same place for 40 years and working the same way in the same fashion is just how they have done things. Gen Z is coming in with a different mindset. If you have a good candidate in your midst, they will be willing to put forth the amount of work that is required to get the job done. Sometimes things such as working from home or last minute PTO is necessary and being open about things like that are part of a flexible work environment. Especially when it comes to topics such as mental health awareness in the workplace. With mental health overall plummeting during the pandemic, 46% say it had gotten worse over the last year.
Help them help you
For many Gen Z workers, going through school is a completely different experience. With the amount of changes to the school system, online coursework and other institutions, there’s no telling where someone could come and go. For many, this means that giving qualified candidates a chance to learn more skills or abilities that are already available within a workspace could be really valuable.
Putting the emphasis on the employees really makes all the difference, after all, you want the top talent to stay around, don’t you? So while salaries and benefits are still important to most, empowerment and helping someone learn and grow is just as important as ever in the hiring marketplace.
As an employer, you must get rid of bad candidates to save yourself from unsuccessful hires. By checking employment references, you can more easily detect which candidates are good and which are bad.
Sometimes when you check references, you will get negative feedback about a candidate. So, what do you do when you hear a bad reference?
How to deal with a bad job reference
References serve as a check and balance. They help you make a logical decision about a candidate, instead of an emotional decision based on the interview. And, reference checks help you weed out bad candidates who are disguised as good interviewers.
When you receive a bad work reference or bad character reference, you have some questions to consider. First, will you tell the candidate about the bad reference? Next, will you consider the candidate for the position and send them on to your client? Your options are discussed below.
Should you tell the candidate?
A reference gives a negative review of a candidate. Do you tell the candidate?
You probably should not tell the candidate who gave a bad reference or what they said. The references talked to you in confidence, and they expect you to keep their information private.
If you end up rejecting applicants because of bad references, you can explain that to them. You might say something as simple as, “I’m sorry, but we are no longer considering you for this position because one of your references gave negative feedback.”
It might be OK to follow up with a candidate about something that was said during a bad reference conversation. This gives the candidate a chance to share their perspective. Again, don’t identify who gave the negative comments. Use general details to try keeping your source confidential. For example, you might say, “I talked to your references and was told you had problems with tardiness in the past. Do you want to say anything about that?”
It is not your place to warn a candidate about their references. A candidate should ideally ask references for permission to use them. And if references have something bad to say about the candidate, the reference would hopefully speak up to the candidate.
Should you consider a candidate with a bad reference?
So, does a bad reference equal a bad candidate? Remember, the references and candidates are both essentially strangers to you. Who can you trust?
Before you determine if a candidate is bad based on a reference, consider the following questions.
Who gave the reference?
Consider who gave you the bad reference. Is the referer a reputable source?
If the referer seems to be angry, disgruntled, or jealous of the candidate, the referer might not be reputable. They might have a skewed view of the candidate. Or, they might be trying to sabotage the candidate. Also, if one referer gives responses that are extremely different from those of other referers, they might not be honest.
If the referer seems to have a genuine grievance, they might be a reputable source.
Try to ask follow-up questions to determine why the referer is giving the bad review. Listen for responses that slant one way or another.
Was it a one-time incident?
If the referer mentions a specific incident, find out if it was an isolated incident or if it happened many times.
For example, a previous employer mentions that the candidate swore at a client. If this happened once, you and employers might be able to overlook the incident. But if this happened many times, you might want to take caution with the candidate.
When did the incident happen?
You should also find out how long ago the negative incidents happened. The candidate may have learned from their past mistakes.
Let’s say a candidate decided to stop going to work one day when they were 19. They didn’t give any notice, but simply stopped showing up. That certainly isn’t a good record to have. But since then, the candidate has had a solid attendance schedule over the past 15 years. Because the incident happened 15 years ago, you can look past it.
Remember, candidates are people who are capable of making mistakes. But they are also able to change their actions.
Did the candidate fit in the previous workplace?
If you can, find out if the candidate fit in at the business they got the bad reference from. They might have gotten the bad reference because they were a bad personality or cultural fit.
You might have to talk to both the referer and candidate to find out if the candidate fit in.
If the candidate didn’t fit in, they might have become antisocial, or a low performer, or clashed with team members. The candidate and personal references might be able to tell you if those are normal behaviors, or if they were caused by the work environment.
Did you receive multiple bad references?
If one person gave a bad reference, you still might be able to consider the candidate. One bad reference doesn’t equal a bad candidate, especially if the incident was isolated or old, or if the referer isn’t reputable.
If a candidate had multiple bad references, you probably want to pass on the candidate.
What does your gut say?
In the end, you might need to listen to your gut. You likely have experience seeing both good and bad candidates.
Take all the evidence you have and evaluate it. Consider the references and other candidate information stored in your applicant tracking software. If the candidate’s pros outweigh the cons of the reference, you might still want to consider them.
Some candidates will do anything to get a job, including lie. Wouldn’t it be nice if there was a way to tell if candidates are lying?
With some observation skills, you may be able to catch someone lying in a job interview.
How to tell if someone is lying in a job interview
Want to know how to detect a lie during an interview? Use the following interview tips to judge a candidate’s verbal and nonverbal communication.
Body language when someone is lying
There are typical body movement signs that might signal that a candidate is lying.
If a candidate is fidgeting a lot, they might be lying. This can include tapping or shuffling their feet, playing with their fingers, or shifting in their chair.
Sudden movements might also be a sign of lying. For example, a candidate who was calm and relatively still suddenly starts fiddling with their hands.
Lip biting is another sign someone might be lying. It might indicate that they are nervous about what they are saying.
Also, look for gestures that conflict with what the candidate is saying. For example, a candidate confirms that they have 10 years of experience and excel in the job duties. But while the candidate is saying this, they are shuffling their feet and shaking their head. This might tell you that the candidate is lying.
A candidate’s eyes can tell you a lot about their truthfulness.
If a candidate won’t look you in the eyes, they might be trying to hide something. See how long they look at you. They might look away or frequently shift their gaze away. Looking at the floor or their feet is another sign the candidate might be lying.
Changes in voice
Listen to the candidate’s voice as they talk. How they say things is just as important as what they say.
Changes in a candidate’s vocal pitch might be a sign they are lying. For example, a candidate’s voice might get higher or lower if they are lying.
Also, the candidate’s tone might change. If they are lying, they might get loud, become monotone, whisper, or make another tone adjustment.
Sudden pauses and stammering are also possible lies of deception. A candidate might be trying to stall for time so they can think through their story.
Pay attention to what candidates actually say.
Listen for the details in the candidate’s responses. If there is a lack of details, it might be because the candidate doesn’t have any real information to support what they’re saying.
Also, watch out for the opposite. If a candidate overshares, it might be because they are trying to cover up their lack of information.
Make sure what the candidate says matches what they said on their resume. If their interview responses don’t match the resume, they may have lied during the interview or used common resume lies.
After the interview
When the interview is over, check up on what the candidate said. Use your applicant tracking system to store candidate information so you can easily reference it.
Do a job reference check to verify the candidate’s work experience. Also, check the candidate’s educational background. Make sure the candidate got the degrees and certifications they claim to have.
Also, research the candidate on the internet. A quick internet search can pull up information about the candidate’s past work experience, education, and other background information. Check their social media profiles. Their posts, photos, and interests can tip you off about potential lies.
While the above tips can help you spot someone lying in a job interview, they aren’t always accurate indicators of deception.
While some verbal and nonverbal signs can tell you that a candidate is lying, they might not be a true indicator for all people. To combat this, observe how the candidate behaves as a whole. Watch for body language and responses that deviate from their norm. These deviations can tell you more than the typical lying signs.
Remember, candidates might be stressed they are being interviewed. As a result, they might act strangely. For example, a candidate might be shifty because they are nervous, not because they are lying.
You should also consider the different body language norms of other cultures. What you might consider to be lying behavior might be normal, desired behavior in another culture.
With the power of the internet, mobile apps, and social media platforms – it is only going to get harder to recruit top talent with all of the demand being generated. Long gone are the days however of putting up paper job ads or leaving your inbox open for hundreds of resumes.
With over 575+ million users, LinkedIn is the place where professionals go to update their job profiles, leave personalized work updates and connect with others. This social media platform acts as a front door to a business, with all of the current employees typically being present in some fashion within the organization on LinkedIn.
LinkedIn has tried to make the often grueling process of hiring much easier, more efficient and ready for recruiters to start using today!
Follow these tips on LinkedIn to help you acquire top talent more efficiently as a recruiter:
Make sure your profile is updated regularly
Creating a strong professional profile can be tough at first, but after some work, it will be well worth it. Some best practices to keep in mind are:
- Have a professional headshot as your profile picture
- Have descriptions of your jobs/roles in your experience section
- Keep an accurate headline at all times to ensure people know your current role
- Engage with posts at least once per week, to show up in your connections feeds!
One of the most important things you can do on any social media platform is be who you are. With so many people, it can be an overwhelming place for people to be. Especially if you do not know your connections or you are planning on connecting with strangers, you’ll want to represent who you are.
To make sure you do just that, you should ensure that your profile is kept up to date and professional. Once you have covered the best practices, you can start to put testimonials or even your own content onto your LinkedIn profile for people to share.
Make a Group and Keep at it!
Often, it can be really beneficial to create groups with people who you share similarities with. These similarities could be in schooling, interest area, outside hobbies, etc. It could really be anything.
However, creating a group and sticking with it is the first step. Once you have a group, the rapport can only grow from there. With blog posts or other content shared between the likes of you, it can help you establish credibility with any number of people in your group.
As a recruiter, this can even become a gold mine if you are sharing job orders and candidates. Using these can be really beneficial if you are in a split recruiting network!
Use InMail to Reach Candidates
Inmail is a feature LinkedIn has to allow people to send messages to people outside of their connections. Typically now, you can purchase InMail credits for a certain rate to be able to send these messages outside of your circle.
According to LinkedIn’s research, the average response rate to LinkedIn InMail is 85%. Compared with email open rates, this can be pretty high and almost a guarantee that you’ll get some sort of a response. If you are out trying to recruit a candidate you found – this can be something that gets heavily used!
Use an Applicant Tracking System to gather Candidate Information
As a recruiter, an ATS can be really beneficial to your efforts. One that can utilize LinkedIn is even better. Applicant tracking systems such as TAM have the durability and space to be able to save these candidates you find for future reference and contacting. Utilizing one can save you time and effort in the long run in making sure that your outreach is as effective as possible!
With these tips you can be sure to gain some success in using LinkedIn as a tool for recruiting success. By using these with both active and passive candidates, you are able to make sure you always have a pool of candidates ready for positions. As your network and connections increase, so will your ability to make these placements easier!
The number of job openings have reached a 15-year-high, according to the Bureau of Labor Statistics. In fact, there are an estimated 15 million active job postings on LinkedIn alone. With so many postings online, it can be a challenge for yours to stand out—especially as it’s currently a candidate-driven market. Just having a simple job posting is not enough to attract a suitable candidate. Rather, you need to be smart and creative about how you write your posting. By following the provided best practices, you can ensure that your job postings will stand out and attract qualified candidates.
Effective Job Posting Guidelines
A job posting may be the first interaction that a candidate has with you. For that reason, it’s important that your posting is concise, descriptive and well-written. To help your postings meet those standards, review the following guidelines:
- Don’t use any extra words with the job title. For example, Graphic Designer.
- Don’t use “spammy” job titles, as these can cause you to be flagged by some job boards and restrict how many posts you can make. For example, “URGENT NEED !! Project Manager !! Boston MA !! Long Term contract”
- Don’t use special characters (such as &, ! and $), as these can prevent the posting from being identified by search queries.
- Don’t use buzzwords as part of the job title, such as “Wizard”, “Guru” and “Ninja”, as candidates are less likely to search for those terms.
- Don’t use internal titles, which could mislead or confuse candidates. For example, using Senior Graphic Designer instead of the in-house title of Graphic Designer III.
- Don’t use job titles that are connected to a “general application” posting, as these can impact how your posting is ranked on the job board. The keywords to avoid include the following:
- General interest
- General application
- Be concise and provide enough information in a job description to avoid ambiguity or follow-up questions.
- Capture the personality of your client’s business (such as why the staff enjoys working there and the kind of work that they do) and why the position is worthwhile (such as what sort of projects and impact will it have) within the first paragraph.
- Be honest about the expectations and responsibilities of the position, as this will reduce potential turnover. This should include details about how the position operates within your client’s business and who the candidate would report to.
- Include all education, years of professional experience and certification requirements that are necessary for the position. In addition, ask that candidates only apply to the position if they meet all the requirements, as if they don’t, their application will not be considered.
- Be specific about the job’s location. Most free job boards will not accept the posting if you do not include the country, city and state, which would make the job board unable to index your job posting in its search results.
- Don’t post multiple identical jobs to different cities in the same state, as many job boards will flag this as location spamming and can result in your jobs being blacklisted.
- If you post telecommute and work from home positions, some job boards require that you use the following guidelines:
- The job title and description must clearly indicate that the job is “telecommute” or “work from home”.
- The job needs to be advertised in a specific location.
Job Post Formatting
- Include line breaks between paragraphs.
- Use section headers (such as “Job description”, “Day-to-day responsibilities”, “Company description” and “Qualifications”) to help break up the flow of information.
- Use bullet points to easily list required education, professional experience and certification requirements.
- Include a link to your client’s website.
An Example of a Well-written Job Posting
ABC Company is looking for a highly creative Graphic Designer to work with our Creative, Marketing and Product Development teams. The Graphic Designer would create and design content for our clients in a wide range of industries. We are looking for someone that can create a wide variety of print and digital content.
- Print pieces (such as ads, flyers and handouts)
- Digital content (such as ads, banners and infographics)
- Social media content (such as infographics, designed images, photos and videos)
- In-house content (such as photos as well as company news and announcements)
A snapshot of the organization:
ABC Company is a creative agency dedicated to bringing our clients’ dreams to life. Through design, marketing or brand work, we are the driving force behind delivering dynamic, inventive and unmistakable storytelling to our clients’ audience.
- At least 5 years professional experience.
- Physical or web-based portfolio.
- Must be proficient in InDesign, Illustrator and Photoshop.
- Effective visual and verbal presentation skills.
- Open to feedback and able to quickly and easily make necessary changes.
- Action oriented with ability to prioritize tasks and drive results.
If you would like more information about ABC Company, you can visit its website here.
How an ATS can Help with Job Postings
A staggering 60 percent of job-seekers say they stop filling out an application if it takes too long, according to employee engagement software company Officevibe. This drop-off in potential candidates can exacerbate the already lengthy recruitment process, making it even more difficult to find the best candidate for the position. Designed to automate your recruiting process and dramatically reduce your time-to-hire, your applicant tracking system (ATS) should be able to help your job postings to stand out.
The most effective applicant tracking systems are those that have a career portal integration. Which a career portal, you are able to craft effective and well-written job postings and distribute them to various job boards. While each career portal integration may include different features, the most beneficial include the following:
- A mobile-friendly job portal, which can enable candidates to find and apply to your job postings using any device.
- The ability to tailor job applications with specific questions to help you collect all the necessary information to find the ideal candidate.
- The ability to automatically post to Google for Jobs to ensure that your job posting is seen by as many candidates as possible.
- The ability to swiftly parse information from a candidate’s resume to complete their application.
If you’re curious about what features TAM offers that can help with your recruiting, you can view our features page.
Ensure that Your Job Postings Stand Out Every Time
There are millions of active job postings online and unfortunately it can be far too easy for yours to get lost. If you want candidates to not only see your postings but apply for them as well, you need to be smart and creative with how you handle them. With the right practices, you can ensure that your postings are effective and well-written.
With 2020 (finally!) behind us, 2021 brings a sense of change and hope possibly greater than ever before. While last year was a difficult year for non-profit organizations and donations, we know the future looks bright for the industry and expect it to bounce back after the year of hardships.
According to a 2020 report from Johns Hopkins University, the nonprofit sector is still the third largest in the economy, with over 12 million jobs. With a rebound in fundraising and private sector spending in 2021, non-profits will continue to be a great industry for placements.
For recruiters, non-profit placements can be tricky considering a candidate would probably want to align more with the organization’s viewpoints and efforts. These types of organizations also don’t have quite the placement power that bigger companies do when seeking top talent, so they can be at a disadvantage.
That said, here are some best practices to follow when hiring non-profit talent:
1. Include the company values and mission in the job description
In order to communicate the role and its responsibilities, the main purpose of the opportunity has to be there. In non-profit specifically, this description may also contain the value in working with the company. The goal is to grab those candidates who share those same value sets.
Including the nonprofit organization’s mission statement and core values, as well as clear expectations for potential hires, can help ensure a smoother hiring process with a more productive workforce.
2. Utilize multiple recruiting channels
When it comes to nonprofit job orders, promoting the open positions across different channels can help expand the reach to find that position’s perfect candidate. Websites like Monster, LinkedIn, CareerBuilder along with nonprofit specific websites such as Idealist, Foundation List, and National Council of Nonprofits are great for spreading the word on a really good opportunity.
The more avenues that are experimented with, the better chance the position can gain some traction and get filled!
3. Recruit with referrals
For non-profit job orders, sometimes the best way to get traction on it is by word of mouth. Or in this case, referral via technology. Creating an effective way to start referrals between candidates can result in better placements and longer employment for jobs.
4. Proactive Recruiting
Oftentimes the best way to get a placement is simply to do some proactive recruiting. Gathering lists or pools of talent can oftentimes help when you find job orders that need filling. Taking the initiative to scout out talent ahead of time can save your clients time in the long run when waiting for positions to be filled.
Using a type of applicant tracking system can help you to store your candidate information can be really beneficial as well, making communication and scheduling times to talk much easier. Equally as helpful during times of proactive and reactive recruiting.
If an Applicant Tracking System offers it, you can also take advantage of their other features such as onboarding that make life easier for bringing on new hires!
5. Streamlined Recruiting
Many candidates won’t want to have their time wasted by a long recruitment process. Rather, having materials, meetings and clear and open communication in place ahead of time is a go