How to Attract Top Talent to Your Marketing Department

 

What do you like about your company?

Is it the reputation that they hold within their industry? Or perhaps their family first mentality? Or is it the room for advancement?

Chances are that what you like about it will be what attracts others. That is what should be marketed when presenting a new role to possible candidates.

“What attracted you to your company is what will attract others”

The Why

Think back to when you applied and were interviewed.

Why did you want to work there?

Write the reasons down. Again, these will be key marketing factors when presenting new opportunities to job seekers. Then start by pointing out some of the reasons you wanted to work there. Now back them up with what you have discovered. For example:

The Reason: You wanted to work at company A because it seemed like a great opportunity to advance within a marketing career.

Your Findings: You found that most marketing assistants have an excellent opportunity to advance to higher level marketing positions within the company.

This is not only attractive to job seekers but will also attract the right candidates, those whose attitude aligns with the company’s missions, visions, and values.

According to Inc.com Millennials are looking for 3 things:
Growth opportunities
Retirement benefits
Work culture

And 46% of Millennials left their last job due to a lack of growth opportunities.

Knowing what your ideal candidate wants and touching on these points while marketing the position can increase your number of qualified candidates.

The Expectations

Another great way to attract top talent is to be clear on the expectations of the role.

What would someone successful accomplish in the next quarter or year? What are the key qualifications needed and which ones are desired?

Clearly outlining the type of candidate that is being sought will help you, ensuring that the right candidates apply for the role. Be clear when outlining the years of experience desired and what qualifications are required for the role. For example:

“Must have at least 7 years of experience in web graphic sales and have advanced knowledge of corporate sales and online/social media marketing techniques”

VS.

“Sales experience and a marketing background”.

A hundred people might apply to the second description and only two could be qualified where if you post the first description, a much higher percentage of candidates will actually be worth your time.

Be Aware

Be mindful and aware of company reviews on sites such as LinkedIn, Glassdoor, Indeed, etc.

This will help you answer any bad press associated with your company. Taking the time to thank others for positive reviews also will reflect positively on your company. You should also know, is your hiring process hurting your business?

Like purchasing a product, job seekers often research reviews written by previous employees. You need to create a positive culture, especially online, if you want the best talent. Most candidates are drawn to a company because its people are excited to be working there are talking about it.

Know what is being said about your company – the good and the bad – many job seekers do their research before applying

Top talent is selective even during times of high unemployment rates. To attract them, you should have the right company vibe, positive culture, and raving (in a good way!) employees. Company culture is now a very trendy topic in today’s workplace because many of us spend the majority of our time at work. And who would want to spend time in a place that is not a positive place to work? Everyone wants be a part of a positive community, they want to be a part of a bigger family. Make your company that family.

What do you do to market your company’s opportunities? Please comment below.

 

Why You Need Multiple Resumes Ready When Job Hunting

 

 

We live in a generation when millennials are the ‘jack of all trades’.

 

And as such, it is a good strategy to have multiple resumes during your job search.

 

You may manage a team, have marketing skills, write, and even do graphic design.

 

Should all these skills be used when writing resumes?

 

Absolutely not! The result would be a crowded resume. This could be counterproductive in attracting recruiters/hiring managers. The only time it might be appropriate is if the position was calling for all of your skills. But let’s be honest – that would be a rare occurrence.

 

I’m not saying it’s a bad thing to have so many qualities and skills at your disposal – just it’s not necessary to put them all in one resume.

 

The best way to ensure all of your marketable skills are noted in your resume? Have different versions of your resume.

Be Specific When Writing Resumes

 

Having all of your marketable skills noted in one resume may result in a recruiter/hiring manager passing on it due to irrelevant experience being listed.

 

When writing resumes, tailor them to the different roles you are planning to apply for in mind. For example, you would not want to showcase all of your web design skills and knowledge of design and editing software when applying for a team management role that has no relation to the area of web design.

 

Take your general resume and make more specific resumes…

 

General Resume

Skills:

  • Website design
  • Software Development
  • JAVA
  • SEO
  • Team coaching
  • Team Management

Experience

  • 5 years at company XYZ developing websites
  • 2 years at ABC leading a team of marketers
Website Development Resume

Skills:

  • Website design
  • Software Development
  • JAVA
  • SEO

Experience

  • 5 years at company XYZ developing websites
Management Position Resume

Skills:

  • Team Coaching
  • Team Management

Experience

  • 2 years at ABC leading a team of marketers

 

It is always important to create a resume tailored for the type of role you are applying for.

 

Failing to do so is a common mistake many job seekers make. This costs them the opportunity to be invited for an interview.

 

When you are applying for a specific role within a specific industry, showcase the skills and qualifications that would make you suitable for that particular role and nothing else!

 

Sure – additional skills can be discussed or casually mentioned during an interview, but the whole point of the resume is to get you into that interview.

 

Here are 3 ways you can use a wide range of experience to your benefit when writing resumes:

 

  1. Refocus your job history so that it makes sense for the job you are applying to.

i.e. If you are looking to move from web design into a management role instead of saying that you sometimes were a team leader for your web design team try saying something like: “Managed a team of designers”. Basically, highlight any managerial aspects of the job not your web design work.

  1. Concentrate on the wider themes in your job history.

What have you been doing consistently in your different jobs? Was it organization? Team leader? Great customer service? Many of these are skills that employers are looking for. Focus on them to make up for any lack of specific job experience.

  1. Reorder your work history.

Instead of listing your work history in the typical chronological style, organize it based on job type. Start with the jobs that best relate to the role you are applying for and use headers for the different sections if it makes sense to do so.

 

The best advice for writing resumes? Just like in marketing, you need to know your target market.

 

As Kayla from the Mentat suggested:

 

The best way to tailor your resume is to familiarize yourself with your audience. Doing research on the company and reviewing the job post can give you a sense of how the recruitment team will review your resume and what experiences and qualities they are looking for in a candidate. Brainstorm what transferable skills and qualities you already have and when writing your resume, read through the job description and ensure you have shown evidence in your resume that you meet the qualifications and can complete each responsibility that they list.”

 

Having a different resume for each industry you are interested in and applying for will allow you to focus on the specific skills and qualifications that make you perfect for that role.

 

Having a focused resume will help make your resume stand out in the 100s of resumes recruiters/hiring managers receive.

 

This will keep you prepared, ready to apply for the next opportunity that may come your way.

Even if you are not actively searching, keep your resume up to date. Make sure that you modify your resumes as you gain experience and/or new skills within specific areas. This will ensure you are ready for whatever comes along and will allow you to respond quickly to job postings. Working on them occasionally will also help make writing resumes over time, less difficult and then you can focus on finding right career – whether it be your dream job or dream company.

Why Partnering with Talent Acquisition Advisors is Key in Hiring the Best Employees

First, you should know there is a difference between a Recruiter and a Talent Acquisition (TA) Advisor.

 

When you have a Recruiter help with your job search, they will more than likely start searching for candidates with what they have – a job description, and a quick search of their database…basically trying to make a ‘match’. The result typically leads to them submitting candidates who are either unqualified or not excited about the opportunity. This, of course, leads to wasted time and money for both you, and the Hiring Manager as well as the candidate. This can hurt your company’s brand.

 

A Talent Acquisition Advisor (TA) typically insists on knowing more, including more…

  • About the role
  • Your company
  • Must have qualifications
  • Full compensation details (even if they are not shared with the candidates)
  • Career paths for the position
  • Team structure
  • Company culture

 

Why is that?

 

Because the Talent Acquisition Advisor works towards having a clear understanding of your needs -what your company is truly seeking and needing beyond the job description.

 

They perform almost half of the hiring process for you!

 

That’s way more than just sourcing candidates and resumes to send your way. Close to the best talent and always recruiting, TA’s are always looking out for talent and are ready to fill roles even before they hit their desk.

 

Did you know that an average of 45% of people change jobs due to compensation?

 

According to The Balance Careers, people also change due to losing interest at work, work-life balance, lack of recognition, and lack of alignment between personal values and an organization’s priorities.

 

TA’s understand and know why it is that people move from job to job. They also recognize that there are more important factors you can, and should, highlight to attract top talent to your company.

 

Top Talent Acquisition Strategies include:

  • Better skills & interest fit
  • More growth opportunities
  • More challenging work
  • The ability to impact
  • A better-aligned company culture

 

Determining what will motivate candidates beyond compensation is the key to decreasing time wasted on candidates that are just not the right fit for you. This results in presenting you with potential hires and not just candidates saving you time and money in the long run.

Using a Recruiting Agency Can Save Your Company Time, Moneyand Headaches

 

Another great thing about partnering with a Talent Acquisition Advisor is that they are not afraid to push back on a hiring manager’s unrealistic expectations.

 

Wait, push back? Sounds Counterintuitive.

 

You may have worked with (or perhaps been) a hiring manager with expectations of a candidate that will not only meet every single qualification desired but exceed them, all while being willing to take $10k below industry standard in compensation. This is just not realistic.

 

This is another way how a Recruiter and a Talent Acquisition Advisor are different.  

A TA welcomes the conversation and uses the opportunity to leverage data-driven insights to reset a hiring manager’s expectations coming to the table supported by data that will demonstrate exactly why expectations may not be realistic.

 

By being able to have honest conversations and setting realistic expectations,  Recruiting/Talent Advisors not only help with the cost of hiring but also the speed of hiring while maintaining the quality of the candidates. They work towards setting goals and maintaining partnerships with hiring managers once expectations are set, working on establishing processes to ensure an effective and prompt hiring process.

 

Setting and agreeing on goals before beginning a search makes communication simpler. Talent Acquisition Advisors understand the important key performance indicators, such as the time between a candidate’s submission and their first interview, that should be used as steps in the process. If you’re ahead or behind schedule, for whatever reason, this enables a TA to measure results and adjust their strategy where needed. Their goal is to refine the recruiting process to improve speed, quality, and candidate experience.

 

Talent Acquisition Advisors are not a luxury – they are a necessity if you are looking to acquire the best talent for your company. They know recruiting is marketing and can turn a lead(applicant) into a sale(hire).

 

Who do you usually partner with to grow and scale your business? Comment below, we would love to know.

Top 5 ‘Must-Dos’ for Your First Day on the Job

 

So you’ve landed your dream job, congrats! It’s an exciting time, which can go from figuring out what to wear to learning the ropes of a new company and a new role all while trying to make a great first impression on your new boss and co-workers. This can also be pretty terrifying, after all, you only get one chance to make that first impression. Want to ensure you rock that first day?

Typically the first day goes by either pretty slow with tons of paperwork and information coming your way or pretty fast depending on your onboarding and training. So here are a few dos that will help you rock your first day:

Here’s What to Do:

  1. Do have an open mind: Be ready to learn, even if your new job is in an industry you are familiar in there is always something to learn. Also be open to adapting if things change and if the day does not go according to plan. Things happen so a great mindset is imperative. One to have is ‘expect the unexpected’ and be mentally ready for it and don’t have an attitude about it. Go with it, you may learn a lot more when things don’t go as planned than when they do.
  2. Do learn your company’s protocols: Review materials, take notes and ask questions.  Make sure you are clear on what is acceptable and what is not and seek clarification when needed.   
  3. Do get organized: Prepare to take notes, have a place to carry important documents shared with you to take home and review, have an agenda where to write important dates such as when documents are needed to be completed/returned, have a plan for break and or lunch, a route to and from work, etc. This will make your day go by smoother and with less stress.
  4. Do get away from your desk: You may get the cursory tour from your manager or HR representative or, if you’re lucky, from a colleague who you can ask honest questions of but what if it’s the busy receptionist or co-worker who was asked to help out? During a break or lunch, get to know your office, be friendly to the new faces and get to know where things are located. Share your interest in the company and or office.
  5. Do give others the opportunity to present or teach: No one likes or appreciates being cut off. If you are familiar with what is being presented mentioned it afterward unless the person presenting specifically asks if you are familiar with something. You want to be mindful and respectful of people’s time with preparation as well as their level of knowledge. #becoachable

Are you still looking for a new job or career?  Check this out – How to Choose the Right Career-Dream Job or Dream Company?

Let us know what you think! Comment below with your thoughts or questions about this topic.

Is your Hiring Process Hurting Your Business?

Hiring the right individual for your business can feel like a daunting process at times. From drafting the job description, marketing the opening, sourcing and screening applicants, interviewing, completing background/reference checks, to making an offer. That’s already seven steps! In today’s hiring market it has become abundantly clear that the standard process of six to eight weeks is just too long for most candidates. In this current candidate-driven market, taking this long can cause you to miss out on some amazing talent.

While the talent selection process is important to your business because of the production and performance value employers get by making good hires and the high cost of replacing employees as a result of bad hires, today’s economy just doesn’t allow a 6-8 week delay which can also cost you thousands in revenue weekly. Recent studies revealed that when job seekers that are forced to endure lengthy hiring processes up to 40 percent lose interest in the position and pursue other opportunities. It also makes candidates wonder about the company’s decision making ability in not only human resources but in other areas as well. Nearly 60 percent of job seekers say the most frustrating part of searching for a job is the long waits for interviews and notice of any decision made. Let’s be honest, everyone is looking for the best fit.

So what can be done to ensure that your hiring process is a good one? To be certain that you are doing everything possible to ensure a great selection is made but how can the process be sped up? By tightening your timelines without skipping a beat you can ensure the process is smooth, timely and effective. Improving your hiring process can not only save you time and money but it can increase your chances of hiring great talent promptly and effectively.

Effective Hiring Practices Will Save You Time and Money

In this candidate-driven market, make sure your hiring process is candidate friendly. Make sure you don’t create too many unnecessary constraints or steps to an offer. For example, an effective hiring process used by a well-known technology giant looks like this:
1.) Candidate applies – undergoes internal resume and/or email screening
2.) Interview – Initial phone screen by HR
3.) Onsite Interview- done by a panel of hiring authorities
4.) Offer
During this process, the candidate is kept informed at each stage of their status in a timely manner without being left to wonder what’s going on.

Another helpful option to improve your hiring process is to outsource all or part of your recruiting efforts. Choose an established professional that can clearly define and set up the steps needed in your hiring process according to your current needs and their expertise. Having a professional highlight where there may be flaws in your hiring process is a revenue saving move. They can assist with narrowing your needs and clearly defining them, ensuring that large candidate pools are properly sourced and utilize interviewing techniques to effectively deliver strong candidates to the company’s decision makers.

There has been a shift in the dynamics of hiring which allow job seekers the ability to move on to other opportunities once a delay occurs. By establishing an effective hiring process you can save time, money and avoid losing out on great talent which may pass on your company due to its lengthy hiring process.

How to Choose the Right Career-Dream Job or Dream Company?

You’ve probably had this idea at one point or another – finding your dream job would be the best solution for your career. Something that excites you, makes you feel accomplished, useful and allows you to be great at what you do. But should you be looking for a dream job, or a dream company?

There you are, just out of college, starting off your career and dreaming of the perfect job but seldom do you think of what the perfect company would look like. Landing a job with the perfect company for you could also result in landing the right opportunity to building a dream career. More often than not, that career may not even be the same as the dream job you thought you wanted when you started your search.

 

At one point you may have thought “I’ll give this job two or three years to see how things turn out”, perhaps you are thinking this at this exact moment. And why is this? Are you hoping that the job will turn into a career? More than likely you are. So what is the determining factor? The job or the company? Working for an “okay” company has as little chance of turning the job you applied for into a dream job as going into a Walmart hoping it will turn into a luxury shopping experience.

The reality is, you have no idea whether something will be your dream job or not until you’re working there. Until you’ve been working there for a while, in fact. As much as you think you might love doing that job for that company, it might turn out that your coworkers are horrible, or your boss is a nightmare, or the company makes you bring in a doctor’s note every time you have a cold, or your workload is so unreasonably high that you end up being stressed out and feeling completely unappreciated. As a result, you resign and start again. How can you avoid it next time?

Is there an ideal job? Your ideal job, that dream job that you are hoping turns into a career does exist — when it’s work you love to do, at a company that treats employees well. When you work for a great manager, who encourages and respects you, you feel valued. A company that values your work and respects your ideas and input becomes intrinsically rewarding.

So what’s a dream company? Well, it should be one that recognizes you as more than merely an employee, one that recognizes you are also a committed friend, family member, etc. A dream company supports your entire life, enabling you to do your best work.

All of the outcomes an employer would want — productivity, job satisfaction, lower stress levels, intent to stay with the organization — are more strongly associated with being at a dream company than being in a dream job,” says Dr. Lucy English, Managing Director of Institutional Research at Horizons Workforce Consulting in Watertown, Massachusetts.

So in addition to brainstorming what the perfect job might entail, think about what values and beliefs a company would need to have to align with yours. Does it care about your well-being; does it provide you with opportunities to learn and grow in your career; does it promote a work-life balance?

The main reason we suggest choosing the dream company over a dream job is that if you share the same values with the company you are applying for you’re more likely to understand what’s important, how are things done, and where the boundaries are. It goes without saying that if this is your preferred route make sure that you do your research before applying. Don’t limit yourself to looking at a company’s website – their social media channels will probably say more about what they stand for than any other form of communication.

When you are working with a dream company you love coming to work – it absorbs you, you relish each day, you are stimulated and feel good about life!