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      Tuesday, June 27, 2017

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SMBnow.com / SMB Human Resources

SMB Human Resources


SMB HR: LinkedIn isn't the best way to...

by John Reed

7% of candidates that come through referrals account for 40% of total hires

As a source of new, competent staff, employee referrals have no equal. There is no other source for candidates that generate the same ROI; in fact the 7% of candidates that come through referrals account for 40% of total hires.

New data show that employee referrals provide better candidates, higher retention rates and help companies hire faster.

Referrals are the number one source of high performing employees.

Applicants hired from a referral begin their position quicker than applicants found via job boards and career sites (after 29 days compared with 39 days via job boards and 55 via career sites).

Referral hires have higher retention rates – 46% of employee referrals stay for three years or more, compared to only 14% of those hired from job boards.

Challenges to employee referral programs

Recruiters and hiring managers realize how important and effective employee referrals are, and every large enterprise today has referral programs to stimulate their existing workforce to help identify quality candidates within their network. Companies use monetary incentives, in some cases several thousands of dollars, to get employees to refer candidates for critical open positions.

The HR question is: why do only 7% of all applications come through referrals? What is stopping employees from referring more candidates?

Recruiters declare that especially for senior roles, the peers that could make an introduction to the right candidates are usually senior managers or directors with a very busy schedule and little or no time for browsing through a company’s open positions and then identifying great candidates within their network.

The other problem is that sometimes even though a first attempt is made, employees forget to follow up, and the referral doesn’t go further.

Make referrals easy for your employees

The best way for recruiters to quickly identify great candidates through referrals would be to source talent within an employees’ network and identify candidates upfront. Once the passive candidate has been identified, the employee’s job is to simply make the introduction and let HR follow up with the talent. In order to implement and manage this process, recruiters have to:
1. Access employee’s network upfront
2. Leverage automated notification and customized messages
3. Track in real-time the status of referrals

Stalking passive candidates on LinkedIn is a least favorite activity for recruiters

If you are a recruiter you certainly know the pain of receiving hundreds of email requests from job seekers, and definitely don’t enjoy doing the same to candidates.

How can recruiters access employees’ networks and avoid LinkedIn stalking?

One option is 1-Page. 1-Page takes LinkedIn search out of the recruiting equation. The company creates customized company clouds with profiles of professionals connected to their employees. Leveraging the a large employee referral network (820+ million profiles) 1-Page allows recruiters to search candidates by job title, companies and location and see instantly those who match the criteria. The platform also identifies the employees that can make an introduction and enable HR to automate the referral process and follow up with candidates directly.

 

About 1-Page

1-Page provides a one-of-a-kind cloud-based human resources Software-as-a-Service platform, currently employed by leading global and US companies. The Enterprise Challenge-based Assessment and Engagement Platform is a patented, HR tool which enables companies to individually rank and prioritize candidates for employment positions based on their ability to solve real-time business challenges and achieve strategic objectives.

Ranked as one of the top 3 HR technologies in the US, 1-Page changes the dynamics of hiring: leveraging candidate’s solutions, sent in the format of one page job proposals, the platform applies new predictive data to rank the most suitable candidates for the interview.  By streamlining the recruiting process and identifying candidates while displaying the greatest desire and capability for the role, 1-Page greatly reduces talent acquisition costs and significantly increases employment retention rates for enterprises, especially those with large staffing requirements. More information about the company is available at: www.1-page.com.


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5 Tips To Keep Your SMB Teams Engaged ...

Get Rid Of Office Distractions

Avoid Seasonal Office Distraction
By Matt Pierce, Customer Engagement Manager, TechSmith

Conducting business during the year is fairly routine, right? Meetings, deliverables and day-to-day operations all make up the typical workplace environment. But the holidays are upon us, and at this time of year, it’s easy to push aside priorities for seasonal distractions like decorating or parties. Shopping on the clock is one of the main reasons for productivity loss during the holidays, with 53 percent of management-level employees surfing the web for gifts. However, business needs don’t halt because of holiday happenings so it’s vital to keep employees focused and engaged. Here are five ways to do just that:

1. Continue to make assignments meaningful. It’s easy to let work become something of a drag when there are other things around you that need to be accomplished; however, start by acknowledging to your staff that this is a hectic time and schedules are stretched. If the work hasn’t changed, reemphasize the goals and assert how each assignment influences the bigger picture. If this resonates, it can provide an added push employees need to continue to work hard and produce results.

2. Prepare coverage and give opportunities. Vacation days are the inevitable during this time of year. Small businesses are particularly susceptible to the challenges of time off.  If only a few employees know how to run a process, make sure backup is in place with a deep enough skillset. Use videos that are accessible on the fly as employees will need to quickly master something they don’t do frequently. This also provides a good chance to give new opportunities to different employees. 

3. Find time for 20 percent projects. Google is a huge advocate of allowing its staff to spend up to 20 percent of their time on projects of their choice. This approach has even found its way into classrooms as an engagement technique. You might say that 20 percent of employee’s time is not something your organization can afford. But perhaps you can provide a dedicated day or just an hour out of each day during the holiday season that employees can use for a project that ignites their passions. This may also be beneficial to the business as a whole. You can challenge teams to consider things like learning and development presentations, designing training aids, or uncovering new market opportunities.

4. Incorporate visuals and technology where possible. In reality, this should be part of any company strategy be it the bustling weeks between Thanksgiving and New Year’s or the height of summer. So drop the long lists of bullet points and make presentations that are less static and more energizing. This is especially true with training. Be it onboarding a new employee or cross-training an existing one, adding visuals can increase return and retention rates. Research suggests that when you utilize technology to combine visual messages with verbal communication you increase retention of information by 50 percent.

5. Celebrate and say thank you! So often business get stuck in the rigidity of a nine to five schedule. Allowing staff to celebrate the holidays can actually increase the amount of focused time they dedicate in the office. Have a Yankee Swap or an ugly sweater party, or let teams out an hour or two early. Employees will feel more inclined to do their best work and reach deliverables when they have something exciting to work towards.

There’s no denying of the number of distractions during the holiday season, for everyone from the executive suite to the junior employee. While we’re all longing for a bit of down time, business must go on, and go on successfully. Be prepared to shake up what’s routine, but don’t be the season’s Ebenezer Scrooge – all it takes is keeping employees engaged in business to ensure operations are both efficient and enjoyable this holiday season.

Matt Pierce is customer engagement manager at TechSmith Corp. He has directly managed its training and user assistance teams, and has also run its visual communication web show, The Forge, interviewing guests from around the world discussing the use of visuals, video, and technology in education, training, marketing and more. Teach him something @piercemr.


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SMB HR: Using Social Media in Hiring D...

Just a few years ago, social media sites weren't even considered as part of the process of screening job candidates. Today there are very few job-seekers without at least a Facebook profile. No matter what social media sites a job seeker is using, a Google search is all a recruiter needs to find them.

What you tweet may be used against you

Research initiated by Microsoft indicated that nearly 90 percent of United States hiring managers admitted that they reviewed Facebook, Linkedin, Twitter, Pinterest, Instagram,  or other social medial about job applicants.

Did you know? 75% report that that their companies have formal policies REQUIRING hiring managers to research applicants online.

84% of the hiring managers used what they found online in deciding to hire or not. In fact, 70% of  hiring managers from the study said they rejected candidates specifically based on what they found online about a job candidate.

As a result many job-seekers hide their Facebook pages according to Stephanie Goldberg, a technology reporter for CNN Tech. Her findings indicate that, "many students and recent graduates say they are changing their names on Facebook or tightening privacy settings to hide photos and wall posts from potential employers."

Is it appropriate for an employer to use Social Media in Hiring?

Seeing an applicant's Facebook postings/pictures may unfairly bias a hiring decision. People don't take pictures of people studying or doing school work, they take pictures of people at parties and doing silly things.

Sometimes there are too many Facebook pics to untag or delete. Unsuitable or inappropriate comments and photos from friends, customers, former coworkers do not necessarily demonstrate whether a candidate can do the job. In general it should not matter what someone does when not at work. That is unless the job happens to be in marketing and social media networking. Then you want to see how good they are at social media.

From the Microsoft study mentioned above, 44% of the general population think it is somewhat or very inappropriate, 40%  think it's ok or very ok for employers to check social cites. However of young people 18-24, 53% think it's ok or very ok.

Is it legal for an employer to use Social Media Sites in Hiring?

That depends where, when and which.

According to Karen Harned of NFIB, "Check your state law, a number of states have introduced and/or passed legislation that prohibits employers from looking at certain information on potential hires. In addition, some states have proposed legislation to prevent employers from requesting passwords to personal Internet accounts to get or keep a job."

Melanie Berkowitz, Esq., writing for Monster.com says, "Be Careful. Once you review a candidate’s online profile, a court will assume you are aware of that person’s protected characteristics.” By being aware of a person's race or religion for example, a hiring employer opens up the company to potential lawsuits brought about on the basis of that particular protected characteristic.

David Baffa of Seyfarth Shaw, LLP (an employment law firm) advises, "If you decide to use social media in your recruiting process, make sure you conduct the same searches at the same point in the process for every applicant." Additionally Mr. Baffa advises not to review social sites until after meeting a candidate face to face, “you are less likely to be accused of making snap selection decisions or of relying on protected characteristics evident from a social network profile.”

The NFIB recommends to avoid sites like Facebook, Instagram and Twitter. Instead use Linkedin and similar professional websites that are commonly used by recruiting/hiring managers. "Those sites are your safest bet."

About the Author

John Beagle is a SMB owner since 1987, who owns and manages 5 enterprises. Prior to that he was a employee headhunter and a district manager for a restaurant chain. During the last three decades he has interviewed and hired thousands of people for all sorts of technical and non technical jobs. His BBA degree is from Cleveland State University specializing in personnel management.  https://www.linkedin.com/in/johnbeagle


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