Category: Hiring

Make Candidates Love Your Company

 

With hundreds of thousands of jobs being added to the market each month, job candidates have more options to choose from than they have in years. Because of this, it is vital that you make candidates fall in love with your company during the job search and interview process. It is not just about having a strong corporate image; it is about the little things that you do as well. Here are three ways to make a candidate fall in love with your company: Continue reading “Make Candidates Love Your Company” →

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Bringing Temporary Employees In For a New Project

Has the New Year brought approval for new projects or do you have projects that are left over from the holidays? Now is the time to lay the ground work for success and that means ensuring you have the time, expertise and resources needed to pull them off. While you may have employees that you trust to work on the projects, there are several circumstances in which it makes sense to bring in project-based temporary employees to help. Continue reading “Bringing Temporary Employees In For a New Project” →

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What Motivates Professionals to Switch Jobs

 

A recent LinkedIn study showed that 72% of workers are either very satisfied or somewhat satisfied with their job. Only 14% said they were dissatisfied. However, the study also showed that a whopping 85% of workers were either open to a job change or currently looking for a change. If you are trying to recruit top talent you must know what will attract working professionals if you want access to the widest and most talented pool possible, And, if you are trying to hold onto your top performers you need to understand why they may be looking to move. Here are three of the top reasons current employees may consider a change.

They Are Looking for an Opportunity for Advancement

Passive candidates are typically looking for opportunities for advancement. If you are trying to retain your best employees make sure to give them a clear path for advancement so they know where they are going and how you will help them get there. If you are recruiting, be open to considering working professionals who have the skills but may not have the title yet.

They Want a Better Work/Life Balance

Many working professionals are thinking about switching to gain a better work/life balance. They still work hard and will achieve great things for their employers but they want a little more control over their schedules. Some positions do require strict hour keeping, but if you can offer flextime or some work-from home days, this is a tremendous boost that will keep your employees happy or instantly make your position more appealing to a large group of very productive working professionals.

They Want Better Compensation and Benefits

One of the top motivators for switching jobs is the need for better compensation and benefits. While it may not be surprising to learn that professional are looking for better pay, it is important to remember that benefits are important as well. Be sure to review job ads to see what your competitors are offering and check with a resource such as AppleOne’s SCALE salary guide for appropriate compensation for your positions.

It doesn’t matter if they are happy or not with the jobs they have, passive candidates may be spending at least some time looking for or talking about a move. It is important to identify why they may want to move in order to attract or keep the best employees.

 

 

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Attract the Best Candidates: Market Your Opportunity to Beat the Competition

Our clients have shared that a part of their plan to sustain during the recession had been to downsize. And that now they are working towards growth as a strategy. Because productivity is maxed out, they need to hire highly productive key talent. Unfortunately their competitors have the same plan to hire the same great person, which means that anyone who is good at what they do is getting hired quicker than ever before. Continue reading “Attract the Best Candidates: Market Your Opportunity to Beat the Competition” →

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Filtering for the Best: Interview Intelligence from AppleOne SCALE

The Interview Structure

It is hard to compare multiple candidates if they are not asked the same questions and you record their specific replies. Interviews also include other qualification indicators such as the questions they ask you, body language, and personality style.

To complicate the qualifying process, employers are competing for talent and have to market their job opportunity at the same time they are evaluating the candidate.Although the interview is just one step in a long hiring process, it is a critical step. One key to a successful interview is to follow the same format with all candidates. Continue reading “Filtering for the Best: Interview Intelligence from AppleOne SCALE” →

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SCALE 2015: Great Hiring Resources at Your Fingertips

Every year, AppleOne publishes your Standards for Compensation And Leadership Excellence (SCALE) guide. Certainly it contains salary information, and our clients appreciate guidance based on real-world salaries as opposed to other inflated sources. However, we have always sought to go beyond a simple salary guide to bring you a resource packed with actionable ideas and information to help you achieve your management, recruiting and workforce goals.

 

This year, the SCALE is packed with valuable resources for hiring in the complex new talent marketplace — a hiring toolkit and checklist, with a worksheet for helping you determine if the time is right to grow, calculating the cost of leaving a position vacant, and much more.

 

Increased competition over the talent pool means you need to work harder to attract and keep quality people, and SCALE 2015 shows you how. 

Click here to request your 2015 SCALE today!

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Which Placement Type Is Right For Your Needs?

When working with AppleOne, clients have a choice of placement types and often ask us which is best. Temporary, Temp-to-Hire and Direct Hire are all excellent ways to obtain the help your business needs to thrive, so there is no best placement type. It all comes down to the specifics of your situation. The matrix below details some common situations and your Account Executive would be happy to discuss your unique needs in greater detail.

CLIENT NEEDS   Temporary     Temp-to-Hire     Direct Hire  
You need coverage for vacations,
sick time or leaves of absence.		    
You need coverage for seasonal demand peaks.    
You have a project your staff does not have
time or skill to complete.		  
You need to cover critical tasks while
recruiting to replace a key position.		  
You do not have budget approval for
a new hire yet.		  
You want to mitigate risks associated with
workers comp, liability, unemployment and
employee taxes as long as possible.		  
You prefer to staff the position as quickly as
possible, and then adjust if the person does not
perform as expected.		    
You are ramping up a department and do not yet
know how many people you will ultimately need.		    
You prefer to take your time finding exactly the
right candidate from the start so you have more
guarantees and assurance they will work out.		    
You want to recruit from the largest possible
talent pool to get the best available candidate.		    
You do not want to risk losing a great employee
to a competitor.		    
Your top candidate is employed or likely
to be employed.		    
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How To Fill a Difficult Position

Hiring is challenging in today’s market. Unemployment recently fell to 5.9%, the lowest level since 2008. In today’s labor market, nearly half of all positions advertised online stay open 90 days or longer, and hiring managers have to review an average of 250 resumes for each ad. Is it any wonder then that employers have had to do a lot more than simply put out the help wanted sign and wait for the perfect candidate to walk through the door? Continue reading “How To Fill a Difficult Position” →

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Questions to Consider Before Extending a Job Offer

According to a study for Harvard Business Review at least 1 in 5 candidates rejects a job offer. Recruiting requires a large investment of time, so you need to be sure your efforts are focused on candidates who are most likely to join your company. In today’s post, we are going to be outlining things to do before you extend a job offer to help increase your recruiting efficiencies. Continue reading “Questions to Consider Before Extending a Job Offer” →

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Become a Phone Screening Interview Expert

Mastering a phone screen process can maximize your and your hiring team’s time, and avoid wasting the valuable time and effort of your applicants, thus improving your employer brand in the mind of the public.

A phone screen or pre-interview call gives your team a chance to reduce candidates from the in-person interview that may seem like a fit on paper, but may not be in real life. Continue reading “Become a Phone Screening Interview Expert” →

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