A recent New York Times article outlined the top 10 rookie mistakes entrepreneurs are likely to make, such as believing that they have advertising sussed out and saving money on professional advice. Let’s take a look at some of the hiring mistakes startups usually make when it comes to building a team. How can these be avoided? Check out our list of additional hiring mistakes startups make (and how to fix them):
Are recruiters doing all they can in terms of candidate management or are they letting the best and the brightest slip away through the system? Even worse, are they damaging their own brands by failing to answer that email or pick up that phone call? According to a recent survey, 77 percent of those polled said that they did not hear back from a company after applying, which made these applicants think less of an organization that shows poor candidate management. Further, 90 percent reported that they would feel better if they would simply get back some sort of feedback Read more
Attracting the right employees for a company’s open positions can be a nightmare for the human resources department, without a talent acquisition strategy in place. Oftentimes, applicants are missing that crucial element that makes them remarkable, from their actual accomplishments to the right endorsements. Plus, hiring the wrong candidate can cost employers anywhere from $25,000-$50,000. That’s definitely not a trivial amount for an organization of any size and especially for startups and growing companies. There are some tactical measures, that go along with a company’s talent acquisition strategy, that can assist hiring managers to nab the brightest candidates, mainly by Read more
Facebook — the largest social networking platform — went public a few weeks ago, and not everyone may have been able to “like” how the market reacted. Regardless of where the stock price is, there’s no question that Facebook has been a pioneer in bringing change (good and bad) in regards to how people communicate with each other, from its initial beginnings in a Harvard dorm room to the major makeover known as Timeline. The recent uproar regarding Facebook’s IPO may be shifting attention to a debate around the value of the stock. The reality is that Facebook is a Read more
In addition to mass layoffs and a high unemployment rate, another undesirable and somewhat lasting outcome that can be associated with the recent US recession has been a practice by some recruiters and HR departments to refuse hiring the long-term unemployed. It’s a paradox that has frustrated job seekers, riled up legislators and serves only to impede the recovery of a struggling market. It’s aptly named “unemployment bias” and, unfortunately, is not recognized as a protected class, like race, age, or gender.
In between the growing numbers of Generation Y (Gen Y or Millennials) professionals entering the workforce post graduation and the Baby Boomers who want to remain working longer than their predecessors, you will find Generation X. Roughly between the ages of 32 and 52, Gen X-ers are currently the smallest working population – yet, they are resilient and often forgotten when recruiting efforts arise. Companies see the value of the tech savvy Millennials and the work ethic of the Baby Boomers, but what do Gen X-ers bring to the workplace? Traits of Gen X Self-reliant and like minimal supervision – Read more
Finding talent is only half the battle in recruitment. The next, and arguably most difficult, challenge that faces startups of any industry or size is hiring the best candidate for the job. Many companies have their own formulas and practices for narrowing down and finally making an offer to their newest hire. One company whose hiring practices are widely known for their lengthy and intensive strategies is Google. According to this infographic, the tech giant receives up to one million resumes annually, and as a result, only hires 0.1% to 0.4% of candidates who go through their hiring program.
Profits, funding, structure, marketing, expansion…these are perhaps some of the most sought after elements of business success that most C-level executives crave and typically tend to focus on…and it makes sense. Where does employee engagement and empowerment fit? One of the most critical ingredients is perhaps also the most overlooked and underestimated need – hiring the right talent for the organization and building a great team to start with. Employee engagement and an empowered workforce can boost your recruiting efforts.
Since the first articles were recently published on the questionable practice used by some recruiters and employers demanding Facebook sign-in credentials from job-seekers, or asking to be added as a “friend”, similar reports have surfaced from Canada and the UK. This all started when job-seeking candidates in the US complained that they were asked during interviews to provide login details for their Facebook account or log into their Facebook accounts on a company computer, so recruiters can comb through their accounts later.
A few weeks ago, we introduced our calendar feature which enabled our customers to create and schedule recruitment-related activities, such as candidate interviews. Today, I’m happy to announce our new sub-events feature. The sub-events feature enables you to create multiple events – or what we call ‘sub-events’ – for the same candidate in one go. Say you have a candidate who is needs to be interviewed separately by three people at different times. Previously, this would have required a recruiter or HR staff member to create three separate events for each interview slot, and there is no way of grouping Read more
