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Author: Joe Busald

Does Your Hiring Process Take Too Long?

Posted on by Joe Busald

In a recent poll, Indeed found that 48% of respondents said that waiting to hear back from employers is “highly frustrating.” Even worse, 55% of candidates will give up on the position if they don’t hear back from the company after two weeks of applying.  This begs the question; how long should it take you to follow up with candidates?

According to a report from Glassdoor Economic Research, the average hiring process in the US takes 23 days, just a bit over three weeks.   No one wants to make a bad hiring decision, so some of the reasons for the lengthy process may include:

  • Vetting employees internally before making commitments
  • Beginning the hiring process with a “wish list” of skills or experience instead of deciding upon the skills that are critical
  • Involving additional stakeholders in the interview process and looking for a consensus decision
  • Lack of technology to improve communication flow

According to Officevibe, the best candidates are off the market in 10 days!

How do you compete?

First, rethink your job descriptions.  Make sure that the requirements are reasonable and clearly defined.  Additionally, include information about your company culture and values.  Once you have a complete job profile, think about where it’s shared beyond just job sites.  Have you communicated it to employees asking for referrals? Have you shared with your social networks? If you aren’t confident how swiftly you can hire, reach out to a recruitment firm to help – it’s their job to find the best candidates as quickly as possible.

Next, manage expectations.  Not just the candidates’, but yours. Instead of searching for that unicorn, look at a candidate’s skills, as well as their potential.  Remember, if they are talented, they can be trained.

Keep communications going!  Don’t let A-level talent fall by the wayside because of your organization’s bad hiring process. Be sure to let the candidate know what to expect at the end of their interview. Follow through with your commitment to them, whether or not you have a decision to share. Modern technology can also aid in helping with engaging candidates via email and text.

Recruit year-round and keep filling your pipeline!  The good news is that with a shorter hiring process and engaging, positive candidate experience, you are building quite a nest of candidates to reach out to in the future.

Need some ideas to create on-point job profiles or technology recommendations?  Let’s talk!

 

 

How to Turn Employees into Brand Ambassadors

Posted on by Joe Busald

 

Creating employees as brand ambassadors is imperative to a business’ growth and hiring culture, as candidates trust employees 3x more than the employer to provide information on working at the company. Brand ambassadors share the good word of your company, turn reputation into reality, and help the organization grow through business and employee referrals. Think of brand ambassadors as a team of on-the-ground recruiters that use their first-hand knowledge to display your company’s values and employer brand.  So how do you build them?

It starts with a strong employer brand, which according to CareerArc, 75% of job seekers review before even applying for a job.  Brand ambassadors personify an employer brand in their social networks, evangelizing the culture and brand values across all their communications, both in-person and online.  To unify your employer brand and employees:

Share the company vision

When employees know the long-term goals and company WHY they feel more invested.   A culture that is fueled by a common mission motivates employees beyond the dollar.

Encourage company pride

Think about how a sports team wears the uniform and how the fans display those colors.  Simple acts of pride and tokens (think coffee mugs) can go a long way with employees.  Additionally, so can community days or giving back as a group.

Create a place where people love to work

Promote camaraderie at work.  Events like office or virtual happy hours encourage staff members to know one another on another level.  Small activities where people can build relationships aid in creating a place where people are happy to spend their days.

Provide an incentive

Reward employees who are brand ambassadors, after all, it is a voluntary position. Consider a referral reward program that offers bonuses for those who help recruit employees or simply highlighting an employee who displays the organization’s vision or values is a gesture that may incentivize others to act accordingly. When team members feel valued and appreciated, they’re more likely to spread the word about how much they enjoy their jobs.

The best brand ambassadors and often the most impactful, happen organically. They share their positive experiences because they truly believe in the company and its culture.  When employees turn into brand ambassadors, they become a powerful and essential aspect of your recruitment and hiring process.  Want more ideas to grow your employer brand and brand ambassadors? We’ve got them! Reach out today.

7 Steps to Determine if a Candidate is Right for your Culture

Posted on by Joe Busald

You’ve probably been there:

You interview a candidate.

On paper, he or she looks amazing.

Every box is checked, and he has the perfect profile.

You hire him…and he just doesn’t fit the culture!

What happened?

 

We’ve all read about culture fit vs culture add.  Both are important!  How do you strike a balance and know what to look for in the interviewing process?

  1. Make a list of the skills that are important to the role. These should go beyond technical skills, to include behaviors and talents.  Think about phases such as: business-driver, innovator, leader, agile, collaborator, etc.
  2. Make a list of the core values that need to be exhibited by every employee.
  3. Create a list of questions around these two lists and use this as your interview guide.
  4. Ask very specific questions around those 2 lists. You can conduct behavior based interviewing – but make it feel natural and conversational.
  5. Share the core values of the organization with the candidate and ask which of these stand out to them the most.  Ask for examples of how he or she exhibit these core values in the work environment.
  6. Most importantly, share your organization’s WHY.  Let the candidate know the following: What do you stand for? How are you different? Why do they want to work for an organization like yours? What type of people are successful and which aren’t as successful at your company.
  7. Lastly, build a connection with the candidate.  Ask them to share their WHY.  What motivates him? What frustrates him? What environment does she thrive in?

Utilizing the list above will ensure that you find someone that will not only reflect company values and ethics but will also have the talents and skills that will enhance the team. This person will fit into the culture well, but also add to the team and enhance the overall culture, delivering best of both worlds.

To learn more about interviewing best practices, and determining the right fit for your organization, schedule a 30 minute call today.

The Benefits of a Recruitment Partnership

Posted on by Joe Busald

Looking for a new recruitment strategy? Partnering with an outside expert can successfully transform your approach to talent acquisition and deliver measurable business results faster.

The benefits of engaging in a recruitment partnership are plentiful.  Here are just a few:

 Dedicated Recruitment Function and Expertise 

As the recruitment process has become more complex, often additional staff isn’t hired to take on the increased workload. You and your team may be responsible for handling hiring in addition to your other responsibilities.  By hiring a firm that specializes in talent acquisition, you get a helping hand and expertise. An expert recruitment firm will offer industry-specific knowledge of market trends, salary levels, and the skills required to be successful.

 Candidate Quality, Experience, and Retention

As companies are trying to do more, with less, often time constraints and lack of expertise across all stages of the recruitment process, lead to a decline in candidate quality, experience and ultimately retention. The right recruitment partner will create a customized strategy for your organization’s needs that can include everything from sourcing to engagement to onboarding and assisting with negotiations and employment agreements. By utilizing experts, recruitment partners are able to optimize the quality of candidates and the candidate journey.

Hiring Time

The time it takes to hire can be a huge challenge. Struggling to find the right talent and then onboarding new hires can impact an organization’s productivity and bottom line.  A dedicated talent firm can identify the process efficiencies and room for improvement, and help implement these changes swiftly, helping to reduce the time-to-hire.

 Recruitment Tools and Technology

Tools and technology for recruitment evolve very quickly and the choices can seem overwhelming. A company that specializes in only talent acquisition is equipped to keep up with the most current and relevant technologies; Not to mention, help integrate them seamlessly. Only a specialist can keep up with the latest and most relevant technologies for your business and integrate them seamlessly for your organization.

Finally, creating a recruitment partnership enables you to not only find the best talent but also receive support to maximize your business’s potential and help your organization grow.  Ultimately, this gives you a distinct competitive advantage.  A new recruitment strategy doesn’t have to be done alone.  Reach out and let’s talk about a partnership that is right for you.

WHY Matters: Do you know your organization’s WHY?

Posted on by Joe Busald

 

From Simon Sinek’s famous Ted Talk as to how great leaders inspire action to John Doer’s goal-setting Ted Talk, it’s apparent that truly transformational organizations are very clear on their purpose. When we have a clearly defined “why,” that is actively communicated to all, and embraced by leadership and employees, we feel more closely aligned with our purpose. 

And only then, can culture really thrive.

 

Perhaps a company’s WHY was never called-upon as much as it was amid the Coronavirus pandemic. An organization’s WHY can be simply stated as a reason for being, beyond profit. A recent study from Morning Consult shows that buying behavior, consumption preferences, and public opinion about brands shifted rapidly as the coronavirus crisis evolved. The data intelligence firm’s research suggested that for large companies to strengthen consumer affinity and loyalty, they should “put their purposes and values into practice.”

 

What can a clearly defined WHY do for your organization?

 

Create Employee Culture and Engagement

A common goal and purpose inspires employees to feel a part of something bigger. They take pride in their contribution and when they know what they are working toward, engagement increases.

 

Result in a More Productive Workforce

A purpose can set the compass in the right direction. Teams and Individuals know how their roles contribute to the whole. When they feel that they are an integral part of the vision, people feel more fulfilled. Research by Bain & Company concluded that if a satisfied employee’s productivity level is 100%, an engaged employee’s level is 144%. But the productivity of an employee that is truly inspired by the purpose of their employer is 225%

 

Aid Recruitment Efforts

Talent, and especially millennials, like to know a company’s bigger purpose. Jobseekers also evaluate an organization’s higher purpose and take into consideration how the company contributes to society and the community.

 

Retention Rates

When an employee feels that their work makes a difference and a connection to the bigger purpose, retention rates increase. This connection results in employees being twice as likely to stay with the company and for millennials, this number is even higher: they are five times more likely to stay according to a PwC study.

 

It may seem overwhelming, but there are dozens of ways to identify your organization’s WHY. From leadership brainstorming to fun activities that involve and inspire your workforce, identifying your company’s higher purpose matters. Need help starting? Reach out to us and we’ll help you to get the ball rolling.

How we’re making a big impact in the recruiting and consulting industry

Posted on by Joe Busald

TalentUnify was founded with one thing in mind: to make a big impact on the recruiting and consulting industry by providing a personable and genuine experience for clients and candidates.

Over the past 20-years, we’ve recruited and consulted for various organizations wanting to grow and expand. They turned to us to hire the best talent and help implement the latest HR initiatives at lightening-speed. Making things happen fast has always been essential to us, but so is taking the time to get to know people and organizations.

We’ve always led departments and projects with a customer-first mentality, meaning we ask a lot of questions to get to know the ins-and-outs. In the world of recruiting, this allows hiring leaders and candidates to think about what they want before we find it. People aren’t just dollars at the end of the day. They have goals and dreams, and we want to help them do what they love, not only do a job.

It’s this same customer-first mentality that ensures we understand an organization’s culture and mission, allowing us to create an experience that’s not only truly unique to their brand but also attracts and retains the most sought-after candidates. Ever think about what would Nike be without their “Just do it” mentality?

Bottom line: We’re your partner. We’re here to unify your business and talent goals with a personal touch. We care; we service; we execute.

How motivation can fix public systems

Posted on by Joe Busald

Over the past two weeks, I’ve talked to people who either started or are getting ready to start a new position. Given what’s happening in the world, you can only imagine how nervous they’re feeling! Will they even begin? Will this turn into a “last hired, first fired” scenario? There is a lot of uncertainty surrounding all of us already. Your first day of work shouldn’t top the list.

Take a minute to think about everything you anticipate happening during the first week of a new job. You met your team, tour the office, enjoy a welcome lunch, get to know your colleagues, and so much more. Now imagine none of that happening—no warm welcome; no desk to make your own, no introductions—nothing. Instead, you’re kicking off your first day by simply clicking the computer’s “on” button and left to navigate onboarding at your own pace.

As a leader, you need to make sure everyone can be successful remotely. Success doesn’t only mean being able to perform their job without skipping a bit but ensuring they feel confident in the company during this difficult time. The second part is especially true for new employees. Here are a few tips when onboarding a new employee remotely during this unique time.

  1. Create a weekly onboarding schedule and send it to them before they start so they know what to expect before logging in on day one. Factor in things like breaks, virtual face-to-face meetings, and a welcome “e-party” at the end of the day. As their boss, reassure them that you understand their home may be more chaotic than usual and that that’s O.K. and expected.
  2. Greet them bright and early on day one with coffee or breakfast—virtually, of course!
  3. Send a communication to their department (or the entire organization depending on its size), welcoming the newest team member, and sharing fun facts.
  4. Introduce the new hire to their virtual onboarding mentor.
  5. Create a virtual happy hour, welcoming them to their new team.
  6. Send fun swag to them! Everyone loves to get a surprise in the mail, so it might as well be from their new employer.
  7. Keep it fun with interactive activities like virtual scavenger hunts, happy hours, bingo, and silly photo contests.
  8. Follow up daily or send them a short note. Regular communication goes a long way, especially during the first few weeks. Check-in and see how they are doing. Ask questions such as:
    • What would be helpful?
    • How do you learn best?
    • How can I support you during this difficult time?
  9. Provide ongoing feedback.
  10. Be extra patient and show them you care.

Onboarding is about instilling a sense of belonging and engagement. It’s essential to create a sense of welcoming and belonging not only in “normal” times but also especially in times of uncertainty. These are just a few tips to get you started. What have you don’t that worked well?

Need additional help? Please feel free to reach out for a complimentary consulting service.

How motivation can fix public systems

Posted on by Joe Busald

Over the past two weeks, I’ve talked to people who either started or are getting ready to start a new position. Given what’s happening in the world, you can only imagine how nervous they’re feeling! Will they even begin? Will this turn into a “last hired, first fired” scenario? There is a lot of uncertainty surrounding all of us already. Your first day of work shouldn’t top the list.

Take a minute to think about everything you anticipate happening during the first week of a new job. You met your team, tour the office, enjoy a welcome lunch, get to know your colleagues, and so much more. Now imagine none of that happening—no warm welcome; no desk to make your own, no introductions—nothing. Instead, you’re kicking off your first day by simply clicking the computer’s “on” button and left to navigate onboarding at your own pace.

As a leader, you need to make sure everyone can be successful remotely. Success doesn’t only mean being able to perform their job without skipping a bit but ensuring they feel confident in the company during this difficult time. The second part is especially true for new employees. Here are a few tips when onboarding a new employee remotely during this unique time.

  1. Create a weekly onboarding schedule and send it to them before they start so they know what to expect before logging in on day one. Factor in things like breaks, virtual face-to-face meetings, and a welcome “e-party” at the end of the day. As their boss, reassure them that you understand their home may be more chaotic than usual and that that’s O.K. and expected.
  2. Greet them bright and early on day one with coffee or breakfast—virtually, of course!
  3. Send a communication to their department (or the entire organization depending on its size), welcoming the newest team member, and sharing fun facts.
  4. Introduce the new hire to their virtual onboarding mentor.
  5. Create a virtual happy hour, welcoming them to their new team.
  6. Send fun swag to them! Everyone loves to get a surprise in the mail, so it might as well be from their new employer.
  7. Keep it fun with interactive activities like virtual scavenger hunts, happy hours, bingo, and silly photo contests.
  8. Follow up daily or send them a short note. Regular communication goes a long way, especially during the first few weeks. Check-in and see how they are doing. Ask questions such as:
    • What would be helpful?
    • How do you learn best?
    • How can I support you during this difficult time?
  9. Provide ongoing feedback.
  10. Be extra patient and show them you care.

Onboarding is about instilling a sense of belonging and engagement. It’s essential to create a sense of welcoming and belonging not only in “normal” times but also especially in times of uncertainty. These are just a few tips to get you started. What have you don’t that worked well?

Need additional help? Please feel free to reach out for a complimentary consulting service.

How motivation can fix public systems

Posted on by Joe Busald

Over the past two weeks, I’ve talked to people who either started or are getting ready to start a new position. Given what’s happening in the world, you can only imagine how nervous they’re feeling! Will they even begin? Will this turn into a “last hired, first fired” scenario? There is a lot of uncertainty surrounding all of us already. Your first day of work shouldn’t top the list.

Take a minute to think about everything you anticipate happening during the first week of a new job. You met your team, tour the office, enjoy a welcome lunch, get to know your colleagues, and so much more. Now imagine none of that happening—no warm welcome; no desk to make your own, no introductions—nothing. Instead, you’re kicking off your first day by simply clicking the computer’s “on” button and left to navigate onboarding at your own pace.

As a leader, you need to make sure everyone can be successful remotely. Success doesn’t only mean being able to perform their job without skipping a bit but ensuring they feel confident in the company during this difficult time. The second part is especially true for new employees. Here are a few tips when onboarding a new employee remotely during this unique time.

  1. Create a weekly onboarding schedule and send it to them before they start so they know what to expect before logging in on day one. Factor in things like breaks, virtual face-to-face meetings, and a welcome “e-party” at the end of the day. As their boss, reassure them that you understand their home may be more chaotic than usual and that that’s O.K. and expected.
  2. Greet them bright and early on day one with coffee or breakfast—virtually, of course!
  3. Send a communication to their department (or the entire organization depending on its size), welcoming the newest team member, and sharing fun facts.
  4. Introduce the new hire to their virtual onboarding mentor.
  5. Create a virtual happy hour, welcoming them to their new team.
  6. Send fun swag to them! Everyone loves to get a surprise in the mail, so it might as well be from their new employer.
  7. Keep it fun with interactive activities like virtual scavenger hunts, happy hours, bingo, and silly photo contests.
  8. Follow up daily or send them a short note. Regular communication goes a long way, especially during the first few weeks. Check-in and see how they are doing. Ask questions such as:
    • What would be helpful?
    • How do you learn best?
    • How can I support you during this difficult time?
  9. Provide ongoing feedback.
  10. Be extra patient and show them you care.

Onboarding is about instilling a sense of belonging and engagement. It’s essential to create a sense of welcoming and belonging not only in “normal” times but also especially in times of uncertainty. These are just a few tips to get you started. What have you don’t that worked well?

Need additional help? Please feel free to reach out for a complimentary consulting service.

How motivation can fix public systems

Posted on by Joe Busald

Over the past two weeks, I’ve talked to people who either started or are getting ready to start a new position. Given what’s happening in the world, you can only imagine how nervous they’re feeling! Will they even begin? Will this turn into a “last hired, first fired” scenario? There is a lot of uncertainty surrounding all of us already. Your first day of work shouldn’t top the list.

Take a minute to think about everything you anticipate happening during the first week of a new job. You met your team, tour the office, enjoy a welcome lunch, get to know your colleagues, and so much more. Now imagine none of that happening—no warm welcome; no desk to make your own, no introductions—nothing. Instead, you’re kicking off your first day by simply clicking the computer’s “on” button and left to navigate onboarding at your own pace.

As a leader, you need to make sure everyone can be successful remotely. Success doesn’t only mean being able to perform their job without skipping a bit but ensuring they feel confident in the company during this difficult time. The second part is especially true for new employees. Here are a few tips when onboarding a new employee remotely during this unique time.

  1. Create a weekly onboarding schedule and send it to them before they start so they know what to expect before logging in on day one. Factor in things like breaks, virtual face-to-face meetings, and a welcome “e-party” at the end of the day. As their boss, reassure them that you understand their home may be more chaotic than usual and that that’s O.K. and expected.
  2. Greet them bright and early on day one with coffee or breakfast—virtually, of course!
  3. Send a communication to their department (or the entire organization depending on its size), welcoming the newest team member, and sharing fun facts.
  4. Introduce the new hire to their virtual onboarding mentor.
  5. Create a virtual happy hour, welcoming them to their new team.
  6. Send fun swag to them! Everyone loves to get a surprise in the mail, so it might as well be from their new employer.
  7. Keep it fun with interactive activities like virtual scavenger hunts, happy hours, bingo, and silly photo contests.
  8. Follow up daily or send them a short note. Regular communication goes a long way, especially during the first few weeks. Check-in and see how they are doing. Ask questions such as:
    • What would be helpful?
    • How do you learn best?
    • How can I support you during this difficult time?
  9. Provide ongoing feedback.
  10. Be extra patient and show them you care.

Onboarding is about instilling a sense of belonging and engagement. It’s essential to create a sense of welcoming and belonging not only in “normal” times but also especially in times of uncertainty. These are just a few tips to get you started. What have you don’t that worked well?

Need additional help? Please feel free to reach out for a complimentary consulting service.