WorkSearch: Fixing What’s Broken In Job Search
Have you ever looked for a job using the available online job boards? Have you ever been less than impressed by the results? How about the complete lack of results? We’ve been there. In fact, WorkSearch was created out of the sheer frustration that our CEO had with the way things in job search are conducted. After becoming thoroughly pissed at the system, he vowed to create a new one…and WorkSearch was born. Continue reading
How To Get The Most Out Of Your Job Search & Hiring Process:
Like so many things throughout our collective history, necessity (or frustration) spawns invention. The same is true of WorkSearch. Created out of sheer exasperation with the “go-to” Job Boards (you know who they are, you’ve probably been annoyed by them when you’ve had a job opening or while job searching), Kenny Berger, CEO of WorkSearch, decided that if there wasn’t a better way available, he was going to make one!
There are a couple of situations you can find yourself in when it comes to bringing in a potential employee from a different geographical location, or sending an existing employee to work within your organization, but at enough of a distance requiring relocation. If your company is experienced at such moving around, there are people to talk to about how to handle either. But the responsibility is yours, and you’ll want to consider both the pros and cons:
You will need to consider the cost of relocation assistance, in addition to possible travel costs, which can make it difficult to conduct interviews. Your company may be willing to provide relocation assistance to the right candidate, but if it’s not within your company’s budget, these expenses may be the candidate’s responsibility.
The hiring process can be stressful and length, and any employer knows that finding that perfect candidate can be problematic at times. To ensure things go smoothly next time you need to hire someone at your company, you’ll want to avoid some of the following common hiring mistakes:
Failing to communicate with strong candidates
Whether an applicant is following up after an application or after a job interview, it’s important to maintain contact with that candidate if they are still in the running. Unless they are no longer a possible contender, complete radio silence can send the wrong message that you’re no longer interested.
Taking too long to make an offer
You have begun reviewing resumes and decide to interview two. They are both available and you call one back for a second and final interview. It may have taken longer than you hoped, but you are feeling pretty good about your hiring process. Your selection has the right mix between skill sets, personality, temperament and work ethic; in short, you have a dream candidate.
If you’ve had difficulties finding the right candidate for a position you’re trying to fill, you’re certainly not alone. Although you might receive a lot of applications, finding that perfect candidate—even after you’ve gone through rounds of interviews—can be challenging.
Our complicated world
With the speed at which technology moves, things are changing minute by minute. High school, college and technical school curricula are not always up to speed, so to speak, with this fact. In order to pay attention to the left hand, sometimes the right hand does not know what the other is doing. This doesn’t make people bad, or ill intentioned.
Let’s say, for instance, a fabulous technician is your leading candidate. He or she is experienced, fits the job and you like the person’s attitude. So you hire this person only to find out that they are a poor written communicator. Should a company be expected to teach this person how to write? You have no cause for termination, just because you assume that the educators did their job and that didn’t happen.
It has taken longer than you hoped for, it has cost even more, but you are the happiest employer around. Your newest hire has been great. You are getting positive feedback, the employee is meeting your benchmarks, and all is well in your company’s world. The following are some signs that you have the right person for the role—and if you don’t, how to find that perfect candidate:
Beyond the performance review
Being happy doesn’t mean that the employee laughs a lot, dances in the lunchroom, or hums under his/her breath. That could happen, but there is a far more significant indicator and what is nice is that it can be documented for the benefit of the employee and for the department and the company overall.
One vehicle is the employee performance review, of course, where facts are tracked—for example, absences and related things. Benchmarks are either tracked as needed, and others are set. All things part of the role is noted.
Even the most cynical of managers does not like to terminate an employee, particularly when it appears that employee had no idea it was about to happen. If there are no signs that someone was “taking the hint” and looking for new employment, this is tough, but sometimes necessary.
You’re forced to downsize
If the company is downsizing, and it is being respectful of such issues as seniority, if applicable, at least there is a bit more impersonal reason to explain to the employee why he/she is being terminated. You can offer a letter of recommendation and, hopefully, the company will put together a good severance package. If insurance is not part of that package, you can take extra time to explain options, or, better yet, call in someone from HR on the spot to answer questions. Let him/her know if there are similar companies around or, in special cases, “people you know.” Stay within the guidelines of the company when doing this, however.
Finding the right person for the position you’re looking to fill can clearly be one of the biggest hurdles that any hiring manager faces. Just because
someone looks great on their resume doesn’t mean they are a perfect fit. Some other obstacles that employers typically face during the hiring process include:
Promoting from within vs. outside hire
One big hurdle you may face is whether to promote within or go with an outside hire. Your company’s policies must be followed to the letter. For example, companies typically post their jobs and support promotion from within, and you may need to start there.
Make sure any employee who comes forward is given a fair opportunity, so there are no problems when hiring goes outside, if needed
If you are looking to possibly promote within, it’s a good idea to also get started on an outside job search as well. This way, if an internal candidate doesn’t turn out to be a good match, you wouldn’t have wasted too much time if you have an outside job search underway.
It’s one of the things you feared most recently: You were laid off.
There are some who go into a job and know that a layoff is likely. There are seasonal layoffs and there are long-term layoffs. It used to be that despite a layoff, the more seniority you have, the more likely you are to be recalled. You had a pretty clear picture of what would happen and when.
With the proliferation of such things as right to work laws, union’s loss of collective bargaining abilities, dramatic insurance changes causing more expensive benefits for employers, and, quite frankly, a focus on hiring the least expensive employee as possible, rehiring has changed.
Business is volatile in that if you produce a product, contracts and trade agreements often supersede the needs of employees. Some sources just plain question whether there is the employer-employee loyalty that once was the norm.
In short, do not depend on that job coming back your way. If you’re laid off, it’s important to take the following steps: