Top Ten Practices to Improve your Job Response

Top Ten Practices to Improve your Job ResponseTop Ten Practices to Improve your Job ResponseTop Ten Practices to Improve your Job Response Recruiting Training CornerIn todays competitive recruiting market, your company needs access to quality resumes to recruit the right talent for the right job at the right time.Yet todays complex world allowsjob seekers to access information about your company from a wide variety of sources, such as your career site, job boards and social media platforms.The result can mean mora applies but elend necessarily from the right candidates. It also makes it difficult to track the sources that are driving the best return on your recruiting investment.The good news is that these challenges are relatively simple to overcome.The best practices below will help you attract the right candidates, reduce drop-off through the apply process and enable you to authenticate the most effective recruiting sources.1.Implement auto-source tagging. You can reduce the chan ces of collecting questionable candidate source data by adding an auto-source tag to the end of your job posting URL. Studies have shown that when provided with a list of job sources, only one out of six seekers will correctly self-identify the correct source. This inaccuracy of your source reporting can negatively impact your bottom line.Speak with your ATS provider about implementing auto-source tagging to eliminate the need for seekers to self-identify. Accurate sourcing of job response data is critical to improving candidate flow, enabling you to invest in the right sources to find the talent you need.2.Optimize your job title. Improve your job response by making koranvers job seekers can find your jobs. Seekers tend to use very simple and common search strings and keywords. Use specific and common titles with two or three descriptive keywords. You dont have to be an expert to optimize your job title. Do your research using free keyword research tools on the Web like the Google AdWords Keyword Planner.3.Create a compelling and engaging job description. Now that theyve viewed your job, help seekers understand WHY they want to work for you.Seekers have more choices today. Unemployment is inching down and more jobs are being created. Differentiate why your company and your position are BETTER than the next job in their search results.4.Include a call to action. Dont expect seekers to apply based on your job description alone create a sense of urgency. Use language that motivates the seeker to apply.5.Redirect seekers directly to the requisition in your ATS. Nothing is more frustrating than clicking on the apply button, only to have to start your search all over again. Reduce candidate drop-off by redirecting candidates directly to the requisition as opposed to your main career or job search page. Eliminate extra steps.6.Dont make seekers create a log-in before they can apply. Yes, you likely want the seekers email address early in the process, but once you h ave it, what do you do with it?Unless you are actively communicating with these seekers through a CRM, move the creation of a log-in to the end of the apply process. Make it easy for seekers to check on the status of their application enable them to create job agents for future opportunities.7.Evaluate your apply process. How many clicks does it take to complete your apply process from start to finish? How many questions must the applicant answer? If your process is long and cumbersome, the drop-off percentage will increase, including candidates who are the most qualified.Good talent is likely already employed, so if you make it difficult to apply, they will likely not complete the process.8.Eliminate barriers offer alternatives to apply. As you evaluate your apply flow, review the information that you are asking seekers to supply.Are you aware of the type of information you can legally ask candidates to provide? Beyond using a legal hiring process, many job seekers unwilling to sh are information early on in the process and will instead opt out. If information-gathering is a requirement for your job, be sure to explain why and give seekers the option to learn more.Some seekers want to learn more about a company before they apply. Or they may not meet your current job requirements. Dont lose out on these potential candidates. Provide them the opportunity to create a saved search or engage with you through a talent community, on your Facebook page or Twitter feed. Cultivating a talent pipeline should be part of your ongoing recruitment strategy.9.Make sure your career site is mobile friendly. According to Pew Internet, 56% of American adults have a smartphone. A recent Glassdoor survey indicates 68% of job seekers use their mobile device to search for jobs once a week or more.Job seekers expect mobile optimization and are likely to leave your site if its cumbersome and time-consuming to load content. Invest in technology that will take your recruiting efforts t o the next level and make it easier for seekers to engage with you, regardless of how they find you.10.Compare yourself against your competitors. Be aware of what your competitors are doing to recruit talent. Look at their career site, job listings, Facebook and Twitter pages and go through their apply process. From a seekers perspective, is it better or worse than yours?If you think of seekers as consumers of work, be sure your employee value proposition is clear, concise, and compelling. Make it easy for seekers to engage with you.While technology has created efficiencies in the hiring process, it also encourages high candidate drop-off and often provides imprecise source data. Be proactive in prioritizing and implementing these best practices.

4 Reasons You Have Not Received Feedback After an Interview

4 Reasons You Have Not Received Feedback After an Interview4 Reasons You Have Not Received Feedback After an InterviewIts been two weeks since that interview you nailed. Youve bitten your nails down to bedrngnishing with anxiety that only escalates with each phone call-less day. Its possible youve sent a follow-up email at this point. Now, you are additionally worried that you might have sounded desperate for doing that.You abflug thinking, I had it in the bag but then I sent that e-mail and now Ive ruined my chancesWell, whats really taking them so long to get back to you?Bad news doesnt always travel fastThe saying goes, Bad news travels fast. In the hiring process, the opposite is generally true. If a gruppe and its hiring manager both decide that they want you on their team, feedback after an interview is provided almost immediately to the recruiter. Usually, with a few exceptions, the recruiter wont sit on the decision for too long.Good news tends to travel faster than schwimmsc hwimmbad news in the world of talent acquisitionIf you havent heard back, the hard pill to swallow is Theres a good chance theyre going with another candidate and loathe the fact that they must deliver this bad news. Unfortunately, their lack of enthusiasm to crush your career dreams could prolong the feedback after an interview. These are all generalizations and there are several exceptions.Dont lose hope just yetHere are four reasons to restore your hopes and explain why you might not be receiving feedback after an interview1. Theres been a hold on the position.A candidate never sees what goes on in the background. Its typically not as simple as deciding, We need another person to help this team. Lets hire someone. DoneThere is a league of processes that go into opening and posting a job. Companies are usually given a headcount they cant exceed. Usually, theyre given restrictions on overhead costs.Sometimes a job is open and being sourced for, but then management decides to restru cture, reprioritize, or reallocate resources. This can altogether eliminate a job you were vying for, or perhaps put a hold on it.2. The team needs more time.On a less technical side, things couldve gotten really busy for the team you were hoping to join and they simply need to hold off on filling the role until things slow back down.The implication of hiring someone is that theyll need the time and flexibility to onboard and train the new hire. If theyre busy, they might collectively decide to press pause.While its not common some have waited months before being hired3. Youre swimming in a very competitive pool.A good problem for a recruiter to have is having too many great candidates While the hiring manager might be enthused by the prospects, this can also make a final decision harder for the team.Sometimes theyre split between two candidates and cant seem to tip the scales convincingly enough.If they dont feel the pressure to immediately backfill a position, they could be taking their time to really review and re-review the candidates resume, portfolio, and interview notes.4. The hiring manager just cant get enough.Every now and then, a candidate will fare well in their interview process and pass with flying colors. But for whatever reason, some hiring managers dont always want to immediately pull the trigger. They tell the recruiter something like, We liked him/her, but lets try to get a few more.While this can be frustrating for both the candidate and the recruiter, it can help the team affirm their initial impressions of you and they may come back with an offer.Unfortunately, it could also mean that they do find someone else they determine to be a better fit.Good news travels relatively fasterWhile good news generally travels faster in the hiring process, this isnt always the case. Its important to consider that a fast response time will mean different things for different companies and recruiters.Some companies might consistently get offers out within a few days while others will typically take one to two weeks to provide feedback after an interview. For a candidate dangling in suspense, one day alone could feel like an eternity, but it shouldnt be a cause for despair.If its been a week or two, theres nothing wrong with sending a follow-up email requesting an update. If youre not hearing back, it doesnt always mean its because its bad news, and an update could help ease some of that anxiety. For more reasons, check out these 7 possible reasons you did not receive interview feedback.Bad news isnt always bad newsIf it turns out that you eventually get some bad news, find solace knowing that theres something else out there for you. It can seem like the end of the world, but just remind yourself that its notThere are other opportunities out there for you that will take you where youre truly meant to be This is good news The journey to shaping your career is one requiring patience and effort. Be resilient and move on to the next oppor tunity.Always respond gracefully, because a no today can be a yes later. Those are the bridges you do not want to burn Learn how to ask for feedback after a rejection.

How to Groom Like a Successful Businesswoman

How to Groom Like a Successful geschftliches miteinanderwomanHow to Groom Like a Successful BusinesswomanDressing for success includes a lot mora than just choosing the right outfit. To complete your professional look, you must also consider accessories and personal grooming.How you present yourself to others can make or break a job interview, or even cost (or help foster) you a promotion at work. Dressing for Success and Employer Dress Codes Your appearance is your employers appearance.That is, how you present yourself at work is a direct reflection of your employer as well.If the environment is conservative, regardless of your flair for style, you may need to adapt your look to fit into a conservative corporate environment. You should always dress to impress clients, investors, and customers because a winning sales pitch is not enough to seal the deal. A womans professional appearance needs to support her professional accomplishments and not show off the wrong assets. One of th e simplest, yet best bits of advice regarding dressing for the workplace is probably the fruchtwein obvious know the dress codeof your employer If your business attire is distracting others (you want them to look you in the eye, not the chest bursting out of a too-tight shirt or daring neckline) because it is too sexy, drab, or colorful, your business contacts may focus on how you look, not on your business skills. Perfumes, Scents, and Odors in the Workplace Do not let the first impression you make about yourself be your personal scent preferences Avoid wearing perfume and heavily-scented products in all business settings. You might like them, but they have no place in a business environment. Scents can trigger asthma, overpower a room, and are often more offensive than pleasing to others.You probably already know that many business places are smoke-free, but some are also now going scent free.If you are not sure, ask your human resources representative if there are any unique requirements about the workplace dress code. And speaking of smoke-free environments, never smell like smoke (if you smoke in a car, your clothing will always pick up the odor) when going for a job interview.A strong smell may distract the person interviewing you from focusing on your skills if all they can think about is how you smell. How to Present Professional Looking Fingernails and Hands Women often use their hands to talk with, so they become a focal point. It is important to have hands and fingernails looking professional. You dont want them to look like you are heading out for a wild night on the town. Nails should be clean and trimmed or sculpted. Avoid wearing unusual or shocking nail colors. Nail art and nail jewels are not acceptable for business meetings. Hairstyling Tips for Business Women Style should be neat and conservative, and preferably off the face. With few exceptions, hair color should not be shocking or unusual (leave blue hair for Halloween). Hair s prays and gels that have a strong scent or odor should be avoided. Business Makeup Advice Keep it simple and appropriate for daytime. Wearing no makeup at all is almost as bad as wearing too much makeup. Appropriate Jewelry for Business Women Jewelry should not be noisy (no metal bangle bracelets), too large, or costume jewelry that is gaudy. Keep earrings small, simple, and above the earlobe. It is better to wear no jewelry at allthan to wear too much jewelry, but all business women should at least wear a nice, conservative wristwatch. Closing Thoughts Demonstrating that you care about your appearance communicates to the person you are meeting with that they are important to you. Paying attention to the details of your appearance sends a message to others that you will also pay close attention to business details, and the needs of your customers and clients.