How to Be a More Engaged Employee

The struggle is real, folks. Employee engagement is on the decline, and it’s something every employer — and employee — needs to take seriously. According to Office Vibe’s Global & Real-Time State of Employee Engagement:

The statistics don’t lie: many employees are not engaged. But it’s not just on employers — I firmly believe that employee engagement is a two-way street.

Employers should be engaging with their employees to build meaningful relationships — at my company, we send out bi-weekly pulse surveys to gain regular feedback from our employees — but employees should also show some initiative to become a more engaged employee. Because odds are, becoming engaged will make your day-to-day life at the office a whole lot more enjoyable. It might even boost your work performance!

Having personally read through hundreds of comments submitted by employees, I’ve found myself providing some of the same tips and advice over and over again.

Below are my suggestions on how to become a more engaged employee.

Provide Feedback

How is a company supposed to fix a problem they aren’t aware exists? If your company is investing in surveys and feedback tools, the least you can do is engage and provide your thoughts and feedback. And if your organization does not have these tools, request them!

Transparency is expected in most organizations today. Let your employer know you don’t understand a certain policy or don’t agree with something. If you have a great suggestion, then share it! It doesn’t necessarily mean your new idea will be implemented, but at least you can have your voice heard and be a trusted source of feedback for your employer.

If you don’t speak up now, it’s hard to complain later. Just remember, feedback is nothing without honesty —  that’s what your employer is asking for!

Ask Questions

Question your employer. Not in a rude or “gotcha” fashion, but ask tough questions. I’ve found that when an employee asks a question, and I can provide context as to why a decision was made, it benefits all parties involved. Not only do you get your answers, but you show your employer that you’re invested in the company.

Set-up a regular meeting cadence with your manager — you can ask questions, talk about your performance and set career goals. These meetings don’t have to be long, but dedicating time from you and your manager’s calendar shows how important this meeting is to your success.

Become an Ambassador

You hear a lot today about employer branding (defined as a company’s ability to differentiate and promote its identity to a defined group of candidates that they’re interested in hiring). HR writer, speaker and advisor William Tincupsimply states employer branding is “your unique scent.”

There’s no one better to help share your company’s message than you — an employee of the company. Studies show time and time again that employees are viewed as more trustworthy than CEOs and/or marketing departments, and recommendations from friends and family always rank near the top with respect to trusted referral sources.

When your employer publishes a great blog post, share it with your network. At the next company event, take some fun photos and post them using the company’s branded hashtag. Being an employment brand ambassador will show employers you care about the company, and not just yourself.

Give Back

To give is better than to receive. Whether you’re talking about presents or philanthropy, this statement always rings true. Many companies are fully on board with social responsibility and giving back to the communities where their employees live, work and play.

If your organization sponsors and/or volunteers at these events, do yourself a favor and be present. Sometimes these charitable events are after hours or are on the weekends and not necessarily convenient. However, your attendance will not only impress your employer, but more often than not, will also enrich your life in more ways than one.

No one person, or even team, is responsible for employee engagement. Every employee at an organization adds to or takes away from the company culture. We spend a tremendous portion of our waking hours at work — why not be engaged while you’re there?

Why Some People Get All The Good Job Offers

When working with job seekers, I often hear something like this, “I want to be more like my friend, ___. He’s always getting contacted about good job opportunities. His career has been one great position after another.” Then, they sigh and talk about how easy the person makes it look. Finally, they start to discount the person’s success with statements like, “He got a lucky break when he worked at ___.” Or, “He’s kind of intense when it comes to networking.” They say anything they can to make themselves feel better.

You can imagine their surprise when I say,

“Your friend isn’t lucky. He’s figured out the two most important activities needed to be in control of your career.”

We’ve all heard the saying, “Luck is where preparation meets opportunity.” It’s true, but most people don’t know how to translate that to actionable advice for their career. Until now…

If American Idol host, Ryan Seacrest can do it, so can you!

A great example of someone who has figured the two steps to a killer career strategy, is Ryan Seacrest. He has six jobs right now. He’s mastered the process I’m about to share with you. It’s not rocket science or brain surgery. All it takes is this:

Step 1: Know what your workplace personas are. Companies hire people who can solve problems and alleviate pains. After all, it’s costing them an average of 130-140% of your annual salary to employ you. Your workplace personas are how you like to create value for an employer. It’s the way in which you excel at saving and/or making them money – enough money to justify the cost of employing you. There are eight key personas in the workplace. All of us dominate in 2-3 of them. When we know our workplace personas, we can choose opportunities that leverage them. This is how people build successful track records. They use the skills they most enjoy to do the job. A total win-win.

Step 2: Consistently educate people about your workplace personas. Once you know your workplace personas and start to build a successful track record with them, the next step is to learn how to share your success with others in a way that doesn’t sound like bragging. Smart professionals know this is done via strategic networking. When you have meaningful conversations with people about problems you love to solve for your employer and discuss how you do it, you’re organically marketing your skills and abilities. The more you do this (i.e. answer questions for people, offer free advice and assistance, share how your company overcame similar challenges with your help, etc.), the stronger your professional reputation becomes. At which point, when people hear about jobs that are open and problems employers need solved, their interactions with you come to mind – and the phone calls and emails start coming in with those coveted job opportunities.

Want the best jobs? Act like a business-of-one.

The most successful small businesses build their reputations and market their services. They’re known for delivering results, which leads to an increase in referrals. You’re a business-of-one, which is the smallest type of small business. That means, you have to be even more vigilant about building your reputation and marketing your services – or suffer the consequences. Gone are the days where you could just keep your head down, do a good job, and stay with a company for 30 years. Today, you need to always be growing your skills AND letting people know about your growth. Otherwise, you will find yourself at the mercy of the job market.

Stop envying your peers and start doing what it takes to be the in-demand professional you long to be known as. Especially, now that you know how to prepare so opportunity can find you!

Source: http://bit.ly/2kv1N3N

WHAT RECRUITERS THINK WHEN JOB SEEKERS ARE UNSUCCESSFUL?

Recruiters may seem intimidating, but they genuinely want the best for both candidates and the company. Good recruiters want you to have the best experience possible during the application and interview process–but even though they want the best for you, there are some things that they just can’t share.

Salary bands, candidate competition, internal HR tactics –let’s just call them trade secrets. They are the confidential information that, unfortunately, recruiters cannot divulge.

To get to the truth, we reached out to Omer Molad, CEO/founder of Vervoe, a recruiting company that replaces face-to-face interviews with online simulations for small- and medium-sized businesses. Molad built his business on the premise HR hiring is painful, and he has unique insight into the frustrations and insights of recruiters.

Here are a few of the secrets that Molad says recruiters won’t tell you, but really want to.

1. “We Could Have Gone Higher If You Had Negotiated”

Salary negotiations are like a game of poker–both job seekers and recruiters are trying to maintain control and win the hand. “Very few (if any) recruiters will be so bold as to say, ‘We took advantage of you and we don’t value you highly,’” says Molad. In fact, there is often a salary band or range that recruiters have for each role. Their initial salary offer is very rarely at the top of their salary band, so base pay–as well as benefits like vacation days, work hours, etc.–can usually be negotiated.

Glassdoor’s chief reputation officer, Dawn Lyon, says, “An offer is an offer, and very few employers expect you to take the first one out of the gate. So come to the table expecting to negotiate. Don’t just ask for more, but do so intelligently, with real numbers to support your argument. Use your research to put together a case for more base salary or a signing bonus, because if you don’t ask, you most definitely won’t get it.”

2. “Don’t Go Overboard With Buzzwords, We Can Tell”

It’s smart to include keywords in your resume and to come off as knowledgeable about your particular industry. However, “Don’t try to look smarter than you really are,” says Molad unabashedly. Authenticity is key. Recruiters and employers want your personality to shine–not your ability to throw out words and phrases like “synergy,” “move the needle,” “ROI,”feed the funnel,” etc.

“It’s not about specific questions or answers that stand out, but rather the candidates who display a great deal of passion about what they do that really stand above the rest,” says employer Academy Sports + Outdoors.

3. “You Never Had A Chance After That Bad First Impression”

Your mother was right: First impressions are everything. And according to Molad, few recruiters can get past a bad first impression. Unreturned phone calls, poor manners, and clumsy interviews will all hurt your chances of moving on to the next round. Hiring managers and recruiters will bite their tongues, fighting back the desire to say, “We just don’t like you,” says Molad. However, take it from us: You must really dazzle if you’d like to make up for a rocky first impression.

“Interviewers often care more about the likability of entry-level candidates than whether or not they’re actually qualified for the job,” says career coach Peter Yang. “This is because the person interviewing you will often also be your future boss and mentor, so it makes perfect sense that they would want to hire someone whom they personally like and want to work with. A strong interview performance means establishing a strong connection with your interviewer. Try to show off your personality instead of just answering questions robotically. You can even get a bit personal if you’d like to.”

4. “Your References Were Not Very Flattering”

If a recruiter or hiring manager had doubts about you, they won’t let you know if unflattering references just confirmed their doubts, Molad says. “Your references should talk about your strengths in specific situations– not just basic information,” adds HR expert Jordan Perez. “[References] should be ready to provide examples of actual projects where you exceeded expectations. Your reference should easily cite one or two situations that highlight your strengths.”

“Bad references can ruin your candidacy as much as good ones can strengthen it,” says Sam Keefe, digital marketing manager at AVID Technical Resources. Her advice to ensure that only the good shines through? “Give only references who will say positive things about you. Work hard to build good working relationships with coworkers and bosses.”

5. “I Back-Channeled You, And Found Out The Truth”

Backdoor references, or back-channeling, is one of the sneaky ways hiring managers and recruiters gather more information about you–it refers to when employers reach out to mutual connections in order to get their honest opinion of you. “This phenomenon is even more prevalent in the last five years or so because of LinkedIn’s growing popularity,” says Keefe. “Even if you choose not to give anybody there as a reference, backdoor references can reveal the skeletons in your closet. Backdoor references can be especially common when you’re looking for a job in sectors like tech.”

6. “We Already Gave The Job To an In-House Employee”

Unfortunately, it’s perfectly legal to advertise a job that is almost certain to be filled by an insider. In fact, some research has shown that internal hires generally perform better than external ones. However, “phantom jobs” can be downright annoying when you’re looking for a new position. Even though federal labor rules don’t require employers to post openings, many HR departments require roles to be listed on a job board for some period of time to ensure a fair hiring process. Therefore, Molad says, don’t expect recruiters to come right out and say, “It was a beauty parade to show management we ran a process, but it was a sham and you were never really considered.”

Source: http://bit.ly/2xDv6a2

Competition Or Collaboration: Which Will Help Your Team Produce The Best Results?

It’s a question C-suite executives are asking with more frequency — perhaps because reported rivalries among White House staffers have them wondering about the most effective approach for their own leadership teams. Does encouraging rivalry result in everyone bringing their A-game?

When the executives I work with ask me this question, I answer by sharing a story from my own personal experience.

At one point in my career, I worked for an organization where the CEO created intense competition among the leadership team. He even hired two people to do the same job and didn’t tell them. His intention was to decide which one was best and to fire the other.

Did the tactic work?

Hardly. Instead it created a culture of back stabbing, in-fighting and resource hoarding. No one on the leadership team trusted each other. I watched talented people walk out the door, and then I did the same.

If you want to create a culture that will produce breakthrough results, collaboration trumps competition by a long shot. You want people to understand what their individual strengths are so they can pool those strengths and move toward a common vision.

Once collaboration is in place, people are much more trusting of each other, more willing to stretch themselves and more likely to create amazing results.

The opposite happens when competition starts showing up. People hoard systems, information and support staff. They’re less likely to share all kinds of resources — physical and intellectual. Those who see solutions for problems don’t share them until they can be sure they’ll get the credit. It’s impossible to get to the best ideas when people refuse to share and work through thinking together.

When competition is in play, people don’t trust each other enough to authentically create stretch goals that will enable everyone to grow beyond where they are now.

If you sincerely want a group of people to be high-performing together, you don’t want to create a culture of internal competition within the team.

That being said, I have seen other organizations who use healthy competition between teams to produce cutting-edge ideas. In these cases, two or three teams were charged with doing the exact same thing. They knew the other teams existed, but these teams didn’t share resources (budget, people or ideas) across the groups. Each team wanted to get to the end result on its own to be the winner.

This kind of competition between teams can create an intensity that generates powerful results for an organization. When you do this, you need to be transparent, and you want to clearly establish that they’re all working toward the same goal that will ultimately benefit the whole company and everyone in it. It’s also a good idea to let people know ahead of time that those teams will be shuffled up into new groups when the competition is over and then everyone will be expected to share best practices with each other.

Ultimately, you want to create a workplace culture where people freely share information, opinions and perspectives. The best way to achieve that is through building trust and emphasizing collaboration, not competition.

Source: http://bit.ly/2x1ASPH

‘Blind Hiring’ Slowly Gaining Ground In India

 

To avoid biases related to region and gender, among others, organisations are now plumping for a ‘blind hiring’ strategy – where the focus is on recruiting a candidate with the right skill set – say industry experts. Blind hiring is a process of recruitment where the premium is on skills and abilities rather than on soft skills, culture-fit and factors like region and gender. “This method is slowly gaining ground in India, especially when a number of vacancies are to be filled and the role is at the entry level,” CIEL HR Services CEO Aditya Narayan Mishra told news agency Press Trust of India here.

However, he said mid to senior roles call for a good assessment of culture fit and the applicants want face to face interactions with their potential boss.

“Given the impact a mid-level or a senior role produces in an organisation, it is important that the best get hired and the offered candidate has a realistic preview of the job. Hence, blind hiring is not practised for these roles yet,” he added.

Making a similar point, TeamLease Services vice-president-recruitment services Ajay Shah opined that blind hiring will lead to impartial selection, personal bias removal, gender parity, workplace diversity and development of a skill-based meritocratic organisation.

“Corporate India is already seeing dearth in employable talent and this may also be due to its conventional methods and expectations. Adoption of this method will definitely bring in a different perspective and will increase the scope of talent pool in India,” he explained.

However, he said, as firms in India have been using conventional recruitment or interviews for years, this radical change on hiring will have its own challenges and a large workforce might make it more time-consuming and bulky.

Michael Page India director Anshul Lodha said this concept will work well for large business houses in India, large financial services companies and any organisation that is looking to hire mid-level employees in a large capacity.

“Speaking from experience, blind hiring is suitable for candidates who are applying for mid- to senior-level jobs as opposed to entry-level ones. For instance, in cases of campus recruitment, it is essential to take into consideration the educational background of the candidate to understand and gauge their level of exposure,” he added.

According to GlobalHunt managing director Sunil Goel, this has usually been followed partially where company do contract hiring for skilled workforce to complete task with specific skills.

“This trend will be more evident in technology and new age businesses targeting those segments who do not want long term commitment with the firm,” he added.

Source: http://bit.ly/2xV9Zfw

5 Things IT Pros Should Consider Before The Job search

Hunting for the next job can be tricky for experienced IT professionals. It includes preparing for the interview, updating your resume and finding a right employer.

When you are planning for the job switch, one of the most important that you can check is, do you have the right skills to land your dream job. The lure of the perfect job at a fantastic company is too difficult to ignore. The job transformation may seem overwhelming but, this shift can have a major impact on tech- related jobs.

We have listed 5 things that you need to know before starting your job hunt:

1. Telecommuting vs Desk Job:

The growing trend in IT is the telecommuting. With vast number of collaboration tools, it has become possible for the technical teams to collaborate and work remotely. There are tools to share voice, video, chat and even your monitor screen. However, some employers are discovering that telecommuting is not the best fit for its needs. You must know if the perspective company allows telecommuting or not. If your not having a  desk job, you can probably expect the same in the next company as well.

2. Certifications Matter:

IT certifications are the best way to prove your experience in the specific field. While there is no guarantee that it equated your technical practical skills, it atleast proves that you have a deep interest in this specific field of IT. Many recruiters that dont come from the technical background look for well known certifications to help them assess the right skills for the job.

3. Contract vs direct hire:

Considering the growth dynamics of IT industry, companies are preferring contract positions over direct hire. The direct hire can provide comfort and ease of mind but contract opportunities  and on other hand can offer flexibility. There is an opportunity of making more money than regular full time positions. If your skilled for what you can do, contacts can be extended for years and can also be converted into full time roles.

4. Demand:

You must check what IT skills are in demand.  For over 2 years, big data, devOps roles are leading. While demand for traditional system administrator is declining, there is a chance of these professionals to learn skills in DevOps. You need to constantly check these trends and train yourself for relevant positions.

5. Startup vs Established organizations:

A startup can be an ideal place for some to work. The potential to learn from the latest technologies is best in startup. Many job seekers are attracted towards fast paced “work hard, play hard” culture. Having said that, if startups stays for long enough, they will start tighting policies  to streamline the future growth . However, startups never stay for so long. Well established companies can offer you comfort of work, structured environment and work culture.

Source: http://bit.ly/2vdtX7X

13 Most Common Hiring Process Bottlenecks And How To Correct Them !!

Organizations across any industry are faced with bottlenecks in the talent acquisition process, often resulting in lost productivity and business opportunity as the search for the perfect candidate doesn’t always bear fruit.

Quite surprisingly, many of the obstacles to hiring the best talent in a timely manner are caused by the often strained relationship between hiring managers and recruiters. Even though focused on the same goal, their relationships are typically marked by miscommunication and the inability to work closely together, leading to major obstacles in the hiring process. In fact, up to 77% of hiring managers think recruiters are not screening candidates properly, while 51% of recruiters believe hiring managers do not adequately communicate what they are looking for in a candidate, according to a survey of 600 recruiters and 375 hiring managers by talent acquisition software provider iCIMS Hire Expectations Institute
Whether it’s miscommunication among those involved in the hiring process, inadequate candidates or a poor compensation strategy, there are several causes for bottlenecks in the talent sourcing process. Below, 13 members of Forbes Human Resources Council discuss some of the most common roadblocks and how to overcome them.

 Hiring managers often want, or think they need the perfect candidate. These “unicorns,” as they’re more recently known, are rare or not what they seem at first blush. The hunt for this mythical candidate can be a bottleneck. Companies need to identify and agree upon the must-haves and the nice-to-haves for a smoother process. And who knows? You might find a unicorn in the making.

1. Being Unprepared For Talent

Being unprepared is a common bottleneck that occurs in the talent acquisition process. Typically, when an organization finds top talent, they are not prepared to hire immediately due to an undefined process and no sense of urgency. This can be avoided by planning out the acquisition process with hiring managers and informing the candidates of timelines.

2. Indecisive Or Overly Critical Hiring Managers

A top bottleneck would be a hiring manager who is indecisive or worse, too critical. HR must become a true business partner to correct these holdups. If they are indecisive, give them confidence in the process and help them through the weeds to identify top talent. If they are too critical, be frank about the loss of time and productivity that comes with searching for a purple unicorn candidate that doesn’t exist. 

3. Candidates Turning Down The Job

Often a company will get to the end of a recruiting process and offer a candidate a job, only to find that the candidate has turned down the position. A good recruiter is deliberate about making sure there are no surprises at the end of the process and that the response is always yes. Asking questions, setting up that conversation early and responding to the hesitation is key.

Hiring managers often want, or think they need the perfect candidate. These “unicorns,” as they’re more recently known, are rare or not what they seem at first blush. The hunt for this mythical candidate can be a bottleneck. Companies need to identify and agree upon the must-haves and the nice-to-haves for a smoother process. And who knows? You might find a unicorn in the making. 

4. The Unicorn Hunt

Hiring managers often want, or think they need the perfect candidate. These “unicorns,” as they’re more recently known, are rare or not what they seem at first blush. The hunt for this mythical candidate can be a bottleneck. Companies need to identify and agree upon the must-haves and the nice-to-haves for a smoother process. And who knows? You might find a unicorn in the making.

5. Misdirection

Misdirection. Yes, I wrote misdirection, not miscommunication. Talent acquisition impacts the company culture and employees. Sometimes, it is office politics in play which create a “hurry up and wait” wheel. Ask the CEO/COO how and why the position is achieving strategic and business objectives. Once clarified, office politics are negated. Hence, you will have a solid recruitment process.

6. The Infamous Flood Of Applicants

Unqualified applicants bog recruiters down, especially if you’re handling a significant requisition load. As part of an intake process with the hiring manager, get super-clear about what they need. Ensure these requirements are explicit on the posting, and use applicant tracking system knock-out questions against these. This will improve your candidate quality, allowing you to spend less time dispositioning. 

7. Reference Checks

Waiting for responses from a candidate’s references can cause a frustrating bottleneck in the interview process. Avoid the wait by giving references multiple ways to contact you with their response. Inform them that it is okay to email you or leave a voicemail if you are not available. In addition, ask the candidate to follow up with any references you have not heard back from with 24 hours. 

8. Disconnect Between Job Description And Job Duties

Job descriptions tell why a job exists and the duties to accomplish the why. The actual duties performed may have changed over time and the job description has not been updated. A bottleneck occurs when recruitment is done before validating the job description. Solution: Before recruiting, meet with the hiring manager and the current employee to clarify what the duties are and the KSAs (knowledge, skills, abilities) needed.

9. Too Many People Involved

A typical bottleneck that often occurs falls in the interview process. Too many people involved in a process can delay the process and cause the candidate to build reservations. Make your process as simple as possible. Identify the key folks that should be involved and be clear with your candidate upon first contact. You will gain trust once you are clear and set realistic expectations. 

10. Perceived Bottlenecks

Sometimes it’s just a matter of perception. Even the most efficient process will be perceived as “taking forever” if the business wants the position filled with the best candidate and in one day. To help alleviate this, do as much pre-work as possible BEFORE the position is officially open. Get the job description, market data, interview team, etc. ahead of time. Communicate early, then go! 

11. Focusing Too Much On The Paper In Front Of You

Many hiring managers and recruiters spend far too much time reviewing a potential candidate’s resume. Oftentimes, they screen out potentially great employees because candidates don’t fit a certain description or don’t have certain experience. Sometimes your best performers are those right out of school or new to the industry. An open mind is key to identifying and hiring a stellar workforce. 

12. Rigid Compensation Strategy

Inflexible salary bands may limit access to strong candidates. Slow approval process may lose a candidate to another firm. To minimize, manage compensation data before and during process. Set market expectation for skills requested. Besides salary reports, talk to recruiters on current salaries and collect data from every applicant. Before the final selection, start compensation ROI conversation.

13. Generic Job Descriptions

A generic job description can cause major problems in reaching candidates with the required skill set. Employers who only stress such qualifications as “detail-oriented” or “good communication skills” instead of focusing on must-have requirements that are essential to the role will see an influx of unqualified applicants, while candidates who are truly qualified won’t be enticed to apply.

Source: http://bit.ly/2tlKiXK

Top 10 Reasons To Buy a Franchise

Striving for new goals is a motivating way to get yourself out of the current economic funk. For many people, these goals include the desire to start their own business and become the master of their destiny, and franchising can fit very well into that picture.

Here are the top 10 reasons to select a franchise opportunity if you want to own your own business.

1. Track Record of Success. Any good franchise company has developed a method of doing business that works well and produces successful results. Even better, they’re required to provide you with a great deal of information in their required disclosures so you can investigate and verify the results with existing franchisees prior to making your final decision.

2. Strong Brand. One of the biggest advantages of franchising is that the company is building a brand on a regional or national basis that should have value in the eyes of customers you’re trying to attract.

3. Training Programs. A good franchise company has training programs designed to bring you up to speed on the most successful methods to run the business. They should also have reference materials to assist you in dealing with whatever comes up while you’re running your business.

4. Ongoing Operational Support. Franchise companies have staff dedicated to providing ongoing assistance to franchisees. You’re not alone when you’re building and running your business, and you can always call on experienced people when you hit a rough spot or want to share new ideas for growing the business.

5. Marketing Assistance. The franchise company has marketing assistance to provide you with proven tools and strategies for attracting and retaining customers. Usually, the staff helps you develop the actual marketing plans and budgets for your grand opening as well as your ongoing efforts to market your business effectively.

6. Real Estate Assistance. Most franchises have manuals and other documentation, as well as staff, to help you find the right site and negotiate the best possible deal on your site. This is a very important advantage that can hold costs down and provide the best possible chance of success in any site-driven business.

7. Construction Assistance. Franchise companies can also provide a wonderful benefit in helping you design the layout of the business and select the right contractors to do your build out, as well as making sure you get the exact mix of furniture and equipment you need to maximize the efficiency of your initial investment.

8. Purchasing Power. A good franchise can take advantage of the buying power of the entire system to negotiate prices for everything you need at significantly lower levels than you could achieve as an independent operator. This applies not only to initial furniture and equipment purchases, but also to the supplies, inventory, uniforms and everything else you’ll need on an ongoing basis.

9 & 10. Risk Avoidance. This one is so important that we’ll call it both 9 and 10! The biggest reason to buy a franchise is that, if you’re smart, it will help you avoid much of the risk of starting a new business. Make no mistake–you have to do your due diligence, but if you do, you can determine with a fair amount of certainty what happen if you become a new franchisee.

6 Ways Social Media Can Help Find the Perfect Candidate !!

Gone are the days when posting an ad in a shop window or writing a job description for the local paper were the best ways to find employees. These days, companies have a range of channels for recruiting new talent.

Platforms like Facebook, Twitter, YouTube, Google+ and LinkedIn are ideal for finding  of employees, so here’s how they can help aid your search for the perfect candidates.

1. Social media provides access to millions of job seekers:

Why wait for people to come to you when you can go to them? Millions of highly-educated employees use sites like LinkedIn and there are a number of different ways recruiters can headhunt top talent such as messaging someone who looks to be currently unemployed but seems to have all the qualifications you are looking for or to join industry and skill-based LinkedIn groups to spot those actively involved in intelligent discussions or debates.

2. Social media allows you to target people by geographic location:

Those looking to expand their workforce can also use LinkedIn’s advance search functionalities to find people within a specific geographical radius that possess the right self-identified skills, education or work experience integral to a given search. This means that by using the right keywords, you can quickly identify those who might be interested in working for you before reading their profiles and making contact if you feel it’s right.

3. Social media helps spread the word about a certain role:

In order to find the right candidates it’s a good idea to cast your net wide – and social media can help you do this without any hassle at all. One of the best ways to get the word out is to set up a Facebook account for a business page and to post job ads online which all your followers can see. These job roles will then either be liked by potential candidates or shared with others who may be interested – but don’t forget to include a call to action to make your social media recruitment campaign worthwhile.

 4. Social sites can draw attention to your business:

Similarly, sites like Facebook and Twitter can increase brand awareness and draw attention to your business, particularly if you keep the content updated and make regular posts or tweets. If you make the effort to follow people and build up a good reputation, you may find potential candidates contact you even when you don’t have a vacancy. This means people think your company is worth working for and while a position might not be available you could always hold onto their CV for future use. Get more tips and tricks on how to use Twitter effectively here: 125 Twitter Job Search Tips eBook.

5. Google+ is great for candidate sourcing:

 Google is the largest search engine in the world, it has the biggest free email platform (Gmail) and is now the third biggest social network, making Google+ the ideal place to look for candidates. With over half a billion users, employers can send fellow Google+ users an email to their Gmail account even if they don’t have their email address and can engage with prospective employers via the commenting engine on YouTube and Blogger.

6. Recruitment can be done on the go thanks to social media apps:

We live in an extremely fast-paced world, but social media apps make it easier than ever to log in and look for candidates on the go. The top platforms (Facebook, Twitter and LinkedIn) can be accessed from mobile devices such as smartphones and tablets giving employers much more flexibility than they once had.

Social media can undoubtedly help you to find the right candidate, you just have to use it properly.

How Online Company Reviews Can Impact Recruiting !!

Job candidates have never been in a better position to research potential employers, and employees have never been more empowered to spill it all when it comes to reviewing their current workplace. Sites like Glass doorIndeed give interview candidates and employees the unprecedented opportunity to share the inside scoop on what it’s really like to interview or work at a particular workplace; and this is leaving many employers feeling more than a little uncomfortable at the prospect of receiving public negative reviews.

One recent example of a company getting blasted on Glass door, after a recent decision by its CEO to close its contributed content program in an effort to re-brand. According to multiple reviews on Glass door, Indeed many long-time contributors of that company were abruptly terminated, without thanks, respect, or appreciation. Many reviews from these employees and contributors reference that CEO as the reason the company is “a sinking ship” and “taking a rapid nose dive.”

So, how does this sort of feedback affect future recruiting and business growth? According to research into consumers’ use of online reviews, 88% of people have been influenced by an online customer service review. And while the research into how online company reviews impact employee job decisions doesn’t reveal quite the same degree of influence, we do know that a significant number of job seekers rely on these sites when evaluating a potential workplace.

In one study, for instance, out of 4,633 random job seekers surveyed, 48% had used Glass door, Indeed at some point in their job search. The study also found that 60% of job seekers would not apply to a company with a one-star rating (on a five-point scale). This suggests that many job seekers do seem to use workplace review sites, and negative reviews can dissuade them from applying to a particular company. 

How to Deal with Negative Reviews:

If you’re an employer who has received negative online reviews or complaints , you’re likely to feel powerless; there aren’t a lot of options to defend yourself. There are steps you can take, however, to salvage your reputation and get the ball swinging back in your court. Here’s how.

1.   Ask your current employees and interview candidates to leave reviews:

Since disgruntled employees are much more likely to leave reviews, actively requesting reviews company wide may help by increasing your overall ratio of positive to negative reviews. You may want to include links to the review site in your employee newsletters, verbally ask job applicants to leave a review following an interview, or periodically have managers remind employees of the opportunity they have to give feedback to management.

 2.   Respond to all reviews – positive or negative:

Review sites give employers the opportunity to respond to reviews, and the value of this opportunity shouldn’t be underestimated. No one wants negative reviews, but the more optimistic among us believe these can be harnessed for good – if dealt with properly.

If you receive a negative review, respond as quickly as you can. Job seekers will not only be reading the reviews, they’ll be looking to see how businesses respond to these reviews. Responding promptly and politely will show you care about the opinions of your employees; and this can go a long way to minimizing the impact of a negative review.

3. Request that defamatory reviews be removed:

If a review is defamatory or you suspect it’s been left by a troll, you do have some recourse. While you can’t delete a review, you can sometimes request that the post be reviewed by a member of the publisher’s team. From what I can tell, the burden of proof is then on the reviewer to show that the review is in fact legitimate.

Limitations of Company Review Sites

While company review sites are an excellent tool for getting insider data like salary reports and for getting a feel for the general landscape of a workplace, job seekers should be aware of the potential limitations of these sites.

1. Negativity Bias:

Our brains are wired to be more sensitive to negative news – in this case negative reviews – than to positive ones. It takes many more positive reviews to outweigh the effect of negative ones; and this means that even though a company may have an overall positive employee satisfaction rating, negative reviews are more likely to influence us.

In fact, some researchers estimate that it takes five positive interactions to make up for 1 negative one; and if we put this in the context of online job reviews, five positive reviews to make up for one negative one. And given that unhappy employees are far more likely to leave reviews, these review sites are likely disproportionately slanted toward the negative. Which leads us to point number two:

 2. Inaccurate Data.

Research carried out by employee survey company Workplace Dynamics set out to determine how accurate Glass-door reviews were for evaluating workplace satisfaction. They compared results from detailed surveys they had done with 406 companies to the corresponding Glass door ratings. The plan was to test the accuracy of the Glass door employee satisfaction scores with the much larger sample they had collected. The results? Almost no consistency between the two sources. They write: “We found that there was virtually no correlation—the overall Glass door star rating was a very poor indicator of what it is really like to work at a company.”

They pinpointed two main reasons for this: The number of reviews on Glass door only accounted for a very small percentage of total employees, and the reviews were disproportionately from “grumpy” employees. In fact, they found that unhappy employees were five to eight times more likely to leave a review on Glass door than happy ones.

Final Thoughts

Company review sites do help provide some important insights into company culture and employee satisfaction. For this reason, it’s critical that employers take negative reviews seriously, and respond to them in way that showcases their commitment to employee satisfaction and a positive work environment. While the ratings aren’t necessarily an accurate representation of overall job satisfaction, individual reviews  – and perhaps more importantly, employer responses to these reviews – do hold weight when it comes to evaluating potential employers.