Category Archives: PEOs

Even in the best of circumstances, recruiting, hiring and onboarding, the right person can be a challenge. Consider how much worse it would be if after all that, you hire the wrong person.

The cost of a lousy hire is nothing short of incredible!

You may not even be aware of exactly how much a bad hire will set your business back. Here are only a few of the bottom-line costs:

  • Hiring costs (both for a lousy hire and their replacement)
  • Total compensation
  • Employee support costs
  • Lost Productivity
  • Money missing due to neglected sales or business opportunities
  • Loss of clients and reputation

When deciding on a recruiting method for locating and selecting candidates, the sheer number of choices can be overwhelming. In recruitment, failure is never an option since making a poor hiring decision will surely cost your company time and money.

Maybe you are thinking, “How bad could it be?” Consider this; hiring the wrong person could add up to hundreds of thousands of dollars. In some cases, the price tag of a poor hire can skyrocket into the millions of dollars!

That is money right off your bottom line.

For example, a second-level manager earning $62,000 per year could cost your business, after 2.5 years, more than $840,000 in associated costs.  The numbers might vary, but the math can apply to employees at every level of an organization.

If lost money and profits aren’t serious enough; add the potential negative impact a unsatisfactory employee can have on your company’s reputation, morale, and productivity. One lousy hire and your business could spend years to recover from the damage!

There is a way to reduce your chances of suffering with a bad hire. Ovation Technologies have all the tools your business needs to engage, screen and hire the best, most-qualified talent. From creating effective and accurate job descriptions to developing a reliable supply of candidates with the right experience, Ovation helps you hire the right person for any type of job.

Ovation even provides pre-hire criminal background checks, as well as driver’s license checks for jobs requiring drivers, truckers and heavy equipment operators.

In a new infographic from Resoomay, a terrible hire doesn’t just cost you time and money. Employees have to work harder to make up the difference, so a lousy hire might just cost your best employees, as well!

The cost of a bad hire far exceeds the cost of a new hire. So, recruit wisely. Use hiring tools such as http://ovationtechnologies.com to rank applicants, perform background screens, and electronically onboard.

Jobseekers – How to Nail a Job Interview

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How to Nail a Job Interview, dress neatly, firm handshake, eye contact, be prepared. For a successful job interview, job seekers should be prepared by researching the company and if possible the person who will interview you.Everyone knows that first impressions are the ones that count. But, do you know how to deliver a great first impression at a job interview?

The impression you give on a social level is slightly different than on a job interview. On a social level, your goal is to get a positive acknowledgement that the person you are meeting isn’t weird. Sounds funny but on a personal level, people are initially usually expecting a simple exchange of words and body language to establish normalcy and then look for areas of common interest. If the normalcy bar is reached, the people will invest more of their time establishing a relationship in another. Below the bar (weird level) and people look for the exit.

In a job interview, you are under review and being judged by one with the power to literally change your life. Sounds ominous but not to worry, remember, the other person invited you to interview because they want to hire someone. If you aren’t weird, have the right credentials and present a positive first impression, you have a great chance of nailing it and getting the job.

So let’s look at a few things you can do to better your chances:

(You are on your own with the weird issue)

Do your homework on the company

Job seekers should research potential employers before the job interview. Also, if possible, check out the LinkedIn profile of your interviewer.First, Google the company and explore their website. There are two reasons to research a potential employer. First, make sure the organization is somewhere you want to work. Is the chemistry right for you? If it isn’t, success in landing the job will likely end in a short stint at the company and too many short-term jobs on your resume isn’t good. Second, be prepared to ask and answer questions about the company.

  • If the company has a blog, read it. Look over the website and to get a feel for their products and how they market them. Look at their “In the News” section to be aware of major happenings at the company.
  • If you know someone who works at the company, talk to them about the other people there and the work environment. If you know who will be interviewing you, Google them and also check out their LinkedIn profile.
  • At the end of the interview ask the person if you could take a copy of the company’s handbook along to review. Salespeople call this “assuming the sale”.

 Relax

Job Seekers should relax and breathe deeply before a job interview. Meditation and breathing exercises along with listening to relaxing music helps the job seeker prepare for the interview.While a lack of preparation is one of the biggest sources of anxiety, a well-prepared attitude may be one of the best relaxation techniques available. A positive attitude is contagious, spread yours around. Successful interviewing is all about passion and emotion. People remember positive attitudes, but they never forget fearful or negative ones. Be aware of your emotions and anxiety and before the interview, listen to some music or do some breathing exercises to get into a relaxed frame of mind. Avoid nervous body language like crossing of the arms or clutching your hands in front of your stomach. Look at the interview as a fun experience and it will likely become one.

Here are a few tips from Dale Carnegie, author of “How to Win Friends and Influence People”, that will help in a job interview

  • Offer a firm handshake
  • Maintain eye contact
  • Maintain good posture
  • Be respectful. “Yes Sir/Ma’am  No Sir/Ma’am” show respect
  • Give positive non-verbal communication (smile and nod head when in agreement)
  • Let the other person do a lot of talking
  • Don’t criticize, condemn or complain about past employers

Dress appropriately

Professional dress makes a great first impression for the job seeker. Dress neat and appropriatelyRegardless of how many interviews you have been to or how many you have scheduled, treat each as the last one you will need to go to. Look the part of someone a company would want to hire. A good rule of thumb, often used by successful salespeople, is to dress one level above the person you will be meeting with. In today’s business casual world, that means dress shirts and slacks for men and dresses or pant suits for women. Business casual should be the minimum level of dress for any job. A business interview is not the time to wear your best club clothes.

An employer will appreciate that you have intuitively known the proper dress and grooming. A banking or investment firm will likely mandate more formal attire, so anticipate that and show up accordingly. At many startups and design firms, the college look of tee shirts and sneakers are common. However, they will appreciate the importance you have given to the interview if you show up in business casual.

Remember – Good luck comes to those that bring it

A job interview is about showing a potential employer that you have the required skills and attitude for the job. It is also about demonstrating to the hiring person that you come without baggage and will fit into the company’s culture and its plan for success. Treat the interview as an opportunity to share how great you really are.

Save Time Using Job Search Websites to Find Employees

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Are you tired of looking for employees?

competitive job market, job seekers, employers, good candidatesIn today’s competitive global job market, finding quality employees continues to be a challenge. Job search websites are a very powerful tool for recruiting applicants, with benefits that often get overlooked by small businesses.

So, what are job search websites?

Job search websites are sites where job seekers can apply for jobs instantly. Conversely, they are sites that employers can post job openings. There are websites that gather the results of many of such sites, and plainly present the choices to the job seeker. Indeed.com and Simplyhired.com are two such sites, with up to 7.5 million visitors per site each month. According to a survey conducted by Beyond.com, “87% of Baby Boomers choose job boards as the resource they turn to first in a job search, followed by 82% of Gen X and 77% of Gen Y where all generations spent between 5 and 20 hours per week searching for jobs online”.

How do these sites work?

Whenever a prospective employee fills out an online application, it is stored in a database. The same goes for when an employer posts a job opening. Then these indexing sites gather all the information from these databases, from multiple different sites. Think Google, except they specify in searching employment websites for data instead of the entire web. This saves both the employer and applicant time by only having to visit one site, and getting the benefit of visiting many.

What are the benefits of using employment websites?

If your not already using job search sites to advertise your jobs, your missing out. Employers who have adapted benefit from:

  • Saving time by only posting your opening on one site.
  • Employment websites are usually free for the job seeker. This increases the number of people that visit them.
  • Search engines help narrow results, allowing you to see only the relevant information.
  • With internet based searching, job seekers from all over will see your post.
  • A resume can be uploaded, allowing employers more searchable data.
  • The time it takes to update your post is significantly less.

How can employers get more applicants for the job?

There are many tools available that can help employers create high-ranking job listings, effectively increasing the number and quality of applicants you get for that listing. This works like SEO for normal websites. Through certain techniques, these tools can help get your listing at the top of its class where everyone can see it.

Starting the search for good employees is easy

If you want to hire the best employees, you have to start by being visible where the best talent is spending the majority of their time searching; online. The Ovation hiring tool will help you find good employees.  Try Ovation free for 30 days and see how your business can harness the power of job search websites.

Using Ovation with All Job Boards

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Ovation allows you to create job postings from scratch, use past postings, or access editable job descriptions from the Ovation library. You can also set up your own library of company specific job postings. job postings. job posting sites, job boards, Ovation allows a user to manage job postings to any job board. When a user creates a job posting in Ovation, either from scratch or from the Ovation template library of job descriptions, Ovation  creates a unique web link to the new posting.

A job applicant clicks on the web link within the job description to complete the job application or to upload their resume to be ranked against other applicants with Ovation’s system to rank candidates according to best suited for the job.

While Ovation allows  direct posting to Indeed, Simplyhired, Twitter, Facebook, LinkedIn and others, here is how you can use Ovation with any job board, even niche boards:

Create a job posting in Ovation

It is important to create an appealing and comprehensive job description.

Here a sample of a job posting ready to be published

A professional job post will include specific responsibilities and skills or other requirements that the job seeker must have to be best suited for the job.Notice the Job Posting Details2This web link will take the job applicant directly to the Ovation application which they can complete or upload their resume. Once they do, it will be ranked by Ovation and shown with other applicants’ submissions for the Ovation user’s review. When posting to a job board not directly supported by Ovation, the user can simply highlight and copy the job description on the Ovation Job Posting Details page,

Job Posting Details3

drop it into any job board’s job description page and add the  Link to job description and application. Job boards post job descriptions for job seekers to identify opportunities..

Now, all potential job candidates will be directed to the Ovation job application webpage to complete the job application and their application will join those of candidates who responded to similar posts on other job boards.

For more information about posting jobs within Ovation see the ovationtechnologies.com Help Section.

Are Employees Happy in Their Current Job?

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Current employees looking for jobs, employment, find employees, job search, job fit, employee satisfactionOne half of existing employees will consider looking for a new job if the economy improves according to the Fourth Quarter 2012 Glassdoor Employment Confidence Survey. This may prompt employers to take a look at their retention efforts. Employees don’t search for new job opportunities merely when they are unhappy. Many people are constantly evaluating their options in an effort to improve their job situation and to advance their career.

According to the survey, forty percent of all employees expect to get a pay raise in the next 12 months which means that most employees either don’t expect a raise or just don’t know.

Employee expectations of re-hire are about 41%. Of course, currently employed people typically stand a better chance of being hired than do unemployed individuals. Unemployed individuals surveyed had a slightly lower (37%) expectation of being hired in the first quarter of 2013.

What Should Employers Do to Increase Employee Satisfaction and Retention?

There are several positive actions employers can take to improve retention including

1. Award non-compensation perks such as

  • Option for employees to work remotely
  • Casual dress codes
  • Flexible work hours

2. Other compensation options such as:

  • Restore previously eliminated benefits like 401k matching, health and dental
  • Stock awards
  • Salary increases that consider recession year omissions

In addition to retention programs, companies can put recruiting and hiring programs in place to prepare for business needs. Establishing relationships with vendors such as Ovation, Taleo, and direct recruiting firms like Robert Half can provide a candidate pool that can be tapped at a moment’s notice.  Having job posts constantly running can cast a wide net to improve the quality of a company’s workforce.  “Top performers are instrumental in helping organizations grow,” Phil Sheridan, managing director, Robert Half UK, said in a news release. “However, it is all too common for companies to wait until they receive resignations in order to enhance their retention efforts, but by then it is often too late to keep those key staff.”

What Signs Might Indicate that a Valued Employee May Quit?

In the environment described, key employees may look for greener pastures. According to Robert Half, an international recruiting firm, these are some major signs that current employees might be looking for other opportunities:

  • A change in attitude in the employee while performing their job
  • Long lunch breaks or frequent absences
  • The employee is dressing in more professional attire
  • The employee is exhibiting a noticeable drop in productivity

If an employer suspects a valued employee might quit, they should consider meeting with the employee and asking them if they are looking and emphasize the value that they represent to the company. Often, employees feel under-appreciated and need reinforcement. Even offering an incentive to stay is appropriate as this is not a time to resent an employee’s loyalty to the firm.

Job Search in 2013? Try Social Networks.

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There is no doubt that the job market has changed dramatically in the last couple of years. Traditional means of finding a job – newspapers, sending resumes to a ton of companies, even search firms – have been replaced permanently by job boards and social network postings.

The infographic below shows where job seekers are and which social networks they are using.

Social Networking for Jobseekers, Employment, Employment website, Facebook, Information graphics, Labour economics, LinkedIn, Social media, Social network, Social networking service, social recruiting, Twitter

Social Networking for Jobseekers infographic

Small Business Jobs with No Takers

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job posting site, blue collar, Business, employers, Employment, jobs, Laborer, Skill, Small business, unfilled jobs, unemployment, job searchHave you noticed the trend of reporting that good paying jobs are remaining unfilled because of a lack of qualified candidate?.  Yes, in an economy being heralded as one with high and chronic unemployment, many  businesses are having a hard time filling some skilled and semi-skilled positions.

Often, the skills needed are those of tradesmen like carpenters, plumbers, technicians and skilled inside salespeople. As baby boomers were drilled to get a college education, they carried the orders on to their kids. As a result, many young people either have not been able to qualify for many positions or they don’t think they can or should do many of the jobs available. Some firms have resorted to offering pay at twice the normal rate for positions and they still can’t find enough workers.

Many high schools have introduced “schools within a school” that focus on practical trades or semi-skilled professions. For example, video production, graphics arts and trades like plumbing and auto mechanics are being offered. Many students who have no plans to attend college can get practical training to take with them at graduation and are also being hired part-time while they are still in school.

Jack Rodrigues, of Rio Imports Auto Center in Clearwater, Florida has had a position for a qualified auto body mechanic open for over two years. A position became open when a staff mechanic of 20 years contracted cancer. Since then, either no applicants have had the broad experience level needed, or they want exorbitant wage amounts because there are many offers for their services. So, Jack has relied on his son and brother to handle the engine jobs, leaving the body work to him. He just hopes the right guy to fill the position walks in the door.

A recent survey done by the Wall Street Journal and Vistage International has some eye opening results. Of the 154 manufacturing firms they surveyed, 41% reported they couldn’t find candidates with the relevant experience or skills. Also surveyed were service businesses of which 30% of the 283 companies surveyed had similar trouble filling positions as did 29% of the 56 retail businesses surveyed. The lack of qualified workers is stifling the growth of small to medium sized businesses which are typically the first to recover from a recession.

The initial reaction to these results might be to suggest the business recruit unskilled workers and train willing individuals to fill the positions. Unfortunately, most small businesses do not have the training resources available to do that and often just reduce the amount of their sales commitments to the level they can fulfill without jeopardizing their quality of service.

Often times, a  business relies on traditional recruiting and hiring methods, which they not only dread but is also a distraction to their business. Simple posts to Craigslist or newspaper ads usually result in a stack of responses, many so far off the mark that all are ignored and the job is unfilled unless  someone literally to walks in the door. This is inefficient and misses the mark on where the current generation of workers hang out. Social networks are the means of communication for a large number of job seekers. Traditional attempts at job posts can literally go unseen. Add to that the fact that job posts have to be appealing and professional regardless of the means of conveying them.

Fact is, finding qualified candidates for a job opening has many challenges and this has led to the development of  hiring platforms, like Ovation, that assist the  business owner in developing appealing job descriptions that automatically post to  social networks and job boards. Some even help sort out the results so that the suitable candidates rise to the top and make the selection process easier and  results in better hires. These type of tools cast a wide net in the search for qualified workers.

Web and mobile enabled hiring tools are available at several price points and with an array of features. Some offer employment and background screening and pre-filled new hire paperwork in addition to the hiring, ranking and scheduling functions.

Nothing frustrates a business owner more  than to leave sales on the table because they can’t fulfill them. To think that no one wants or is qualified to do the work, almost makes the problem unsolvable. But, most small business owners got to where they are because, they believed in themselves and because they didn’t give up when the going got rough. So, jobs may be going unfilled, for now, but as  small business  catch up to the hiring and training methods technology curve that large companies enjoy, they will be filled.

Tips for using Social Networks to Post Jobs

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hIn the pursuit of the best employees, companies are using innovative methods to find the right people. Social networks are a great venue to post job ads. Up to 60% of businesses will use them this year either exclusively or in conjunction with other recruiting methods.

It makes sense; to get the best, you have to go  where the people are. Generation Y or Millennials-those born after the mid-1980s-are rejecting traditional job search methods, such as blindly sending out resumes, cold-calling employers or pounding the pavement. With online tools, job seekers can undertake a comprehensive job search without leaving home.

In response, some companies have developed revolutionary job posting and hiring tools. They use technology to make the experience easy for both job seekers and employers.

Many businesses don’t have recruiters or HR in-house and likely outsource those functions. Hiring for them is daunting and a distraction, and many have trouble managing the process.

Applicant tracking systems, once only available to large companies have, are now available through software-as-a-service tools  like Ovation, Taleo, Snagajob among others. These advanced systems  are now convenient and affordable for businesses of any size.

The appeal of hiring software is straightforward; they simplify many recruitment tasks: from helping craft an effective job description to posting directly to the social networks like Indeed.com, Craigslist, Twitter, LinkedIn and others.

In addition, web-based recruitment systems can provide online applications and collect resumes. What’s more, the best software integrates mobile apps, which gives employers flexibility to untether from the desk.

Ready to take your hiring to the next level? Here are five tips for using these new tools when posting jobs to social networks:

1. Write an appealing job post

Always make sure your job description is complete, realistic and engaging. A tired, tedious job post can easily be lost on a social network. The most compelling posts, ones with the best response rates, stand out and talk to the candidate. Personalize your descriptions. The first person tense allows the reader picture themselves in the job. Utilizing phrases like “you will be responsible to…” or “you will help the team achieve…” can make a difference in attracting confident team players.

2. Ask Questions early

Asking the right questions early in the process will help identify qualified candidates quickly. Many hiring tools can be customized to ask candidates job-specific questions in advance of a face-to-face or telephone interview. For example, asking about reliable transportation, shift availability, or relocation preferences can be useful in vetting candidates to narrow your search.

3. Repost often

Like a loaf of bread, social media posts can become stale fast. New job postings continuously push older ones down the list. To succeed, you must keep yours on top and ahead of the pack. The key is to repost often on sites like Craigslist and Twitter. This will keep your place on prime web page real estate. Frequent wording changes in the post can also help improve response rates.

4. Cast a wide net

Job applicants don’t all look in the same place for opportunities. For example, a potential restaurant manager may only be searching under “Hospitality” or “Food Service.”  However, posting the same job under “Business Management” or “Customer Service” may generate other excellent candidates. Outstanding candidates can often be found by networking, so don’t forget to start your search with a reach out to your contact list asking for referrals.

5. Respond Quickly

The ease of applying for jobs through social networks allows candidates to respond to many job posts. To get the right person for the job, sometimes employers have to act fast. If you see an attractive application, response or resume, respond to the applicant with timely emails, texts or a phone call indicating your interest.

Also, it is easy to forget about the tension job seekers feel when waiting. Never leave anyone on the hook. Drop an email to all applicants, informing them whether they are or are not in the running. Respectful communication will always be appreciated, even if it is not pleasant news

Technology makes finding your next superstar employee easier. However, competition for skilled candidates is stronger than ever By using the new social recruiting tools effectively, an employer can increase the chance of connecting to their next great hire.