Inside The Secret Recruiting Tactics of HR Pros

Inside The Secret Recruiting Tactics of HR ProsInside The Secret Recruiting Tactics of HR Pros Guess what, new grads? Recruiters and HR professionals have got their eyes on you. Whether you majored in math or got an MBA, companies are looking for the top talent and theyve got impressive insights on how to attract and retain you.The good news is that Glassdoor has all the same information because we have shared it with the recruiters - and now were sharing these insights with you.From the stealthy recruiting tactics to perks and incentives theyll offer to get you to sign on the dotted line, here is the inside scoop on how HR pros are recruiting you and your peers. Learn their techniques to stay one step ahead1. Companies are investing in branding & word-of-mouth. The word is out career fairs in the school gym are so 1997. Recruiters at some of the top companies know that college graduates arent flocking to fears to look for the top opportunities. In fact, according to a recent NACE survey , 65% of millennials say they hear about companies through friends and job boards.Given this, recruiters are upping the ante when it comes to employer branding to show off their company culture, perks and benefits, as well as the things that make their workforce unique. Glassdoor is the main place employers go to improve their brand and get in front of job seekers. Plus, they list their jobs along side company reviews, information about salaries, and the anonymous reviews employees and candidates share about the einstellungsgesprch process.2. Recruiters know what youre interested in. Instead of relying on HR to do the recruiting, companies are now leveraging current employees to best represent their brands and overall mission. They know that authenticity is important to recent grads and job seekers, so they are adjusting accordingly.Because companies are hiring employees who are passionate and excited to speak to young professionals like yourself, take advan tage of it. When interviewing for a job, ask to speak with current team members or other new hires who can offer insight. Ask to shadow an employee or grab coffee with someone youd be working with to get a better sense of whether this company fits your lifestyle.The statistic recruiters are fixated on is 64% of millennials would rather make $40k a year at a job they love, than $100k a year at a job they think is boring. Dont let a company bore you - get as much information as you can. Remember, youre in high demand.3. Hiring managers are asking mora behavioral interview questions to uncover your skills, attitudes, and values. The interview process is anxiety-ridden both for candidates and recruiters. After all, the interview is where recruiters have the most control over who fills the employee roster, and its where candidates are able to show what they are made of.Behavioral interview questions seek to predict a candidates suitability for a role based on their behavior in past job s. By finding out more about how a candidate behaved in similar situations in the past, employers have a way to predict how they will perform in the future. Examples are Tell me about a successful product launch you worked on Describe a time you had to convince someone to do something they did not want to do Give me an example of a time when you failed and how you responded.Be prepared to explain competencies in teamwork, problem-solving, customer service, communication, negotiation, leadership, initiative, adaptability, time management, etc. The goal is to show how you can thrive in a companys culture.4. Companies are now offering more than just swag. There once was a time when free t-shirts and a ping-pong table in the cafe were enough to catch the eye of a young jobseeker. However, you know, as a recent grad, that swag isnt whats really important. Recruiters know that they have to lure you in with the potential for personal and professional success, not just free lunch.Accor ding to Glassdoors Q3 2015 Employment Confidence Survey , nearly 90% of employees age 18-34 would prefer new or additional benefits to a pay increase.With this, companies are now offering benefits like student loan repayment assistance. To separate themselves from the competition for financial job candidates, PricewaterhouseCooper decided to offer loan payoff benefits based on what their millennial workers said they needed. PWC will pay $1,200 a year towards an employees loan, up to $10,000.5. Companies are playing up work-life balance. The number one selling point of a company for millennials, research shows, is work-life balance . And now that recruiters know this, they are attracting recent grads by going beyond the job description. Companies are touting the culture, how they build a sense of community and how much the company supports work-life balance.Plus, investing in work-life balance is a retention tactic . Sure, a great reputation or an impressive job title may attract younger job seekers. However, the balance is what will keep them. This means that the ball continues to stay in your court, Gen Zers, and HR is invested in your happiness for the long haul.

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What Would YOU Do for a Paycheck

What Would YOU Do for a Paycheck What Would YOU Do for a Paycheck? What Would YOU Do for a Paycheck Funeral Services: It's a business nobody wants to talk about, but according to this article, it's one that's attracting job seekers, thanks to the poor job market conditions. Funeral services run in my family, and it's well-known that you have to have a stomach made of steel and a heart of gold to do the kinds of things they do. You have to be strong enough to be around death all the time, but sympathetic enough to handle the waves of mourners and their tears. The article mentioned Alan Willoughby, a job seeker who turned from auto sales to funeral services because he wanted to make more money in an industry that's pretty much as recession-proof as industries get. And yes, there is certainly money to be made in this business, but do you think you'd be able to make such a drastic change for job security and a steady paycheck? This got me to thinking about similar jobs, like Dirty Jobs, and I wondered what kind of uncomfortable or seemingly morbid jobs desperate job seekers would accept in order to get a good paycheck. Kind of like these, courtesy of this Career Builder article: Breath odor evaluator - Odor judges smell nasty morning breath or breath insulted with strong scents, like garlic or coffee. They rate the breath on a scale from one to nine, one being the worst. To test odor-reducing products like gum or mouthwash, they smell the breath again and assign it a new rating. Tampon tester - Check all sizes of tampons for absorbency and cord strength in accordance with Food and Drug Administration standards. Most testers check up to 125 pieces per day. Diener - Prepare cadavers for the pathologist before autopsies are performed in hospitals. So tell us, would you apply makeup to cadavers or clean algae globs out of giant fish tanks if it meant big bucks in your bank account? How odd would you go?

The most common reason job seekers abandon applications

The most common reason job seekers abandon applications The most common reason job seekers abandon applications Ghosting employers is nothing new, but  recent data from Clutch shows that the most popular reason why job seekers “abandon” applications is to “accept another job,” at 30%. It’s important to note that this was only among the 389 people surveyed who admitted to doing so in the first place.The research also shows that 71% of people looking for jobs said they “have abandoned the application process.”The company polled 507 adult, full-time, American workers “who started a new job within the past 6 months.” In terms of gender, it’s important to note that 69% of respondents were women and 31% were men.Here’s why people have given up on job applicationsWhile all the responses weren’t listed, these were the most popular ones: “Accept another job:” 30% “Ghosted by company:” 23% “Realized not a match for the job:” 19% “Had doubts about company:” 8% “Experienced technical problems with application:” 7% “Had a bad interview experience:” 7% This data shows that potential employees aren’t the only ones doing the ghosting.How job seekers feel about professional “ghosting”This Clutch infographic shows that people have a variety of opinions on this topic:But in terms of who interviews job seekers, 54% said the “manager,” while 32% said an “HR representative” and 22% said “recruiter.” Furthermore, 21% said “future colleagues” and a slim 16% said a “C-suite leader.”This infographic  takes things further by breaking down the professional ghosting time frame among job seekers and employers alike:“Companies that experience high rates of ghosting should examine their recruiting processes and consider changing steps that trigger ghosting. Additionally, companies that routinely ghost candidates should take steps to give candidates closure â€" or risk earning a bad reputation among job seekers,”  Michelle Delgado, researcher and marketer at Clutch, told Ladders.Here’s how people found out they didn’ t get the jobAmong people who haven’t gotten a position they applied for before, not hearing back at all was the top way they found out. Here’s the breakdown: “No response:” 36% “Impersonal rejection note:” 30% “Phone call:” 21% “Personal rejection note:” 13% It’s clear that ghosting also happens well outside the dating world, where someone you’ve been getting to know romantically immediately stops responding to calls and messages. Just keep in mind that no matter which party is doing this under professional circumstances,  there are productive ways to work through it.

500 Irish Created A Resume For Saint Patrick. Here It Is!

500 Irish Created A Resume For Saint Patrick. Here It Is! 500 Irish Created A Resume For Saint Patrick. Here It Is! This post was updated on 17th MarchIt’s here! The best day of the year for anyone who has at least a little bit of Irish blood running through their veins. Everything and everyone turns green and you meet all the friends you haven’t seen in donkey’s ears! And hey, you can have that pint of Guinness at 10:30 am and nobody will give you the judgy eye! The best part for many is finally getting lucky with the girl who wears ‘’Kiss me, I’m Irish’’ T-shirt!To celebrate this joyful tradition in a non-traditional way, around two weeks ago we gave you a chance to join the process of crafting Saint Patrick’s resume. Why did we need your help? Well, nobody knows Saint Patrick better than you the Irish!How did it end up?First of all, do you celebrate Saint Patrick’s Day? If yes, you’re smack-dab in the right place to see how others prep themselves!We announced the campaign 2 weeks ago. We wanted to give all the Irish the opportunity to contribute and create the very first community-generated resume for their patron saint. After the announcement, comments and suggestions started rolling in instantly.People were leaving their suggestions by clicking on sections they thought needed to be changed. After leaving a comment, everyone could share the resume with their friends via Linkedin, Facebook, Twitter or Messenger.We reviewed the comments and made the proposed changes on a daily basis. Here is the final version of Saint Patrick’s resume! Let me repeat myself here it was created by more than 500 Irish!Thank you for your feedback!Now gather ‘round ye lads and lasses, set ye for a while! And tell us your own mournful tale about the Emerald Isle!We want to thank you for your input! Finally, Saint Patrick has a resume created by over 500 Irish. It really shows the world why the history behind this man binds your nation.Slinte!Previous popular resumes created by Marissa Mayer’s featured in Business InsiderBarack Obama’s featured in The Hill Tatiana Rehmova A glass half-full kind of a girl and a believer that everything happens for a reason. Loves writing, editing and researching the newest ways of doing things.Leave a Reply Cancel replyYour email address will not be published. Required fields are marked *CommentName * Email * Website Subscribe now for moreSee more great content and inspiring examples of resumes done right each month!. Subscribe You're subscribed! Latest posts See all posts by Eric D. Halsey The Resumes of Chernobyl by Eric D. Halsey 4 Ways Creativity Can Improve Your Resume by Katherine (Tori) Lutz How to Create a First Year Elementary School Teacher Resume

Step-by-Step Guide to Planning an Album Release Party

Step-by-Step Guide to Planning an Album Release Party Step-by-Step Guide to Planning an Album Release Party Whether youre releasing a full-length album, a single or an EP, and whether youve got physical copies or going digital all the way, an album launch party works wonders for getting your fans (and potential fans) all excited about the new stuff. The nuts and bolts of holding a CD launch party arent so different from planning a standard show. Behind the scenes, a lot of the work is the same. It is what happens during the event that sets things apart. Consider the Budget Launch parties have the potential to take a bigger bite out of your bank account than other shows. Why? Because, ideally, you wont be charging at the door at your launch party. Some people do, mind you, but your best bet is to treat this as a launch party - emphasis on party - rather than a traditional show. You likely dont charge your friends when you have a get-together at your place, so dont charge your fans to come to your album party. Plus, its simply easier to get them through the door at a free event. You want to create an atmosphere where everyone is buzzing about your new music, and helping your fans have a good night on the cheap goes a long way to improving the mood. However, that means you could be looking at some bigger expenses. The specifics depend on your circumstances, but you might have to pay a venue hire fee and/or bar minimum, plus posters, any advertising you do, any free merch you plan to give away, etc. Start out with a realistic idea of what you can spend, keeping in mind that this launch party shouldnt leave you with no cash left over to further promote your new release. Locate Your Schtick The coolest thing about a launch party is that you can have a lot of fun doing something unique at your show. What is going to make this night special? Give your fans something to talk about. Youre limited only by your imagination (and the law and venue policies) here. Musicians have done everything from giving away baked goods to raffling off private concerts and everything in between for their launch parties. Maybe you want a signature drink, a costume contest, a dance-off, a trivia contest - anything that you think will be fun for you and your fans, go for it. It will draw people through the door, give the press something to write about and be the foundation for many a we saw this great band called so-and-so once, and at the show they... - thats the kind of word of mouth that moves some product! Find Your Venue Finding the right venue for your launch party is a matter of weighing up the  size, cost, and accommodation. Size: How many people do you think you can pull in for the party (keep in mind that free shows can bring in more people than paying shows)? Cost: Since youre probably not charging at the door to help cover your costs, what venue will give you a decent hire fee/bar minimum that you think you can meet without going too out of pocket? Accommodation: Remember your schtick? Which venue can/will accommodate it? For instance, if your schtick involves grub  and the venue in question doubles as a restaurant, they may balk at your idea. If youre hoping to pull off anything too out of the box during your party, be sure to consult the venue while making your booking to make sure they dont put the kibosh on your plans on the night of the show. Put Together a Good Bill Your launch party is definitely all about you and your new music, but putting together a good bill for the night can only up the party atmosphere. Its your special night, so youre the headliner, but pick a few other good acts in your area to draw in some people. As a bonus, some of their fans who might not be familiar with your music will come out for the free show and stick around to discover your sounds. Stick a DJ in between sets and have them hang around after your set if youve got time before the venue closes for a little post-set dance party. Note that if youre having a hard time nailing down a venue, putting your bill together before you start booking could make it easier. It is especially true if you dont have a long track record of shows to point to. A strong bill can give the venue confidence that youre going to have a good turnout. Promote Your Little Heart Out The basics of promoting your launch party are the same as promoting any other kind of show - the trick is that you want to play up that fact that youre launching a new release and use the special things youve got in store for the party as a press angle. In other words, your launch party that also includes band name charades, a costume contest, and a raffle to win a house concert with the band gives the press a lot more to sink their teeth into than ye olde standard were playing a show on Tuesday. Never promoted a show before? Check out some solid tips for first-time promoters. Knowing the ins and out of booking live concerts can also help you make heads or tails of the whole process, from booking to promotion. Get the Goods You should have your new music on sale and available for fans at the show, even if youre selling download codes/coupons/what have you. T-shirts and such are great, too - you can sell a lot of this stuff when the mood is good at your gig, and since youre not charging at the door, this is your chance to make some money to cover your costs. Also, be sure you have everything you need for any special events youre holding - raffle tickets, prizes, etc. Deliver the Goods Dont get so wrapped up in the other parts of the planning that you let your set take a backseat. The bells and whistles will get them through the door, but a good set will keep them buying tickets for the next shows. Here are some more helpful tips: Have your launch party as close to the actual release date of your music as possible (if youre adhering to a strict release date). If youve got to choose between having it, say, the week before or the week after, go for the week before. Consider it a special treat for your local fans and use it to build excitement and momentum in the run-up to the big day.Extend invitations to the press. If youre having a free show, the lure of the guest list is kind of null and void, but you can attract the press to your show with promises of a free drink. Dont limit yourself to traditional venues. Maybe you want to have a Sunday afternoon cookout launch party out at a park so your fans can bring their families, but youll need to rent the shelter and get the permits before you go for it. Maybe a house party is a better fit. A launch party is a great chance to fulfill those unique gig dreams, so dont be afraid to step out of the box a little bit in terms of location. Its fun for you, fun for your fans, helps amp up that notion that this is more than a typical show and increase the likelihood that your show is going to attract media attention. If youve got a big fanbase in an area you cant conceivably get to for a launch party, consider hosting a listening party there. You will need strong local contacts who can help you pull off the event and act as your representatives (a good relationship with a promoter, another band, a local label, etc.), but you can add many of the elements of the launch party you will be attending,  to the listening party and simply have your music playing throughout the night.Again, the emphasis here is on the local contacts. This idea works best if you  say, work with a label in Chapel Hill, but youre based in San Francisco - you can hold the party in your home base while your label can hold the listening party for you on their turf. If youve got someone on the ground you can trust, this idea can certainly expand the impact of your launch. If youve got parties going on at the same time, you can even live link up via the web (another cool little angle to deliver to the press).

How to Run a Cost-Benefit Analysis

How to Run a Cost-Benefit Analysis How to Run a Cost-Benefit Analysis A cost-benefit analysis is a key decision-making tool that helps determine whether a planned action or expenditure is literally worth the price. The analysis can be used to help decide almost any course of action, but its most common use is to decide whether to proceed with a major expenditure. Since its based on adding positive factors and subtracting negative ones to get a net result, it is also known as running the numbers. The Basics A cost-benefit analysis finds, quantifies, and adds all the positive factors involved in a proposed course of action. These are the benefits. Then all the negatives, or costs, are identified, quantified, and subtracted. The difference between the two indicates whether the planned action is advisable. The real trick to doing a cost-benefit analysis well is making sure you include all the costs and benefits and properly quantify them. Should we hire an additional sales  person or assign overtime, or will we be better off putting our free cash flow into securities or investing in additional capital equipment? Both of these questions can be answered by doing a proper cost-benefit analysis. First Stab at a Cost-Benefit Analysis Say you are a production manager and you are proposing the purchase of a $1 million stamping machine to increase output. Before you can present the proposal to the vice president, you need some facts to support your suggestion. You need to do a cost-benefit analysis. First, you list the benefits. The machine will produce 100 more units per hour. The machine will replace three workers currently stamping by hand. The units will be of higher quality because they will be more uniform. You calculate the selling price of the 100 additional units per hour multiplied by the number of production hours per month. Add another two percent for the units that arent rejected because of the higher quality of the machine output. Then add the monthly salaries of the three workers. Thats a pretty good total benefit. Then there are the costs. The machine costs $1 million and it will consume electricity. Thats about it. You calculate the monthly cost of the machine by dividing the purchase price by 12 months per year and divide that by the 10 years the machine should last. The manufacturers specs tell you what the power consumption of the machine is and you can get power cost numbers from accounting. You figure the cost of electricity to run the machine and add the purchase cost to get a total cost figure. You subtract your total cost figure from your total benefit value and your analysis shows a healthy profit. Youre ready to present your analysis to the vice president, right? Wrong. Youve got the right idea, but you left out a lot of detail. A Better Example Take another look at the benefits first. Dont use the selling price of the units to calculate the value. The sales price of any item includes many additional factors that will throw off your analysis if you include them, not the least of which is a  profit margin. Instead, get the activity-based value of the units from accounting and use that number. You added the value of the increased quality by factoring in the average reject rate, but you may want to reduce that a little because even a machine wont always be perfect. Finally, when calculating the value of replacing three employees, be sure to add overhead costs and benefits costs in addition to their salaries. Accounting is your source for the exact number of the companys fully burdened labor rates. You may have overlooked other details. For instance, you may be able to buy feedstock for the machine in large rolls instead of the individual sheets needed when the work is done by hand. This should lower the cost of material, another benefit. Now reconsider the costs. In addition to its purchase price and any taxes you will have to pay on it, you must add the cost of interest on the purchase. Even if the company buys the machine outright, you will have to include a sum in the lost interest it would have earned if the money had not been spent. Check with finance to find out the amortization period. The machine may last ten years but the company may not keep it on the books that long. It may amortize the purchase over as little as four years if it is considered capital equipment. If the cost of the machine is not enough to qualify as capital, the full cost will be expensed in one year. Adjust the monthly purchase cost of the machine to reflect these issues. There may still be some details you overlooked. More Costs The devil is in the details. In this case, here are some of the overlooked costs: Floor space: Will the machine fit in the same space currently occupied by the three workers?Installation: What will it cost to remove the manual stampers and install the new machine? Will you have to cut a hole in a wall to get it in or will it fit through the door? Will you need rollers or machinists with special skills to install it?Operator? Somebody has to operate the machine. Does this person need special training? What will the operators salary, including  overhead, cost?Environment: Will the new machine be so noisy that you have to build soundproofing around it? Will it increase the companys insurance premiums? An Accurate Conclusion Once you have collected all the positive and negative factors and have quantified them you can put them together into an accurate cost-benefit analysis. Some people like to add up all the positive factors, then add up all the negative factors, and find the difference between the two. Others prefer to make a running list that combines both factors. That makes it easier for you or anyone reviewing your work to see that you have  included  all the factors on both sides of the issues. For the example above, the cost-benefit  analysis might look something like this: Cost-Benefit Analysis: Purchase of New Stamping Machine(Costs shown are per month and amortized over four years) Purchase of Machine .................... -$20,000includes interest and taxesInstallation of Machine ..................... -3,125including screens removal of existing stampersIncreased Revenue .......................... 27,520??net  value of additional 100 units per hour, 1 shift/day, 5 days/weekQuality Increase Revenue ..................... 358calculated at 75% of current reject rateReduced material costs ...................... 1,128purchase of bulk supply reduces cost by $0.82 per hundredReduced Labor Costs ....................... 18,5853 operators salary plus labor o/h New Operator ................................. -8,321salary plus overhead. Includes trainingUtilities ............................................ -250power consumption  increase  for  a new  machineInsurance ......................................... -180premiums increaseSquare footage ...................................... 0no additional floor space is required Net Savings per Month ........................... $15,715 Your  cost-benefit  analysis clearly shows the purchase of the stamping machine is justified. The machine will save your company more than $15,000 per month, almost $190,000 a year. This is just one example of how you can use a  cost-benefit  analysis to determine the advisability of a course of action and then support it with facts.