In the past, hiring managers typically focused on an applicant’s experience as an indicator of what they could do for the company – but times are changing. This, however, has been changing recently as more businesses are choosing to hire applicants who show great potential but who don’t have experience and then training them for the desired position. If you are one of those businesses, then here are a few things that you should look for when are hiring.
What to Look for When You Hire For Potential
- An ability to learn. This is crucial – you need someone who can quickly learn what is required for a position and who can easily comprehend the “how, what, and why” of a job. A candidate who shows an ability and eagerness to learn from challenges shows great flexibility, which can benefit any company in any field.
- Knowledge of technology. In many industries, not everyone knows how to deal with the technological advances that are quickly coming our way. A candidate who doesn’t have the exact experience you need but shows a keen understanding of technology and how to use it will be much more productive, even if their position isn’t a technology based one.
- A Desire to Try Different Things. There is a certain adventurous spirit that a good applicant will often demonstrate when going through the interview process. They will have a genuine interest in trying a number of different positions and aren’t phased by the fact that they don’t have experience in any of them.
- Determination. How a candidate handles challenges can be a great indicator of a candidate’s potential. If they are determined and push through unexpected setbacks instead of crumbling, this is a good indicator that the candidate has what it takes.
Hiring for potential instead of experience can be a daunting task, but the pros at ADAM Professional are here to help take the stress away. Contact us today to find out what we can do for you.
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The job market is tough – but not just for those who are looking for jobs. Employers are sometimes finding that despite lengthy hiring periods, they’re just not finding the candidate they are truly impressed by. For companies that have been struggling with their hiring, it is a good idea to mix things up and try some non-traditional tactics for hiring. Here are a few suggestions:
Four Nontraditional Tactics to Try
- Trial by Rejection. This tactic can help you find out how a potential hire handles criticism and rejection and is especially helpful if you are hiring for a sales position. When you’ve found an applicant you like, tell them that they didn’t get the job. Some employers say that if they fight for the job after you’ve rejected them, it might be worth giving them a shot.
- Look To Your Community. By community, we don’t mean your hometown. Explore the people who use your services or your product. This hiring practice allows you to get to know applicants as product and service users, and helps them to learn more about how your company works.
- Limit New Hires to Part Time, At First. This gives you an opportunity to more accurately assess their skills before you bring them into the company. They’ll meet your team, and work on projects similar to what they’ll work on later, while you get to see how well they fit into your business.
- Bring the Public Into the Hiring Process. Ask the public for referrals. If you’re looking for a wider pool of applicants than you’re getting, consider soliciting referrals from the general public and offering rewards for tips that lead to interviews and new hires.
It’s important to note that nontraditional does not mean unstructured. If you are trying a new hiring approach then you need to be consistent with it and follow the other best practice for structured interviews. You can learn more about the importance of structured interviews in this article.
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Hiring can be a long, stressful process for any business owner, but if you’re using outdated methods, it can take even more time and result in a few bad hires. In today’s business environment, sticking with a hiring technique simply because it’s “the way it has always been done” is not good enough, at least if you want to bring in top talent. Here are a few outdated processes you should get rid of, and quickly.
- Black Hole Recruiting.For job applicants, it’s a confusing and often annoying. There’s no communication after a candidate submits a resume.
- Outdated Advertisements that Don’t Match Requirements to Job Descriptions. It certainly doesn’t help you as an employer to have an applicant realize that the job they are interviewing for is not what they applied for.
- Long Chains of Interviews. When the interview process drags on and there are multiple interviews involved, applicants can grow frustrated, possibly resulting in good applicants losing interest entirely.
- Having Applicants Take Tests That Don’t Connect to their Duties. Job screening tools like personality tests don’t always obviously connect to the job duties, which can seem like a waste of time.
- Leaving Applicants in the Dark Post-Interview.This is like the black hole recruiting technique. Applicants like to know how the interview went. It’s a better idea to let people know where they stand after an interview – sometimes this can help applicants to feel more comfortable, especially if they’re still being considered.
- Information Imbalances. When employers ask candidates for specific information, like their salary at their last position, but don’t give information, like the salary range candidates might expect, this can seem unfair to the applicant.
At ADAM Personnel, we can help you to toss these outdated processes which will help you attract the most qualified candidates and keep you from hiring bad candidates. Please contact us today to see how we can help.
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When you have a new temporary employee, you want them to be able to jump right in and get to work.There is always a learning curve that you have to deal with, however. Here are a few tips to help you ensure that your temporary employee hits the ground running and gets up to speed quickly.
Help Your Temps Jump Right In With These Tips:
- Have a new hire kit ready to go. This kit can explain their new position and who the key personnel that they should know are.
- Have their workspace cleared and stocked with supplies they might need.This will save your temp employee some time since they won’t have to be scrambling to find supplies and clear clutter off of the desk.
- Keep the lines of communication open. If you encourage employees to ask for help when they need it or to ask questions when they have them, it’ll help them to work more efficiently.
- Introduce them to the team and ensure that introduction goes both ways. Include explanations of roles, experience and help that the team members and temps might need during the temporary employee’s tenure.
- Make sure to explain not just what a temp’s duties are, but why they are doing it. If they understand the impact of their duties, it’s easier to fully engage in and enjoy their work.
- Teach them to find answers. It will empower your temporary employee and save time if they are not interrupting you to ask questions frequently.
- Review performance regularly.Like any other employee, performance reviews help temporary hires to better understand their position.
Taking on these tasks, it can help your new temporary employee to flourish. If you’re in the market to hire a temporary worker, reach out to the employment professionals at ADAM Personnel so we can help you find your candidates.
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Employment branding – It’s different from company branding, yet it communicates a message to others about your company. It focuses on managing how potential employees, stakeholders and current employees think of your company’s culture and your workplace management.
Why Create an Employment Branding Strategy?
First and foremost a strong and positive employment brand can, and often does, attract strong candidates who are good assets in the long run. Applicants pay attention to how your company is known. If your employees are happy, that knowledge can spread to the outside world, creating buzz for your company among jobseekers and even those who are currently employed.Bringing your company positive attention without spending money to do it is just one of the perks of a strong employment brand.
How to Improve Your Employment Brand
If you want to strengthen your employment brand, it’s good to have a strategy. Here are a few simple steps, you can improve the way your company is perceived.
- Ask your employees what attracted them to their current position, and what makes them want to stay. This information can help you to determine just how to make some changes to help you stand out as an employer of choice.
- Survey your workplace culture. Determine what sets you apart and turn that into a message you can use with the public – on your web site, in your recruitment and job advertisements.
- Enlist brand experts.When you’ve made changes, put your marketing professionals to work creating a campaign to raise awareness of your new branding strategy. Don’t be afraid to shout it from the rooftops when you create a strong employment brand.
At ADAM Personnel, we can help you to pinpoint areas you can change or work with you to attract strong candidates with your new branding strategy. Contact us today.
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