Category Archives: Bring back the jobs

Your Application Process Sucks! 3 Ways to a Much Better Approach

by

4

Heinz_Sees_A_Huge_Stack_Of_PaperworkToday’s job application processes are insulting. You would think we are still in the 80’s. Some career sites take an applicant an hour to apply and are strategically created to do so, as to “weed” out the misfits. That’s absurd. And employers wonder why they can’t fill jobs?

80% of companies are using archaic software and processes from the dinosaur age – here’s what that looks like:

  • We waste 45 minutes having applicants fill out a cumbersome, 1999-vintage online application form.
  • They’re asked to remember and write down every hiring date (year AND month) and departure date (ditto) for every job they have ever held; AND remember every salary and every supervisor’s name plus their phone number (gross).
  • We want them to agree upfront to a background check, drug test, credit check, and reference check before they have even received so much as the courtesy of a return email message.
  • They’re required to send all their personal information into the abyss, on the off chance that the employer might stop to respond with a phone call, an email message or an off-handed auto-responder that says “Don’t call us; we’ll call you – or else we won’t.”

What self-respecting person is willing to put up with this demeaning routine? We’re treating potential candidates like  two-year-olds. If employers can’t show more respect to the talented people applying for work in their companies, why would any job seeker with other options sign up for this kind of treatment?

My suggestion would be that every recruiter or hiring manager take one day, put themselves in the shoes of the applicant and go through their own company’s application process to get a feel of what their applicants are experiencing.

So, what should the current hiring process look like? I don’t have that down pat but I do have a few suggestions. Here we go:

  1. Keep it simple, stupid. Stop asking dumb questions like “What is your greatest weakness?” or “How do you feel about working in a team environment?” Instead, allow the applicant to either upload their resume, answer a few questions related to the position and be done with it. Better yet, develop a mobile app that quickly allows candidates to find and apply from their mobile devices. Ain’t nobody got time for that other stuff.
  2. Stop requiring double work. If you ask for an attached resume and then have me type in the same information throughout the remainder of the online application process – you’re wasting my time. I’m gonna say “forget it – it’s not worth it” and hit the escape key. Don’t be redundant.
  3. Make it interesting. Get creative. Have your intern build a short game where your applicant can hit a green frog or a yellow umbrella in answer to a question. Okay, I kid (kinda) – but think outside the norm in ways you can get creative with your ATS. Is that possible? I think so. If this isn’t an option, how about incorporating social media into the mix? How cool would your company look if you were to do that?

Let’s review: Short, sweet, to the point, interesting, social, creative and non-redundant. How hard could that be?

For a few great tips on tools that could replace the interview check this post!

This post originally aired over at DiscoveringSocial.

Check out this hangout with the @Gozaik team discussing the new Twitter Resume and Job Posting product Gozaik

by

0

gozaikA few weeks ago I came across a new product for both sides of the hiring line – job seekers looking to find jobs and connect with recruiters online and for the recruiter and companies looking for prime candidates! I’m talking about a new kind of Google filtering within Twitter that narrows the job search for the above mentioned folks.

I immediately connected with the founder Joe Budzienski and asked if he would join me in a hangout to discuss it further, which we did. Here is the recording – it’s only around 30 mins!

I love anything that has to do with social and new technology! Check out the cool ways this is going to help you as Employers, Recruiters and Hiring Managers:

Promote Your Job Tweets

  • Gozaik job search displays job tweets to job seekers. Sign up now to validate your Twitter handle and drive more traffic to your Twitter job posts.

Search Candidates (COMING SOON!)

  • Identify active job seekers that meet your criteria. Review rich multimedia resumes. Watch video introductions.

Spot Trending Talent (COMING SOON!)

  • We spotlight ‘trending’ job seekers. Individuals with the most activity trend within your dashboard, highlighting job seekers you may be interested in.

Tweet Job Announcements (COMING SOON!)

  • Increase your job tweet response by delivering your job announcements through our ‘Job Announcement’ service. We structure tweets to optimize candidate response.

If you’re a job seeker or someone wanting to hire the best talent – do yourself a favor and check out Gozaik. Make sure to connect with them online. Get in on the ground floor!

 

Funny HR interview – WatchThis

by

0

interviewWe’ve been talking a lot about “How to” in the interview process and I came across this funny parody video on Youtube you have to watch!

I love British Humor -

Enjoy, and have a fabulous Hump Day!

3 Careers predicted to dominate Social Media

by

0

Like most of ya’s, I read so much stuff online. From articles, to blogs, to statistical information anywhere from HR, Social HR, Technology, Business, Social Media, and so on, and so on.

I came across this article over at Mark Schaefer’s site, where he discusses Marketing, PR and Social Media, titled “Three Careers That Will Dominate Social Media (And it’s not what you think).”

In it, he explains that while PR and Marketing will of course continue to remain in the swing of things, here are a few folks that corporate recruiters are looking into hiring for their social media departments. Careers in these three fields and transitioning into SoMedia are booming and he explains here in this excerpt:

1) Journalism. The social web’s need for content and storytellers is insatiable. I was recently on a panel with a dean of a large journalism school and he said they are having record enrollment. Why? Where are these people getting jobs?  Alternative media. The ability to rapidly crank out superb content is at the heart of any new media strategy. As the information density of the social web continues to escalate to unbearable levels, the ability to stand out through scintillating content will be essential.

2) HR/Change management. You want to know the biggest problem companies face in finding social media success? It’s not budget or talent or vision. It’s corporate culture. Every large company is creaking and churning toward a reaction-oriented, empowered culture that can succeed in this environment. This change is going to take some gut-wrenching organizational shifts and, as we are already seeing, the jettisoning of entire teams of people who don’t have the right skills to make the transition.  HR needs to be in the middle of this transition — and move these companies forward quickly!

3) Statisticians. If I were hiring a new social media marketing employee today, it would be a statistician, not a marketing major. Marketing has always been about finding insight from data but in the past that data was pretty difficult and expensive to come by for most businesses. We are entering the era of big data where marketing — even at small companies — will be ruled by math. The lack of basic understanding of statistics and analytics by social web “experts” and SEO consultants today is shocking. But make no mistake, this is where the treasure lies.  I think it would be easier to teach marketing to a statistician than the other way around. Marketing success will come to those who will be able to tease the most insight from data, so I’m putting my money on the numbers folks.

I find it very interesting (#2) and his last statement “HR needs to be in the middle of this transition – moving these companies forward quickly. We’ve all heard this coming from a mile away. And I can see his point. But then I notice so many of my HR friends who have been booted out of a job. They’ve been down-sized.

I’d love to know your thoughts on this. I know you have them :)

Photo Credit: HRAdvocate

#Follow Friday – Chris Fields and “The Resume Crusade”

by

2

It’s Friday once again. So happy to have my guest today Chris Fields who is not only one of my HR cohorts but he’s also one of my dear friends.

I apologize in advance for the sound on this video – it was beyond our control. I’ll try to have the kinks worked out next week on our SPOTLIGHT #FF blog.

Connect with Chris:

Twitter, Facebook, LinkedIn, Cost of Work Blog.

Photo Credit: Rsvpster

One of the worse jobs ever!

by

4

Almost once a week, while driving into my small suburb of Chicago, I drive past these characters. You know the ones in the Statue of Liberty costume at the corner of traffic lights. They’re always waving, dancing or trying to get your attention in some form. Yeah, they’re annoying and I never drive by them without thinking to myself, “Gee, that has to be the WORST JOB EVER!”

And it never fails - even in this crappy Midwestern weather, be it blizzard conditions, these folks are still out there – to make the almighty dollar! Surely they don’t accept this job because they want to. Because they’re actually enrolled in some kind of drama classes and they think this is going to further their career.

While I was back in Alabama for the month of January I was having a little coffee one morning with mom and she was filling me in on all that was going on with my siblings, nephews and nieces, she proceeded to tell me that one of my niece’s, who works a full-time job at a local hospital while caring for a three-year-old is looking into and has even applied for one of those “dancing statue of liberty people” (as my mom called it) as a second job.

My first response was, “Why does she need a second job? Isn’t her husband working?” To which she replied no, that he is having a tough time trying to find work.

Wait one minute! I know you guys are thinking the same thing I am …… “Well, shouldn’t he be applying to be dance-master el statue of libertere?”……. And mom just shrugged her shoulders.

Now as I hear it from inside sources, this job currently pays $10.00 an hour (and that’s in Alabama earnings). I’m sure with the cost of living difference here in Illinois that rate of pay is somewhat higher (probably $2 – $3.0o). And I suppose one could see this as “earning an honest living.” Did you know that is more than someone with a degree in accounting is making in that same geographical location?

Heck, who knows if I’m not forced out there soon (but I’ll choose Florida and the beaches to dance on).

Let’s face it –  Things are tough, unemployment is still at an all-time-high and people do what needs to be done. That’s admirable. They are doing whatever it takes to pay the mortgage, make the car payment, or put food on the table. We gotta give ‘em love for that!

Just don’t make me look them in the eye when I’m stopped at the light. Awkward!

Photo Credit: Newsminer

The Problem with Outsourcing

by

0

There’s not much more that I despise as much as an outsourced call center.

I get the fact that it’s much cheaper to outsource your call center to some place in Mumbai than to pay minimum wage here in the States, but what a pain in the rear end. And in our current economy, shouldn’t companies try and provide the best customer service possible, especially when the competition is fierce?

For instance, how many cellular phone companies are out there right now? A gazillion? And recently while switching over to AT&T, and being told by their rep “make sure you call with questions or concerns before three o’clock in the afternoon because after that, they outsource” my response was REALLY? Holy crap!

The worst thing in the world is to have a problem that needs to be addressed and call into customer service expecting to get a hold of someone who actually gives a shit. Instead, you get Peter in Mumbia (aka – Jumar) who knows nothing of your culture, much less your issue, and can’t even relate because he can’t even speak your language. I HATE THAT! I always wind up in a tizzy and scream, “get me an american manager, or someone that speaks English PLEASE!” I know, that’s not politically correct and may sound prejudice – but time is of the essence and I need to get this problem resolved in a timely manner. I want someone that’s empathetic and can actually help me – is that too much to ask?

Years ago, (way back in the 80′s) I worked for one of the first cellular telephone companies (GTE Mobilnet) and yes, I was one of the first ones to have THIS. I worked in every imaginable department starting as a file clerk, then collections, to customer service, to Executive Assistant to the President (which basically means I handled all the complaints). Our call center was located in HOUSTON TEXAS – that’s USA, by the way. We were trained on exceptional customer service and in doing whatever it took to keep our customers happy, and we did this IN HOUSE!

According to THIS ARTICLE – these are the top five reasons why companies choose to outsource:

1.       Reducing Costs - This is the number one reason why companies outsource. In most situations you can find cheaper labor through outsourcing and if the quality level is the same there is no reason why you should not outsource.

2.       Improved Business Focus - By directing a part of the work towards outsourcing you gain flexibility and you are able to focus on your company’s core competencies. This increases work flow and allows you to finish projects faster.

3.       Unfulfilled Needs - Sometimes you might have to outsource because what you are looking for can not be found locally. For instance, you might want a good project manager and the local market does not have one to hire. Outsourcing can provide you access to a need that is not available at a local level.

4.       Risk Management - As a company grows risks appear. Most business owners fail to foresee this and are not prepared with a good risk management strategy to apply. In this case the only real solution would be to hire an expert company to do this and there are many that can be contacted through outsourcing.

5.       Better Employees - By being able to contact people from other regions/countries you might be able to contact really good professionals. (YEAH, RIGHT) You can hire them through outsourcing and you would get better employees. Keep in mind that this is tricky and price must be considered as well in order to not make a bad investment.

I have no problem whatsoever with outsourcing INSIDE our country, but we need to really GET A CLUE  when it comes to cutting jobs and outsourcing overseas, and understand that tho’ we may pay more per employee the benefits far outweigh expenditures. We would see an improvement in our customer service AND could take pride in the fact that we help provide jobs for those here in the good ole USofA.

By the way, I love the TV show “Outsourced” because it’s satire is something we can all appreciate, in a weird sort of way.