Are You Too Picky? Damages To Recruiting and Business Results

Are You Too Picky? Damages To Recruiting and Business Results

Are You Too Picky? How Lofty Recruiting Standards Can Actually Work Against You

With the availability of top talents so limited being too picky can actually hurt your recruitment efforts and cause delays in filling key positions. Adopting highly selective standards can be a bad idea for the following reasons.

You’ll Lose Qualified Candidates

No matter what kind of business your company is in, dragging out the hiring process while you search for the ideal candidate can mean that you lose top candidates. When you wait too long to make a decision, some candidates will accept other positions.

You’ll Eventually Be Forced to Accept Less Qualified Candidates

When the top candidates accept other positions, you’re left with a pool of candidates who don’t have as much experience or as many skills. Eventually, you may be forced to choose from these applicants because the job must be filled. Although your intention is to find the perfect candidate, now you have to settle for a “good enough” applicant.

Recruitment Costs Will Increase

When looking for the perfect candidate, it makes sense to use every available medium to advertise. If you don’t find the ideal person, you may continue to place more ads and spend even more money. Those costs add up, but they aren’t the only costs involved.

Peter Cappelli, management professor at the Wharton School of Business at the University of Pennsylvania discussed the issue of costs in an interview with Knowledge@Wharton. He believes that internal accounting systems in most organizations are very poor. As a result, companies don’t understand the true costs of keeping a position vacant and mistakenly believe that they can save money if a position remains unfilled for a long period of time.

Job Seekers Will No Longer View Your Company as Desirable

Job seekers pay attention when companies post the same ad month after month, and start to wonder why your company is having such a hard time filling the position. Do you have impossible expectations? Is the inability to find a candidate symptomatic of your company’s inability to make decisions quickly? People will notice when your pickiness results in inaction, which may affect their impression of your company.

What to Do?

If you wait long enough, the ideal candidate may eventually appear, or you may realize that you missed opportunities to hire people who had many of the skills you need. If insisting on perfection has cost you qualified job candidates, there’s a few things you can do.

➡️ Identify the skills that are absolutely necessary to perform the joband those that would be helpful. Be happy if a candidate possesses skills in both categories, but don’t reject an applicant because he or she is missing skills that are merely helpful.

➡️ Make training a priority. Don’t overlook candidates who could be top performers with a little coaching or training. Cappelli notes that many businesses don’t know how much it costs to train employees versus hiring employees already doing the same kind of work for a competitor. Comparing those costs may make hiring an employee with less experience a more attractive option, particularly if you follow his suggestion and initially offer a lower salary while new employees receive the training they need.

➡️ Change your image. If you’ve gotten a reputation as a company that only hires superheroes, it’s time to make changes to your brand messaging. Shorten the hiring process and emphasize your desire to find employees willing to grow with the company on your HR website and social media sites.

Every business wants perfect employees, but few people can attain perfection without a little help. If you use realistic standards when hiring and are willing to train employees, you just might discover that it’s easier to find quality employees who can help your company grow.

This post was penned by Don Charlton, Founder and Chief Product Officer at Jazz and originally published HERE

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Talent Sourcing Mistakes To Avoid

Talent Sourcing Mistakes To Avoid

Hiring for a job can be as tricky as acing an interview for a job. Let’s face it, getting the perfect talent – boasting of the required education, with minimum work experience and possessing the appropriate skills for the job – is easier said than done. In hindsight, when you’re a recruiter the stakes are much higher when it comes to getting the right person for the job. At the end of the day it’s your decision, based on one or two meetings, which could either boost the company’s growth or lead to losses.

In this age, when the traditional interviewing process is being replaced with personality tests and other measures to gauge talent – here are some common mistakes made in the talent sourcing process along with pointers on how to avoid making them:

1. Resumes can’t be your only criteria

While resumes are probably the first and vital piece of information for a recruiter, it can’t be the only reference point. Over-analyzing resumes can cloud your judgment when it comes to hiring the right candidate. A good recruiter also makes it a point to call the candidates’ listed references and social media presence to make sure he or she is a good fit for the job profile.

2. Keep an open mind while vetting resumes

Many recruiters will tell you they tend to remove candidates from the list for being either over or under-qualified. But keeping an open mind can only benefit you. There are several cases across the world where the perfect candidate turned out to be someone who was either over-qualified or new in the industry.

3. Don’t write a vague job description

As a recruiter it’s your job to make sure you have a proper descriptor explaining the particular job. A vague job description will only confuse the candidate and also attract random applicants not fit for the profile.

4. Don’t overlook candidates currently unemployed

The job market is still recovering and several applications you may receive will be from candidates who are unemployed at the moment. But that shouldn’t hinder you from checking out their profile. After all, a resume won’t tell you the reason why this candidate is currently not employed. He/she could turn out to be extremely talented and unemployed because of various reasons not pertaining to his skills or caliber.

9. Don’t let experience/achievement trump cultural fit

Often recruiters jump to hire someone in a hurry to fill a post. While doing so they only tick the experience and achievement boxes. Nobody is denying the fact that experience and achievement are the two most important criteria for choosing an applicant. But knowing whether the candidate will fit into your organization’s culture is equally important.

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Preparing for Interviews? Read this

Preparing for Interviews? Read this

Acing a job interview has as much to do with the way you prepare as it does your poise and confidence in the interview chair. Preparing for an interview might seem intimidating, but there are several steps you can take to prepare yourself for a successful interview.

You should spend the time leading up to your interview learning as much as you can about the company you’re applying to, from the company’s culture to the interview questions that are likely to be asked. If your research is thorough, you will be in a great position to ace your job interview and get the job you’ve been dreaming of.

Prepartions start early on, even before you apply to jobs. Preparing for an interview primarily means taking time to thoughtfully consider your goals and qualifications relative to the position and employer. To accomplish this, you should perform research on the company and carefully review the job description to understand why you would be a good fit. Let’s look at the steps to preparing for an interview.

To summarize:

  • Familiarizing yourself with the company
  • Preparing for your interview and preparing questions to ask during the interview
  • Knowing how to evaluate the company to decide if it’s a good fit for you
  • Managing your expectations with research to know exactly what it’s like to work for this company

1. Carefully examine the job description

During your prep work you should use the employer’s posted job description as a guide. The job description is a list of the qualifications, qualities and background the employer is looking for in an ideal candidate. The more you can align yourself with these details, the more the employer will be able to see that you are qualified. The job description may also give you ideas about questions the employer may ask throughout the interview.

2. Consider why you are interviewing and your qualifications

Before your interview, you should have a good understanding of why you want the job and why you’re qualified. You should be prepared to explain your interest in the opportunity and why you’re the best person for the role.

3. Perform research on the company and role

Researching the company you’re applying to is an important part of preparing for an interview. Not only will it help provide context for your interview conversations, it will also help you when preparing thoughtful questions for your interviewers.

Researching the company and role as much as possible will give you an edge over the competition.

If you have questions about the workplace environment, culture, personality or values, be sure to ask during the interview.

4. Consider your answers to common interview questions

While you won’t be able to predict every question you’ll be asked in an interview, there are a few common questions you can plan answers for. You might also consider developing an elevator pitch that quickly describes who you are, what you do and what you want.

5. Prepare several thoughtful questions for the interviewer(s)

Many employers feel confident about candidates who ask thoughtful questions about the company and the position. You should take time before the interview to prepare several questions for your interviewer(s) that show you’ve researched the company and are well-versed about the position.

6. Sell yourself

One of the biggest challenges in an interview is selling yourself. Most people are uncomfortable with this idea, but presenting yourself accurately and positively doesn’t have to feel like a sale. The truth is that you do have professional skills and experiences that may set you apart from other applicants, so it’s acceptable and expected for you to acknowledge them to your potential employer.

When you prepare for a job interview, make note of your skills that relate to the role and think of how your experiences and abilities can contribute to the overall goals of the department and company. Your answers will be somewhat short, so you want to choose the most positive and relevant information to share during the interview.

If you have metrics or stats to show your accomplishments or growth during your previous roles, they’re a great help in selling yourself during the interview. For example, you may have increased sales by a certain percentage or increased social media engagement in your last position.

7. Present your unique value proposition

Your past work experience should have molded you into an employee with a unique set of skills and capabilities that set you apart from other candidates. Now, it’s up to you to bundle all of these valuable traits together and present them as your sales pitch on why you should be hired.

Preparing well is the cornerstone of knocking your interview out of the park. Give yourself the best possible chance of success by doing your research, preparing your responses, practicing aloud, and thinking thoughtfully about your values, goals, and skill set.

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How to create a kickass work culture

How to create a kickass work culture

Every organization has its own distinct culture, shaped by its values, priorities, the people who work there, and much, much more. What’s considered a healthy work culture? It’s one where employees feel valued, safe, comfortable, and flush with opportunity for growth.

No matter the industry or profession, in today’s fast-paced business age, you undoubtedly spend the majority of your waking weekday hours at work. The benefits of a positive work environment are well-documented: Creativity, productivity and happiness go up while–like a counterweight–stress levels sink significantly.

If you are not focused on making sure that your employees are happy in their jobs and with your overall company, then my dear employer you are doomed

There is no one size fix all nor a formula which you can blindly implement to make this successfull. However there are a few fundamental steps if executed in a phased manner can yield wonderful results thus resulting in happy employees

1) Hiring. This is the single most important factor. Everything that your company is now and will be depend on your hiring strategy and processes. You either onboard classy talents or miss those top class talents to your competitors depending on how awesome your recruitment process is.

A few things to consider here: Respect candidataes who apply for jobs. Treat them equal & fair. Never ever take them for granted. Your interview panel should consist of people with not just subject knowledge but through and through. Have 1 bad apple in your interview panel, & your recruitment process goes haywire and you will end up lossing on top talents

Google is the market leader here. They are fantastic at broadcasting their culture of innovation, and have 3 million applications each year to show for it!

2) Employee Engagement. Now that you have onboarded top talents, it’s even more challenging to retain them (for a long term). Having employees who are “emotionally and psychologically attached to their work and workplace”—is crucial to creating positive employee relationships and a successful bottom line. A recent Gallup Poll found that only one-third of the American workforce feels engaged at work. They also found that highly engaged employees are 17% more productive and have a 41% lower rate of absenteeism.

In order to increase employee engagement, you can:

  • Hire and develop great managers. A healthy work culture starts at the top.
  • Provide managers with the resources they need. With the proper resources for hiring the right people, your managers can in turn build effective teams that are motivated and engaged.
  • Set clear, achievable goals—together. Employees need to be clear on the goals set for them as individuals, for their team, and for your company. In order to be meaningful, these goals need to relate to their daily experiences and be ones that they believe are actually attainable. When employees are involved in goal setting, it makes them almost four times more likely to feel engaged at work.

3) Create a safe environment. There is nothing more damaging than toxicity in a professional environment. It stifles new ideas and inhibits collaboration. Creating a safe work environment means eliminating negative personalities and respecting every idea–whether it’s from an intern or a tenured senior team member. Lead with honesty, integrity and vulnerability to help your employees feel safe.

4) Perks & Benefits. There are so many new trends in company culture: flex hours, team building, open workspaces, unlimited paid time off, bringing pets to work–and the list goes on. It’s easy to be tempted by what may seem like worthwhile workplace perks or try to replicate what competitors are offering. However, the same tactics don’t work for every company. Don’t get carried away and distracted by the latest professional culture craze. Analyse what works for you. Check constantly what your employees need and act accoridngly.

5) Foster Continuous Improvement. This is a fundamental strength for a cultural transformation. Through such impactful programs, employees feel connected to your mission, and to your success, because they are empowered to make decisions that affect positive change. Employees feel belonged, they care for your company & customers. Equip all your employees with tools & resources that’s esstential for them to keep a pulse on your company’s vision and mission.

6) Focusing on the negative. As a leader you have a large part in setting the tone of the company. Be watchful of your mood and what type of energy you are spreading to your team. If you believe there are negative elements to the current culture, walking around moaning about them won’t help solve this.

If you want to be known as a friendly person or colleague who brings positive energy to the office, start with proactive suggestions on fixing the problems, rather than complaining or spreading negativity.

Work to banish negativity in your company before it starts spreading.

7) Improve communication with employees. While once-yearly performance reviews used to be the standard, the one-sided design of these interactions is giving way to more progressive forms of employee communication. What today’s workers want is ongoing feedback, clearly communicated goals, and a collaborative work environment which they feel is fair, relevant, and encouraging.

8) Employer Brand. A strong employer brand attracts and retains workers. It turns them into advocates for your company and it differentiates you from the competition. Companies like Glassdoor offer company reviews, CEO approval ratings, salary reports, interview reviews and questions, benefits reviews, and more. This gives anyone the ability to see how former and current employees rate your organization, meaning job candidates are literally able to shop around for the jobs and companies that they like believe will meet their needs and make them happiest. Employees have become the consumers of the workplace.

Finally, creating an awesome culture is not a one time process but an ongoing process. A positive company culture needs constant tending, and direction. You should make it a regular occurrence to review how things are going, and what areas you should focus on for the next quarter, six months or year


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Brand Identity: The Power of “YOU”

Brand Identity: The Power of “YOU”

What’s common between Coca Cola, Nike, McKinsey, Narendra Modi, Angela Merkel and YOU?

For argument sake lets not differentiate companies & individuals. Because, it’s all about how powerful a Brand is irrespective of Brand being a product, company or person.


Many people think that personal branding is just for celebrities & corporates yet each and every one of us is a brand. Personal branding, by definition, is the process by which we market ourselves to others. As a brand, we can leverage the same strategies that make these celebrities or corporate brands appeal to others. We can build brand equity just like them.


People want to do business with other people, not with companies. Putting a strong personal brand on the frontline of your sales process can dramatically improve conversion rates.

Personal branding is becoming increasingly important because modern audiences tend to trust people more than corporations. Audiences are used to seeing advertising everywhere, and tend to believe corporations and organizations take actions and speak with only sales in mind. Personal branding allows you to establish a reputation and an identity while still maintaining a personal level of trust and interaction, usually through social media.

Not to forget how technologically rich we are. Right from Shopping till Interviews, a Brand plays a vital role. Social media tools have leveled the playing ground and have enabled us to reach incredible heights, at the cost of our time.

In our next series, we will highlight vital pointers on Online Branding which will throttle the “YOU” Brand.

Personal branding, is the process of managing and optimizing the way that you are presented to others

Competition in the corporate inc / industry is fierce, so how do you differentiate yourself from the pack? Whether you’re a job seeker or just looking to grow professionally, creating an impressive and meaningful brand is the best place to start.

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