Preparing

Customer Relationship Management (CRM)

CRMs are only for managing the customer lifecycle, right? Then why are talent teams using CRMs to manage the employment candidate relationship? Read on to learn how CRM software can benefit your organization as a whole and your hiring efforts in particular.

Job Boards

A job board can provide the opportunity to not only attract top talent, but give candidates insight into your company… when it is utilized in the right way. How will you know if your company is correctly utilizing job boards? Let’s dive in.

Minimum Qualifications

Does the never-ending flood of non-qualified candidates make your head swim? Is there no light at the end of the tunnel for your recruiting pipeline that’s miles long? Maybe it’s time to adjust your minimum qualifications! Read on to learn what minimum qualifications are and how to utilize them in your organization.

Candidate Persona

Some applicants look perfect on paper, but end up not working out for one reason or another. Why? The act of hiring the best fit is more complex and abstract than an application or resume has the capacity to convey. Using a candidate persona as a tool to make the abstract parts of this process measurable can help make a hiring decision more well-rounded and comprehensive.

Evergreen Requisition

If you've ever been a recruiter for a position that needs to be filled regularly, you have probably found yourself thinking, "I have got to make this process easier." Use evergreen requisitions to streamline the process and keep those fast-turnover positions filled.

Boolean Search

Did you know that there’s an online search method that helps you locate and narrow information? It makes it easy to locate, target, and identify desired results. Even better . . . it saves time!

Mock Interview

Job interviews can be stressful and intimidating for anyone. Next time you’re up for an interview, utilize a mock interview so you’ll be sure to stand out above the other candidates.

Backfill

Your top performer has given their notice that they will be leaving to pursue their degree full time, and you’re now in full-on panic mode. Who will be able to produce numbers like that? Where do you even begin to look for candidates for this role? How do you keep business running smoothly in the meantime? Read on for these answers and more on backfilling positions.

Job Requisition (Req)

A manager comes to you and says they need to hire a new employee. Where do you start? The hiring manager can walk you through the need for the position, but is that enough to justify the role? Job requisition to the rescue! Read on to find out the differences between a job requisition, job description, and job posting, and how this item can assist your HR department on so many levels.

Elevator Pitch

Do you know what you would say if you got on an elevator with someone you really wanted to network with? Time’s running out—you only have four floors to go—what do you say? This outline will help you develop what you can say to make a positive first impression in brief professional interactions.

Intake Meeting

A manager calls and tells you that they need to fill a position—pronto, of course. Your next step can make for a smooth, successful recruitment and hiring process (or not). Read on to learn the details of conducting a great intake meeting.

Hiring Preparation Process

The pressures of hiring can be overwhelming. A good preparation process can ease a lot of the stress. A hiring preparation process not only helps you as an employer but makes a positive impact on your candidates’ experiences.

Company Goals

Company goal setting is an important part of bringing your vision to life by creating actionable steps toward your company’s mission. If you find yourself wanting things done for your business but haven’t been able to make them happen, then this is the goal-setting article for you.

Essential Job Function

Identifying essential job functions for each role in your company is, well, essential. It gives you a strong grasp of each job, teaches candidates what the job entails, provides benchmarks for employee evaluation and protects your company from legal claims. Learn how to accurately assess the difference between essential and nonessential job functions to help your business thrive and create a more inclusive working environment.

Job Design

Creating jobs that can be both beneficial to the company while simultaneously motivating your employees can be challenging! That’s where job design comes in. Read on for more information.

Cost per Hire

How much does it cost you to hire a person, and why is that helpful to track? Cost Per Hire (CPH) is a commonly used metric that helps you understand how you align to similar organizations and how you might improve your recruiting strategy. Read on for more details about why this is an effective metric for determining the productivity of your recruiting process.

Hiring Manager

We all know that whom you hire is the most critical predictor of organizational success. A hiring manager might be part of the HR department or might not, but they are central to bringing the best people to your company. If you aspire to this role, continue reading to learn what a hiring manager does and how to become one.

Employer Value Proposition

If you are interested in talent acquisition and retention—and what HR rep isn't?—take a look at your Employer Value Proposition. It's important to understand what it is, how it works, and how you can use it to your benefit if you want to attract the best talent.

Workforce Planning

Your organization has strategic goals, but how can you ensure you have the right workforce to accomplish those goals? Workforce planning is the key. Workforce planning is the process of analyzing your current and future workforce needs in order to accomplish your strategic goals.

Salary Budget

Ever wonder how your company handles payroll planning? An employee’s salary is a large part of your organization's compensation package and budget. In this article you will learn why your organization’s salary budget is important and how to create a salary budget.

Non-Essential Job Functions

We all know intuitively that there are both essential and non-essential duties in our jobs, but classifying them officially is important. Knowing the difference can be challenging, and getting it wrong can have legal consequences. This article will help you better identify the differences in these types of job functions, as well as understand why it’s significant.

Physical Job Requirements

When a candidate looks at a job description, they are generally looking for details about job duties and pay range. However, the physical requirements of the job are also important, and shouldn’t be overlooked by job seekers, hiring managers, or you as you write the job description. Read on to find out why.

Succession Planning

You’re amazed by your current leadership team and the results they are able to obtain month after month. At times you wonder what would happen to your company if they decided to take another offer or retire. Is there something you should be doing to prepare for this? This article will cover what a succession plan is, how to start a succession plan, and examples of a company's succession plan.

Job Post

A job post, or job posting, is an external advertisement that provides an overview of a position you’re hiring for. Job posts are used to recruit qualified applicants and a well-written job description can help reduce time and money spent on recruiting.

Continue reading to learn what a job post is, the importance of having a good job post, how to write a job post and where to list job postings.

Job Analysis

Conducting a job analysis is one of the first strategic actions an HR professional should do. The data gathered from a thorough job analysis is used to build job descriptions, job specifications, and to ensure the best employee-organization fit.

Job Description

A compliant job description is a strategic tool used to support many critical HR and recruiting decisions. Its main purpose is to identify all of the job requirements and qualifications needed, but it may also be used externally for recruiting.

Job Classification

Job classification is the process of evaluating jobs and grouping them into categories based on similar skills, abilities, tasks, experience and other criteria. Creating a job classification system can help provide an overview of your organizational hierarchy and evaluate employee performance.

Continue reading to learn more about job classification, why it’s important, criticisms of job classification and how to create a job classification system for your company.

Candidate Experience

You've found a candidate you're excited to hire: congratulations! But you're aware that they are interviewing with other companies, and you don't want to lose them.

Candidate experience can make or break your recruitment strategy. While a positive candidate experience can help you win them over, a poor candidate experience can just as easily cause you to lose them—even if you’re offering the highest salary. In this article, we’ll help you get started on creating a great candidate experience—no matter your budget.

Job Evaluation

How do you know you are paying your people fairly? Job evaluations—determining pay rates—are one of the more difficult responsibilities HR has because of the emotional toll it can take on the workforce. But not all job evaluations are bad! Some can be used to increase salaries and remove inequities, both of which will improve morale. Regardless of the purpose, starting a job evaluation the right way will help it go smoothly, and ultimately get you the best results.

Employer Brand

Your company’s employer brand sets the tone for the organization and helps create a culture that people want to work for.

Continue reading to learn what an employer brand is, why building an employer brand is important, how to develop your employer brand and examples of organizations with strong employer brands.

KSAs (Knowledge, Skills and Abilities)

Hiring someone is a labor-intensive activity, and we know turnover is expensive; you want to choose the right person the first time. Here's a tool to help you determine whether a candidate is likely to succeed in a particular role.

Knowledge, skills and abilities, also known as KSAs, are specific qualities that indicate a person is qualified for and likely to succeed in a position. KSAs are used throughout the hiring process to assess needs in a position, help create job descriptions, and gauge whether applicants are fit for the role.

Keep reading to learn what KSAs are and how they can help you in your hiring process.

Hiring Process

Do you dread the thought of finding qualified applicants to fill open roles in your organization? Do you find yourself hiring with a sporadic, unorganized hiring process? Hiring is time-consuming and selecting the wrong candidate can be costly. If your organization lacks a structured hiring process, you’re probably spending more time than desired conducting interviews and searching for suitable applicants.

Continue reading to learn more about the hiring process, why it’s important to have a defined hiring process, and how to hire a new employee!
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