Tag Archives: Talent

Your Resume is a Hiring Manager’s First Look at You

Your resume is the first representation of yourself a hiring manager will see. This simple piece of paper with words written to describe who you are at work and the skills you can bring to the company is your first step to a new job. With this paper, you have only a few seconds to grab the attention of the reader and make him/her want to learn more about you and how you could contribute to their team.

Before sending out your resume, ask yourself: Is this compelling? Have I properly highlighted my skills and accomplishments? How will I differentiate myself from other applicants? Can the hiring manager understand how I will add value to the team?

Study the job posting and identify the skills the company is seeking as well as possible skills inferred from the listing. Make it simple for the hiring manager to see how your skill set would be a perfect fit for this position. If you don’t have the exact skills they are seeking, look at transferable skills obtained from previous work that could relate to the job you are applying for.

Every employer wants to hire an accomplished problem-solver. Be sure to emphasize your past accomplishments, both team and individual, and highlight the positive outcomes. Use words that show initiative and value add. Examples include: exceeded, increased, decreased, eliminated, developed, launched, and spearheaded.

Stay away from vague claims about attitude and personal strength. Examples of this: reliable, responsible, self-starter. Use the interview time to show your motivation and discuss your tenacity for timeliness.

The most important resume tip is to review your resume and proofread, proofread, proofread!  This is the first impression a hiring manager will have, don’t waste it!

Attract the Right Talent

Man on top of mountain. Conceptual design.Attracting talent isn’t always easy, especially in low unemployment periods. Here are some tips to writing effective ads for hiring the right person the first time:

Use an Informative Job Title
The job title really isn’t the place to get creative.  The job title is the first piece of the puzzle that job seekers see and will make a quick decision on whether or not to read on.  Use a title that best describes the position and utilizes common keywords (ex:  sales, accounting, customer service).

Explain Your Company Culture
What makes your company so great to work for?  Explain your company culture and highlight your signature attributes in your job ad.  This job ad is, after all, an advertisement for your company.  Highlight perks offered, unique benefits and why anyone would love to work for your company.

Give a Descriptive Job Summary
Represent a full scope of the functions the successful candidate will be completing as well as what their role will be within your company or organization.  Don’t just list tasks, make it all encompassing and inviting.

Describe What Your Company Needs
While most applicants know that you are not going to find someone that meets all of your expectations in an employee, if you are clear about the skill set that is necessary to perform the job and which additional skills would be valuable, you will cut down on the time it takes to sift through résumé’s after you place your ad.

Group Information
There is a lot of information to include when posting a job, but a complicated posting can deter job seekers from reading or applying.  Keep your information grouped in a logical manner using bullet points and breaks to make it easier to read and follow, as well as bold, italics and underlines to make it appear more interesting.

Make it Easy to Take Action
Once you have the attention of candidates, you want to present an easy to execute way to apply.  This could be a direct link to an online application, an email to send a resume to, or use the CareerBum.com site for a one click application for job seekers.

Share the Job Posting
After you have finished writing your job post, share the information on your network.  Post it to your social media sites, post it in your foyer, share it with your employees to repost on their social networking sites and share it off of CareerBum.com’s page.

Are you using assessments, yet? You should be and here is why.

iStock_000038327906LargeSeasoned hiring professionals understand that ongoing success depends on the quality of employees at all levels in an organization. But how can you be sure that you staff with employees who are the best cultural fit and brightest talent? In the broadest sense, there are multiple methods of improving employee job performance. Along with compensation and training functions, recruitment and hiring is implicit in the on-boarding and eventual success of the people in the organization and ultimately the company itself. But how can you be sure you are starting with the right people?

Modern employment assessment tools improve the selection of employees because they allow hiring managers to view numerous, relevant candidate qualifications and make better-informed hiring decisions. The analysis of specific qualifications leads to more accurate hiring decisions because more relevant information may be gathered prior to the interview as well as throughout the hiring process.

Using assessments will help you create an effective screening process that makes certain the applicant has the basic necessary experience and background as well as determining if they possess the core traits and attitudes you have found to be predictive of success in that job. 
Pre-Hire Assessments will alert you to counter-productive behaviors, and determine engagement, Job Fit and tell you how to train new employees.
You’ll find higher quality candidates before spending time interviewing them.

Post-Hire Assessments will help you coach for better performance, identify and develop leadership and determine Job Fit for promotions and lateral moves as well as help with outplacement.

All of this will help you to stay competitive.

In just a few you can find out how our assessments best meet your needs. Our assessments are affordable, deliver high quality and simplicity of use. Many clients are set-up and using their online accounts the same day.

If you would like to learn more about how assessments could help your organization, let us know and we’ll be happy to set up a demo for you to check it out! We can also provide you with specific samples of the information our solution provides for your particular industry or positions.

Tips to Hiring and Retaining Employees

A company relies on employees to be contributing to a profitable bottom line.  While some employees will have a significant impact, others may be smaller, or at least less noticeable, but all of them are important.  Recruitment and employee retention can benefit a company, providing an edge if done properly and strategically.  Here are some helpful suggestions to help attract and retain the best employees.

  1. Always be Recruiting:  Have a good sense of the talent that will best benefit your company, and always be on the lookout for a person that will be able to advance your company.  Even if there are no current openings, you never know when something will come open, or growth will happen.
  2. Build a Standardized Hiring Process:  Don’t count on your conversational skills to choose between candidates. At a basic level, your standardized hiring process should include criteria-based screening of an adequate number of candidates, a background check, standardized assessments and structured interviews.
  3. Make your Job Post Matter:  You should tell candidates about what your company does and stands for. Include your mission statement. Make clear what your expectations are, from the start. You want potential employees to proactively identify with what you’re all about–before they even submit an application.
  4. Interview Multiple Applicants:  Commit to meeting and interviewing a specific number of people, don’t hire the first person you like.  You never know if the next person will be a better fit for the company.
  5. Ask Probing Questions:  Use the interview to find out an applicant’s attitude, energy level, life goals, ability to take on responsibility, track record, and ability to work with the flow of your organization and your work culture.
  6. Check References:  Often we get too busy and assume that we won’t get a thorough reference regardless, but take the time to try.  You may find out enough to narrow down your choices.
  7. Train your New Hire: Recruitment doesn’t end with the offer letter. You’ve got to give new people the tools to do the job well.
  8. Keep Expectations Clear:  From day one make sure that employees understand what is expected of them, how you will measure it and what the benefits are for achieving their goals.
  9. Offer Compensation:  Offer talent an attractive compensation.  Be fair and recognize effort by rewarding with benefits or salary.
  10. Continue Development of Employees:  There is so much potential that frequently goes underutilized in organizations, offer employees feedback, coaching, cross training and opportunities for advancement.

You are sure to reduce your turnover and increase proper hiring by utilizing these tips!