Do you know who the right person is? Or what their qualities are?
My list goes:
Would you be interested in hearing from job seekers? A group of people in a particular field who gather to discuss their skills and enthusiasm for what they do?
Please do let me know in the comments or by email to firstname.lastname@example.org
The lawyers want to protect the company from any unnecessary risks and are likely to think that any risk is unnecessary. Writing a position description that excludes some whole classes of people is a bigger risk than the chance that, say, a disabled person who otherwise has the skills can’t lift some arbitrary weight when lifting really is not a part of the job. And we have the ADA to think of too.
The HR person has pulled a standardized position description from a file or even online) and may tailor it a bit, but she doesn’t know the names of all the latest (since the time the PD was written) tools, procedures, tasks, etc.
The hiring manager is working overtime doing his own job and the open job, or worrying about them both and just wants a clone of himself. Well, that won’t get the problems solved. He really needs to think about the issues, tasks, procedures and decide what one more person could successfully do in 30 days, 60 days, 90 days, 6 months.
If the job description comes from the hiring manager, filtered through lawyers who only stop the most egregious dangers, written up by HR people who have a marketing flair and know what is great about the company, then the recruiter can find the right person. You get what you ask for; be careful what you ask for!
If you need help with any of this, call me! I know that there are many of you who are doing a great job and have the time to do so. If you feel you are cutting corners because of lack of time, let me help!
Are you getting the right people for your open positions? Do you know why not? What do you need to do to up your game?
It is an epic fail if you post a position description written by the legal department with no input from the hiring manager and your marketing team.
What one thing must the person you hire for that open position do in the first 30 days? Is there more? What about the next 30, 60, 90? How will you know that this person succeeds?
What if you ask for the wrong thing in the job posting? What a waste of time! Don’t use the legal department’s conservative, risk-averse mindset as an excuse to eliminate the right person for the job!
You want to know what they “bring to the table”, but you also need to know what you want them to do with it!
Let me know if you need some help!
I host a monthly LunchBreak G+ Hangout for the people responsible for building teams in the bioscience industries. Every 3rd Friday at 11:30 am Pacific, I have wonderful conversations with people in the industry or those with really good tools. To join us, just click +Hamptonexecutivesearch in G+.
Or check our Hampton & Associates YouTube Channel to see the whole list of video webcasts and webinars.
Recruiting is either fishing, hunting or farming – Social media recruiting has tools for each of them!
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Guess what – we’re half way through the year already! Wow – how did that happen when we weren’t looking? This year has flown by with all of it’s highs and lows, each of them relevant and important to your own evolution as a leader.
July is always a great time to stop and take a pulse check of where you’re at, what you’ve achieved and what’s left on your list of goals for the year. When you take time to reflect, you can see all the places that you got stuck, confused or side tracked along the way from your core values and your goals as a leader. Stepping back helps you to see all the bumps in the road that have taken you off course (and hopefully not thrown you under the bus!)
As a women leader, I know it’s hard to juggle all the different important things that are tugging at your time and attention: from family and kids and school projects, to business meetings, deadlines, customer deliverables and managing your team. It can really be overwhelming at times, and easy to get off course can’t it?
Know that you’re not alone. There is a huge tribe of women achievers out there who secretly (or not so secretly) are wearing their Wonder Woman cape (myself included!), ‘Powering Through’, trying to keep it all together for just a little while longer while putting aside their own needs.
The challenge is to recognize if the overwhelm and confusion is really just a diversion from something deeper…
I’d love to know, What have been the 3 biggest impediments to your success during this year so far?
Where has confusion gotten in the way of you making clear decisions to move your business forward?
What’s *really* keeping you from shining brilliantly?
In my work with smart, savvy women leaders from around the country, I’ve uncovered some interesting patterns. What I’ve discovered is that beneath all of the plate spinning, tight rope walking and super human strength needed to support everyone else in the world (except ourselves), there are often hidden emotions that have been tucked away somewhere that we’re choosing to ignore. These emotions come in a wide variety of shapes and sizes: fears, hurt, anger, jealousy, not being _________ enough and the list goes on.
The truth is, all the plate spinning and overwhelm are merely distractions – keeping us from having to deal with these different emotions that are too hard or too painful to deal with.
Ironically, as we stuff these emotions deeper and deeper, they continue to create dis-ease in our bodies, minds and spirit which, if it goes unchecked will turn into Disease. Which can be a whole new problem and challenge to have to contend with. Trust me – eventually, it’s best to take some time with yourself to feel what you need to feel and let it move through you.
So how do you get out of overwhelm and move into a space of greater clarity as a women and as a leader?
Here are 3 simple steps to clearing your path so you can move forward into the second half of the year with more effective leadership:
I hope this has helped! Hit reply and let me know what are the things that you’ve been struggling with that are clouding your vision as a leader. I read all my emails personally.
Someday Starts Now.
Unlock the Power of YOU.
Michele Molitor, PCC
Transformational Coaching for Smart, Savvy Women Leaders
Book Your Complimentary “Authentic Leadership” Strategy Session Read my latest “Inspired Leadership” Blog Post!
If you have had a chance to watch the HR and recruiting talk online, you know that more and more pundits are saying that recruiting is marketing, needs to be social and that it is getting tougher to get the right people to apply.
Have you inventoried your hiring process? What is it that could be holding your company back from getting the top candidates?
Join us Thursday, July 17th for a free webinar on “How to Use Social Media for Recruting”
LinkedIn is a great place to post your jobs (although it is rather expensive at US$495.00/posting). It is a great place to keep up on recent articles in your field (especially hiring and HR). It is a great place to post your own articles and get them seen. It is a great place to market your employer brand and the good things about your company. It is a necessary place to source your potential candidates, but…
Not everyone is on LinkedIn. And of those who are, some are there multiple times, some have not updated their profiles since LI launched in 2003, some are spammers and fakes, some have withdrawn from the market, some have retired, etc., etc., etc. We want an index of all the candidates we need at this moment, and then again at that. And although LinkedIn likes us to think that it is, not everyone is there.
That makes LI a great place to start, but, like “post and pray”, it may not get you the best candidates. It may allow you to see the “good enough” ones or even the best ones, but the rate of “opens” on InMail is not all that great. In some niches, some skill sets, some industries, very few people are on LinkedIn. I’ve done a few nursing supervisor searches and it was rare to find nurses that use a computer in their limited time off and never on the job.
Each new recruiting software brings with it the fantasy that it is the “silver bullet”, the way to automate recruiting and make it fast, cheap and easy. There are no silver bullets. People are not products that can be inventoried, promoted like the latest soap, ordered online like something from Amazon. People can say “No”. Or “Impress me”. Or “Why would I want to do that?”
The power in hiring shifts. When there are enormous numbers of relatively unskilled workers and a few jobs that need them, then the employer has the power. When there are few, skilled workers and many openings, the power lies with the candidate. Each industry, each niche, each position may have a different power relationship and one method will not work for all of them.
Do you know what the employment circumstances are around each of your open positions? How do you know? What tools do you use to discover this so you can optimize your recruiting time?
So what else is there? Email has been shown to get more response than both InMail and the phone, but there is an art to both as well as the need for persistence and time. What do you do?