Challenges to Successful Selection
Hiring managers today face certain challenges when it comes to measuring talent for successful selection. Below is a look at some of these challenges.
First of all, over 90% of recruiting begins online through job boards and social media. What this means is that most of the information that the hiring manager or recruiter is using for their research on a particular candidate through the use of sources such as Google, job boards, Facebook and LinkedIn will in most cases have been posted by the candidate themselves. This is especially if the sourced information is employment related.
Secondly, candidates tend to throw resumes at related positions in the hope that they will stick. This means that when most people apply for jobs, they assume that these positions require similar skills and/ or experience which they had used in another job. For instance, a candidate with a sales background will apply for a position as a sales manager, while a former manager will apply to work as a trainer in their field. You will also find those with previous experience in customer service applying for sales jobs, while outside sales positions will attract candidates with a background in inside sales. The same applies for previous business owners who will apply for jobs in their respective areas of expertise.
Another challenge facing hiring managers is that they tend to end up wasting too much time and money reviewing resumes in search for the right talent. This is despite having access to tons of information that is available online. A common scenario is where a recruiter posts an ad for a CFO position and receives over seven hundred emails within 24 hours. The recruiter will thereafter be forced to spend countless hours just going through these resumes looking at the hard skills and educational histories of the applicants. This is even before they begin to check for measurable talent.
Blind spots created in the hiring process due to the emotional bias of the recruiter or hiring manager is another challenge to successful selection. This is because in some cases hiring decisions will be influenced by the emotions of the recruiter. This may be as a result of the personality match between the candidate and the recruiter, where the candidate was referred by a friend of the recruiter or even where the interviewer is simply impressed or aligned with the educational background of the candidate.
Once a candidate is hired, they take at least ninety days to become effective, if ever. This is a challenge seeing as much of the time spent focuses on getting to know the new employee/ employer, as well as learning how the office equipment and systems run. In most cases, you will find that the true talent match of the individual to the job will only begin to manifest itself in tangible results – if ever – after a period of approximately 90 days. As such, if the candidate is receiving a base annual salary of $150,000, the employer will spend a minimum of $37,500 in this “getting acquainted” phase, before they even get their money’s worth in productivity.
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5 Tips to Write a More Effective Resume
Resume writing tipsWhether you are actively looking for a new job or need to update your resume, using these 5 tips will help you to write a resume that is more effective and get noticed. You may be the perfect candidate for a job, but if your resume does not get the attention of a potential employer, you will not get the opportunity to prove yourself.
The purpose of writing a resume is not necessarily to land a job, rather to get an interview with a potential employer. Reminding yourself of the purpose of your resume will keep you on task with the information you choose to include. Writing a lengthy report of all past experiences and every duty you ever performed will cause your resume to be cluttered and not effective.
The information that you would like to receive the most attention should be placed at the top of your resume. Whatever the job you are applying for, list the most relevant previous experience and education first. This will bring attention to what an employer might be looking for.
Create a descriptive and specific title for the jobs you have held. A potential employer may only skim past these titles, so making them precise will be to your benefit. The way you describe your title should give an accurate depiction of your responsibilities. Think of a clear and concise way of communicating a major role you played in your positions.
Instead of listing out responsibilities for past jobs, point out achievements you accomplished while working for previous employers. Use this opportunity to show off your initiatives and successful accomplishments. Building a list of things you achieved will make a greater impression than a duty list that an employer would expect to see stated.
Most hiring managers and recruiters receive a massive amount of resumes and can only devote a short period of time to resumes they get in. Use bullet points to outline the information you want noticed. Keeping your information relevant and hitting the main highlights will allow a potential employer to see what you are capable of.
Keep these tips in mind while writing your resume and you are sure to get a call back. Once you get an interview, it will be time to really shine and show the potential employer why you are the best choice for the job.
If you are in the market for a new opportunity, please look at our Candidates page on our website for new positions listed daily.
“Great minds have great purposes, others have wishes. Little minds are tamed and subdued by misfortune; but great minds rise above them.” – Washington Irving
“The start is what stops most people.” – Don Shula
“You can’t just sit and wait for people to give you that golden dream. You’ve got to get out there and make it happen for yourself.” – Diana Ross
Exceptional Leaders Are Demanding
Exceptional Leaders challenge and stretch their people, and they do it all the time.
Being demanding does not mean being autocratic. It means expecting and communicating the requirements needed for the best work and giving constructive feedback to others when the best is not delivered. This is a common approach for exceptional coaches and teachers as well.
If a leader is satisfied with less, performance ratchets downward toward mediocrity.
* How does your performance match up with your personal standards? You can’t expect others to do their best if you don’t do yours.
* Scan your horizon for the people who have the most influence on the success of your organization and on you. Are they performing up to your standards?
* Are they performing to a standard that will allow the organization to meet its goals?
* If not, be willing to take action. Action means opening the conversation about performance and communicating expectations, including clearly stating the standards for excellence.
Being relaxed about your performance and the performance of others is a recipe for mediocrity.