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Finding the right people is difficult…strengthening your recruitment process can help

Finding the right people is difficult…strengthening your recruitment process can help

By on Jun 14, 2017 in Blog, Hiring, Talent Acquisition | 0 comments

As mentioned in Part 1, finding the right people for your business can be difficult. Here are some of the recommendations we make to help our clients find the right people: Take the time to write a good job description. The job description becomes your guide for identifying and screening talent effectively. Articulate the need to have versus the nice to have, competencies or behaviors needed to be successful, years of experience, degrees, etc.; this goes a long way to making the screening and selection process easier. Don’t use the job description as your job posting. Job descriptions are important but they can be pretty dry reading.  Take the important characteristics of the job description to let candidates know what you are seeking, but make sure you include information about your company, why you are the employer-of-choice, and what makes you a great place to work.  Your job postings should attract candidates…just like your marketing attracts customers. Use as many means to engage with the labor market as you can. Your website, a more general internet job board, and something targeted to the profession of the candidates are all good starts.  Get the word out through your employee referral program and let your colleagues know on social media. Use the sourcing method appropriate to the candidates you seek. Don’t use a professional networking site like Linkedin.com for candidates who are not career-oriented. Make sure your hiring managers and selection team know how to interview properly. This not only guarantees you don’t get into legal trouble when people ask illegal questions, but also helps them successfully uncover information about the candidates. Always be on the lookout for good talent. Connect with people at trade shows.  Stay engaged on social media.  Source continuously.  Participate in events that help showcase your company to the labor market. Finding the right people at the right time to serve your customers the right way is more of a process than an event.  It takes work and it takes dedication.  If you haven’t done so, consider adding a talent acquisition or recruitment specialist who can keep your talent pipeline full.  Also think about talent pro-actively, instead of only when you have an opening to ensure you...

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Finding the right people is difficult

Finding the right people is difficult

By on Jun 12, 2017 in Blog, Hiring, Talent Acquisition | 0 comments

In our Human Resources consulting practice, one of the problems clients often share with us is the difficulty they have with finding the right people.  Many times, we find only a haphazard process [or no process] behind their recruitment efforts.  Here are some of the things we uncover: Talent acquisition, or recruitment, only happens when a position is open. That is, there is no real engagement with the labor market other than the times they need to fill a position. Candidate sourcing approaches are inconsistent, or the sourcing methods are not the best for the candidate pool they are trying to engage. There is no clear and compelling messaging to candidates about why they should want to work there. No work has been put into defining what is needed and then seeking that out in the candidate pool. In many instances, companies go back to one sourcing approach, for example posting an ad on their website or an internet job board.  Or they rely too much on employee referrals.  Don’t get me wrong…referrals are a great source and you should use them, just be careful about overusing them to the point that your employees don’t bring the breadth of skills needed for today’s jobs. Here are some of the reasons we find for why the recruitment process isn’t working: There’s no process. There isn’t a defined process for determining headcount needs, much less a recruitment strategy.  This can lead to results no better than random…here you would save a lot of time simply flipping a coin when making hiring decisions. Looking for the purple squirrel. The ‘purple squirrel’ or ‘unicorn’ is what recruiters refer to as the mythical candidate that not only has all the characteristics being sought by the hiring manager, but also possesses others that can be contradictory or well beyond the needs of the job.  Think: CNC machinist with a PhD or the executive-level finance leader who will also be the payroll processor. Not being clear on ‘need to have’ versus ‘nice to have’. People may not distinguish between what is mission-critical [required] in a candidate versus what is preferred [nice to have]. Wasting time on the nice-to-haves can divert you from moving on good candidates sooner....

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We’re hiring an Intern!

We’re hiring an Intern!

By on Feb 23, 2016 in Blog, Hiring | 0 comments

Organizational Architecture [oahumanresources.com] is seeking an Intern to provide administrative and client service support. While assisting us with client projects, Interns will have the opportunity to be exposed to many HR functions, including compensation and benefits, organizational design, training and development, talent acquisition, and compliance. This part-time position has the opportunity to work up to 15 hours per week. Candidates must be enrolled in an undergraduate degree program in human resources management, business administration, or similar discipline.  Candidates must possess intermediate MS Excel and MS Word proficiency, as well as intermediate social media [Linkedin, Facebook, Twitter] proficiency.  Candidates must be analytical, detail-oriented, self-directed, and customer-oriented.  A high school diploma or equivalent is required, and at least 2 years of experience in an administrative/office environment or equivalent is preferred. We value diversity, innovation, motorcycles, and punk rock. If interested, please send your resume and salary requirements to...

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We’re hiring an Intern!

We’re hiring an Intern!

By on Feb 17, 2016 in Blog, Hiring | 0 comments

Organizational Architecture [oahumanresources.com] is seeking an Intern to provide administrative and client service support. While assisting us with client projects, Interns will have the opportunity to be exposed to many HR functions, including compensation and benefits, organizational design, training and development, talent acquisition, and compliance. This part-time position has the opportunity to work up to 15 hours per week. Candidates must be enrolled in an undergraduate degree program in human resources management, business administration, or similar discipline.  Candidates must possess intermediate MS Excel and MS Word proficiency, as well as intermediate social media [Linkedin, Facebook, Twitter] proficiency.  Candidates must be analytical, detail-oriented, self-directed, and customer-oriented.  A high school diploma or equivalent is required, and at least 2 years of experience in an administrative/office environment or equivalent is preferred. We value diversity, innovation, motorcycles, and punk rock. If interested, please send your resume and salary requirements to...

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Intern position available!

Intern position available!

By on Nov 30, 2015 in Blog, Hiring | 0 comments

Organizational Architecture [oahumanresources.com] is seeking an Intern to provide administrative and client service support.  This is a part-time position and hours will be determined. Ideally, this position will start early to mid January 2016. Candidates must be enrolled in an undergraduate degree program in human resources management, business administration, or similar discipline.  Candidates must possess intermediate MS Excel and MS Word proficiency, as well as intermediate social media [Linkedin, Facebook, Twitter] proficiency.  Candidates must be analytical, detail-oriented, self-directed, and customer-oriented.  A high school diploma or equivalent is required, and at least 2 years of experience in an administrative/office environment or equivalent is preferred. We value diversity, innovation, motorcycles, and punk rock. If interested, please send your resume and salary requirements to us at...

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We’re hiring!

We’re hiring!

By on Nov 23, 2015 in Blog, Hiring | 0 comments

Organizational Architecture [oahumanresources.com] is seeking an Intern to provide administrative and client service support.  This is a part-time position and hours will be determined. Ideally, this position will start early to mid January 2016. Candidates must be enrolled in an undergraduate degree program in human resources management, business administration, or similar discipline.  Candidates must possess intermediate MS Excel and MS Word proficiency, as well as intermediate social media [Linkedin, Facebook, Twitter] proficiency.  Candidates must be analytical, detail-oriented, self-directed, and customer-oriented.  A high school diploma or equivalent is required, and at least 2 years of experience in an administrative/office environment or equivalent is preferred. We value diversity, innovation, motorcycles, and punk rock. If interested, please send your resume and salary requirements to us at...

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