Helping you make better hires, faster.

Recent events have shown clear weaknesses in “business as usual” when it comes to recruiting. We live in a fast-moving world subject to unprecedented disruption. In this environment, old-fashioned in-house teams with high, fixed overhead are at a significant disadvantage.

In many instances in the computer software industry, job descriptions are written by technical leaders who many not be aware or consider the hiring goals of the organization. There are several factors to consider, and we will break these down in today's article: 1. Profiling the job with the manager 2. Making sure your job description isn't a laundry list 3. Making sure your description doesn't say the wrong thing about your culture Read on to learn more...

We have discussed in the past how the hiring process fundamentally hasn't changed since the end of World War II: Analyze the job, figure out where the job fits in the org chart and how much it pays, market the job and then screen the applicants.

You’ve profiled the manufacturing job you are wanting to fill as per our last best practices discussion here, so now what? The answer is marketing the job. This is where a lot of companies stumble. According to SHRM, hiring a diverse workforce is the number three item of importance AND concern by most recruiting leaders in most companies (behind #1 sifting through too many candidates, which we will discuss next week and #2 making onsite work environments safe). Manufacturing faces an even larger challenge in that not only is it male-dominated, but according to the Manufacturing Institute, over one quarter of its workers are over 55. Many companies say they want to hire diverse candidates, but push/market their jobs to places that only cater to certain demographics. We work with and have performed a comprehensive study of most partner platforms out there, so you and your team can be informed where you should post and promote your jobs to meet your diversity goals. You can find that study here – Reach for Diversity in Your Hiring.

There's no doubt about it; hiring for the manufacturing sector is facing a myriad of challenges, from too few skilled applicants to an environment where women are twice as likely to leave the workforce as men. (Source: Deloitte Insights) Last week we discussed profiling your manufacturing careers and using your company initiatives in your job descriptions to attract talent. This week, we discuss how your diversity goals - and fulfilling them - will get you ahead of the competition. We work with and have performed a comprehensive study of most partner platforms out there, so you and your team can be informed where you should post and promote your manufacturing jobs to meet your diversity goals. You can find that study here – Reach for Diversity in Your Hiring.

Almost half - 49% - of manufacturing recruiters said that losing candidates to other manufacturing employers was one of their top hiring challenge. This is why building a positive candidate experience is incredibly important in the manufacturing industry. What are the easiest ways to do this and retain those top tier candidates? Read on and we will do a deep dive...

Last year was one of the toughest on record for hiring managers, hiring teams and recruiters. Not only did everyone have to contend with shifting from in-person interviewing to creating and learning remote methods, many companies had their budgets dramatically slashed, causing a lot of uncertainty, and in some cases, turnover. Here we are preparing to close out the last quarter of 2021, and there are some valuable lessons to have learned from last year and this year that we can take and apply to the next two years to make hiring easier for our organizations:

LinkedIn recently released a study that shows that 89% of bad hires all lack soft skills. And that means if you aren't screening IN clients based on soft skills, you could be missing out on the right person for your job - even if they don't match all the bullet points.

This week, a conversation with a CEO inspired this post. The conversation was centered around the CEO not really understanding the hiring process - or all the steps it entailed. And we've all been in that position - where one person doesn't understand the hard work and long hours that goes into a job. So I started breaking that process down for him - and how his team could be working more efficiently by automating some of the work for his team.

Last week, we discussed how the job market in the US is still recovering from the pandemic - hitting a record-high unemployment rate of 15% in 2020, now at 6% -- still double what it was pre-pandemic. We also discussed how writing a love letter to the person you want to hire both screens in the right people, and people who aren't a good fit for the job will screen themselves out. But there is another incredibly important part for your job descriptions that also screens people in and increases conversion rates dramatically - video. Most ATS platforms will tell you that videos in job descriptions cannot be supported, or if they do accommodate it, there is a material extra charge to do so, so check with your service. We believe video is a necessary tool to attract the right people, and as such it is included free on the HireMojo Hiring Automation Platform. Why is video so important? What do the stats actually look like? Read on...