Tag Archives: recruiting

3 Ways Recruiting and Disneyland Are Similar

If your family does Disneyland right you know that it takes strategy to navigate the expansive world of castles and cartoons come to life. Surprisingly, several principles for a successful trip to the park are also required for employers to hire the right candidate for a job. Next time you’re hiring, remember these tips as explained with examples form Disneyland:

1. You must have a plan.

Disneyland is overwhelming without a plan. There isn’t enough time to ride every ride, so you have to pick and choose. Part of this plan is usually arriving early in hopes of beating the lines and packing in everything you want to do.

Recruiting successfully takes a similar strategy. Do you know exactly what you want from a candidate for an apartment job? Have you prioritized the steps you need to take to find this? Without a strategy beforehand, you will reduce your chances of accomplishing everything you would like. Just like in Disneyland—those who plan ahead will prevent headache later.

2. Take a time out.

In the land of Mickey Mouse and fairytale castles, you and your kids may be hesitant to take a break. But if you don’t, then you risk getting burnt out and tired sooner. Take a break, get a snack, re-apply some sunscreen, and you will be refreshed to enjoy the park once again.

When recruiting, employers must also take a break to step back and evaluate candidates. Too often, employers rush to make a hiring decision, which compromises their judgment. An employer may feel pressure to find a new employee and settle for someone who is less than ideal. On the other hand, an employer may get over-excited about a prospect, hiring before they have the chance to consider other candidates. A time out—in Disneyland and in the office—may be just what you need to get a fresh start and some perspective.

 3. Sometimes a long line is worth the wait.

One of the most disheartening feelings in Disneyland is arriving at a highly anticipated ride and discovering that you can barely see the ride from the end of the line. Usually, if a ride has a long line then it means that it is popular. And sometimes, these rides are worth the wait. Perhaps it will end up being you and your family’s favorite event of the trip, remembered for years to come while you quickly forget the wait it took to get there.

Candidates don’t usually physically stand in lines when employers recruit, but you may have a long line of job seekers who have submitted their resumes online. For some positions, the number of apartment job applicants can be overwhelming and difficult to sort through. As with the lines in Disneyland, sometimes it’s worth waiting for the right candidate rather than settling for one to avoid the wait.

 

The hiring process may resemble a roller coaster sometimes, but implementing these tips will make sure you are well prepared and do not rush into any hiring decision. As with a trip to Disneyland—you don’t want to go through the recruiting process too often; you want to find candidates that are a benefit in the long-term.

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Continually Recruiting: Attracting the Best Healthcare Candidates

 

Continually Recruiting:

How to Attract the Best Healthcare Candidates in Houston

 

The best recruiters know that finding the perfect person for a job starts well in advance of a position opening up. Employers who recruit top talent are constantly recruiting, through marketing themselves and upping their desirability as a place to work.

healthcare recruiting

Even in a job market experiencing as much growth as that of the Houston healthcare industry, if you aren’t continually recruiting you won’t be able to hire the best person for the job. Here’s how to create a recruiting strategy that is constantly drawing from a talented candidate pool:

1. Market Yourself as an Employer

During the hiring process candidates are not only trying to impress you as their employer; but you should seek to impress them as well. Multiple employers seek after the best of the best candidates and you need to have a competitive edge in order to get their attention.

What does this look like? To start with, your website is one of the most effective marketing tools in your arsenal. Make the most of it by having a way for potential employees to submit their resumes online, along with a running list of current job openings. Additionally, your website should make it clear why a talented candidate would want to work there. Job perks, company achievements, and positive reviews can all be subtly marketed to catch the eyes of candidates.

2. Test the Waters

Practice makes perfect – and this is true when it comes to recruiting. How do you know if a job posting will speak to the right type of person for a job? Or if the best candidates are even clicking on your job listings? One way is to test the waters of your pool of applicants. Trying out job postings with different key words or perspectives can help you mine valuable insight into the healthcare job seeker market for when you do need a new employee.

What if you aren’t hiring right now? Even if you don’t need a new employee at this moment, you can still post jobs and follow up with candidates. You never know what will happen: people quit, people get fired, and testing the waters could reel in an applicant that’s a perfect fit.

 3. Keep in Touch with Applicants

Following up with applicants is a good policy to have as a recruiter, and candidates will take notice. Thanking candidates for their application, and letting them know in a timely fashion if you’ve chosen to go with someone else will be appreciated by those applying.

How does this pay off? Healthcare job applicants who you don’t hire may be right for a position in the future or are potential customers – and keeping in touch with them is one way to leave a positive impression.

 

These success of these 3 recruiting strategies lies in their ability to draw candidates 365 days a year. Continuous recruiting attracts the best candidates by getting a leg up on your competition, preparing for unexpected job vacancies, and not losing out on someone who could be perfect for your company.

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4 Ways to Make to Most of Online Recruiting

4 Ways to Make The Most of Online Recruiting

recruiting

The days of recruiting in newspapers and print ads have largely passed—today, if you aren’t recruiting online you aren’t getting the best candidates. Recruiting online successfully takes a careful strategy: you have to know where to post and what to post in order to attract talent.

1. Use Your Website

Most employers have job listings on their websites, but usually they are buried and difficult to navigate. Your website is one of the first places a job seeker will look, so maintaining up-to-date job openings and an easy way to apply is crucial.

What’s more, if a job seeker is coming to your website to apply for a position then it means that they are interested in working with you specifically—if  not, they wouldn’t have taken the time to seek you out—and having specific apartment job openings on your website is the best way to connect with candidates who are going out of their way to find you.

 2. Check Candidates out Online

Most candidates are online in one form or another, and checking out their profiles can give you some insight if you are wondering whether to call someone for an interview or make them a hiring offer. LinkedIn is probably the best place to start checking out a candidate’s credential’s– this is where they should list all of their work experience in one place.

 3. Use Social Media

The use of social media as a recruiting tool is growing, and if there are any social profiles associated with your apartment properties you should post openings there (and if you don’t have any social profiles perhaps it’s time to join!) The people who follow you online are a great recruiting resource because they are already interested in you and can be a way to spread the word about an available apartment job.

 4. Get Creative

Good recruiters know that it’s not just candidates who compete in the job search process—employers should also seek to stand out in order to attract the best talent. One way to do this is to get creative with the way you promote your open jobs: try making videos, sharing a testimonial of someone who has a similar job, etc. Don’t just list an open job—make the best candidates want to work for you.

Candidates today are looking online for jobs, which means that in order to attract applicants, recruiters have to post online; and what’s more you should make promoting jobs online stand out in order to attract the best of the best candidates.

 

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Recruiting 101: Reading Between a Resume’s Lines

 

Recruiting 101: Reading Between a Resume’s Lines

apartment job resume recruiting

Have you ever wanted to hire someone from the first glance at his or her resume? Sometimes a well-crafted resume is a huge relief during a drawn-out hiring process. But how do you know if a person will hold up to the promise of a good resume? Here’s 3 questions to consider: 

 1. How do they describe previous jobs?

Perhaps the area where you can get the most insight into a candidate is in how they describe his or her previous jobs. A resume isn’t complete without listing the most important responsibilities at previous position (and if this is missing it should be a red flag!). More specifically, descriptions of previous jobs should prove that a candidate made a significant contribution to the company and performed skills relevant to an apartment job.

 

2. How has their career progressed?

A resume may be perfectly formatted with a long list of skills; however, if a candidate has not demonstrated progress within their career—movement up the career ladder—then you may need to reconsider. A pattern of stagnant professional growth in the past could (and most likely would) continue if you hire a candidate like this.

For example, if a candidate has spent many years in leasing is there a reason that they never moved up to a management position? On the other hand, if only high-level positions on a resume are listed you should be curious how they got there. Applicants may have great reasons for a lack of natural progression on his or her resume; but if they haven’t shown growth in their career then it would be a good idea to ask why.

 

 3. How is their resume formatted?

The typical resume follows a template listing education first, or if not then the candidates most recent job. Some applicants may also include an ‘Objective’ or ‘Career Summary’ section first. While there are many ways to write a resume, applicants with an unclear, distracting, or completely unconventional resume should be examined closer.

Standard resume formatting works well for a reason—employers know what to expect and where to find certain information. Dates of employment, job titles, and listing a city (Houston, Austin, etc.) or address should be clear at first glance. If a resume is unorganized then it could be foresight into an applicant’s work habits.   

 

Good-looking resumes can be persuasive, but if you read between the lined you may discover that a candidate who looks perfect at first glance isn’t right for the job at all. Consider these 3 questions before hiring, and ask about a resume’s details during the interview process.

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Hiring the Right Person for Your Property

 

6 Ways to Hire the Right Person for Your Property

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According to the Harvard Business Review, 80% of turnover is due to bad hiring decisions. In particular, these bad hiring decisions stem from flawed hiring practices. Hiring the right person takes more than just posting a catchy job ad or skimming resumes; it is a system that must be constantly evolving and improving to match the needs if your property.

Here’s how:

1.    Know Exactly What You Are Looking For

Picture your ideal candidate—and then think about what characteristics they have. Whether you stick closely to a checklist or have more broad requirements, knowing exactly what you are looking for ahead of time will save lost time and energy down the road.

2.    Take a Close Look at Credentials

How many years has a candidate worked in the industry? Do they have any formal training? Resume’s can be polished to look professional; but don’t be fooled by someone who doesn’t have enough relevant experience.

3.    Have a Standardized Hiring Process

From the time you post a job opening to a hire’s first few weeks you should have a set process for each step of the way. This standardized set up should most likely include application procedures, interview questions, and a timeline.

4.    Use Your Team for Referrals

If you have employees on your property that are already thriving, chances are they will have a good sense of who would likewise be successful at your property. Asking around your current staff for new employee referrals could lead you to a gold mine with relatively little hassle.

5.    Continue to Train Once Hired

The hiring process doesn’t end on an employee’s first day; rather, it should continue on as a new hire is trained and integrated into your apartment property. Very few people will thrive in a new work environment without clear instruction and support.

6.    “Test Drive” Candidates – Use a Staffing Company

Someone may look great on paper—they may even act their interview—but how do you know if they will fit with your property’s culture? One way is to have candidates work a couple of days onsite to see if they are a good fit! A staffing company is a cost-efficient way to do this, as they will already have a pool of skilled candidates to match with your property.

 

Don’t settle during your hiring process—keep searching until you find the missing piece of your team. Hiring top talent equals making top profits, and saving the hassle of having to hire again in a few months.

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