Businesses are not immune to pressure and competition, and while recruiting, they must be prepared to deal with both sorts. Employee poaching isn’t the solution. It’s taking steps to ensure that your company stands out from the crowd.
Congratulations if you’re deciding between two jobs! Your job hunt has paid off after all of your hard work.
However, once the festivities are finished, you’ll be faced with severe difficulty. When it comes to choosing between two jobs, how can you be sure you’re making the best decision?
Here are ideas for comparing job offers so you can choose the one that will provide you with the most fulfilling future.
- Consider Each Offer Using the same criterion as before: Make a customized scorecard to compare the offers against. Begin by making a list of the top ten qualities that are most essential to you. Compare them on a “must-have” versus “good to have” scale.
- Prioritize Your Happiness: Money, career advancement, and work-life balance are often the same when candidates have various opportunities. The only thing you can’t change is the corporate culture and the individuals you work with. Your team and management will have the most significant impact on your achievement, as well as your daily happiness.
- Keep in Mind Why You’re Seeking: It’s critical to keep in mind why you’re looking for new career opportunities in the first place. Review how each firm shared a superior experience to fulfill your particular job demands based on what you learned about the business during the interview process. If you’re having trouble figuring out your “why,” hire a career coach or mentor to help you evaluate your previous work experiences.
- Use Data-Informed Decision-Making to Make Better Decisions: Multiple offers can be challenging to manage, especially when they are from preferred employers. Consider using a decision matrix to rank accessible data in their employee value propositions to weigh components of each offer. Total income, perks, work environment, career path, and, most significantly, culture are all factors to consider.
- Choose a company with which you could see yourself staying: When weighing various job offers, job seekers should consider which position they would be most satisfied with for the next several years. While they may desire advancement, opportunities might take longer than anticipated. They should also try to speak with some employees from each organization, either during the interview or online, to obtain an insider’s perspective on what it’s like to work for each one.
- Consider Where You See Yourself Growing When You Have Many Offers: Consider where you see yourself growing when you have multiple offers. I’m not just talking about opportunities for advancement; I’m talking about places where you’ll be challenged, learn new things, and be able to venture outside of your comfort zone. Taking the obvious or familiar route isn’t always the best one.
- Select the opportunity that most closely aligns with your core values: What drew you to an opportunity is unlikely to be the same thing that keeps you interested. Concentrate your efforts on options that align with your basic principles. Our core values guide our actions, decisions, and behaviors. If your personal and corporate fundamental values are aligned, you will feel a higher feeling of internal fulfillment, which will be more significant to you in the long run.
Examine the company’s culture as well as its financial health. Are the company’s product and service viable for long-term economic success? The business world works in cycles. You do your homework to figure out where the company will be in five years. Furthermore, how will the business provide value to your brand? Remember that, just as you work for the company, the company should work for you.
The war for talent shows no signs of abating, owing to increased competition among industries to acquire the top individuals. Finding quality talent is not difficult, but it does take a lot of time, money, and effort. Organizations must gain a thorough awareness of what job applicants seek in their successive positions.
This challenge may be challenging to answer because it has evolved significantly due to remote working, which has removed the need to hire at a specific place. However, we identify four key areas where businesses may take decisive action in 2022 to win the war for talent in a convenient and hassle-free manner.
- Work choices that are flexible
Job seekers can concentrate on a specific subject rather than searching for general positions with various online courses and training at their disposal. Many of these individuals have specific educational degrees, making it difficult for them to get work. On the other hand, organizations nowadays keep an open mind during their hiring processes and give candidates with exceptional skills equal possibilities.
The hiring flexibility extends beyond the candidate’s skill set. Part-time or temporary work, flexible working hours, entirely remote teams or hybrid choices, work-from-anywhere arrangements, and so on are all possibilities. Organizations that allow their employees to be as flexible as they want to find themselves in a better pasture and become a more attractive place to work. Employers must pay attention to job seekers in the driver’s seat and in a position to make demands.
- Make employee experience a top priority.
Job searchers expect a consumer-like experience with a personal touch to help them along their path. It serves as a motivator and provides a sense of accomplishment at work. Employees who are encouraged to pursue personal growth and professional chances are more likely to succeed in their jobs. Companies should keep in mind that employees want to work not only for their gain but also for their own.
When an employee feels engaged and inspired, a collaborative environment thrives. An organization may recruit new applicants and keep its precious assets by cultivating employee enthusiasm and designing a personalized employee development program for each worker.
- Recognition and rewards
When a company regularly recognizes and promotes its employees’ contributions, it will notice increased employee accountability, efficiency, and leadership drive. Compared to firms that do not practice recognition, recognition hugely increases employee productivity, performance, and engagement.
Employee morale would be boosted, and they would feel more involved in the organization’s functions if they were recognized and rewarded at work. This recognition would enhance their productivity, and employers would profit from a happy and friendly work atmosphere.
- Invest in professional development.
Training is one of the most effective strategies to keep staff. Various businesses offer resources to their employees to learn a new skill. Upskilling and reskilling should be made a standard practice because it allows employees to expand their skill sets and acquire new methods for delivering high-quality outputs while keeping them interested and content with their advancement within the firm.
Investing in a current employee is much less expensive than going through the complete hiring process for new personnel with the appropriate skills.
A give-and-take relationship exists between an employee and an employer. Every employee expects to be praised for their contributions to its success. Employers must take cautious steps to guarantee that they grow with the workforce ecosystem and provide the best to their employees, especially in today’s times when it is constantly evolving. The safest way to achieve this is to take little effort to ensure that businesses grow over time, push limits, and provide offers that no one else can match.
Companies must establish a culture that allows individuals to collaborate and scale the impact of creativity and innovation. These variables can help firms make significant progress in attracting and retaining people amid the War for Talent when every company wants to work with the greatest talent available. These elements can help firms improve their talent management and show them how to deal with current hiring issues through empathy and openness. They are essential for the organization’s future growth and, in the long run, will help them win the talent battle.
If you’ve been on LinkedIn for a while, you may recall that the social media platform was once primarily utilised as an online CV.
However, LinkedIn has evolved into a tool for not only getting hired or finding talent but also for building a professional network and personal brand.
LinkedIn is also a great way to develop customer relationships, promote your experience and knowledge, close more business, and improve your company’s employer brand.
The days of just creating a generic profile are long gone. You must now be more strategic and consider how you want others to perceive you on social media. Here’s how to make your LinkedIn profile more successful today and in the future.
Tips for enhancing your LinkedIn profile
- Select a powerful profile picture
When creating your profile, including a powerful and clear profile photo.
Something that reveals your face assures that your network and recruiters have faith in you. Make sure your LinkedIn profile photo is 400 by 400 pixels for the most excellent image quality and fit.
You also have various options for displaying your image when you click the picture on your profile. To make it easier for search engines to find your profile, we recommend selecting “All LinkedIn Members” or “Public.”
- Make use of the photo in the background.
While your profile picture is primarily focused on you, you should also use the background image in your profile. This can be relevant to your work or interests, but it can also be more creative about the organisation where you now work.
This image might potentially be used as your profile’s banner or wallpaper. For the most excellent quality, ensure the image is 1584 px wide by 396 px height (4:1 proportion).
- About section will be your story to tell.
Your summary is one LinkedIn profile optimisation tip you should pay attention to. This is an excellent spot to express your narrative in less than 2,000 characters. Use keywords and update as often as necessary to maintain relevance and accuracy.
The first 265-275 characters of your summary content will be shown before someone has to click “See More” to see the rest of it. Your opening words should “hook” a profile visitor by describing who you are, what you care about, and what you want to accomplish.
Following this section, you should consider including some fantastic media that you were a part of, such as documents, links, videos, etc. It’s a great approach to demonstrate your knowledge and abilities.
- Complete the form with your job experience.
While optimising your LinkedIn profile entails more than just talking about your work history, you should fill out this part. It’s up to you how in-depth you want to go with each employment experience, but highlight some of your most notable accomplishments.
- Demonstrate your knowledge and abilities.
Another helpful section to fill out is the education and qualifications section.
While your overall work experience is essential, many recruiters and individuals in your network may be interested in learning more about your education and skills. Furthermore, when you gain new talents, individuals in your network may begin to endorse your chosen qualities, increasing your trust factor.
- Change the URL of your profile.
When it comes to customising your LinkedIn profile, one setting that is easy to ignore is your profile URL. You can clean up that URL by adding your first and last names.
Go to your profile and then choose the option to “Edit public profile & URL” in the upper right corner. Stay in the upper right corner after the page has refreshed, and then you can modify the URL to something more readable than a string of numbers and letters.
- Begin writing, sharing, and interacting.
As you clean up your LinkedIn profile, it’s time to engage and become more active! Even if you don’t want to establish a sizable personal brand, there are several ways to accomplish it.
Begin writing! Continue to provide value by sharing insights on things you’ve learned in your career and expert insights into your sector or employment position. You don’t have to post every day, but you should develop a rhythm that works for you. It could be a combination of blog articles, text-only content, video, or image-based information.
Engagement is another component of being seen on LinkedIn and developing relationships. This is when you interact with other people’s content, whether through a comment, a reaction, or a reshare. You can also tag your network on objects (with caution). This is how you increase your credibility and reach, plus people enjoy being engaged and will most likely connect with your material in return!
When interviewing a candidate, you must obtain as much information as possible in a short amount of time. It can be challenging to learn enough about a candidate to determine whether they are the best fit for a position — but by asking good interview questions, you can gain a better understanding of not only their skills and experience but also their conversational skills, problem-solving abilities, and ability to think quickly.
Asking questions that are unique to the company or function and broader ones that allow the applicant to demonstrate their personality and ability to think critically under pressure is the most excellent method to assess a candidate for skill fit and culture fit fully.
Best interview questions for candidates
- What is your proudest professional achievement: While it’s critical to choose someone who can execute the job properly, you also want someone proud of their work. By asking the candidate to share their favorite career accomplishment, you will allow them to share a highlight of their career. Still, you will also gain a better understanding of the type of work that makes them happy and whether it aligns with the role’s responsibilities.
- Tell me about yourself that I don’t know about from your resume: Jobseekers meticulously write their resumes to present the most excellent summary of their professional history, but you can’t understand everything just by looking at their resume. This question is purposely vague to give the interviewee the option of sharing something work-related or not. They may choose to tell you about their world-traveling sabbatical, charity work, or another life-changing experience. The way they reply to this question and the story they tell might reveal a lot about the kind of employee they will be.
- What prompted you to apply for this job: Because it dives into specifics of the job role, this is one of the most important interview questions to ask. It demonstrates how thoroughly the candidate read the job description and explains why they believe they would be a good fit. A well-crafted response will touch applicant’s existing talents and those they desire to develop or enhance.
- What are your most serious flaws: This is one of the most used interview questions for a reason: it allows you to discover a lot about a candidate in a short amount of time. This question will enable you to determine three things: whether the candidate’s weaknesses conflict with job requirements or hinder their ability to excel in the role; whether the candidate is self-aware enough to recognize their shortcomings without having to think too hard; and whether the candidate is self-aware enough to acknowledge their weaknesses without having to think too hard. What steps a candidate takes to address their flaws.
- Which of the following are your greatest assets: When a candidate discusses their strengths, it demonstrates their self-awareness and humility, just as it does when talking about their faults. This interview question also allows the applicant to highlight how their best abilities match the requirements of the position and demonstrate how they will use their talents to assist the organization in achieving its objectives.
- Tell me about a challenging work situation you faced and how you dealt with it: Everyone has faced difficult situations at work. It is frequently that professionals learn the most in these situations. This is one of the best interview questions to ask because it allows the candidate to describe how they function under pressure and highlight their problem-solving and stress management abilities.
- Tell me about a period when you had a hefty workload to manage. How did you deal with it: This is one of the essential questions interviewers should ask. It indicates a candidate’s organizational and time management skills and handling difficult situations, such as a workload rise. Examine how the candidate prioritizes duties, adjusts to new challenges, and collaborates with others for the job completion.
A job interview allows you to determine whether or not a candidate is qualified and whether or not other employees would enjoy working with them. You may better assess skill level and personality attributes by asking these questions, which are the most important things to consider when hiring a new employee.
Recruiting is about more than filling a post, a quarter, or a year in the future. You must think about new recruitment trends that haven’t yet affected your company. A strong recruitment plan should address current needs while also being adaptable enough to address future ones.
Trends in recruitment change throughout time. HR recruiters, Companies, and candidates’ expectations are all changing. Therefore, it’s critical to adjust as quickly as feasible. The game’s object is to see which recruiter can respond swiftly and secure the best prospect for their firm.
- Recruiting Globally:
Worldwide hiring will be in high demand as organisations look for the expertise they need. Furthermore, the pandemic has accelerated the market’s demand for remote hires.
With a growing number of workers working remotely, businesses have begun to use employee collaboration tools to improve job effectiveness and efficiency. Furthermore, organisations are developing global recruitment strategies to expand their recruiting reach. They want to tap into the vast pool of available talent to discover the perfect match for them.
- The emergence of new job titles:
AI and automation will heavily exploit the current job titles and duties.
Nobody could have imagined that AI would cause drivers to lose their employment in the future. However, automation will have the most significant influence on the wholesale and retail industries.
Many new employment roles in the IT business are predicted by IT experts, including Data Detective, AI-Assisted Healthcare Technician, Quantum Machine Learning Analyst, Master of Edge Computing, Cyber City Analyst, and others.
- Algorithm-based shortlisting:
The days of recruiters individually going through stacks of CVs and shortlisting individuals are long gone. Even today, digitally screening all applicants is a time-consuming and challenging endeavour for any recruiter. Furthermore, because a recruiter only considers an application for six seconds on average, the chances of making an error are rather significant.
Algorithm-based shortlisting comes to the rescue at this moment. Algorithms in robust computer programmes would sift through massive databases and select the most qualified candidate for the position. The involvement of ML would also aid in the elimination of bias in hiring.
- Recruiting for Learning Quotient:
When screening applications, recruiters should prioritise a candidate’s learning quotient over all other abilities.
A candidate’s capacity to adapt to new situations and make the most of them is a special skill in a future where industries and job positions are continually changing and unique abilities are required.
One of the deciding criteria in employee selection will be understanding new markets, gaining new skills, and exploiting them. Additionally, when AI takes over the majority of occupations, other talents such as thinking skills will be in high demand.
- Improved quality of hire (AI assistance):
Artificial intelligence-enabled tools would be the most remarkable and unavoidable addition to the recruiting process. These technologies provide your hiring process with an extra degree of insight.
AI-enabled solutions can effectively sift thousands of candidates and reduce time-consuming manual errands. Furthermore, AI aid improves the quality of hires for your organisation. The ML algorithm learns and improves its ability to match applicants’ talents to the job criteria by analysing data.
From sourcing applications to screening the appropriate fit and selection to succession, using AI in your recruitment process can help make the process faster, simpler, more effective, and streamlined.
In the coming decade, the recruitment business will undergo significant transformation. So, it won’t be long before AI takes over recruitment and most automated recruitment methods.
As ever-changing global events shape the globe, businesses seek new methods to adapt. HR is affecting the way employees work as well. From employing someone electronically to widening your view of your possible labour pool, recruitment is moving at a rapid speed.
- Create a strong employer brand. It all starts with figuring out what makes your company special. How will your recruiting team sell candidates on the benefits of working for the company if they don’t know? Make a conscious effort to learn why people stay with the company. During one-on-one sessions, hiring supervisors could start asking “stay interview” questions.
- Be a fantastic boss. Don’t be afraid to apply for a “best places to work” award at the national, state, or local level. When recruiting, it’s a terrific approach to showcase your company’s culture and values. Consider allowing the HR department to speak at conferences. Not only is it beneficial to HR’s professional development, but it also allows them to share the company’s best practices.
- Offer a remuneration and benefits package that is competitive. Understand that there is a lot that goes into the discussion of employee remuneration and benefits. However, as the employment market becomes more competitive, wages and perks become more competitive as well. Organizations must guarantee that their compensation packages are both internally and externally competitive.
- Create a recommendation program for your employees. Employee referrals remain a cost-effective source of employing qualified candidates. If the employer offers a thank-you incentive for referring prospects, be sure it is reasonable in light of your cost-per-hire. Also, previous employees and contingent workers should be considered, both in terms of providing referrals and being referred. They’re an essential component of today’s recruiting approach.
- Take a look at boomerangs. Allowing the former employees to return can be a very successful tactic when it comes to recruiting. Allow an employee to go on sabbatical, obtain new abilities, and return with a refreshed outlook. Just make sure to deal with the issues that led to their departure in the first place.
- Provide a genuine job preview to candidates. Before applying for a job, job seekers conduct research. A typical “day in the life” of an employee should be included on a company’s career portal. This can be accomplished through the use of video and staff testimonials. Consider utilizing more readable/relatable job descriptions, even if it’s an extra step.
- Make it simple to apply. Organizations must advertise job openings in venues where candidates spend their time, one of which is social media. To understand what candidates go through, HR professionals and hiring managers should try to find and apply for a job at their organization. Candidates should also be able to share, view, and apply for jobs from their mobile devices.
- Create a talent network. The days of merely recruiting when there is a job opening are passed. Competition necessitates constant recruitment. Find a technique to keep job seekers interested if you don’t have any openings. Find a method to keep job seekers engaged if they aren’t ready to apply. Create a network for possible employees to learn more about the organization.
- Promote your business’s brand! This corresponds to #7 above. Recruiters must begin accepting requests from the media to speak about the company’s brand. It is suggested before that companies should create unique career websites, post job openings on social media, and make sure their sites are mobile-friendly. That isn’t enough on its own. Keep the dialogue going about how amazing it is to work there.
- Instruct recruiting managers on how to conduct compelling interviews. Last but not least, companies should not assume that everyone knows how to conduct an interview. Interviewing is more complex than it appears. Recruiters should assist hiring managers in comprehending the relationship between the cost per recruit, turnover, and the process of hiring.
Job searchers will want to work for you if you are a good employer. Organizations must publicize their culture, employment opportunities, and benefits. Now is not the time to be modest about the advantages of working for your company. Because you can guarantee your competitors are touting the advantages of working for them.