How to Attract TOP TALENT by Streamlining Your Company's Hiring Process
Streamlining the hiring process can save time and money, and ensure that your company attracts the top candidates in your industry. This is especially true for those positions where the candidate pool is shallow.
It's important for hiring managers to remember that potential candidates take "real" notice of a company's hiring process as they are going through it to gauge how an organization might also conduct day-to-day business. Bad news travels fast and if top candidates get a negative vibe about your company--they'll go to your competition.
The following are some tips to help your company streamline the hiring process and attract top-tier candidates that can make a real impact in your business and help you stay ahead of the competition:
Tip #1: Evaluate Your Current Hiring Process: Taking a look at your process allows you to see what parts are working and which are not. This lets you know what areas can be improved. Normally, the hiring process is created around the company and the hiring managers. It is wise to also take a look at your process from the potential candidates' perspective--remember they will be the first to talk to others out in the field about your company.
Tip #2: Shorten Your Hiring Process to a Reasonable Amount of Time: How long does your current hiring process take from start to finish? Top candidates do not remain available for too long. They are in-demand and get noticed and get offers quickly.
Figure out what actual date the candidate needs to start and work backward while taking into consideration the number of rounds of interviews you want to conduct, resignation notice periods, background checks, reference checks, and offer stage. Using video in your hiring process can help speed things up for remote candidates while cutting down on travel time and costs.
Tip #3: Communicate With Candidates Throughout the Process: A very common blunder companies make is that they fail to keep in contact with the candidates throughout the process. Not only is keeping in touch with candidates just common courtesy, it sets a professional tone. It's important that they know "where they are" in the process at all times. This is especially important when it comes to your "finalists." If your first choice doesn't come through, you will surely be looking at the candidates that are close runner-ups.
Tip #4: Move the Offer Stage Along Quickly: When it comes time for the offer stage, it's a good idea to keep things moving along quickly. Once you make a decision on a final candidate--present the offer. Don't drag your feet! The more time you allow between the interview process, final decision-making, and presenting the offer, the more time there is for a potential candidate to get anxious and change his mind, or to receive an offer from your competition.
Tightening up your hiring process can really save your company time and money, reduce stress on hiring managers by freeing up more of their time, and ultimately attract the top-tier candidates that can help improve your business.
How to Make an Industry-Savvy SBA Career Change by Asking the Right Questions
("Don't VET, Don't GET"!)
By Beth Terron, Executive Recruiter with The Morisey-Dart Group
When you spend your day collaborating with the best and brightest SBA minds in the country, you pick up on thoughts you can't "NOT" pass along. This is an opportunity for me to share with you what others trust in me to communicate. As a Precision Recruitment Partner in the SBA space, I'm currently responsible for team building projects with the country's top 10, top 50, and top 100 volume lenders. I've seen and heard it all, the war-stories, the success stories, and everything in between. You deserve to hear about it.
If you have ANY experience working in SBA Lending, Government Guaranteed Products, Asset Based Credits, or other Specialty Finance, you KNOW professional transitions can be terrifying. As someone who digs into people's financials and business practices for a living, you're probably an inquisitive, thorough, and full-picture person. DON'T let that mindset fade when you are interviewing.
Here are some specific elements to intertwine with your traditional interview questions to ensure you make the best choice for yourself and your family. Don't forget the "Push vs. Pull Factor." While you probably already have a good idea of your "Push", (the reasons your current position isn't ideal), you need to get as much information as you can about the "Pull" (what an organization can and will offer that is exciting and aligns with your goals). Let's roll!
(Read the rest of the article here...)
Could Your Social Media Posts Ruin Your Chances of Getting Hired?
According to a survey conducted by Careerbuilder in 2016, "... 49% of hiring managers who screen candidates via social networks said they've found information that caused them not to hire a candidate."
Here are some tips to help improve your chances of making a good impression on social media to potential hiring managers:
*Questionable Content: Types of content that are frowned upon by potential employers include: inappropriate or provocative pictures or videos, candidate drinking alcohol or drug use, bad language, poor communications skills, and discriminatory comments related to race, religion, or gender. 46% of employers look for this content type.
*Company Culture: 43% of employers use social media to try to get a feel as to whether the candidate would fit in with the company culture.
*Bad-Mouth Previous Company: Refrain from posting negative comments regarding any previous employers--31% of potential employers are looking for this.
*Professional Image: 44% of employers surveyed said that candidate sites that conveyed a professional image had an impact and played a part in them getting hired.
Don't just live in the moment. You need to always think twice before posting since it can always come back and haunt you in your career.
The Morisey-Dart Talent Vault!
We've updated the top talent we continue to recruit; click here to see what we've found!
About The Morisey-Dart Group:
The Morisey-Dart Group executive recruitment firm partners with clients to find the impact players needed to solve problems, meet demands for growth, and control costs, while improving efficiency. They are specialists in areas such as Residential, Commercial, & Heavy Highway/Civil (Roads and Bridges) Construction, Medical Device Manufacturing, Banking & Finance, Health Information Systems (HIS), Managed Services (Print & IT), 3D Printing, and Precision Machining (CNC) & Manufacturing industries.
Q1 - March 2017
The Morisey-Dart Group
950 Encore Way Suite 101
Naples, FL 34110
5 Tips to Prepare For Your Next Job Interview
Thorough job interview preparation is critical. It is good for your confidence in the interview room and it leaves a very positive impression with the interviewers. Here are 5 important tips to help you prepare for your next job interview:
Tip# 1 Get the logistics right. Time, location, interviewer's name, and position title.
Tip# 2 Do your research. Find out as much as possible about the company: what they do, who their clients/customers are, size, location of offices, financial performance, information about their products and services, etc. The company website should be your first "go-to" resource; a search for press releases can give you a good idea of their current happenings.
Tip# 3 Prepare questions. The interviewer will be trying to figure out whether you are a good fit for the role. You should also take the opportunity to ensure that the company is right for you--ask questions that can help you determine this.
Tip# 4 Practice your answers to questions. Take time to run through some of your answers to the questions you anticipate they may ask. Don't over-rehearse, but make sure that you are coming across confident.
Tip# 5 Present yourself well. Find out what the company culture is regarding business dress code. If in doubt, it is better to be more formal than not. Your appearance makes the first impression before a word is said.
Searches we're currently overseeing:
We've proudly helped our great clients hire for these positions recently:
- Business Development - Health Info Tech - Kansas City
- Asst. Team Lead - IT Support - Health Info Tech - Florida
- Help Desk IT Support - Health Info Tech - Florida
- VP of Managed Care - Health Info Tech - Texas
- Sales Executive - Health Info Tech - Texas
- Senior Vice President of Client Services - Health Info Tech - Texas
- SBA Team of 5 (Sales Manager, Business Development Officer, Underwriter and Closers/Processors) - Ohio
- National Account Manager in Technology Sales to a major OEM - Cincinnati
- National Account Manager in Technology Sales to a major OEM - Atlanta
- Major Account Manager in Office Equipment Sales - Austin, TX
- 2nd Shift CNC Mill Programmer - Dayton, OH
- Commercial Real Estate Business Development Specialist - Chicago, IL
- SBA Business Development Officer - Dallas, TX
- SBA Credit Analyst - Providence, RI
- SBA Business Development Officer, Detroit - MI
- Senior Credit Analyst, OH
- Supply Chain Quality Engineer - Northeast
- Field Service Engineer - Pacific Northwest
- Field Service Engineer - Central US
- QC Manager (Roads & Bridges) - Nashville, TN
- QC / Project Manager (Roads & Bridges) - Inglis, FL
- New Home Sales Associate - Tampa, FL
- New Home Sales Associate - Naples, FL
- (2) Project Administrator (Commercial) - Ft. Myers, FL
- (2) Accounts Payable Specialist - Naples, FL
- Director of Construction (Residential) - East Coast, FL
- Senior Director of Enterprise and Strategic Accounts for a Global Document Solutions Provider - Orange County, Ca
- Solutions Marketing Manager for a Global Document Solutions Provider - Northern NJ
- Channel Sales Director for a Global Technology Power Conditioning Company - Atlanta
- Workflow Software Account Manager for a Customer Communications Management Company - Arlington, Va
- Chief Revenue Officer for a Midwest Office Solutions Company