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 Message from Chuck Smith
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Chuck Smith
President of New Office/NewHire™ |
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Résumé Roulette: NewHire in Action
Pat, a seasoned HR professional working for a mid-sized manufacturer of machine parts, was stuck slogging through stacks of emailed resumes. More than 80% of the resumes she looked at were from unqualified candidates and she needed a better way to identify top talent. She was sick of playing Resume Roulette, and always wondering if she was missing a gem or wasting time interviewing poorly qualified candidates.
When Pat was hired the CEO’s vision for her position as Human Resources Director was clear: he wanted to engage a strategic thinker able to guide his company’s people management and help take the company to “the next level.” The CEO had a goal of doubling revenue in five years, and given their market and product positioning the goal seems achievable…if he had the right people and processes in place.
We caught up with Pat three months after she started and she was admittedly “in the weeds.” When I asked her how it was going, she said she had several open positions and was spending two-and-a-half days a week screening and interviewing. 50% of her time! Sound familiar? I pointed out to her that the CEO had a different vision for her job and she remembered the promise of a “strategic” position, but seemed resigned to living in Résumé Hell.
NewHire worked with Pat’s company to tailor a recruiting program specific to their particular needs. When Pat posted her latest position for Customer Service Associate, she advertised only the most attractive aspects of the open position. More than 800 candidates expressed interest!
How many of those candidates’ resumes ended up in Pat’s email? Zero, zilch, bupkis (as my Grandma used to say)!
Pat didn’t use a recruiter or a headhunter; she didn't pay 30% or even 15% of the salary in fees. She used NewHire and now spends NONE of her time reviewing and screening unqualified applicants. Contact me at (877) 923-0054 to find out how NewHire can help your company’s recruiting issues.
Seven Steps to Improve Your Recruiting Success and Company Image
This section is adapted from an article authored by Mark Ernst, President of Ernst Enterprises. Mark is a seasoned business executive who builds value in firms by helping entrepreneurs cross the management bridge to become more effective leaders. More information about his company is available on his website.
When you post an open position on your company’s website or another job site such as Monster.com, what do candidates know about your company? Some may know the company name, some may know the company’s reputation based upon the marketing programs for your products or services, but chances are many will know little or nothing of your company. What message does your posting or advertisement send to candidates? Everything they will learn will be based upon their interaction with your company after they submit a resume in response to the posting. Is that experience going to reinforce your brand image? Is that experience going to be positive and welcoming or cold and indifferent?
Unfortunately, many companies miss the opportunity to reinforce their brand image when recruiting.
What does the candidate receive when they respond to your posting? A warm, well thought out thank you message that communicates your company cares? An auto-reply takes a little time to create, and nothing to deliver. Managing your image begins with the posting or the advertisement. It is then reinforced by your “thank you for applying” message.
Read Mark’s seven steps to improve your recruiting success and company image.
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Identify the best candidates |
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Manage & share candidate information |
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Reduce your time-to-hire |
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