Can LinkedIn’s “Apply” button help you find better candidates?

February 24th, 2012

LinkedIn launched its “Apply with LinkedIn” button in July 2011, stating that their goal was to “help every professional put their best foot forward, anywhere across the web, when they take that leap to apply for a new position, a dream job.”

They said they wanted to make it easy for people to submit their profiles for any job application on the web with one simple click.

And in February 2012, LinkedIn added a mobile component. Instead of losing candidates who had seen a job posting via their smartphone but had no easy way to apply until they got to a computer, the LinkedIn Apply button lets mobile candidates apply with one click – or one touch

The Downside?

Using a LinkedIn profile to apply for a job is not as flexible as using a resume.

Jobseekers have long been told they should tailor their resume to the job description. But they can’t tailor their LinkedIn profile—and the job search process is not conducive to a one-profile-fits-all solution. So recruiters may find themselves screening too many profiles that have them scratching their heads, wondering why this person applied for a certain job. Their LinkedIn profile may not make it entirely clear whether they’re an appropriate candidate.

Also, the Apply with LinkedIn button puts the emphasis on getting an application in quickly—as opposed to LinkedIn’s founding philosophy that making good contacts and cultivating relationships requires effort and patience.

Finally, it may be making applying for a job TOO easy—in that it will help job seekers who apply for every job, apply for yours that much more quickly, without having to think about it. Employers are finding themselves sorting through more and more irrelevant applications.

It’s a Start

LinkedIn will most likely adapt as their “Apply” button picks up steam. Maybe LinkedIn will allow members to maintain multiple profiles, each tailored to a specific purpose.

Maybe they’ll add more questions that will require job seekers to put a little more thought into whether they should be applying for this job.

Let’s face it: working your network and getting referrals is still the best way to find good employees. But LinkedIn’s button makes the process a lot less painful for job seekers, which may mean that the great candidate you don’t know will push the button to connect with you.

For more information on attracting, finding and hiring the best candidates for your open reqs, why not contact Olympic Staffing?

Should You Hire Friends Or Relatives?

February 17th, 2012

When you run or manage a business, chances are a friend or relative will ask you for a job—or offer to “help out” when you’re in a pinch.

On the one hand, you might really need the help, but on the other, what if it doesn’t work out?

It’s tempting to hire friends or relatives for key positions because you feel you can trust them to have your best interests at heart. But most experts warn that combining work and family relationships almost always causes the personal relationship to suffer—and the same can go for friendships.

Whether you truly feel your friend or relative is the best candidate for the job, or you feel obligated to hire them, here are some strategies for making the relationship successful:

Outline the job. Before you hire the person, outline the specific tasks they’ll be performing.

Find the best fit. Don’t give your friend or relative just any position. Consider what role will be the best fit for that person’s skills and experience, then make a match.

Explain your expectations. Prepare an employment manual that includes all of the work rules and expectations for employees. This should include work hours, vacations, and attendance requirements. Being clear from the beginning will prevent misunderstanding and hard feelings later.

Talk about standards. Explain the consequences if the person doesn’t do the job correctly. Make it clear that your friend or relative will be held to the same standards and disciplinary actions as other employees.

Monitor the grapevine. Having a relative work with your other employees can create some minor problems, such as having your employees accuse you of favoritism. Be aware of these issues, because even if the other employees don’t speak up, the undercurrent of tension can lead to lower productivity and morale, and ultimately to higher turnover.

Everyone has relatives and friends, and they can be great contributors to our success. But a business relationship must be treated as such, from the beginning, in order to preserve both the business relationship and the personal one.

For information on how to make great hires without difficulty, contact Olympic Staffing. We work with top talent across Southern California and beyond, every day, and we know how to find the professionals you need to take your business to the next level—without complications.

How to Do Well in a Group Interview

February 10th, 2012

Everyone knows that guy – the one who tries so hard to stand out in a group interview that he becomes obnoxious. You feel sorry for him, as you sit there and try to participate in the proper manner. Then, you think about it – could this guy really get the job because he’s loud and so eager looking? A group interview is definitely a time for you to stand out, but you need to do so in the right manner. That is the only way to avoid the risks you could experience otherwise, such as being shut out of another round of interviews.

It’s a Fine Line to Walk

The group interview involves multiple potential employees for the position. The interviewer is asking questions and providing information. You need to make a good impression to move on to the next stage of questioning. Here are some tips to help you to do just that.

  1. Pay attention. Being attentive during the presentation will pay off. Be sure to listen to what is being said without interrupting.
  2. Make eye contact with those doing the interviewing. Be sure your body language is also communicating that need. Non-verbal feedback, such as keeping your arms on the table, helps to show your interest.
  3. Ensure your confidence comes out. Introduce yourself confidently. Speak articulately and slowly. You will want to take the time to look at each person in the room. Be ready to provide a few minutes of information about who you are and what you have to offer the company.
  4. Know the answers to the questions they definitely will ask. If you come into an interview without any information about the business, you lose. Rather, invest a few minutes of time learning about the business.
  5. Be polite to those whom you encounter – both your competition for the job and those working for the company. Be sure you listen to others and avoid interrupting. You don’t need to be the first one with your hand up in the air.
  6. Make sure your exit is a good one, too. Be supportive of the company. Act like you are genuinely interested. Do not rush out the door. Engage in conversation anyone you can if the opportunity arises.

When you walk out the door, you need to be confident that the person doing the interview really does know whom you are and what you have to offer the company. You want them to remember your name for all of the right reasons. Do not invest in being loud, obnoxious or too eager. Rather, be confident and ensure you answer any question answered of you in a professional manner. Do not answer as if you are in a competition. After all, when you are confident, you stand out from the rest.

Use your body language, position and your knowledge to help you to stand out from the rest of the crowd. You want them to remember your name. Offer a handshake and look directly in their eyes. Doing so will make the right impression.

10 Incentive Ideas for Short-term Employees

February 3rd, 2012

Short-term employees are those who come in to do a job and then move on. They know they are temporary and that often means they do not have the commitment of those who wish to remain with the company long-term do. For those who have to manage a group of people like this, it pays to know a few things you can do to boost productivity and to get the best possible results. If you offer your long-term employees incentives, also remember to do the same for short-term employees. Of course, there will be differences, but they can still be beneficial.

Short-Term Employee Incentives They Will Appreciate

Short-term employees can become long-term ones in some cases. They also can pass on information to prospective other employees in the years to come about the business. It pays to treat them well. The following ten incentives can ensure you treat them well.

  1. Small tokens of appreciation work well with temps. Use gift cards or other items as a way to say thank you. Create a fun contest to give them away to the team.
  2. Be sure to recognize good work. Sometimes, just staying thank you really does make an impact. All employees appreciate this type of attention.
  3. Give short-term employees an ability to offer an opinion about the company through a suggestion box. They can often give you the objective information you need to make your employee environment better.
  4. A bonus does not hurt. If temps help you to meet your sales goal, give them a small percentage for doing so. This can help many to be motivated to work that much harder. Bonuses do not need to be large to be impactful to these employees.
  5. Do invest in time-off incentives. For example, you may only need the extra team members during the holidays but that is when people enjoy being off to spend time with family. Giving a short-term, even hourly employee off with pay could be the best thank you possible.
  6. Buy lunch for everyone every few weeks. This, too, is simple and direct but it is also a great way to show you care. Invest in a fun and lighthearted outing every now and then.
  7. Enroll in discount programs and pass on those program incentives to your employees. Most areas offer these types of programs. The business pays nothing but the employees get significant discounts from area merchants.
  8. Offer a bonus or other benefit to those who complete the most work to a satisfactory level. It is important to show that top performers will be rewarded here. This ensures there is no favoritism in place.
  9. Offer movie tickets or rewards to temporary employees who do well on mystery shops or other secret shopper programs. If an employee does a fantastic job with a customer and it’s easy to recognize this, offer a gift certificate or other reward for the job well done.
  10. Create teams all with equal footing. Reward the winning team for accomplishing goals. Not only does this motivate the entire team, but also it increases productivity throughout the company and builds teamwork skills.

These factors are important tools when building a good rapport with your temporary staff. Incentives are not just retirement plans and paid vacations. They can be simple and straightforward methods of saying thank you. For more tips on treating your short-term employees well, and getting more productivity, be sure to contact the professionals at Olympic Staffing.