Raytheon Company, an industry leader in defense and government electronics, space, information technology, technical services, and business aviation & special mission aircraft is advertising their career site using Yahoo! ads. Joel Cheesman of Cheezhead and HRSEO discussed this in his keynote presentation at the Direct Employers Association in Las Vegas. In his presentation, he explains how employers should try out using pay-per-click for advertising their jobs. Cheesman says start with about $100 and see what happens as it will be the experience that will be worth it.
Other companies using Yahoo! ads to advertise their jobs:
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Small to mid-size hotels are increasingly having a hard time finding employees for open positions. Many of these hotels are located in upscale areas with nice surroundings. Some are advertising their positions in newspapers, radio and TV and on the web, every week. After all that, these hotels are receiving somewhere around six applications every week and half of them from walk-ins. The positons are for housekeepers, houseman, cooks, bartenders. Many are offering competitive wages and benefits and the working environment is good.Â
Some of these smaller hotels should considere an employee referral program. It doesn’t cost much to implement. Employees should be encouraged to talk with those they know to apply. When those new employees meet certain requirements (length of employment, no disciplinary actions, etc) then the referring employee is rewarded with cash or other gift. Give the reward over time based on milestones that the new employee achieves, such as after 3 months and again after 6 months. The most expensive reward should be given if the employee stays for one year.
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A post on Spherion’s Career Blog about credit checks reminded me of something that I want to get off my chest. Â
Don Boone of Spherion writes, Having been in the recruiting field for many years, I can’t tell you the number of times I encountered a perfectly qualified, professional and competent candidate for my open position only to have them kicked out of the running because of their credit history. Then, one of two things happens. The candidate is either completely surprised by the result of their credit check or with a mix of anger and desperation, they beg for advice on how to get around their poor credit.
I feel that business owners need to be educated on what should be used in making employment decisions. The biggest thing to remember are two little words: job related.Â
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Related Link: Free credit score is availible from SpendOnLife.com and offers free information on credit scores, credit reports, and more.
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Employees at Artists’ Frame in Chicago knew what the company charged customers, and they knew that their pay was only a fraction of that. The CEO wanted them to understand that the difference between invoices prices and their salaries wasn’t all profit. So the employees were treated to a demonstration of the company’s expenses, illustrated as portions of a hypothetical $100 order.
As the presenter explained where the money was going, different departments came forward to claim the proceeds of the sale. An oversized five-dollar bill was disbursed to cover the cost of the company’s Yellow Pages listing, which costs the company roughly 5 percent of its receipts. The pile of cash was whittled down as claims were made by rent, health insurance, and other fixed and operating expenses don’t think about. When the bills were paid, five dollars remained.
The demonstration improved morale by giving workers an understanding of the company’s expenses, and challenged them to look for ways to save the company money. Now that they understand how lean a company has to run to stay competitive, buyers are ordering in bulk and watching inventory carefully, and clerks are finding ways to handle orders more efficiently.
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How do you recuit candidates to replace existing employees who are not aware that they may be replaced?
There are a few ways this can be done. Hopefully, the soon to be “replaced†employees have received the proper progressive steps of discipline. If they are in the process of progressive steps, they probably understand that their days are numbered.Depending on how well the “blind ad†is or isnt written, employees can figure that out.
You also could use a recruiting firm to do a “CONFIDENTIAL SEARCHâ€, which means the agency does NOT disclose the client or too many particulars until there is an established interest from both parties. It is important to use someone you have an established relationship with so that you know they will not let “the cat out of the bag too soonâ€.
You could also use a sourcing service to find potential candidates that you could begin to contact. You run the risk depending on your community, position, etc. of contacting someone who knows somebody at your organization that may put the facts together and figure it out. When we want to source we have used QCit.
Many companies have hired a recruiter in the past to do a confidential search and it worked out well.
Sourcing for the position may also give you an idea what may be out there when you are ready to hire as well. You might source the candidates and then not contact them until a decision to replace has definitely been made. Then do the contacting, interviewing, etc. quickly and get it over with.
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There was person that was just promoted to a newly created, in-store recruiting role for a retail company. This person had been looking for ideas for strengthening our recruiting network. What recruiting techniques, sources, etc… have you found useful in recruiting this category of employee? What has not worked?
I would say number one ask your top employees for referrals. They tend to be your best spokespeople. Also, if you are flexible in terms of hours network with some local community centers or schools. You may be able to get a pipeline of individuals that are in a transition period, going to school, retired etc. If you build upon your reputation as a good employer to work for and are involved in the community you will be surprised at how many people are calling you regarding opportunities to work at your company.
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Jobster’s CEO Jason Goldberg tees off on Monster Worldwide. Well said, Jason!
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Keynote speaker Joel Cheesman of Cheezhead and HRSEO discusses topics of Internet recruiting, online marketing and thinking outside the box at the Direct Employers Association annual meeting in Las Vegas.
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If you have hourly employees, reward them for the extra effort. If you call them in on their day off, and they agree to come in, pay them time and a half, even if they have not worked 40 hours that week. Do the same thing if you ask employees to come in early and/or stay late. The goodwill and increased productivity such a policy will foster will more than make up for the expense that you will incur.
Checkout accounting jobs, UK at AccountantCareers.co.uk.
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The KASH Model consists of four phases: knowledge of a better way, attitude, skillful application of the new knowledge, and habit. Knowledge of a better way is trying to get learners to accept that there is a better of doing things. It involves selling the new way to the employee. Let’s use an example of a company implementing a new technology that will be used to make a company more efficient and profitable. There are two ways that can be used to implement this component. The first technique is to place fear into the employee by saying that they will lose their jobs if they don’t learn this new technology. This fear could be the motivation they need to be able to stay employed. This is happening with the new security screeners at the airport. Many of them are older people who have never touched a computer and are faced with the task to take the test on a computer. Many of them come away from the experience that they need learn how to use a computer.
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