Think like employers: 5 ways to fill positions : CAREER

And what to do?

When I talk to my customers about the hiring process. I am greeted with mixed reactions. Some of my clients know the exercise; Maybe they've gone through the process from the beginning. Others listen with wide eyes; They are not happy that their job search is the least effective.


Consider this scenario

On Friday, the position of Sr. Software Engineer will be announced internally. All employees wishing to apply must submit a resume with details of their qualification by the close of business (COB) on Monday.

Three people feel qualified and are quick to update their CV over the weekend. One of the candidates has no CV, he has never written one. He has to learn how to write one quickly.

At the COB on Monday, when resumes are due, the VP of Engineering resumes from the internal candidates on their desk. She has a pretty good idea of ​​who she's going to call Sr. Software Engineer. However, there is another resume from someone recommended by a co-worker for the position.

HR must announce the opening of Indeed, accept resumes, and interview external candidates. Subsequently, employees from various departments will interview the new candidates, including internal candidates. The process can take up to a month.

This scenario is not unusual. Is it fair? That depends on who you ask. In general, there are five ways that employers want to fill a position.

1. Occupy positions from the inside

The above scenario shows the preferred way employers occupy a position. out of the company. Ideally, they have someone who can fill it quickly and with little effort. Is it fair to the unemployed candidates? Again, it depends on who you ask.

Unfair with the unemployed, but companies have one thing in mind: They occupy the position with a safe bet. and who is safer than someone he knows? That makes economic sense.

The hiring manager is familiar with the skills and inability of the company's employees. The support from within also promotes goodwill in the company. An employer who encourages from the inside is a good employer. So that's a win-win situation.

2. Remittances from employees

The second way employers prefer a position is to receive recommendations from their own employees. In some cases, the employer rewards employees with a cash bonus for transferring a person who, for example, holds three months.

When I was in marketing, I referred my cousin to an IT position in a company I worked for. Years ago, remembering the news of his unemployment at a family reunion, I put this on the agenda. The CIO read my cousin's CV, invited him to a job interview the next day, and offered him a job that day.

I was rewarded for a thousand dollars, minus four hundred for taxes. I've heard of people who received up to ten thousand dollars for a referral. Of course, the level of vacancy is important.

I would never have transferred my cousin if I had not been convinced of his abilities, which is the case with most of the staff who make a referral. People like me do not want an egg in the face if the person does not work, even if that person is a family. Incidentally, my cousin worked very well.

3. Recommendations from trusted persons outside the company

At this point, the employer has done his best to find an internal candidate or a person recommended by his employees. Nothing worked and the job has to be filled yesterday.

The next step is to reach people they trust outside the company. The employer can target former colleagues, partners, salespeople and even people who left the company for greener pastures.

The employer trusts this person because they know what the employer is looking for in terms of professional and social skills. You are currently the best choice. Besides, the referrers do not want to misdirect their friends.

In one (n Undercover Recruiters An article states: "Employee referrals set the highest conversion rate for applicants – only 7% apply, but this is true 40% of all rents, "

It also states: "Applicants who have been recruited due to a transfer start their position faster as applicants found via job boards and career pages (after 29 days vs 39 days via job boards and 55 via job sites). "

4. Hire recruiter

If requesting recommendations does not work, the employer hires a recruiter in the next step. This is less desirable than the search for referrals, as recruiters are expensive but tasty as recruiter knows the industry better.

There are two types of Recruiters: Recruiters and Contingent Funders. While recruiters work exclusively for the employer and know the industry better, recruiters are only paid if they find the best candidates.

The cost of hiring a recruiter may be between 15% and 30% of the applicant's first year salary. A strong exchange rate.

In any case, the employer pays for the delivery of some candidates to the table. It is still a risky venture. Recommendations are still the desired source for candidates for the reasons mentioned above.

5. Post jobs

Now it's time for despair, because at this moment employers are announcing their jobs. There are two main problems with job posting, the cost and uncertainty in hiring the right candidate.

You may think that the cost of online advertising is the main concern, but this is not the case. The costs most appreciated by employers are the time spent reading CV's and questioning unknown persons. When I ask HR Managers if they like to read this CV, about 98% say they do not.

If applicant tracking systems exist, the process may be easier and more enjoyable. This is not the case. For some, reading 25 CVs means that 25 CVs are too many.

Even with the further development of the ATS, poor candidates pass it by and make it to the job interview. What many recruiters and HMs experience are candidates who are not qualified and in many cases have embellished their accomplishments.

What do you do as a jobseeker?

The obvious answer is to become a recommendation by addressing those you know in desired companies. That sounds easier than done. First, however, you must decide which companies you want to work for. Create a list of at least 15 target companies.

Contact your former superiors and colleagues. If you have moved to another company, you may be aware of potential job opportunities there or at other companies. The problem of relying solely on former colleagues is that the well is running dry. You will run out of time and ideas.

Visit industry groups where employees connect to the business. You are there to offer your expertise either for a fee or as a volunteer. You are prepared with personal business cards and your personal advertising. I think the best people to be with are the ones who are busy.

One of the best places to network is in your community. You never know when you might meet someone who knows someone who works in one of your target companies. Most importantly, people know about your situation and you have clearly stated what you are looking for.

LinkedIn is ideal for identifying employees in companies because most recruitment agencies are on LinkedIn. Use your online time with the "Company" function and carry out an extended search. Work your way up by connecting with people on your level. Also connect with people who used to work in the company. They can give you an insight.

The bottom line is that you can not count on you to apply online and wait for a job interview. You have to be a transfer.

Photo: Flickr, Roger Braunstein

Note: We are not the author of this content. For the Authentic and complete version,
Check its
Original Source

An encouraging passage for a church looking for a pastor Christianity

J.S. Bach on PBS Theology