JasperRose’s Post

Here’s a way to make sure that you are hiring game changer employees A client once told me that he often had to fire new employees because they just didn’t have the skills necessary to complete the work. He asked me how he could be sure that the new hire was high quality before he hired them. Here’s what I told him to do. 1. List the skills that are absolutely necessary for a person to be successful in the role 2. Ask them to grade themselves on that skill on a scale of 1-3 or 1-5. The highest number being the rating for the most advanced skill level. A 1-3 scale is for simplicity and a 1-5 scale is for nuance. I would almost always use a 1-5 scale personally but it works either way. 3. After the grade the skill, ask them to rank their proficiency with the skill in order. Why does this work? When asked to grade their skill level with a given task the prospective employee has an incentive to lie and rank themselves high because they want the job. This means they will lie about their skill level and you’ll be stuck with hiring a bad employee and when it doesn’t work out you will be back at square one which is what my client was going through. By asking them to rank their skills in order you are getting them to tell you their real opinion on their proficiency level with a given skill. The only downside to this approach is that it is relative information and not absolute. They may have been the best at a skill relative to whom they were around which is why they ranked it highly but they may actually still not be good enough to meet your organizations needs. The truth is we can never be sure the employee can do the work until we see how they actually perform in the role. But assessing their skill level like this gives you more insight into their psyche and you get closer to the truth about how they feel about their skills.

I once hired a young woman from Office Depot to join my recruiting team... at her job. I had made a run to the closest Office Depot to have some flyers made for a mass hire event and to get some supplies. The place was a mad house, and frankly most of the workers were doing little about it... but one stood out. She was moving quickly, efficiently, and was keeping herself highly organized while helping several people at once. Her people skills were tremendous. I changed lines and waited for her to help me. When it was my turn, I threw her a bit of a curveball and asked for a more complicated print job (which I had been previously contemplating). She rocked handling my order and explaining my options, and ended up simultaneously helping another customer who was very confused. She really helped him communicate his needs. I was sold. As I was leaving, I handed her my card and said, " You are terrific at your job and have superb people skills. I lead a recruiting team at (company name) and I would love to have you join us. The pay will be (insert pay), you'll work Monday through Friday, and we'll teach you how to rock recruiting like you rock this job. Please give me a call or stop by this week." She was grinning from ear to ear. She came in two days later on her day off to sign her hire paperwork. Within a month she was promoted to an elite team. My point is this: Making the right hire is about understanding what you actually need. Hint: It's not x years of experience (though experience can be helpful). To succeed in recruiting you should be good at reading people, strong in communication and helping others communicate, highly organized, and good at "juggling". Being good at sales and being bold don't hurt either. The rest can be taught, quickly. This young woman ticked the boxes, so she got the job... and she succeeded! Instead of candidate profiles, which cause bias and are often unproductive, focus on the problem you need solved and the skills needed to solve it. Oh, and look for talent through unconventional methods. It works. #hiring #recruiting #humanresources #growthmindset #jobsearch #interviewing #hiringtips #innovation

Can someone explain to me why the hiring process for summer jobs is so complicated? Good Lord, my teenager is spending an hour per application answering 50+ questions about his like & dislikes or how he'd respond to hypothetical situations at work. It's just a summer job! What happened to fill out the one page form, talk to the store manager for 10 minutes to make sure you're not Beavis or Butthead, and start the next day? This shouldn't be harder than college applications! Do we really need screening software to find the best candidate to stock shelves for two months? Any of my recruiter or HR friends here dare to explain why this is necessary? Or can we all agree this is corporate insanity?

Starting your hiring processes in January is like leaving your Christmas shopping until the last minute… Competition is fierce, most of the best presents are gone and you’ll end up settling for what’s on offer! Many organisations have the same idea and wait until the new year before starting to hire, which makes January one of (if not the most) competitive times of year for hiring. Make life easier and give yourself the best possible chance of success by kicking off the search now and getting first pick of the best candidates. #jobsinsport #talentaquisition #hiringtips

Individuals who can picture themselves in an organization can be more likely to make a change in their career and apply to an open position. So, when they aren't able to visualize this, they may continue scrolling through other positions. Let's face it, as hiring managers look to fill roles, it's absolutely critical that we find a way to stand out. Would you like to learn more about creating an employment brand strategy and execution plan? Reach out at janae@veraciousresults.com. #employmentbrand #recruiting #strategy #emotionalconnection #compellingpurpose #differentiation #authenticity #alignment

Instead of doing everything for everybody, Palo Alto is doing the right thing for the right student. Check out the differentiated value that they bring to students who want to study psychology, counseling, and education and APPLY. #admissions #enrollmentmanagement #highereducation #higheredleadership #higheredjobs

Looking to hire? It starts with defining your position and creating a Position Description (PD). A PD doesn’t need to be fancy, it just needs to have the key points, and be clear to read. So let’s take a look at a base level PD outline. 1️⃣ Position Details - start with the basics ✨Job title ✨Department ✨Reporting line ✨Location 2️⃣ Biz Overview and Culture ✨Give a snapshot of your biz ✨Highlight your vision, values and culture ✨Showcase what makes your biz unique and why it’s a great place to work 3️⃣ Role Overview ✨Provide a summary of the role, and explain the purpose of this position ✨How does the role fit within the team and the biz as a whole - help candidates to understand the bigger picture 4️⃣ Role Responsibilities ✨Detail the main tasks and duties - be specific about a day in the life ✨Outline any specific required outcomes of the position 5️⃣ Role Requirements ✨List the necessary qualifications, skills, and experiences, personal attributes ✨Differentiate what’s essential and what would be a “nice-to-have” 6️⃣ Agreement ✨Include a sign off section for the employee to accept the position Remember, culture is key! Embed your biz culture anywhere you can in your PD to attract candidates who resonate with your values. By following this outline, you’ll create a PD that not only attracts the right talent but also gives candidates a glimpse into what makes your biz, well your biz! Happy hiring! 🌟 Ash ✨ #positiondescription

I transitioned from Retail to HR in 90 days with NO experience, HR degree, or certification. Here’s how I creatively translated my non-HR skills to important HR competencies, okuur 😊 Retail management gave me some great transferable skills. I couldn't let them go to waste! I didn't talk about stocking shelves or managing inventory in the traditional sense. 🚫 If applicable, I would explain how stocking shelves or managing inventory could be super valuable in my next role. For example, the team I would support was an operations team who managed inventory. I would be able to relate & speak the language of the people I would support. Or I highlighted more relevant skills like coaching, developing, or other workplace areas that had some level of results. ✨ Like managing the performance of someone that ended up being promoted.   You can speed up your search by strategically finding multiple ways to connect your skills to your future role. Everyone has an amazing story to share! We just have to pull it out. You can pull out your story by using my FREE guide that accelerates you to your HR role by marketing yourself better than your peers! Grab the 🔗 ⤵ to elevate your marketing skills! ============================= P.S. I can help you creatively market your skills for your next role so your interviewer has no objections DM me the words 'Black Friday' and get a sneak peek on my Black Friday deal! You don't wanna miss this. Get the help you need.

What do an office puppy policy, walking meetings and a mindfulness rainforest all have in common? 👀 ...these are all the things you can benefit from during your Placement Year with Wiser! 🙌🏻 Why Wiser?? 🤔 💜 You'll get to work with an award-winning Employer Branding and Talent agency, which aims to change the way people think about work. 💜There are some incredible Placement Year roles available: - Candidate Experience Associate - Helping some of Wiser's biggest clients with their recruitment. You'll be responsible for ensuring thousands of candidates have an Expect More experience when applying to these clients. - Research Associate - Getting to the heart of what makes a business unique and advising clients on how to develop their employee value propositions and employer brand strategies. Thinking of applying? Head to the comments for the links 🔗

I filled 5 of 9 open Store Manager roles within my first 60 days. The obvious things that helped me do that: -having a great relationship with my recruiting partner and checking in frequently -good candidate flow for a few of the roles -prioritizing interviews and pushing everything else aside because the right people in the right roles mean everything for the success of the business and team The not-so-obvious but arguably the most important: -Narrowing down my non-negotiables to 3-5 key things for each role. Yes, I didn't have a 25-bullet list of what I needed the candidate to fulfill. Instead, I really narrowed down what the non-negotiables were and let everything else fall in the 'nice to have' bucket. Then my recruiter and I aligned on the list and we got to work. The lesson: there are SO MANY amazing candidates out there, but many times we are blinded by holding out for the unicorn. If that's you, I challenge you to really think about your non-negotiable list for the role you are filling. If it's more than 3-5 asks, it tells me that maybe you aren't willing, or set up, to support their onboarding and coaching. You should expect to train every new hire to some extent. If you don't have that expectation, there's a bigger problem at play. Amazing candidates ARE out there! I assure you! PS-3 of these 5 have already started and all businesses are already seeing a double digit turnaround in business, so I know I made the right decisions, despite having a small non-negotiable list! #retail #recruiting