5 hiring mistakes to avoid when hiring for higher education
Post on 29-May-2017
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NEW RESEARCH EXPOSES WHY YOURE MISSING THE BEST TALENT FOR HIRE!
THE 5 MOST EFFECTIVE HIRING TECHNIQUES COLLEGES AND UNIVERSITIES ARE MISSING OUT ON TO HIRE NEW TALENT
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Part I: The Problem!
Does This Sound Familiar to You?!
Are you seeing more, less qualified applicants? !
Is it taking longerto fill the right position with the right person? Are you experiencing interview fatigue trying to fill all of your vacancies? !
If you are, then you're reading the right report. Were going to uncover why this is the case and share with you what you can do to remedy it today. This report is compiled from over $2 Million in research. !
How Did We Get Here?!
The past 30 years have brought about many changes in the way we look for and hire in higher education. !
It was in 1994 when Robert McGovern was the first to host a job posting online. Short-ly after that, in 1995, the LA Times, the Bos-ton Globe, the Chicago Tribune, the New York Times, the San Jose Mercury and the Wash-ington Post ALL jumped on the bandwagon and created Career Path. !
In 2003, LinkedInwas launched, allowing for faculty departments and college and uni-versity HR departments managers a better way to filter out the flood of low quality re-sumes being pushed on them from job boards like The Chronicle of Higher Education and Higher Ed Jobs. !
Then in 2013, CVirtual introduced its virtual video interviews to the college campuses they work place both faculty and staff positions.!
!C Vi r t u a l - H i g h e r E d u c a t i o n P l a c e m e n t S e r v i c e s ! 5 E f f e c t i v e H i r i n g Te c h n i q u e s ! !
!Times Have Changed!
Twenty years ago, a single ad would bring in five to seven resumes a week. However, today, a single ad can bring in as any as 200 new resumes a week!!
US Job Market Snap Shot!
Currently, there are 119 million employed workers that are seeking better employment. !
If you look at the graph below, youll notice that from 1994 to today, it shows you the unemployment and underemployment rates of young college graduates. !
C Vi r t u a l - H i g h e r E d u c a t i o n P l a c e m e n t S e r v i c e s ! 5 E f f e c t i v e H i r i n g Te c h n i q u e s ! !#2
If we look at those who are unemployed, currently there are 12.8 million individuals currently unemployed and searching for work. !
Ifyou look at the unemployment graph below from 1969 to 2011, youll notice that in the last couple of years, the unemployment rate has spiked significantly. !
What we're looking at here are those that have been unemployed for more than 26 weeks. In other words, there are more than 6 million individuals who have been unem-ployedfor more than 6.5 months.!
When you add the 119 million people who are passively seeking better employment, with the 12.8 million who are currently unemployed and searching for employment, you come up with a total of 132 million people currently competing for employment. !1
How many of these people are competing for the positions you have to offer?!
C Vi r t u a l - H i g h e r E d u c a t i o n P l a c e m e n t S e r v i c e s ! 5 E f f e c t i v e H i r i n g Te c h n i q u e s ! !#3
Competition Is Heating Up!
In many instances there may be several people competing for the same position, which has caused an increase in applications across the board. !
Infact, the Wharton School of Business, which is a division of the University of Penn-sylvania, conducted a report last year that stated 7.6 million people applied for 65,000 Starbucks jobs. A million people applied for 2,000 Proctor and Gamble jobs. And a whop-ping 2 million individuals applied for only 7,000 open-ings at Google. !2
This is not uncommon for large stable companies, col-leges and universities. In fact, Unilever and Proctor & Gamble recently said that up to 160 graduates chase every single job opening that they post. !3
The Crux of the Matter!
It brings us to the question; does competition really bring out the best? !
Meaning, does the cream rise to the top? Is it easy for you to find and identify top talent to hire? !
Or does it bring out the worst? !
Meaning, does it take longer than normal to find the right person because your ideal can-didates are getting lost in all the clutter of un-qualified applicants? !
According to Monster, despite unemployment, many jobs are still hard to fill. De4 -spite continuing high unemployment rates, 31% of employers in the world are having
C Vi r t u a l - H i g h e r E d u c a t i o n P l a c e m e n t S e r v i c e s ! 5 E f f e c t i v e H i r i n g Te c h n i q u e s ! !#4
# http://knowledge.wharton.upenn.edu/article/why-the-job-search-is-like-throwing-paper-airplanes-into-the-gal2 -axy/
difficulty filling key positions. The reason for this, simply is the lack of suitable talent 5
available in their job markets. !6
Part II: The Challenges!
Technology: Blessing or Curse?!
Technology is it really a blessing or is it a curse? !
Now more than ever college placement service providers and recruiters can reach hundreds, if not thousands, of job seekers to find the few perfect candidates for you in what can seem like an overwhelming sea of job seekers. !
Or a these college placement providers and recruiters can have their post overlooked, swept under the rug and forgotten about because of every other competing job post that's out there.!
Take Craigslist alone. !
They have more than 2 million new job listings each and every month. They also re7 -ceive more than 50 billion page views a month. !8
Again, does this sound familiar? !
Are you seeing more, less qualified applicants? !
Is it takinglongerto fill the right position with the right person? !
Are youexperiencing interview fatigue while trying to fill all your vacancies? !
Can this be caused by the lack of and improper use of technology? !
C Vi r t u a l - H i g h e r E d u c a t i o n P l a c e m e n t S e r v i c e s ! 5 E f f e c t i v e H i r i n g Te c h n i q u e s ! !#5
Are You, the Employer, Settling?!
Let's say that you're presented with eight qualified candidates. You choose to interview six of them. !
After six hours of interviews,no one stands out as the go-to logical choice. !
Interview fatigue begins to set in or it's already well on its way. !
What do you do? Do you settle for good enough? !
You see, the problem with good enough according to Jim Collins in his book Good to Great is that the opposite of great is not bad but rather just good. !9
Are you accidentally building a good enough organization? !
The Outrageous Costs of a Bad Hire!
Check out the Outrageous Cost of a Bad Hire. !
Here is an example of how a bad hire could cost you up to $840,000. !10
Those costs can include hiring cost, total compensation, cost of maintaining the employee, disruptive cost, sever-ance and mistakes, failures and missed business opportu-nities. As you can see the list can go on. !11
While those costs are associated with a bad hire, how much is your good enough hire costing you?!
Let's look at turnover related costs. !
The majority of the demand for new employees is to simply replace workers who have left the company. !12
C Vi r t u a l - H i g h e r E d u c a t i o n P l a c e m e n t S e r v i c e s ! 5 E f f e c t i v e H i r i n g Te c h n i q u e s ! !#6
Onaverage, a new employee will cost you $57,968. !13
And, thats per employee. If you have more than one good enough employee your costs (losses) are exponential!!!
According to Dr. Ira Wolfe, finding qualified candidates is only the first step. Gettingthem to show up for interviews, accept your job offer and to stay put is another story. !14
If you're able to hire right the first time, you will have effectively eliminated 99.9% of all the problems that come with a bad hire. !
How to Use Technology Effectively to Find the Hidden Talent!
Let's go over the five commonly misused hiring technologies that companies are using today. !
1. Overusing the Same Job Boards!2. Not Using Facebook!3. Relying Too Much on LinkedIn!4. Ignoring Twitter!5. Not Leveraging Video Interviews!
Let'sgo over each of these individually.!
1. Using the Same Job Boards