#SHRMTalent [ x ] Been There Rocked That.

IMG_4692 copyWe took the C5 team to SHRM’s Talent Management conference earlier this week and we rocked it.  When you have a software as a service (SAAS) business you rarely get to meet the people your customers, we met all the people behind the job postings and career pages.

We were sincerely grateful for the countless people who came by our booth to learn more about what do and what we are passionate about.  We were able to show them our new Text to Calendar functionality and how it would save them 4 to 5 hours per week in the scheduling back and forth.  We displayed our new Mobilegedden proof responsive career sites that can be created and launched in less than one hour.

We met with new partners, business contacts and bloggers. Overall, we stepping away from the office for a few days reinvigorated us and enables us to vet ideas for the features of the future.

Cheers to you Rebecca Orens #SHRMTalent see you next year.

Does Job Post Distribution Work Better Than Monster & CareerBuilder?

Does Job Posting Distribution Work Better Than Monster & CareerBuilder?

Long title, important subject for Small Businesses.  First, lets look at the background of the traditional job posting and job board.  If you are old enough (or shop at Whole Foods) you will remember a job posting board that appeared at the back of the store often near the bathrooms.  While this area was not great for your nose, it contained valuable community centric information and jobs.  I remember applying to a “bag boy” job at the local Lucky’s grocery store, I did not get the job.

Next in the 90’s “the monster board” showed up and enables businesses to post jobs online.  This was wildly successful and created an industry.  Next we had segmentation, geographic centric boards, occupation specific boards like Dice, job boards for college grads, seniors, military… however you sliced it there is a job board for you.  There are now more than 48,000 job sites tracked by the International Association of Employment Websites.

In the 2000’s job boards changed their business models and Indeed, Simply Hired and Juju were born.  Today they offer the ability to post jobs and only pay when a user clicks on a job.  LinkedIn, Facebook and Climber.com pointed out that networking is the way that most people get their jobs now.

So, where does that leave us?

The job space is complex and your ability to pick one or two job boards that will deliver the best candidates is like playing roulette.   You might hit some of the time, but you are are going to spend a lot of money and time guessing.

2008 came around as did job posting software and job distribution companies for Fortune 1000 companies.  They finally could let go of the tedium of posting jobs in dozens of place and tracking thousands of resume, what a great Enterprise Solution.  For $120,000 you got an Applicant Tracking System (ATS) thrown in, what a bargain.  About the same time, CatalystFive was launched for Recruiters to manage their jobs, candidates and social media.  About 3 years ago we started distributing jobs.  Last year we retooled 100% of our software widely expanded the sites we distribute to and added amazingly beautiful career sites for Small to Mid Sized Businesses.

When job distribution software works right, you post your job once and it reached the right job boards based upon the content and location of your job posting and sends it to the right boards.  But it does not stop there, it tracks hashtags and posts it to twitter, facebook and LinkedIn. It adds keywords for search engine optimization and enables your job to be emailed to passive candidates that are open to receiving job opportunities.   Candidates can view your at their house or on while they are waiting for their groceries to be bagged.

So instead of posting a job on your local board, Monster and Dice for $1,100 spend $129 and get it distributed in all forms and mediums that will deliver you the best candidate based upon real data.

Why Create a Beautiful Employment Brand?

  Everything around us is becoming better designed.  Businesses that introduce clunky products, have pour services or processes will have problems maintaining or growing their market share.  The cost and effort to create a well designed product or service has dropped to near zero in the last decade.  

Your employment brand and hiring process is no different.  Imagine you wanted to hire a great sales person and in the candidates discovery process they found that your sales tools were outdated and your marketing material had icons and clipart from the 80’s.  Worse there was no contact management system and the company did not believe in the use of cell phones. This sales person knows that their job is much harder, near impossible.  

Take a moment to look at your career page (if you have one) and ask yourself, is this helping or hurting your recruiting function.  Is it easy for the potential candidate to apply for the job?  Is the information accurate? Am I able to get an idea of the work environment, the management strategy and the company’s commitment to their community at large?   If your career site is effectively communicating these things it is making it difficult to hire.   

Most importantly, your top tier candidates that have the most choices will eliminate those companies that are not inline with their top tier qualifications based upon their interaction with your hiring process. 

Everything that your candidate sees influences their decision.  Your website, your location, the person that answers the phone and most importantly you.  This is exactly why we launched our Company Career Sites.  In 5 to 10 minutes you can have a beautiful employment brand that helps your recruiting function, not handicap it. 

Screenshot 2015-03-31 17.18.19

Fortune 1000 Companies Pay $75; Small Business Pays $300+

Small Business continue to struggle even in a rebounding economy.  One of the areas where they suffer do to simple inefficiencies and lack of quantity discounts is in talent acquisition through job postings.  The small business buys one or two job postings at a time and pays $ 300 to $400 per posting compared to the $65 to $75 that Large Businesses pay.   The key is that the Large Businesses are buying hundreds and in some cases thousands of job postings at a time.  Companies like Monster, CareerBuilder, LinkedIn and Dice offer deep discounts for Large Companies who make annual spending commitments.  While you can not fault a Large Companies for demanding and receiving deep discounts, it is time to level the playing field.

CatalystFive enables Small to Mid Sized Businesses the ability to lower the average cost per job posting by up to 75% and reach more unique niche job boards where top talent hides. Take a moment to watch our video!

 

Small Business vs. Big Business Hiring Infographic

Small businesses get the short end of the stick when it comes to hiring.   Small Businesses pay more for postings, up to 500% more and spend a lot more time posting job ads.  According to our annual survey, Small Business pay the asking rate for job postings on Monster and Career Builder.  They do not call in and are mostly unaware that you can buy job posting packs.    Additionally, nearly all Small Businesses owners  log in directly to job boards and manually cut and paste their job descriptions, enter their credit cards and check out.  The Small Business will post their job on 3 to 4 job boards, repeating this long error process each time.    Conversely, almost 100% of Large Businesses use job distribution software (like CatalystFive) to speed the process of targeting job boards and automatic posting.

Nearly all of Large Businesses have career sites, only 14% of Small Businesses do.   Large Businesses attract talent year round and maintain an employment brand that encourages candidates to engage with the company.  This enables Large Businesses to attract talent before they need it.   Conversely, Small Businesses respond only to current hiring needs and do not generally have a way to engage talent prior to posting jobs.

The numbers have not changed too much for 2015.

Enjoy our Infographic.

CatalystFive

3 Reasons to Never Stop Recruiting

You started your business because you are passionate about what you do.  You talked to your friends and family about your idea and finally launched your business.  It was tough, took twice as long as you thought and sales are fought for in the trenches.  But you made it and it feels good.

Now it’s time to hire your next employee.  Is this when you should start recruiting? The answer is simply no.

You should always be recruiting. Recruiting should be part of your sales vernacular. 

 

Reason Number One: Your Next Customer Could be Your Next Employee

Part of recruiting is selling your business on a new potential employee.  They have to believe your story and believe they will be a good fit, have a secure job and ultimately be productive.  There are some people that already know your story and know you have a quality product or service.   These are your customers.

As a matter of fact, some of your best customers could become your best employees or a great referral source for employees.  Additionally, your best employees will be your best brand advocates and in doing so will help the business grow.  Social media and email blasts make hiring from your customers easy, send a tweet “Looking for our next great associate, who do you know?”

Reason Number Two: Grow as Fast as you Can Find Great People

It is damn hard to find the right person.  You need to start working on it now, and when you are done, start working on it again.  Growth, ideas, and passion comes from people who are hard to find, you need to be looking all the time.   Good to Great author Jim Collins said, “Great companies hire as fast as they can find great people.”  Keep in mind, this is not always when you need them.

Sometimes you might have a great person but no job.   “I can think of a dozen times over the years when I hired somebody based what they could do for me, rather that what the job required,” recounted Jana Danza, of Coastal Mailing Inc. “It always worked out.”    In order to identify more great people, you need to be looking more of the time!

Reason Number Three: Growth is a Great Story

People love to be part of a winning team.  Customers love to know that you are succeeding.  If you are always looking for great people to be added to your team, the underlying message is that you are growing.   Growth is good for your current employees too, it means more opportunity for advancement and pay increases.  For customers it means more products or services or continued investment in the company, product or services.  Either way people want to be part of a winning team.

Additionally,  your current employees are a great sources of referrals.  Ask for them, put a bonus on it and celebrate the hire.  The good news is that they are likely to out preform candidates from other sources.

Mike O’Brien – CEO CatalystFive.com

 

6 Ways to Improve Your Hiring Process

You know your hiring process is not perfect.  But, did you know that hiring the wrong person has a long term detrimental effect on your business?  Here are some simple rules based upon our years of experience.

Number One: Listen to your monkey brain.  

You don’t have to talk yourself into hiring the right candidate. “I have a tough time separating the candidate from the resume,” states Mike O’Brien “But, I do know when something does not feel right.  Every time my heart has overruled my head we made a mistake.”  Take some time after you interview to discuss the candidates with other people, you may find yourself building a case to hire the candidate or the opposite.  Sometimes just talking out loud helps solidify your position.

Number Two: Ask For Referrals.

To many small businesses don’t take the time to ask their friends, family, employees and social networks for referrals.  Big companies have well though out programs that encourage their current employees to refer their friends and family.  Why?  Because it works.  The cost is significantly less and as long as the referring employee is high caliber then the referee is likely high caliber as well.

Your customers are also a great source of referrals.  They know you and your product and they likely know your ideal employee.  “We get so busy, that we forget to do the simple things,” says Theresa Anderson, the owner of Sweet-Paper, “I always have to remind myself that the best employees we have ever had were customers first that loved our store.”

Number Three:  Take Copious Notes.

Imagine your just spent four hours doing phone interviews.  At some point, your brain starts drifting, you are still there but a portion of your brain is now thinking about some marketing program.  And, your memory is just not that great.  Write a lot!

Writing also keeps you engaged in the conversation, giving the poor bloke on the other end of the phone a real chance to impress you.

Number Four: Force Rank Candidates.

Force rank all of the candidates you interview.  There should be a first and a last.  This is much better than scoring a resume or an interview on a 1 to 10 scale.  By forcing you to choose one over the other it enables you to dig deeper and come up with a reason why one candidate is better than the other.  “We often sit in our conference room after our interviews and compare one candidate against the next until we have forced rank order,” stated Nick Jimenez, COO at Mingle, LLC, “this helps us by forcing us to dig in deep and defend our views on the individual candidates.”

Number Five: Rule In Candidates from Resumes

The goal of reviewing resumes is to rule someone in.  Create a set of predefined requirements that are as quantitative as possible, such as, the candidate must have a college degree or 4 years of sales experience.  If a candidate hits all of your qualitative requirements then take a deeper dive.  Software like our CatalystFive can organize the candidates for you, ruling in those that hit your criteria and out those that do not.

Don’t swallowed up by the small stuff.  A resume’s layout is very important for a graphic designer but wont matter so much for a sales role.  Don’t get hung up on spelling or grammatical errors, unless you are hiring a copywriter.   There are no studies that show a correlation between spelling and workforce contribution.   A bigger yes pile may mean a little more work, but, you will have cast a wider net which means more validation for your choice.

 Number Six: Phone Screen them Out

While the goal of resume screening is rule someone in, the phone interview should rule most out.  Before you pick up the phone have a general set of questions and some specific ones for each candidate based on their resume and how it relates to the job and your company.  Be direct and ask the questions your “monkey brain” needs to have answered.

Set the time frame for the phone interview at the beginning, ” We have 20 to 30 minutes today.”  Hiring is a two way street, leave five minutes at the end of the interview for the candidate to ask questions.  If they don’t have any questions, ask them “what do you think of my company” or “what made you submit your resume for this job?”

Would you fill out your company’s tax return by hand?

Screenshot 2015-01-27 17.18.43Can you imagine filling out your business’ taxes by hand? Or adding up your sales with a calculator from paper receipts?  For a second, think about how much more work life would be without Quickbooks or TurboTax?

It is no different when it comes to hiring your next employee to help grow your business.   However, most small and mid-sized businesses are stuck in the pre-digital ages when it comes to hiring.  Did you know that 92% of small and mid sized businesses (SMBs) use no software when they post their jobs online?  Did you know that most of them still print resumes and keep potential candidates in a file?   CatalystFive changes all of that!

Most SMB’s post their jobs on three to five jobs boards.  They have selected these from the more than 50,000 job boards online.  They will haphazardly choose a regional job board, a niche job board like (techjobs.com) and one of the majors (monster.com, careerbuilder.com and dice.)  In doing so they have spent a few hours creating accounts, adding a job and paying with a credit card, rinse-repeat. In addition to wasting hours of time, the cost is huge at $200 to $400 per job posting per month.  A SMB could spent $1,500 advertising a single position.

After creating software for recruiters for almost 10 years we changed direction. We are a small business that was using our own software to source great candidates very successfully, so why not make a version of our enterprise software to help SMB’s cut costs and improve the process.  So we created CatalystFive  SMB.  We cut the cost of job posting by 75%, our fees including job postings and our amazing software is only $129 a month for most SMBs.

Sign up today for our free trial and start saving time and money!