Monthly Archives: April 2016

Don’t Drag Out the Hiring Process

Although you should be thorough when searching for and hiring new employees, if the process is too long, you could cost yourself a shot at hiring the best candidates.

A study from Robert Half revealed that when forced to endure a lengthy hiring process, nearly 40 percent of job seekers lose interest in the position and pursue other opportunities, and 18 percent decide to stay put in their current job. In addition, more than 30 percent said a drawn-out hiring process makes them question whether the employer is good at making decisions in other areas.

“The hiring process provides a window into the overall corporate culture,” Paul McDonald, senior executive director of Robert Half, said in a statement. “If people feel their career potential will be stifled by a slow-moving organization, they will take themselves out of the running.”

Overall, job seekers find a lengthy hiring process infuriating. Nearly 60 percent of those surveyed said the most frustrating part of the job search is the long wait after an interview to hear if they got the job. The research shows that 23 percent lose interest in the employer if they don’t hear back within one week after the initial interview, and another 46 percent lose interest after two weeks.

“Candidates with several options often choose the organization that shows the most interest and has an organized recruiting process,” McDonald said.

Because hiring decisions are some of the most critical choices an employer can make, many organizations tend to draw out the process by days, or even weeks, to ensure they are making the right choice, McDonald said. However, by doing so, they risk losing out on a candidate they really like. [See Related Story: Please Hold: Hiring Process Gets Longer and Longer]

“The key takeaway is for firms to tighten their timelines without skipping steps,” he said.

To help employers, McDonald offered several tips for speeding up the hiring process:

  1. Know your needs. Go into the hiring process knowing exactly what you need. Are you looking for a full-time employee or a temporary one? Is there any reason you can’t hire someone right away?
  2. Get everyone on the same page. Make sure everyone involved in the hiring process knows your timeline for making the hire. In addition, make sure everyone understands who is making the final decision and that they can set aside time in their schedules to conduct interviews.
  3. Improve interview efficiency. Save time by conducting screening interviews online via Skype or FaceTime. For in-person interviews, try to conduct them all in one day. Once interviews are completed, get immediate feedback from both the hiring managers and candidates to see how interested each is in the other.
  4. Communicate regularly. Keep candidates informed of where things stand. Let them know when a final decision is expected. If the timeline changes, be sure to provide them with an update. Candidates who don’t hear anything will likely take that as a sign you aren’t interested and move on to other opportunities.
  5. Don’t delay in making an offer. When you know who you want to hire, make a verbal offer immediately. However, make it contingent on satisfactory references and background checks.

How to Help Your Team

unduhan-13In a traditional mentorship, a seasoned professional works with a less experienced and often younger colleague to show the individual the ropes and guide the person through his or her career. But as the business world and its technology continue to evolve, it’s becoming increasingly common for those younger professionals to turn the tables and share their digital skills and perspectives with their older counterparts.

For many organizations, this practice of “reverse mentoring” is a win-win, said Molly DeZurik, content curator at generational research company BridgeWorks. Millennials gain a greater sense of purpose and empowerment, and older employees gain insight and understanding. But DeZurik cautioned against implementing a reverse-mentorship program for the sake of trying out a trend — it has to serve a purpose.

“Millennials aspire to be leaders one day,” she said. “Empowering younger workers to voice their observations paves a fruitful path for millennials, once management positions become a reality.”

“The key is for leadership to create a culture that listens and learns,” added Nikhil Hasija, CEO of Azuqua, a company that synchronizes data across multiple workflow apps. “If your team can keep an open mind to new ideas, regardless of where they come from, then reverse mentorship becomes a lot easier.”

DeZurik said that getting people on board may be a challenge at first, but sharing success stories will get employees excited about the impact these information exchanges can have. Companies like Target and United Health have benefited hugely from similar programs, she said. [See Related Story: Want to Advance Your Career? Try Peer Mentoring]

Encouraging reverse mentorship

It can sometimes be difficult for a senior leader to ask for help, especially if that person is embarrassed to admit to not knowing how to do something, Sandra Wiley, a senior consultant at Boomer Consulting, wrote in a Journal of Accountancy article. A relationship where reverse mentoring is encouraged is the opportunity to make it happen, she said.

In her piece, Wiley outlined four steps you can take to establish a reverse-mentorship program at your company:

  1. Identify the need or skill gap of a senior team member, and match that person with an appropriate younger team member who can help.
  2. Have the senior team member approach his or her younger mentor with specific requests about what he or she needs assistance with.
  3. Allow the mentor and mentee to decide when, where and for how long they will meet. They should set up regular meetings with calendar requests and agenda items.
  4. Remind the mentee to thank his or her younger mentor, and offer assistance with any future questions or concerns.

 

Advice for millennial mentors

Millennials who are given the opportunity to be a mentor shouldn’t take it for granted, said DeZurik: Remaining humble is key.

“Millennials should keep the concept of evolution versus revolution in mind throughout these meetings,” she said. “The ideas they suggest aren’t going to happen overnight, and a patient perspective will go a long way in earning older workers’ trust. “

Hasija agreed, noting that younger mentors need to be sensitive to their colleagues’ egos.

“Understand their motivations, and respect their perspective,” he told Business News Daily. “Add to your colleague’s experience with your own without disregarding their opinion.”

Advice for older mentees

DeZurik reminded Gen X-ers and Boomers that millennials on the other side of the boardroom aren’t kids; they’re the future of the business. Older workers who embrace these unconventional mentorships gain firsthand insight into what makes their younger colleagues tick — how they think and communicate, and how evolving technology will impact the company and industry, she said.

Companies like Azuqua embrace this mentality, and base their business strategy on the unique viewpoints each generational group brings to the table, said Hasija.

“The industry veteran teaching us what happened when Salesforce did something similar [to what we’re doing] 10 years ago is just as valuable as the new college grad telling us how Facebook did something similar last summer when she was an intern,” he said. “What we’ve learned as a company is that everyone needs to be open to this type of learning opportunity. The young are not inexperienced and the old are not irrelevant.”