Posts Tagged ‘Hiring test’

Industries and Jobs That Are Hiring…

Wednesday, June 17th, 2009

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… it’s true. They are out there. Believe it or not. Even though most of the news that we hear on a daily basis seems to indicate overwhelming job losses and negative news - there are industries and certain jobs that continue to hire and add jobs. According to Manpower, a leader in the candidate assessment and employment services industry, employers are still finding it difficult to find candidates in the skilled trades and specific niches.

Point and case - engineers, nurses and machinists. Although it’s definitely an employers market, there is a deep gap in the backlog of qualified and educated workers to fill certain positions. Experts agree that these trend will continue, in part because of the enormous stimulus money that will be spent on infrastructure projects, requiring engineers and trades people. While many candidates go through a rigorous hiring selection process, qualified engineers, nurses and trades people have a fairly straight path given the current needs.

In addition, nursing continues to experience a shortage of qualified and willing workers. As the baby boomer generation continues to blossom into “late adulthood,” more and more people will unfortunately require medical attention - testing the system and resources of the industry.

So what if you’re not an engineer, nurse - or abandoned your dreams of becoming a plumber? Here are some tips finding a job during a recession:

1. Analyze The Data
The above is a perfect example of how you can take advantage of a seemingly negative situation. If you’ve never thought about going into engineering or nursing, perhaps now is a good time. You should be aware of industry data, trends and overall employment information. Find an industry or employment area that is in need of people. Do what you have to do to get in the door by improving your skills, attending school or using your existing knowledge and experience to leverage potential opportunities. Every plumbing company and hospital also needs an accountant, so think outside the box and how you can compliment what you’re good at into an employment opportunity.

2. Refresh/Reset Your Career (Or at least be open to the idea…)
Again, nobody expects you to go from your financial accounting job to becoming a registered nurse. But - be willing to freshen up on your skills by taking upgrade courses to make your qualifications more recent and relevant. Consider contacting local universities, colleges and schools to get the latest and greatest information. You’d be surprised at the amount of courses and subjects that are now being offered. Don’t give employers a chance to look over your resume and reject it because you’re lacking a certain skill. If you’re not familiar with MS Word, Excel or have a tough time navigating the Internet - make the call. Take an employee personality test to see what careers you’d be a good fit for.

3. Practice, Practice, Practice
When was the last time you had a job interview? If it’s any significant amount of time, chances are you’ll want to role play and get back into the swing of things. There is nothing wrong with asking a friend or partner to go through a mock interview with you and to provide you with some feedback. Remember that an interview can make, or break your job prospects. Therefore, don’t underestimate the power that a good interview can have and make sure that you’re prepared. Confidence is key, so eliminate any doubts or chances of freezing up.

4. Clean Up That Resume and Yourself
Make sure that the interview you’re sending out has today’s date on it and isn’t the one you used to get your last job. Ensure that it’s addressed to the right people and that it reflects your most recent work experience. Think in action oriented terms and showcase results that you’ve achieved. If you’ve taken an employment test, make sure to include your findings. This may also be a good time to shave, get a haircut and put on some cologne. Just saying… Place yourself in the shoes of the person reading it - why would they want to see and eventually hire you?

5. Be Flexible In The Work You’re Willing/Have To Do
If the concepts of freelance or part-time work seems foreign to you - visit Freelancia or Part-timland and check out the sites. Chances are, that you’ll have to be a little more accommodating to the realities that currently exist. If jobs aren’t easy to come by currently, consider working a freelance or even part-time job to make ends meet in the meantime. The flexibility and potentially loose scheduling that comes with these positions could be a blessing in disguise and allow you to continue to seek full-time work opportunities.

6. Step On The Social Network Gas Pedal
Remember all those times when you were on Facebook, LinkedIn and the other social network sites… yeah, back to square one again, ironically. Make sure that you let people know you’re looking for work and are willing to meet, shake hands and kiss babies if you need to. Networking has never been made easier for us, so let’s take full advantage of it by broadcasting to the world that “I am looking for work.”

If you’re looking for work, need some career advice or interested in finding more information on increasing your chances of finding work - take the first step in the right direction by completing the ClearFit JobFit tool.

The Five Recruiting Habits of Highly Successful Managers

Monday, May 18th, 2009

By Adam Robinson

Companies that consistently produce top recruiting results never do so by accident. That these firms tend to outperform their industry peers is the end result of a journey that began with putting the right people in the right seats. How do the successful managers of these leading companies build high-performing teams? By staying true to these five recruiting habits:

They follow a defined process. There’s no shortcut when it comes to selecting the right person for the job. Managers who produce successful hire after successful hire do so because they follow a proven formula, including:

  • Writing a well-defined Job Profile
  • Using an effective Candidate Work History form
  • Conducting a telephone interview
  • Conducting an in-person work history interview, followed by an in-person behavioral interview
  • Personally contacting each of the candidate’s references
  • Using a Candidate Scorecard to make objective yes/no decisions

They’re always recruiting. I’ll say it another way - they don’t let recruiting become an exercise in crisis management. Highly successful hiring managers don’t wait until they have an open position to being recruiting. They’re constantly tapping their networks, asking colleagues for referrals and staying in touch with top prospects from their competitors’ payrolls. When their company wins the next big project, they’re not scrambling for new talent and settling for average performers due to a time constraint. Lack of preparation in recruiting leads to bad hires, and they’re always prepared with available talent.

They take the time to define the role. Without a Job Profile that explains, in detail, the specific, measurable outcomes required of the person filling the role, the recruiting process will produce erratic results. Successful hiring managers take the necessary time required to think through these outcomes, and to define them in quantifiable terms against which candidates can be evaluated. They never say to a recruiter, “I don’t really have a job description written, but you know what I’m looking for, right?”

They include others in the process. Successful hiring managers know that it takes a team to make a well-rounded, informed decision about a new hire. They ask other members of the organization to sit in on interviews as note-takers in order to get outside perspective. These managers know that two sets of eyes and ears are better than one, and they ask for and listen to feedback on their interviewing style and effectiveness.

They don’t talk themselves into saying yes. Most importantly, successful hiring managers don’t hesitate to pass on candidates who are anything less than an top performer. They’d rather go for months without a key position being filled than fill that position with someone who’s less than perfect - because they know that the time spent managing that bad hire will more than wipe out the benefits gained from having someone mediocre in the role. Successful managers look to the Candidate Scorecard and make emotionless decision rooted in facts.

Successful hiring managers follow these five habits to generate recruiting results that lead to high-performing teams. Focus on developing these habits, and watch your results begin to improve overnight.

Hiring Successfully In A Downturn

Tuesday, May 12th, 2009

It's true...

"On the Internet, nobody knows you're a dog!"

Have you ever hired an employee who didn’t turn out like you expected? The only good news is that you’re not alone. The bad news is that, if it’s happened before, there’s even greater reason for it to happen again now, given market circumstances.

It seems that in these troubled economic times, posting even the most junior position receives a flood of qualified, unqualified and over-qualified responses from job seekers looking for work.

A sad reflection of the economic crisis unfolding on “Main Street,” more and more people find themselves unemployed and looking for work – applying to any job posting for all the wrong reasons.

As a business owner or manager, naturally, the question comes up – how do I take advantage of this situation and find the best candidates while avoiding the wrong ones?

Having been in the employee hiring and development industry for over ten years, this question has been a driving force in what I do, and has become more relevant recently.

Although there isn’t one easy answer, there are definite steps you can take to ensure that you’re going about it the right way, finding a candidate that “fits” your work environment and expectations.

First, know what you want out of any employee. Doing this may include writing down a list of preferred personality traits and specific work experience you’re looking for. Managing your expectations and laying these out at the beginning benefits both yourself as the hiring manager as well as your future employee.

It’s important to hire for both today’s need, and tomorrow’s vision. In other words, ensure that your candidate fits your immediate expectations, while at the same time bringing value to your business and objectives in the future. If you can’t envision the person sitting in front of you being with your company a year from now, it’s probably a good time to thank them for their time and move on.

When hiring, ensure that you are taking full advantage of the resources that are available to you. Whether they be employee assessment reports, or background checks – use the tools that will make your hiring experience easier and more accurate. Don’t try to be the owner, marketing manager, sales supervisor and HR manager at once, instead search out tools that will help you in your hiring process.

Don’t settle. In times like these, when you have the luxury of receiving a diverse range of applications, take full advantage. Ensure that the person you are interested in does meet the requirements that you’ve established, while at the same time bringing additional value to the table.

Keeping the theme of not settling in mind, don’t make any impulsive moves by hiring someone based on one meeting. Ensure that the person still excites you during a second interview after you’ve had time to sleep on it and digest what you discussed in your first interview.

Once you know what you’re looking for and have attracted those people, don’t be afraid to ask questions. In a world where people can obtain post-graduate degrees by answering their spam email – it’s important that you ensure that the information you’re given is accurate. This also means following up on references, as past employers can provide detailed information about an individual and the work they did.

Finally, set aside some time to conduct this process thoroughly. The worst mistake you can make is to speed through the hiring process. This is almost certainly a strategy for disaster, and ultimately will cost you more time and money then it should.

Always remember, hiring done right, can be a wonderful experience resulting in a more productive and ultimately profitable work environment. Take advantage of the resources and tools that are available to you, and keep in mind that what you put into it you’ll certainly get out.

Job Numbers Are In For April 2009

Friday, May 8th, 2009

Good and bad news depending on which side of the 49th parallel you’re on.

Canada - well done! The news was good as the Canadian economy added just under 36,000 jobs, the first time this has happened in six months. Just don’t tell anyone that those jobs came in the “self-employed” category - but nevertheless, poutine for everyone!

Canadian Job Numbers

US - sorry cuz. Even though your unemployment rate hit a 25-year high, there are glimmers of hope. Over 100,000 fewer jobs were lost in April then in March, although the number is still pretty high. But again - we’ll focus on the positive and ignore the negative. Here’s what the overall pic for 2009 looks like:

US Job Loses in 2009

Overall recently there have been sign of improvement. The stock market is on a temporary upswing, although nobody knows if that’s a true sign of economic recovery or just human psychology… to bad we can’t run a personality test on all those investors to really see what this is all about!

As more job numbers continue to trickle in over the next months, we’ll keep you posted and if you’d like to share you stories please feel free to contact us or comment on this post.

For more information on how to find people’s true work potential, please visit us at ClearFit.