In an age of passive job seekers and mercurial millennials, companies are trying now more than ever to understand how to increase job satisfaction in the workplace. Although some studies put nationwide job satisfaction higher than it’s been in 11 years, others suggest The American Worker is disengaged and frustrated. Regardless of which study is most accurate, employers must remain vigilant. The impact of satisfied and dissatisfied employees on the workplace is significant.
In the frenzy of putting out fires and managing exist client relationships, it’s easy to imagine why companies would let employer branding initiatives fall through the cracks. Most business owners and team leaders are so busy with the internal day-to-day, that worrying about their external appearance with prospective employees falls to the wayside. However, the lack of an effective and authentic employment branding strategy shapes the public’s opinion of a company, and it’s hard to undo a first impression.
If you are wondering how to conduct a phone interview, let us offer an alternative. The time it takes to fill a position continues to increase due to a variety of factors, and according to a Glassdoor study, of all the employment screening methods, conducting phone interviews contributes the most time to the hiring process, ranging from 6.8 to 8.2 days additional days. That’s an additional week of time on average!
Many recruiters and employers differ on the importance of reference checks. Some say they are a waste of time, while others believe they are crucial in determining whether or not a candidate is a good fit. Regardless of your stance, it’s important to know which questions to ask when checking references, and more importantly, specific questions to avoid.
An active and robust online presence is often a positive for job applicants, both as a social screening tool, and as an asset for on-the-job engagement. However, the line between enthusiasm and exhibitionism is shrinking, and employers need to decide where to draw their own lines for job seekers. Social media screening has become an expected part of employers’ hiring processes on every level of the professional ladder, a reality that recruiters and hiring managers need to face regardless of their personal use of Facebook, Twitter, and Instagram. Whether we like it or not, employers using social media to screen applicants is here to stay.