HRM

10 Essential Tips For Hiring Digital Talent

Many companies are opting for hiring digital staff. There are so many benefits to it, but there are also some challenges that comes with it. Within most organizations, you can find a marketing department, finance department and an admin department. It usually only comes to the attention of the hiring managers that there is a shortage in digital talent when a crisis occurs or the last is becoming impossible to manage. Using digital technology does not only comprise of someone being able to use social media platforms. There are individuals who can go beyond what the rest of us can do.

When looking for this type of talented individuals, you might have to go through a lot of people to get to the gold. These individuals have to be up to date with all the latest developments in the area. Even though there is a gap in the market, it can be a challenging process. Personality and understanding of the company’s needs comes first. If there is not a good relationship, the entire process is useless. I need people who can reword my paper and manage everything the company sends out online. There is a process to hiring a good digital talent.

1. Write down your expectations

Before you hire anyone, make sure you know exactly what the company needs and how you see this process going forward. Many hiring managers just go in knowing that they need a digital talent, but not much beyond that. You would not know which person is a perfect fit if you don’t know what they are there for. Like I said, personality is important and finding someone who gels with the company environment is important.

2. Be flexible

Even if you do not find someone who can do it all, you need to be flexible in your decision. If you have seen 10 potential candidates and one knows more than the other 9, consider it. Some companies are lucky and find someone who can do it all, but this is not always the case. If there is time to train the person in one skill that they might be lacking, then you do get the full package at the end of the day.

3. Act fast

There is a gap in the market for digital talent and if you find someone capable, you should not sleep on it. Before you know it, this individual could be grabbed up by another company who understands the important of acting quickly. Like I said, if the individual can reword my paragraph without too many mistakes, I hire, but everyone has different needs.

4. Good job posting

In order for you to attract the right candidate, make sure that your job posting is clear and valid. Do not use too much of jargon and talk about the company changing the economy. Instead, mention what you are looking for specifically. If you are not digitally inclined yourself, consider allowing someone with more digital savvy to help. If you explain the company goals, a truly intelligent person would understand that a changing economy is within your plans.

5. Don’t be over creative

When you do post a job online, you do not have to use this as an art project. Simple terms that is understood by the right people is all you need to do. When you try to be too funny or creative with your listing, it is sometimes confusing to a lot of people. Be modest and just say what needs to be said and understood.

6. Offer good remuneration

Like the saying goes “you get what you pay for” and when it comes to this type of position, you want to pay well. This also shows that your company is serious about hiring the best candidates and it is generally a good reflection on the company. If you are just looking for someone to reword essay then you can consider getting a freelance writer, but this individual is going to support your company in a way that can add growth.

7. Add benefits

People are looking for jobs that offer benefits and if this is an important position, you want to throw that in to sweeten the deal. It can be retirement funds or health funds, but there needs to be something other than the pay you offer. You want to build a relationship with this person and try and keep them at your company for as long as possible. It’s easy for these talented individuals to job hop because of the demand.

8. Be realistic

There are no unicorns out there and you are definitely not going to find one working at your company. Be realistic about what you are looking for. If you are unrealistic in your approach, the right candidate might be put off by the endless demands. If you are only hiring one person and your organization is big, that person probably can’t do it all. Even if your company is the best in the industry, no one wants to be burnt out before they even star working, so be careful with this one.

9. Uncomplicated application process

Don’t put every applicant through a process that was designed for Albert Einstein. I see this happening all the time and someone may be put by simply the long application process. If your process consists of sending in a resume, doing a test and then answering 100 questions, you might only get a handful of applications.

10. Patience

If you do not find the right candidate after your first job listing, do not give up just yet. It’s worth waiting or posting another listing. As mentioned, there is a gap in the market for these skills and it might take a little longer than anticipated. Network with other companies who have a strong digital team and ask about their hiring process. Never be afraid to ask for help if you want the best.

Recruiting: Not Everyone Is Cut Out For It

As a job seeker, you have probably met a lot of recruiters. After receiving a rejection letter, maybe you have blamed your unsuccessful job search on the recruiter. Being hurt and disappointed, job seekers don’t always think about all the other factors that contributed to the negative outcome of their job search: maybe you weren’t qualified for the position, maybe you didn’t have enough experience, maybe you were even overqualified.

The truth is, most of the times it does all come down to the recruiters. It’s in their job description to choose and hire new employees: they have to weigh all the factors and make the final decision. For you, the job seeker, it might seem like the recruiter has all the power in the world and wish to have power like that, as well.

Being a recruiter is easy, right?

Wrong. In reality, recruiting is one of the most stressful jobs in the business world. Before applying for a recruiting job, think about what it implies and what you can expect from this career.

Understanding What Goes on Behind Recruiters’ Doors

Recruiting may seem like a glamorous job, but it’s actually stressful in a number of areas. For one thing, there is a lot of pressure to choose the right candidate for a job. People are very tough to read and recruiters’ reputation depends on being right about people. Get a few placements in a row wrong and it can be pretty deflating. Decision making can be nerve-wracking, especially when you have to pick the ideal candidate out of thousands.

However, making the decision is not always the end of the process. Sometimes the candidate will choose not to take the job after it’s been offered. If you are dealing with a highly sought-after candidate, they may be choosing among multiple job offers. It can be extremely frustrating when someone turns down an offer that you worked hard for.

Rejecting candidates is another possible cause of sleepless nights. It feels like firing someone before they even become an employee. The recruiter has to find the right words to let someone down gently. Even then, you’ll probably have to deal with a lot of complaints, which can wear you out pretty quickly.

The Aftermath of Recruiters’ Stress

The stress that comes with recruiting has a negative impact on many people. First of all, recruiter’s health is at risk. Significant stress can lead to issues like high blood pressure, insomnia, heart disease, and even cancer. Personal relationships are likely to suffer as well. When you’re under stress, you can’t always be there for your loved ones. You’re too caught up in your work. You lose patience over small issues that cause great arguments.

Recruiter’s stress also affects job candidates. Instead of meeting a patient person that’s willing to listen, they meet an anxious and short-tempered recruiter. This leads to the recruiter missing out on talented candidates and overlooking the right person. The job candidates will leave the interview disappointed and annoyed. Soon, all of their friends and friends of friends will talk about that grumpy recruiter who doesn’t let candidates finish sentences and makes them feel uncomfortable.

Another thing that can damage the company’s image is having inadequate employees. If you constantly make wrong decisions as a recruiter, the organization will be filled with the wrong people. It can lead to higher turnover and poor results. Also, the hiring process often means financial losses, so you should aim to reduce employee turnover. As the recruiter, you must have the finances of the company you work for in mind at all times.

Is There a Fix?

Recruiters can combat stress on their own and with the help of the company. Recruiters should practice stress relief techniques like breathing or meditation. It is wise to take short breaks every hour or two and one longer break in the day. Our brain needs rest to function normally. Setting priorities is another way of dealing with difficult decisions, don’t waste time and energy on unimportant things. Exercising in nature can be a great way to unwind.

Businesses can offer stress management training with the help of experts, but can also organize meetings to fight stress as a group. It is a good idea to hire a psychologist that is available to employees. Companies can also help by splitting up the hiring load between multiple recruiters.

Two Sides of the Coin

Overall, recruiting is a tough gig and is not for everyone. Now, you should understand why the recruiter you last interviewed with looked annoyed, nervous, and maybe even impolite. Try to understand that they are only human, too, their goal is to find the right person for the job, they don’t have anything against you personally.

If you still want to be a recruiter, you should approach the job with the right attitude. That way, you can mitigate the stress and achieve better results. Being aware of the dangers of stress, you can place more people in the right jobs and help your company.