Mac Prichard's Blog, page 21

5 Simple Ways To Streamline Your Hiring Process

Anyone who has ever directed a hiring process knows it can be time-consuming. Add to that the cost of a bad hire, and the process of rehiring and retraining a new employee can cost you precious time and money. You need to get it right the first time.

It’s hard to find quality applicants if your hiring process is unclear, disorganized, or not clearly defined. Smart hiring takes hard work, planning, and organization.

Follow these steps to streamline your hiring process and improve your organization’s internal processes so you can spend more time finding the perfect candidates.

Take the time to evaluate your hiring process at each step of the candidate’s journey:

1. Evaluate your recruitment strategies
Make the most of your job description

Make sure your job title is clear and contains keywords candidates will understand. A clear, accurate, and compelling job description should tell candidates everything they need to know about whether they are the right fit for the role. Clearly identify the job responsibilities and expectations to weed out people who don’t match your needs. The precise description will lead to better qualified candidates and will also help you draft focused interview questions. Expand your reach by posting your listing on job boards, your company career site, and on social media.

Implement smart recruiting strategies

Understand the cost/benefit of a new employee before you hire. Be sure you have a clear picture of how their work will justify the full cost of hiring them.

Strengthen your employer brand with content marketing. You want to create a brand that the top talent in your space has heard of and wants to work for, so that when they learn about a position at your organization, they’re excited about the opportunity, not wondering who you are.

Start measuring the time it takes you to hire. From deciding you need a new employee to onboarding, how long does it take? Knowing this will help your company determine how much lead time you need for effective recruitment. Getting the timing right means giving yourself the time to find a good hire, not just someone to fill an empty seat.

Have a strategy to attract the best cultural fit. Be honest about your culture and convey real information about daily life at your company. If you put out accurate information to help people decide if they’re a good fit, you won’t waste time interviewing or hiring the wrong people.

2. Review your pre-screening procedures

Determine whether you want to pre-screen candidates by following up with a phone interview, questionnaire or other pre-screening methods.

Pre-interview questions can help you gather information about candidates that they didn’t list on their resumes. The preliminary interview questions can reduce the amount of time you spend in later interviews.

You can automate part of the pre-screening process by having candidates take an online survey framed around those skill sets, knowledge, and experience you need. Include questions to determine whether candidates mesh with your company culture.

By pre-screening, you’ll avoid the frustration of scheduling interviews with candidates who ultimately wind up being ill-suited for the position.

But beware of asking candidates too many things before they’ve even met you!  The questions should only take about 20-30 minutes to answer. A phone interview should only last about 15-20 minutes.

3. Ensure a quality interview

Come prepared with a list of thorough behavioral and practical questions. Consider sending questions to candidates ahead of time. We’ve done it at Mac’s List with good results!

It’s important to conduct consistent interviews and evaluate all candidates using the same criteria. Ask the same questions and use the same processes for all candidates.

Go through your job description and questions to be sure you’re focused on the key skills and responsibilities of the position.

Make sure you go deep in your questions. If a candidate gives a generic answer on a key point, follow up with additional questions until you have the information you need.

Avoid common interview mistakes

Be sure you know which topics are legally off limits. For example, don’t ask questions that could elicit information about the candidate’s race, religion, marital status, etc. In many states, you can’t ask about salary history. Know what to avoid ahead of time!
Pay attention to common red flags: for example, if the candidate only asks about salary and benefits, isn’t prepared, is overly confident or overly nervous, criticizes a former employer, or has a negative attitude.
Go beyond your script when necessary. Consistency is important, but so is tuning into the details about a particular candidate. Ask follow-up questions that drill down into a candidate’s experiences.

4. Assess candidates effectively

Standardize your evaluation process. Make sure everyone in your organization is aligned on the qualities and requirements you are looking for in the ideal candidate. Setting clear expectations at the beginning of the process will ensure that your team is in agreement and help you avoid debate when it comes to selecting the best candidate.

Make sure your process is efficient. You can shorten the process by sorting resumes into three piles: top resumes, clear no’s, and maybes for consideration only if the top resumes are not the right fit.

Communication is key. Keep candidates apprised of where you are in the process. Once you decide to offer a candidate the job, make the offer promptly so you don’t lose out on top applicants.

5. Standardize employee background & reference checks

Have a clear, defined process for reviewing candidates’ criminal history and educational background, and for checking references. Explain the process to candidates! One option is to outsource this part of the process and hire a third party that specializes in background checks.

The hiring process can be time-consuming, costly, and stressful. But if you follow these tips to help you manage this complex process, you could land a great new team member!

The post 5 Simple Ways To Streamline Your Hiring Process appeared first on Mac's List.

Reaching New Heights by Challenging Yourself: Heather Back’s Job Search Story

Heather Back knows the discouragement and disappointment that comes from a long job search. Heather spent two years looking for the right job, and along the way she endured countless online applications, being told she was overqualified, and submitting her resume to ATS systems. Luckily, Heather’s long job search was worth the wait and she found a job she loves by creating a support network, actively telling her network she was seeking a position, and reaching high for challenging positions instead of settling for any job that pays the bills.

What do you do for a career? Who do you work for?

I bring nearly 25 years of experience in marketing, advertising and public relations to my communications and policy role at Metro, supporting the four visitor venues — the Oregon Zoo, Oregon Convention Center, Portland Expo Center and Portland’5 Centers for the Arts.

Previously, I worked with destination marketing organizations in both San Diego and Portland to increase travel, tourism and convention business. Also, my prior community foundation experience developing public-private partnerships is beneficial in working on the mission-driven efforts of the zoo which are made possible with funding from private donors and members. A community engagement campaign called Our Greater San Diego Vision really called me to the public sector which ultimately led me to Metro.

How long did it take you to find this job?

I would say too long, but it was certainly worth the wait.

I was exploring full-time opportunities for almost two years. During that time, I served as a consultant while looking for the right fit. Once I began attending Mac’s List events, my search became far more focused and shortened to three to four months, resulting in four offers from various organizations.

How did you find your job? What resources did you use? What tool or tactic helped the most?

I personally find the online job application process defeating as the auto-responses are increasingly demotivating.

The Mac’s List team recommended informational interviews and key tips in customizing your resume for every submission to make it through the scanning software process, which I utilized in my own search.

What was the most difficult part of your job search? How did you overcome this challenge?

No responses are defeating and being told that you are overqualified just might sting more than knowing your do not have the right credentials. It wasn’t until I networked with other job seekers that I was able to set a realistic expectation on the amount of outreach that results in personal responses therefore resulting in interviews.

Also, I learned from Mac Prichard that you should tell everyone you are seeking versus having any reservations in sharing you are in the midst of a search. Stating the desire to find a new opportunity in a positive way shifted my search immensely. Once I was broadly sharing my goals, it was a matter of weeks until I had more interview requests than I could keep up with.

What is the single best piece of advice you would offer other job-seekers?

Share your experience with other job seekers and create a support network. Provide referrals when it is a better fit and most importantly: NETWORK. Get to know the people you would work with to understand the company culture.

Also, stretch yourself. Seek new opportunities not solely jobs that you can proverbially do in your sleep because you have the experience.

Why do you love your job?

I am passionate about working at an organization that reflects the values of the community in which I live. Having the opportunity to shape and provide services and cultural amenities for residents and tourists is ideal for me. Metro is a great fit!

The post Reaching New Heights by Challenging Yourself: Heather Back’s Job Search Story appeared first on Mac's List.

Oregon Equal Pay Act Compliance Guide for Employers

Women in the U.S. who work full-time, year-round are paid only 80 cents for every dollar made by their male counterparts. That’s the “average” white woman. Black women make only 63 cents and Hispanic women make 54 cents of what their white, male counterparts make. Equal Pay Day for Latinas, the day women finally catch up to what a white man earned the year before, is November 2. The gap, in real terms, is an annual loss of $21,698 for Black women, $26,403 for Latinas, and $7,310 for Asian women. 

There are already federal laws meant to eliminate this gap. In fact, the Equal Pay Act was passed 55 years ago. It has made a little progress – the gap has closed from 65 cents for every dollar in 1980. There are a lot of theories about why the gap hasn’t closed more, and that perhaps the pay disparity is related more to promotion and opportunity than anything else. For example, in 2015, only 21 of S&P 500 companies were run by women. That number is actually now down now from previous years, and just about the same as the number of .  

Oregon has tried to improve our 79 cent gap (which is a little lower than the national average) by passing the Oregon Equal Pay Act of 2017. It’s been called one of the broadest pay equity laws in the country, as it covers much more than gender. In fact, Oregon law prohibits pay discrimination on the basis of: race, color, religion, sex, sexual orientation, national origin, marital status, veteran status, disability, or age. This means that when you set or audit the pay rate for each job candidate and employee, you have layers of protected classes to consider beyond gender.

It’s also broader than the title suggests, as the Act does not only address salary. In fact, the Act defines compensation as “wages, salary, bonuses, benefits, fringe benefits, and equity-based compensation.” For example, if someone is seeking an extra week of PTO in a salary negotiation, you should treat that as part of an employee’s compensation and make sure you’re not compensating existing employees differently for work of comparable character.

The Act, on its face, seems simple and straightforward. The Bureau of Labor and Industries (BOLI) does a great job of breaking down the components of the law on their technical assistance page.  However, various ambiguities in the Act will present challenges for employers looking to comply. It will require companies to become more diligent and systematic about how they screen new applicants, negotiate pay and benefits, and track employee performance as it relates to compensation.

Three Important Dates

The Act was signed into law in June 2017, but the protections offered by the Act are being phased in gradually.

October 6, 2017

Employers can no longer ask candidates about their salary history.

January 1, 2019

Employers cannot discriminate against employees in a protected class by paying them lower wages for work of comparable character, which is defined as “substantially similar knowledge, skill, effort, responsibility, and working conditions in the performance of work, regardless job description or job title.” (Take note: relying on something like job title to distinguish between roles won’t work anymore.)

Employees asked about their salary history or alleging pay equity discrimination will now be able to pursue a private right of action through BOLI.

Employers may no longer determine compensation based on a candidate’s salary history, even if a candidate voluntarily reveals their salary history, which means there will likely not be much of a prior salary defense, like there is for the federal Equal Pay Act, for employers facing claims.

Employer must post a sign, provided on the BOLI website, detailing the requirements of this act in a conspicuous place.

January 1, 2024

Employees may now also bring a civil suit under the provision prohibiting employers from inquiring into prospective employees’ salary histories, and may also bring a suit on behalf of others who are similarly situated (i.e., a class action).

The Risks

If an employee successfully brings a BOLI complaint or civil suit for pay equity discrimination, the employee could be awarded two years’ back pay at the employee’s regular rate of pay, compensatory and punitive damages, and attorneys’ fees (which can be substantial).

As a reminder, under the Lilly Ledbetter Fair Pay Act of 2009, each time an employee is paid constitutes a potential violation, making alleged pay disparity an ongoing unlawful employment practice with a continually renewing statute of limitations.

There is also class action exposure, as the law specifically provides for employees bringing claims for unpaid wages not only on their own behalf, but also on behalf of a class of similarly situated employees.

You might avoid having to pay compensatory or punitive damages if you’re able to show that you completed an equal pay analysis of your pay practices within the three years before the date the employee filed the action, and if you’ve also eliminated the compensation gap. And, according to current interpretation of the topic, any difference, even if it’s de minimus or pennies, is enough to give merit to a claim.

This means that now is the time to analyze your compensation structures and make any necessary changes.

To qualify under the safe harbor provided by the equal pay analysis, within three years before the date the employee filed a legal action, the employer:

completed an equal pay analysis of its pay practices in good faith that was reasonable in detail and scope in light of the employer’s size (Stay tuned on if this will be more detailed in the future, unfortunately, BOLI doesn’t offer much guidance as to what is “reasonable” at this time.)
and eliminated wage differentials for the plaintiff and made reasonable and substantial progress toward eliminating wage differentials for the protected class* asserted by the plaintiff. This will likely entail updating job descriptions and developing a compensation philosophy and structure, although you should consult an employment law expert for a customized analysis.

*A best practice would be to run this analysis for every single protected class separately, which, as you can imagine, might be pretty time and labor intensive.

When Pay Differentials Can Be Appropriate

Employers may pay employees for work of comparable character at different compensation levels if the entire difference in compensation levels is based on a bona fide factor related to the position and:

A seniority system;
A merit system;
A system that measures earnings by quantity or quality of production, including piece-rate work;
Workplace locations;
Travel, if travel is necessary and regular for the employee;
Education;
Training;
Experience; or
Any combination of these factors, if the combination of factors accounts for the entire compensation differential. ORS 652.220(2)

These bona fide factors must be coherent, consistent, and verifiable. They cannot be post hoc. To rely on this protection in court, your compensation philosophy must be known, documented, and implemented. Basically, you need to get really concrete about why different employees are paid differently.

There is no “or other factors” language, so if an employer can’t explain the difference based on the enumerated factors, the difference will not be considered a bona fide factor and they’ll risk liability. Additionally, the enumerated factor must be related to the position.

The law does not define many of these terms or clarify whether an employer must account for the entire differential only when using a combination of factors, or also when using just one factor to explain the difference. Therefore, how employers might permissibly pay different wage rates is currently inexact. There are draft rules available from BOLI, and the administrative rules will eventually be posted. More clarity should come with time, but this would be a great time to consult with an employment law expert if you’re feeling unsure about your practices.

Finally here are some Do’s and Don’ts to make your business is complying with these new standards.

Oregon Equal Pay Act Compliance Checklist
Do’s:



Update and post BOLI posters in a conspicuous location at your office.
If you haven’t already, amend your internal application form to exclude any questions regarding salary. It is still acceptable to ask about desired salary or accepted salary ranges.
Train your recruiters (including third-party agencies) and hiring managers not to seek information about salary history in interviews.
Consider conducting an “equal pay analysis” – both to ensure legal compliance and to benefit from possible safe harbor defense to compensatory and punitive damages should an employee file suit.



Don’ts:

Don’t ask a candidate about their salary history, or ask their current or past employers to verify salary history, before an offer with salary amount has been made to the candidate and authorization has been obtained. (And at that point, why are you asking?)
Don’t lower any employee’s existing salary to correct wage disparities. If you’re having trouble reaching parity, it’s OK to freeze an employee’s wages until employees doing work of comparable character have a chance to catch up.
Don’t tell employees they cannot share salary information. This is likely a labor relations violation.
Don’t inquire into protected statuses that are not self-evident or self-reported, which could give rise to additional claims and unintended consequences. Some employers have been giving anonymous surveys to collect this information, to determine if their pay practices are not compliant, but this would probably be a point to talk to an employment attorney about.
Don’t discriminate against an employee because the employee has filed a complaint under the Oregon Equal Pay Act or because the employer believes the employee may testify in any investigation or proceedings related to this law. 
Don’t delay compliance! The majority of the Act goes into effect January 2019, and it’s going to take most organizations time to run an equal pay analysis and get into true compliance.

The post Oregon Equal Pay Act Compliance Guide for Employers appeared first on Mac's List.

The Top Marketing Events and Networking Organizations in Portland

Earlier this year, I moved to Portland from Phoenix, Arizona. As a new resident to Portland, one challenge I have faced is building my professional network from scratch. All of my professional contacts and career connections are in Arizona, where I graduated from college and worked professionally in marketing for most of my career.

Luckily, Portland has dozens of great networking events for marketing professionals aspiring to learn from industry leaders, and each other. Here’s a collection of organizations putting together regular networking events for marketers in Portland, plus the can’t-miss events that every local marketer should put on their calendar.

AMA PDX

Digital marketing is constantly evolving, and the American Marketing Association is dedicated to helping marketers stay on the cutting edge. The local chapter in Portland hosts regular luncheons, happy hours, and programs to connect and educate local marketers. Plus, their AMA PDX Agency connects local marketers with nonprofit organizations in need of marketing services. These projects allow local pros the opportunity to give back, meet their peers in the industry, and hone their skills at the same time.

SEMpdx

SEMpdx started out with an SEO/SEM focus, but has been hosting varied marketing events featuring regional experts for several years. If you want to make dozens of new connections quickly, attend their flagship events: the annual Summer Networking Party and the Holiday Networking Party. These networking events also give you the opportunity to connect with organizations like Portland Business Alliance, Portland Advertising Federation and more.

Portland Advertising Federation

Founded in 1906, the Portland Advertising Federation holds the title of the oldest advertising club in the United States. They focus on inspiring creative, media, and marketing professionals with a variety of social networking opportunities that are educational and fun. Check out one of their panel events or agency-hosted happy hours. And every year they showcase Portland’s top talent with the Rosey Awards to honor the pioneers behind the most imaginative and creative design and marketing campaigns of the year.

More Organizations That Host Marketing Events in Portland

There are also many incredible Portland professional organizations that aren’t primarily focused on marketing, but they host regular marketing events or are in industries adjacent to marketing (such as design, tech, nonprofit, PR, entrepreneurship). Keep tabs on these organizations’ event calendars to meet new people and connect with leaders in the Portland marketing scene.

Entrepreneurs’ Organization Portland


Technology Association of Oregon


The Non-Profit Association of Oregon


Young Nonprofit Professionals Network


PRSA Oregon


AIGA


Top 5 Can’t-Miss Portland Marketing Events
Oregon Marketing Summit

The largest marketing event of the year, the Oregon Marketing Summit brings together over 250 local Portland brands to brainstorm new solutions, spark new ideas, and build lasting partnerships. Get insights from panels of marketing experts and discover new marketing tools. And with 4+ hours of networking opportunities, it’s an incredible opportunity to grow your network of marketing contacts.

Digital Summit

The Portland Digital Summit brings together digital marketing leaders with over 50 in-depth sessions and workshops to help marketers stay ahead of the curve. Influential organizations like Google, Netflix, and Intel are among the attendees. Plus, this event allows marketers the opportunity to connect with fellow content creators, data & analytics directors, email marketing specialists, creative directors, social media managers, UX designers, and more professionals from a variety of digital backgrounds.

Creative Mornings

Start your morning with creative inspiration, professional networking, and industry insights. Creative Mornings are a free, monthly breakfast lecture series for creative professionals. Each session starts with a short talk, followed by a Q&A and breakfast. This series was founded in NYC in 2008 and now has spread to 170 cities globally. The Portland chapter celebrates our city’s amazing talent and gives marketers a great opportunity to connect with creatives on a monthly basis.

Design Week Portland

Design Week celebrates the design community in a week-long, in-depth series that examines the impact design has on a wide range of issues. It notes the effects of design on cultural and social issues such as community development, education, and the local economy. You can learn about sustainable design, community-centered design techniques, and connect with the leaders of Portland’s design community, all in one week.

Engage

The Engage Conference is hosted annually by the aforementioned SEMpdx. It covers every niche of search and social media marketing, from the basic fundamentals of keywords to cutting edge tips and tricks for mobile optimization, link building and digital marketing. Each session also includes extensive Q&A with the speakers and an extended period of time for networking. Plus, this conference is typically ⅓ of the cost of other industry conferences so you can attend even if you have a smaller budget for networking conferences.

 

So, there are obviously a plethora of opportunities for marketers to connect with industry-specific events and networking organizations here in Portland. Don’t be overwhelmed by the options! Networking and making new connections can seem intimidating at first. Start simply, by finding one or two organizations that are most closely aligned with your interests. Attend their next networking event, and be open to meeting new people. Be patient. You’ll soon start to grow a new circle of colleagues and professional contacts that will enrich your marketing career in Portland.

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Volunteer Smarter: A Strategic Approach to Volunteering That Helps You Find a Job

According to a recent LinkedIn survey, 41% of employers said they consider volunteer experience to be as valuable as paid work experience. Also, 20% of hiring managers surveyed said they had made a hiring decision based on a candidate’s volunteer experience.

Volunteering can impress future employers, help you make new connections, and give you a way to help your community outside of work. In addition to giving back, volunteering has many benefits for you personally: it can grow your network, let you test drive a new career, showcase your abilities, teach you marketable skills, demonstrate your passion, and fill employment gaps in your resume.

But finding the best place and assignment to match your interests, skills, and availability is the hard part. Here are a few ways to find valuable volunteer opportunities that will be a good fit for you and can help you land a new job.

Find your passion.

Know what you have to offer in terms of the specific skills that nonprofits are seeking. Although it can seem counterintuitive, it also helps to think strategically about what the volunteer experience can do for your career, not just the organization you are helping. Sign up for something that will help you achieve the result you want from the opportunity.

Be realistic about your schedule and availability.

If the volunteer gig is going to be too time-consuming, require too much of a commute, or isn’t aligned with your schedule, you’re going to be at risk of burning out and not fulfilling your volunteer obligations. You need to assess what you can commit to, given your work, location, and other activities.

Check your alumni network.

Reach out to your alumni association to see what opportunities they have available or can connect you with. Alumni networks often know about local opportunities in your area that won’t show up on volunteer websites or larger, national organizations.

Attend volunteer fairs.

These events are held all over the country and are often free and open to the public. Since they aggregate a large number of nonprofits all in one place, they are an efficient way to shop for volunteer opportunities.

Investigate local volunteer matchmakers.

Big cities usually have some sort of connector for local volunteer opportunities. Typically, you can filter through prospective volunteering assignments based on the particular cause, what you’re good at, and the time commitment involved. If you’re in the Portland area, start with Hands On Greater Portland. 

Network with fellow volunteers.

Look for places that let you informally interview before committing. Having a conversation with others who are already doing what you want to be doing can give you a sense of the group’s mission and needs so you can see whether it would be a match for your skills and interests, and also whether you think you might enjoy working alongside them. Plus, you’ll be getting to know new people who can be advocates for your career, so don’t be afraid to tell people about your career goals. 

Check the following websites for local volunteer opportunities:

LinkedIn Volunteer Marketplace: Through the Volunteer Marketplace, LinkedIn offers its members an easy way to find fulfilling board and volunteer opportunities that fit their interests and expertise.
Catchafire: You can filter through volunteer opportunities based on cause area, skillset, and time commitment to find the best option for you. Choose to volunteer in ways ranging from a one-hour phone call, to a three-month pre-scoped project.
Idealist: One feature of Idealist is the ability to search for events such as walks, conferences, or fundraisers. And if you’re looking to make a career in nonprofit work, they also allow you to pull up available jobs, internships, and volunteer opportunities based on where you live, your schedule, and your areas of interest.
Sparked: You pick the type of cause or the organization, and the specific type of skilled work to do. A few popular types of volunteering are graphic and logo design, social media consulting, marketing and PR guidance, website and mobile design and tools, language translation, and reviewing materials to give feedback.
VolunteerMatch:This site connects to you to the causes you care about. You type in your zip code and a keyword about the type of activity you want and you get a list of opportunities. You can then send a message directly from the website to the organization’s volunteer coordinator expressing interest in the program.
HandsOn Network: You can search for opportunities by type and location. They have local Action Centers you can contact to help you find opportunities in your area.
Mac’s List: Mac’s List is a great source for jobs, internships, and volunteer opportunities in Oregon and beyond. Check out the volunteer tab for local listings.
DoSomething.org: One of the most popular giving platforms for millennials, this site operates under the motto “Make the world suck less.” It connects you with the resources you need to launch or join initiatives.

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Applying Strategically for New Positions: Fiona Gwozdz’s Job Search Story

Fiona Gwozdz searched the job market for three months and relied on a variety of resources throughout her job search. Her journey to this new job included a combination of networking events, LinkedIn outreach, and informational interviews. Fiona also implemented an additional, more creative strategy. She crafted an elevator pitch to share her career story effectively and interviewed potential employers throughout the hiring process. By applying for jobs strategically and not superficially, Fiona landed her dream job at an international PR & marketing firm.

What do you do for a career? Who do you work for?

I recently landed my dream job at Edelman PR, an international communications marketing firm that leverages creative communication strategies, new technologies and absolutely stellar storytelling to help our clients grow and succeed.

As a senior account executive, I work to help develop and implement those strategies in a holistic way, with team members from digital, creative and traditional communications focus areas. I’m lucky to be working with clients across the spectrum and on a variety of projects- From Paul Allen’s Vulcan endeavors to Nike’s sustainability efforts, no day is the same and that helps fuel creativity and collaboration, ultimately giving our clients better results.

How long did it take you to find this job?

I was actively job hunting for about 3 months before I started working at Edelman.

How did you find your job? What resources did you use? What tool or tactic helped the most?

I am fortunate to have a super supportive family. My mom sent me a copy of Mac’s “Land Your Dream Job in Portland (And Beyond)” book and I literally used it every step of the way. It is truly on-point. It gave me the assurance I needed to get out there and start networking both to open doors and make connections, and also as a way to build my confidence.

Through networking meetups, LinkedIn messaging and informational interviews over coffee, I was able to get clear on what my own elevator pitch was, what I wanted to do and how the skills I’ve garnered over the course of my career could be leveraged or transferred in new ways. With that refreshed confidence, I was able to apply strategically for roles I was truly interested in and learned to interview my potential employers as much as they interviewed me until I found the right fit!

What was the most difficult part of your job search? How did you overcome this challenge?

For me, reaching out to new contacts or going places (often alone!) that were outside of my comfort zone but where I knew I would meet people working on things and for companies where I wanted to be working was initially very challenging. Sometimes I felt truly out of place, so I would be very intentional about each event I went to and would set mini goals for myself like “score ONE informational interview before you leave this meetup” or “get one new LinkedIn contact at this happy hour” and that both made me ambitious and feel like I was accomplishing things that were leading towards a successful job hunt.  

What is the single best piece of advice you would offer other job-seekers?

Network. Network. Network. People are happy to support you as you strive for success. Learn from them. Take them for coffee and treat each meet-up like a mini interview. Showcase your curiosity about them and their work and share your own skills.

More than anything else though, believe in yourself. That’s actually #1: Know your worth and own it.

Why do you love your job?

I work with amazing, talented and thoughtful people. Both my clients and my colleagues are inspiring on the daily and together we work to support and amplify  the cutting-edge work of some awesome companies. I like to call it communications marketing with a heart, and I’m really proud of the work we do.

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Improve Your Hiring Strategy by Asking These 6 Questions

You’re the hiring manager and you have a great position available, but you don’t seem to be attracting the right candidates. This can be frustrating, especially with the pressure to find someone who’s self-motivated, results-driven, highly skilled, and fits into the company’s culture. This is no easy task and with the current job market tipping in the favor of candidates—with lower unemployment and higher turnover rates —it can feel challenging to attract the right talent.

Thankfully, there may be a simple solution. Have you considered that your problem may not be a lack of quality applicants, but your hiring practices? Do you have a hiring process that encourages candidates to apply or are your strategies outdated, undefined, or even working against you? Here are some questions to ask yourself that can help innovate and update your hiring practices.

1. Is your application process overly complicated?

A study by  Jibe Inc revealed that a quarter of applicants are deterred by a poor application experience, reporting that they’d rather stand in line at the DMV than fill out long, unintuitive online applications. A large percentage said they were time-consuming, stressful, and even painful. It should be easy to apply to your company. In fact, you should view it as your first opportunity to show a candidate your company is an attractive prospect. Take time to evaluate your application process, from start to finish. Do you have up-to-date software that allows for easy uploading of a resume and the ability to save one’s progress? There is nothing more frustrating than losing your information halfway through due to a network glitch. Prioritize the information you really need before an interview and ensure your questions are relevant. Communicating with candidates is not only polite, it’s critical. Are you taking the time to let them know the status of their application? Sometimes the smallest actions make the biggest difference. If you discover that your process is not as streamlined as it could be, bring in an expert to help. It’s worth the investment.

2. Are you addressing candidate pain points?

Your job posting should “get into your candidate’s head” and leave an unshakeable impression on them. Too often, job descriptions are long, arbitrary laundry lists of everything you want in a candidate. Instead, they should engage the reader with opportunities for growth, a dynamic and inclusive team culture, and invitations for innovation. Chances are they’re applying from their current job—are you offering them an alternative to what they already have? Show them why working for your company would be a unique, challenging, and rewarding experience.

3. Have you leveraged employee referrals?

These days, hiring trends reveal the majority of positions are filled through word-of-mouth. Your current employees are your best asset—if they’re happy in their job, that is. They are the authority on your company’s culture, which means you should be investing time in fostering a work environment that  puts people first and invests in their growth and quality of life. When people are happy, they share their enthusiasm and tend to attract like-minded people. Trusting your employee’s instincts is crucial to building a successful, engaged, and motivated team.

4. Can you clearly communicate your company’s mission and purpose?

You want highly skilled and motivated individuals who do great work, but more than that, you want people who buy into your mission, and are convinced that what you do matters. This means you must be able to communicate your company’s purpose with clarity and conviction. An applicant should understand what your company does, what it stands for, and the purpose it fulfills before they ever step foot in your building. Your website and social media platforms are great vehicles to help bolster your brand, making it recognizable and unique. Another important part of clarifying your mission is showing that  opportunities abound. Show candidates that they are crucial to your success and invest in a culture of innovation and dynamic engagement.

5. Who is your target audience?

All marketing strategists start with this basic premise: Who is my audience? As an employer, you should do the same. You are selling candidates a product—your company, and as such, “you should move heaven and earth to accommodate that candidate.” You must know their needs, what they’re looking for in a job, and what would make them choose you. For example, millennials are a  dominant force in today’s job market which means it’s important to understand what would motivate, attract, and encourage them to pursue longevity in your company. A relaxed company culture, flexible work hours, and open-plan offices are just some of the perks they might be drawn to. Growing up in the digital age means they are the most tech savvy generation and your hiring strategies should reflect that you value this.

6. What are your organization’s selling points?

At the end of the day, once you know your audience, it’s critical that you can communicate clearly what your organization has to offer. How can a candidate benefit by working at your company? This may require some soul searching. Perhaps your work culture is not reflective of current trends. For example, do you still require a strict 9-5 day? Whereas this used to be the norm, it’s an outdated practice. A key selling point is that your company values a healthy work-life balance and offers the benefits of remote work, and in general, a commitment to flexibility. Working parents will be drawn to a company that allows them greater opportunities to connect with their family. And, again, happier employees make more motivated contributors.

With your candidates’  needs, competencies, and world-view constantly in mind, be intentional about developing the best hiring strategies, and by doing so, communicate clearly why your organization should be their first choice.

The post Improve Your Hiring Strategy by Asking These 6 Questions appeared first on Mac's List.

Capitalizing on Creativity to Stand Out: Miles Shattuck’s Job Search Story

Miles Shattuck spent six months searching for a job in his desired field of marketing & communications. When it came to standing out from the crowd, Miles developed a creative plan. He combined traditional job search tactics like volunteering and networking with innovative methods such as creating a video marketing campaign to spread awareness about his job search. Read on to see how Miles’s creativity helped him land his dream marketing job after a career in banking.

What do you do for a career? Who do you work for?

I help entrepreneurs in Oregon and SW Washington access professional education, training, and resources so they can start and grow their businesses. I’m the Marketing & Communications Manager for Oregon Entrepreneurs Network (OEN).

How long did it take you to find this job?

About six months.

I applied for a handful of jobs in the fall of 2017 while I finished up my last few classes at Portland State, but I didn’t hit it hard until January; I started at OEN on May 15, 2018.

How did you find your job? What resources did you use? What tool or tactic helped the most?

This was my plan. First, launch a video marketing campaign on social media. This video would announce the job search to my entire network all at once and in a creative way. Then, follow that up with targeted networking meetings like coffees, phone calls, meet ups, and conferences. Finally, build my experience along the way through certifications, volunteerism, and internships.

Resources included a variety of digital tools and job boards, project management techniques, and lots of networking. I created a ‘job search project plan’ where I listed key details about all the jobs I applied for, companies I wanted to work for, people I wanted to speak with, and more.

One important tactic I used was to really work the filters in LinkedIn. I would search my network by industry, then cross reference friends and colleagues to see if we had mutual connections at one of the companies I identified earlier. I also filtered by skill set, ‘digital marketing’ for example, and sent invitations for informational coffee dates.

By far, the most helpful tactic for me was using a video marketing campaign to kick-off my search. As a lifelong musician, I wanted to use my talents and abilities to access the ‘hidden job market’ and find the right job for me. So, using Final Cut Pro X, Ableton Live 9, a Canon t3i, and a green screen, I produced an original ‘music video resumé’ called I Got Skills. Released on January 3, 2018, it’s been viewed over 10,000 times and shared over 80 times across social media. The video was seen by a board member at OEN who not only shared it with their network, but also sent it to the Executive Director.

What was the most difficult part of your job search? How did you overcome this challenge?

Transitioning careers posed some unique challenges. The most difficult part was overcoming my lack of professional marketing experience. With all of my work experience coming from banking operations, I knew I wasn’t going to get a job based on my vast marketing experience. To overcome this, I focused on building my resumé with marketing experience. I launched a video marketing campaign, which showcased my content marketing skills. I applied for marketing internships, studied and completed free certifications relevant to digital marketing, like the Google Analytics Certification, and attended marketing conferences.

Pro tip: list relevant conferences and workshops you’ve attended on your resumé.

What is the single best piece of advice you would offer other job-seekers?

Break glass. It’s hard to stand out in today’s job market. Look for ways to bring in bits of innovation and creativity to your job search. Maybe you start a website and showcase your work; publish a white paper; volunteer to manage a project for a nonprofit; or produce a video resumé. In a stack of black and white, even a colorful resume can give you an edge.

Why do you love your job?

The Mission. As a native Oregonian, the opportunity to help local entrepreneurs survive and thrive is really appealing to me. My grandmother was an entrepreneur in the ‘80s and watching her pursue her goals was inspiring. An organization like OEN would have been really helpful for her back then.

The Job Fit. I get to leverage my full range of skills and experience for an organization doing good things for people.  

The Creative Environment. Not only am I surrounded by creative professionals and driven entrepreneurs, I’m working with a fun and focused team to produce engaging content and develop creative marketing and communications strategies.

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Make a Business Case to Get a Flexible Schedule

Flexibility and work-life balance are the top two considerations for the majority of millennials when evaluating a job offer. And, although they might not be as vocal about it, older workers feel the same way about flexible schedules.

There are a lot of factors contributing to the importance of flexibility. Research has found productivity drops significantly after about 50 hours per week of work. Employees who work long hours are doing so at the detriment of their health, which leads to higher insurance costs, absenteeism, and loss of productivity.

Despite the growing focus on flexible schedules and the touted benefits, change often starts with employee requests rather than a company proactively making a policy change. Although up to half of all workplaces offer part-time schedules, only 30% of workplaces offer more than one type of flexible arrangement, which include flextime and remote work. And, as an individual, it can be much more difficult to negotiate for a flexible schedule when it can make you seem less dedicated in your role or less valuable to the company.

Although it would be great if the onus was on companies to offer scheduling solutions that benefit the overall workforce, at most offices, the burden will be on the employee to change the culture around flexible scheduling.

Mac has written before about how to negotiate for a flexible schedule, but I wanted to focus on how to make the case for a flexible schedule that your organization will understand: make it a business case. Here’s a few ways to show your employer that offering flexible working hours makes sense for their bottom line.

Lay out the cost savings for the company

Flexible schedules that offer work-from-home options, flexible start and end times, and comp time, can add up to overall cost savings for an employer. In fact, one Stanford study found that working remotely increases productivity, overall work hours, and employee satisfaction. Over a nine-month period, the study observed 250 employees, half of whom worked from home, and half of whom worked in the office. They concluded that removing the time it takes to physically commute to work and the distractions of the in-office environment made a huge difference: telecommuters completed 13.5% more calls than the office workers, performed 10% more work overall, left the company at half the rate of people in the office, reported feeling more fulfilled at work, and saved the company $1,900 per employee.

There is also the potential to reduce the office overhead as part-time, remote, or flexible employees split the space while they’re in (or out) of the office. The company might even be saving money, if you negotiate for less hours and a correspondingly lower salary, based on time working.

Try this tactic: Itemize the amount your employer spends on hosting you in the office. You might not be able to find specifics, but you can estimate the cost of your office space, utilities, and supplies. When you go to make your pitch for a flexible schedule, you’ll be prepared with hard numbers to support your business case.

Identify additional benefits

Be creative and precise in explaining how offering a flexible work schedule benefits the company as much as the employee.

There are actually a lot of benefits for companies to offer remote work. For example, if you spend two hours a day commuting, working remotely or coming in after the commute means you have two more hours to spend working. Or, potentially, an employee who is stressed out and unable to concentrate due to daycare schedules can have a more productive day, when offered a bit of flexibility.

Try this tactic: You know some of your manager’s pain points, right? Build your case around how a flexible schedule can help alleviate them. For example, if your manager is struggling with miscommunications between teammates, show them how remote work actually encourages more messaging between coworkers.

Nail the logistics

If you’re presenting the business case for a flexible schedule, make sure you lay out the logistics of how it would happen. Think about the tasks you have to accomplish – can they be compartmentalized into different times and areas? For example, could you take client calls at home, or do you have to be in the office for a certain number of hours to run payroll? Depending on your role, the where and how of your remote work could differ greatly. Get specific in your solution.

You should also spend some time thinking about what you want, exactly. Would you prefer to work 4 10-hour days, or have a consistent 10 am – 2 pm schedule? Do you want to leave early during the summer when your kids are out, or do you want to work remotely almost all of the time? What does your preferred schedule look like? Where, physically, will you be? What kind of equipment do you have, and what would you need to make it work? Again, the more specific you can get, the better.

Try this tactic: When you make your case, present your ideal option first, but have some alternatives in your back pocket. Make it clear how your proposal will benefit the company in the long run, and you will make it easy for them to say yes!

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4 Steps for Clear Candidate Communications

You’ve optimized your job listing, streamlined your hiring process, and showcased your company story, but there’s one crucial part of the hiring process you may be overlooking. Clear communication with potential candidates is essential to ensure you’re attracting top talent and giving candidates a positive experience. Poor communication can be incredibly damaging to your organization’s future hires and even affect your bottom line.

How damaging can poor communication be? According to a survey by CareerBuilder, of candidates who have experienced bad communications with an organization:

42 percent are less likely to apply for future jobs with that organization
22 percent will tell others not to apply for jobs at the organization
9 percent will tell others not to buy products and services from the organization

The takeaway: candidate experience matters and you’ve got to make sure your interactions with applicants don’t negatively affect your employer brand—or, for that matter, your consumer brand.

Here are a few simple things you can do to instantly improve your communications with candidates.

1. Acknowledge the application

“I was so excited about the job. I spent hours customizing my resume and writing a cover letter but I never heard back from the employer… not even a confirmation that they got my application.” – Lisa S.

“It’s like my resume disappears into a black hole after I click ‘Send.’” – John I.

Of all the frustrations I hear from job seekers, the most common relates to poor communications early in the application process. Many organizations don’t confirm receipt of job applications—a bad practice that creates pain for both candidates and employers.

From the job seeker perspective, failure to acknowledge an application is a sign that the employer doesn’t care about candidates or respect their effort. It’s an instant black mark on your employer brand that starts the entire hiring process on a bad note. Who wants to work for an organization that can’t be bothered to send even a generic confirmation email?

Not confirming applications also leads to dysfunctional job seeker behavior which makes your job more difficult. Without knowing that you’ve received their application, candidates are more likely to submit duplicate documents, email you directly, call your office, or even show-up uninvited.

As an employer I understand that it can be time consuming to email every candidate who applies, especially if you’ve got dozens (or hundreds) of applicants. But this is the bare minimum courtesy you can provide to candidates who want to work for you. Even an automated message with a simple, generic response is better than no confirmation at all.

2. Provide a timeline

“It’s been two weeks since I applied and I haven’t heard anything. What should I do?” – Terry K.

“The interviewer told me she would follow-up in a few days. It’s been a week. I don’t know whether I should sit tight, give her a call, or just give up.” – Robert S.

In both your confirmation email and in all subsequent interactions with candidates, you should provide a general schedule for the hiring process and a timeline for next steps. Whether you’re looking for make a quick hire, or have slower, more deliberative process, let candidates know so they can respond accordingly.

Setting clear expectations about timing is a professional courtesy to candidates. Remember: just as you have a timeline for finding a new employee, job seekers have their own timeline for finding a job. They may have other offers on the table; or need to find work sooner than you can hire; or maybe they’re willing to wait for a chance work for you. For candidates to make responsible decisions, they need to have a sense of your hiring process.

This starts with original job post, which should include at least a general outline for how long you’ll review applications, when you expect to start interviews, and when you want the candidate to start in their new role. Then, in all future touch points, provide concrete timeframes for next steps. For example:

“We’ll reach out by August 15 if we’d like to schedule an interview with you.”
“I’m interviewing candidates for the next two weeks. I’ll follow-up with you after that.”
“We plan to make an offer by the end of the month.”

Of course, you also need to follow-through on these  timelines. Nothing destroys your personal or organization credibility more than not following through with with deadlines you, yourself, have set. If you promise to call a candidate by the end of the week, you need to call them by the end of the week!

Its okay if you have to change timelines—it always happens in hiring—but if you alter the schedule, make sure to let candidates know. This will lead to better-informed, more engaged talent and fewer uncomfortable phone calls with frustrated, anxious job seekers.

3. Let candidates know your decision

“The employer ‘ghosted’ me after the phone screening.” – Kyle B.

“I had an in-person interview with [[name redacted]] and never heard from them again. I learned they hired someone else for the position from their monthly newsletter.” – Elise R.

You’ve got to let candidates know where they are in the hiring process, even if that means they are no longer being considered for the role. How you share this less-than-happy news conveys a lot about your professional integrity, your organizational culture, and your commitment to a positive candidate experience.

It’s true that no one likes receiving bad news. But most job seekers would rather know that they’ve lost out on job than live with uncertainty about where they stand. While they’ll certainly feel disappointed about the situation—especially if they were deep into the hiring process—definitive closure is better than wondering “what happened?”

It’s also true that no one likes delivering bad news. Telling people they didn’t get hired is uncomfortable. But being as transparent and open as possible is a professional kindness. These conversations have the ability to soften the blow for what may be a very upsetting or surprising experience for candidates.

The more touch points you’ve had with a candidate, the greater your responsibility to let them know, personally, about their removal. Certainly, anyone who was a “finalist” deserves a personalized communication.

Whether that communication comes in the form of an email or phone conversation is an open question. For what it’s worth, my own informal Twitter survey showed that job seekers overwhelmingly said they would prefer an email. (Because, let’s be honest… it’s an awkward conversation for both parties.)   

If, after an interview, a prospective employer decides to NOT hire you, how would you prefer to be notified.

— Ben Forstag (@BenForstag) June 20, 2018

4. Provide constructive feedback

“If no one tells you what you did wrong in the interview how are you supposed to get better at interviewing?” – Sara T.

“It was like the job was written just for me. My resume was a perfect fit. If I couldn’t land an interview for this job I don’t know what’s wrong with me!” – Alex T.

This is a tough one but it’s something employers need to consider—not just for the viability of their talent pipelines, but also to inject some much-needed humanity into the job search process.

There are plenty of reasons why employers don’t offer feedback to rejected candidates. Most of these are related to minimizing organizational risk. But rejecting candidates without without any constructive feedback also presents a risk in-and-of-itself, both to your employer brand and your consumer brand.  

You never want to unnecessarily burn bridges with a candidate; the person who wasn’t the right fit for one job might be perfect for a job next month. (Plus, those candidates might also be prospective customers.) Showing a bit of kindness and support goes a long way to smoothing out hurt feelings. It’s the best way to make sure the candidate maintains a positive perception of your organization, even without getting the job.

It’s also the just right thing to do for job seekers, who might need a bit of help.

Remember what it was like last time you looked for a job? It’s lonely and dispiriting, there’s a whole lot more failure than victory, and sometimes the relationship with employers feels downright adversarial. A little bit of support, especially from a well placed source, can sometimes make all the difference.

When a candidate requests it, offer truthful but respectful feedback. You’ll be amazed by the goodwill this generates for you, as a professional, and for your employer brand.

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