{"id":29799,"date":"2019-06-11T12:01:10","date_gmt":"2019-06-11T17:01:10","guid":{"rendered":"http:\/\/selectmetrix.com\/?p=29799"},"modified":"2019-06-11T12:01:10","modified_gmt":"2019-06-11T17:01:10","slug":"hiring-hacks","status":"publish","type":"post","link":"http:\/\/selectmetrix.com\/blogs\/2019\/06\/hiring-hacks\/","title":{"rendered":"5 Hiring Hacks For Full Employment"},"content":{"rendered":"<div class=\"boldgrid-section\">\n<div class=\"container\">\n<div class=\"row\">\n<div class=\"col-md-12 col-xs-12 col-sm-12\">\n<h3 class=\"\">The job creation numbers are slowing down yet I don&#8217;t think that is due to a catastrophic economic slowdown.&nbsp;<\/h3>\n<p class=\"\">The most recent jobs report shows that we have 50-year record low unemployment that is holding month-to-month.&nbsp; The average hourly wage rate is rising at over 3%.&nbsp; These factors are signs of a still-strong economy settling in to a cruise control speed for the time being.<\/p>\n<p class=\"\">What is an ongoing problem is hiring&#8230;a problem due to a nearly full (100%) employment situation.&nbsp; In fact, the latest jobs report revealed there are 6.7 million job openings and a total of only 6.4 million unemployed people available to fill them.&nbsp; To say it is a candidate&#8217;s market would be a gross understatement.<\/p>\n<p class=\"\">So you are going to have to make adjustments to your hiring process.&nbsp; Outside of hiring us to do your recruiting, please allow me to make a handful of suggestions to augment your hiring process in this present economy.<\/p>\n<p class=\"\"><span style=\"text-decoration: underline;\"><strong>Invest the Time<\/strong><\/span><br \/>\nYou are going to spend far longer on these activities than you anticipate.&nbsp; Start by writing, editing and rewriting your job ad.&nbsp; You are fighting for very few candidates, but one way you can win is to write a better ad than your competitors.&nbsp; When you talk to the candidates, make sure you know the position well &#8211; requirements, expectations, earnings, etc., are all data that you need to have prepared for when those topics arise.&nbsp; The candidates all have other options so don&#8217;t send them away due to your ambiguous answers.<\/p>\n<p class=\"\"><span style=\"text-decoration: underline;\"><strong>Invest the Money<\/strong><\/span><br \/>\nJob promoting costs are skyrocketing on Indeed and LinkedIn (the two sites I use the most).&nbsp; This increase is convenient for those sites (and their revenue), but there is no way to change it.&nbsp; Bite the bullet and invest more money than you expected.&nbsp; Your well-written ad serves no purpose if if isn&#8217;t seen by many candidates.&nbsp; One more suggestion &#8211; repost your ad often (even weekly).&nbsp; Being at the top of the search list is important and much of that ranking is driven by the recency of your posting.<\/p>\n<p class=\"\"><span style=\"text-decoration: underline;\"><strong>Compress Your Hiring Process<\/strong><\/span><br \/>\nYour hiring process needs to be moving briskly.&nbsp; You must assume your strong candidates have multiple opportunities beyond your opportunity.&nbsp; If you delay, you lose.&nbsp; I am an advocate for hire slow and fire fast, but you can still run an effective hiring process in a compressed time frame.&nbsp; Instead of taking a week or two to &#8220;get back&#8221; to a candidate, you need to make your decision in a matter of 1 or 2 days and get to the next step.&nbsp; Hiring managers get nervous about these decisions, but that is why<a href=\"http:\/\/selectmetrix.com\/assessing\/\" target=\"_blank\" rel=\"noopener noreferrer\">we sell tools to get a reliable measurement of a salesperson&#8217;s abilities.<\/a> To be clear, you should still run your hiring process, but make sure you are not having weeks-long gaps between steps.<\/p>\n<p class=\"\"><span style=\"text-decoration: underline;\"><strong>Compensation will be Negotiated<\/strong><\/span><br \/>\nMany salespeople will negotiate compensation even in slow hiring markets.&nbsp; I have no qualms about that move (good sales behavior and a sign they are not weak on discussing money).&nbsp; You must anticipate any offer you make to a sales candidate will be countered.&nbsp; It is not an affront to you or your offer&#8230;as mentioned, it is just good sales behavior.&nbsp; &nbsp;Salary is salary &#8211; know what your top end is for the position, but you don&#8217;t necessarily want to lead with it.&nbsp; More importantly, make sure you have a solid, <em>and real<\/em>, commission plan to share at the appropriate time in your hiring process.&nbsp; Any grey area in your compensation plan will be a red flag for the candidate and could potentially push them to another opportunity.<\/p>\n<p class=\"\"><span style=\"text-decoration: underline;\"><strong>Prepare the Candidate for the Counter Offer<\/strong><\/span><br \/>\nGood salespeople are always in demand, but never more so than in tight labor markets.&nbsp; If you have identified the candidate as strong, it is safe to bet other hiring companies have done the same.&nbsp; More importantly, the strong candidate&#8217;s current employer may not want to lose them.&nbsp; If that is the case, you have to anticipate a counter offer from their employer (<a href=\"http:\/\/selectmetrix.com\/2006\/07\/dealing-with-counteroffers\/\" target=\"_blank\" rel=\"noopener noreferrer\">I have longstanding issues with counter offers<\/a>).&nbsp; The best move is to get in front of it &#8211; ask the candidate how they are going to handle the impending counter offer from their current employer.&nbsp; This move works two ways:&nbsp; first, you prepare them to say no; second, you set it up that <em>there should be a counter offer<\/em>.&nbsp; If their employer does not move to a counter offer quickly, the candidate will be disappointed in that employer.&nbsp; The same principle works when attempting to derail an offer from another hiring company.&nbsp; You must do this move in this record-setting labor market.<\/p>\n<p class=\"\">As you can see, the present labor market presents many challenges to hiring talented salespeople.&nbsp; If you incorporate these 5 hiring hacks into your process, you will improve your efficiency dramatically.&nbsp; If you are at your wit&#8217;s end in trying to fill eternally-open positions, we can help!<\/p>\n<\/div>\n<\/div>\n<p class=\"\" style=\"text-align: center;\"><span style=\"color: #ffffff;\"><strong><a class=\"btn btn-pill btn-color-5 btn-glow\" style=\"color: #ffffff;\" href=\"http:\/\/selectmetrix.com\/recruiting\/\">Let Us Do It<\/a><\/strong><\/span><\/p>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>The job creation numbers are slowing down yet I don&#8217;t think that is due to a catastrophic economic slowdown.&nbsp; The most recent jobs report shows that we have 50-year record low unemployment that is holding month-to-month.&nbsp; The average hourly wage rate is rising at over 3%.&nbsp; These factors are signs of a still-strong economy settling in to a cruise control speed for the time being. What is an ongoing problem is hiring&#8230;a problem due to a nearly full (100%) employment situation.&nbsp; In fact, the latest jobs report revealed there are 6.7 million job openings and a total of only 6.4 million unemployed people available to fill them.&nbsp; To say it&hellip; <a class=\"read-more\" href=\"http:\/\/selectmetrix.com\/blogs\/2019\/06\/hiring-hacks\/\">Read More<\/a><\/p>\n","protected":false},"author":2,"featured_media":50160,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"bgseo_title":"","bgseo_description":"","bgseo_robots_index":"index","bgseo_robots_follow":"follow","jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":true,"jetpack_social_options":{"image_generator_settings":{"template":"highway","enabled":false},"version":2}},"categories":[49,2],"tags":[1749,38,1751],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2019\/06\/For-Hire.png?fit=560%2C315","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-7KD","jetpack-related-posts":[],"_links":{"self":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/29799"}],"collection":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/comments?post=29799"}],"version-history":[{"count":7,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/29799\/revisions"}],"predecessor-version":[{"id":50106,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/29799\/revisions\/50106"}],"wp:featuredmedia":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media\/50160"}],"wp:attachment":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=29799"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=29799"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/tags?post=29799"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}<!-- WP Super Cache is installed but broken. 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