Be a More “Visible” Recruiter, Attract More Candidates

Many job seekers don’t know how to find – let alone contact – recruiters, especially if they’re interested in looking for a new position while still working for their current employer. (Hello, lovely passive candidate!).

In today’s hard-to-find-great-candidates environment, it’s far, far, FAR better to be visible. Easy to find and talk to. And this goes for online as well as in real life.

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Let’s discuss how recruiters and human resources pros can make themselves more visible to potential candidates and reap the ensuing rewards.

  • If you recruit locally, get out of the office!

What are you doing sitting at your desk!? Yes, we know you have many requisitions coming in, but if you’re going to get them out, get out! Go to chamber events. Talk at college campuses. Join your PTA. Join United Way and volunteer. Sure, we know you probably belong to SHRM, but how often do HR pros send you great candidates?

Instead, get out of the office and talk up what you do. Mention some current openings. Ask any and all people you meet if they might know of someone for a position.

  • Put your contact info on job postings.

That’s right: your name, email and phone number. Expect emails and phone numbers – and resumes. Welcome emails and phone calls. Answer the phone when it rings; reply to email questions from potential candidates.

  • Publish a post on a topic of interest to your target candidates and publish it on LinkedIn Pulse.

Pulse posts can be a great way to showcase you expertise as a recruiter to potential candidates. Once it’s published to your profile, share it. Join relevant LinkedIn groups and share a link there. If someone comments on it, make sure to reply. Place a link to it on your personal Twitter and Facebook channels.

End the post with a specific call to action (known as a CTA to marketers). If you’ve written a post that discusses how to find a job in your industry, consider saying something like “To learn more about opportunities in this field, email me at….” And so on.

If you’re a hiring manager or recruiter at an Orange County or Los Angeles-area business and need help finding great talent, contact the recruiters at Helpmates. We specialize in finding workers for temporary, temp-to-hire and direct-hire opportunities in administrative work, healthcare, financial services, warehouse/distribution, and – yes! – human resources! Contact the office nearest you and craft a recruiting strategy to help you.

How to Change Careers (Successfully)

Whether it’s due to dissatisfaction with your current career or possibly getting laid off from a job in a dying business sector, chances are great that you’re going to want to change careers (or may at least seriously contemplate doing so) at least one in your professional lifetime.

Many people do change careers. You hear often about people such as the person who left a career as a data analyst to that of freelance writer. Or the lawyer who left the profession to become an intern at a local television news station and who now covers the Supreme Court as a correspondent. Or how about this doozy of a change: going from a TV station control room to school bus driver and wedding officiant (both of which he LOVES)!

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But there also are many other people who change careers who find that the new career a) isn’t what they thought it would be or b) they struggle mightily to become successful within that career and/or make ends meet. We don’t hear as much about these people, but they’re out there, rueing the day they made the change.

And why do they regret the change? There usually are at least one – or more – of the following six reasons:

  1. They didn’t take the time to really think about what they wanted to do.
  2. They didn’t research the new career and went in blind.
  3. They quit their current job before researching the career and/or even having another job lined up.
  4. They didn’t get any training needed before quitting their current position and looking for a new job in a new field.
  5. They assumed they could get a job in the new career at the same level – and amount of salary — they had in in their old career (“Operations manager in retail to director in a marketing agency, here I come!”)
  6. Deciding to change careers because they hate their current boss/colleagues/company. (They forgot that a single job is not a career.)

Instead, here’s what successful career changers do.

  • They research and research – and research some more – the career(s) in which they are interested.

We may think that we know what it’s like working in a certain career, but that’s pretty much impossible unless we actually work in the career or at least talk to several people who work within it.

Since it would be very difficult to work in the field before, well, working in the field, your best bet is to talk to as many people as possible who do what you want to do. Ask them about the best and worst things about the career. Ask them how they got into the career. Ask them about salaries, skills and education requirements, etc. Ask them if they know of anyone else in the field you could talk to.

Doing this not only helps you get a better idea of what the career actual entails day-to-day, it also helps you build a network of people who can help you find work if/when you decide to make a move.

  • They work hard to see how their current skills can transfer easily to the new career and they showcase this to potential employers.

Chances are great that unless you have the skills that transfer easily from one career to another (sales skills, for example), you may have to start a bit “from the bottom.”

Not always, but usually. And the people who do start at a level somewhat akin to their current position in their current career work hard to either gain the skills needed  for the new career or show potential employers how they transfer.

They realize that it’s not their new manager’s job to make their career dreams come true: they need to show value and how they can solve the new supervisor’s problems from the get go.

If they don’t have the skills that transfer easily, they graciously come to terms with it and accept that they may have to climb the ladder all over again.

Possibly the easiest career change to make is to one that’s related to a current career: advertising to marketing, law to finance, medicine to public health, for example. That doesn’t mean a change from interior design to finance (for example) isn’t unheard of, but anyone making such a drastic change needs to make it with eyes wide open.

Are you looking for a change? Helpmates may be able to help you, so long as you understand the limits of your current skills in regards to what the jobs in a new career require. Whether you’re looking for a new job or a whole new profession, take a look at our current opportunities and, if one or more pique your interest, follow the instructions on the posting.

Growing Young Talent into Great Leaders

You spent a lot of effort and funds to hire your younger team members, some of whom are actually phenomenal people and terrific at what they do for your company.

And, yet….you lose them. Forty-two percent of young people (who are mostly millennials today, but Generation Z is coming!) tend to stay at a job just one to three years.

It cost you several thousand dollars to hire the person and, because the worker left, you’ll now have to incur those costs again. But what if you could keep those young, talented people on your payroll? The benefits would be substantial:

  • You wouldn’t have the cost of replacing them.
  • You wouldn’t need to train their replacements.
  • You’d have the benefit of the knowledge they’ve accumulated in their time with you (compared to new hires, who wouldn’t have that accumulated knowledge).
  • And so on.

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What do young people want? What could entice them to say with you for more than three years? Raises and the chance for advancement!

It’s a no-brainer really: take your best young talent and groom them to become your company’s future leaders. Home grown CEOs, if you will.

But how do you actually do this? Read below.

Offer special training opportunities.

In fact, it may be a good idea to provide leadership/management training courses/webinars/seminars/programs for those employees who show potential (and interest). After all, what 27-year-old knows how to exude an aura of “I’m in charge” with the proper tone to address subordinates (who may be older than he/she), showcase appropriate body language and know the right way to react/punish when a team member exhibits unacceptable behavior?

Offer the chance to role play.

Make sure you your leaders-in-training have a chance to try out these new behaviors in a critical, but supportive, arena (as in critiques, not criticism).

Understand that many young people have a lot of self-confidence, but it’s the type that hasn’t been “tried by fire.” That is, your top young employees may have a strong can-do attitude, but the fact remains that they don’t have the skills needed to manage or lead.

Start providing increased responsibilities.

Allow your budding leaders the chance to exercise their new management skills in real life. Do so gradually and make sure they have someone in management (a mentor) to whom they report. Watch how they handle their additional responsibilities. Provide them greater obligations as they show the ability to handle them.

Depending on the new challenge, don’t shirk giving the person a promotion and/or an increase in salary.

Give feedback, and not just from other managers.

The trainee’s mentor/manager should review and give the person feedback, but so should others, particularly those who also have worked with you for about the same amount of time but who weren’t chosen for leadership training.  Encourage open and truthful feedback without fear of reprisal.

Looking for more great talent for your Orange County or Los Angeles-area company? Then contact Helpmates! We can help you find new grads, middle-managers and members of the C-suite for temporary, temp-to-hire and direct-hire opportunities. Contact the Helpmates branch nearest you.

When a Co-Worker Drives You Crazy

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Co-workers: they can make or break a job. You could be working in your dream career, even at your dream company doing work you absolutely love, but if even if there’s just one colleague who is annoying as all get out? Well, you may soon start looking for another employer, THAT’s how much a colleague who puts your teeth on edge can affect you.

What types of co-workers make the list of the most annoying? Take a look below:

Drama Queens. Male or female, these types of folks make a big thing out of Did another colleague look the drama queen a bit too long? Instead of thinking that perhaps the person was looking out in to space deep in thought, drama queens automatically assume the worst: the person hates them, is obsessed with them, is plotting against them, and so on.

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In other words, to drama queens, everything is about them. Oh, and life is one crises after another.These people Just. Can’t. Be. Bothered.

Want to ask if they can help you real quick on deadline? Don’t bother; it’s not their project. Are you on a work team together and you notice someone is doing the bare minimum (if that) and she always seems to work in slow motion? Oh, and does she often complain about her horrendous workload? Yup, a slacker.

The Braggart. Did someone just get a new Camry after just two years with the old one? You know about it because the braggart is letting everyone know about it. Did her boyfriend just give her a dozen roses and a nice necklace, just because? Does she talk about the new shoes she just purchased, how she got into a club no one can get into, and on and on about her fabulous life? There’s a braggart!

These aren’t the only types of crazy-making colleagues. There are bullies, perfectionists, gossips, suck-ups, shrinking violets, smiling backstabbers, Pollyannas, heroes, TMI sharers, and more.

But notice something here: chances are you at some point, sometime may have been one of these annoyances yourself? In other words, we’re all human, we all have our weaknesses and we all are annoying to someone else at some time.

We advocate understanding and forgiveness. So with that in mind, take a look below for some coping mechanisms you can use when the annoying ones make your life crazy at work.

When you find yourself annoyed by a co-worker, pause for a moment and dig into what you’re really feeling at the moment of annoyance. Are you angry, sad, disappointed, anxious? The simple act of naming your emotion can help alleviate it. At the same time, identify the exact thing/behavior your colleague does that annoys you. Instead of “he’s just an attention grabber,” it should be “I dislike it when he interrupts a speaker during meetings.”

Now ask yourself what your reaction can teach you about yourself. Chances are that another person’s actions irk you because you’re worried that you exhibit the same tendencies. Taking the above as example, if someone annoys you for interrupting and you think it’s because he needs to hog the spotlight, are you possibly concerned that you may sometimes come across as a limelight lover, too? Or are you worried that you’re too quiet and never speak up when you have a great idea?

Either scenario could mean that you have some work to do on yourself: either work on giving others a chance to shine or start speaking up more when you have something to say.

Of course, some annoying colleagues are – frankly – truly toxic! If that’s the case and you can give concrete examples of how their toxicity affected you (a team member slacked so much the project missed a deadline, and you have the documentation to prove it), bring your concerns (and documentation) to your manager or human resources.

Finally, if you find that a colleague truly does make your workday miserable, it may be time to look for another employer. If that’s the case, consider contacting the recruiters at Helpmates. While we do offer temporary assignments, we also have a lot of direct-hire opportunities. Take a look at all of our current openings and follow the instructions on the listing if one appeals to you.

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