by Fronetics | Jul 22, 2014 | Blog, Supply Chain, Talent
Hiring the wrong person is a costly mistake not only financially, but also in terms of team morale and productivity. Making the right hire is crucial.
Research conducted by the PewResearch Internet Project found that in 2013 73 percent of online adults used a social networking site of some kind. The percentage is even higher for job seekers – 89 percent. Given the high prevalence of use, it is likely that your talent pool is on at least one social networking site. Hiring managers and HR professionals within the supply chain industry should use this reality to hire great supply chain talent.
Social media is increasingly being used by hiring managers and HR professionals in their hiring process. More than one third of employers use social media in their hiring practices, here’s why you should follow suit.
A study conducted by CareerBuilder.com found that 65 percent of employers who use social media to screen candidates do so to see how the candidate presents themselves professionally. Fifty-one percent of employers used social media to see if the candidate would be a good match for the company’s culture, and 45 percent reported that they used social media to further research the candidate’s qualifications.
Of those employers who use social media in their hiring process, 34 percent reported that they found content that resulted in them not hiring a candidate. Close to 50 percent of reported that they did not hire a candidate because of inappropriate material in their profile, and 45 reported they did not make the hire because of indications of drinking and/or drug abuse. Other negatives found by the employer were poor communication skills, criticizing former employers, and making prejudicial comments.
A candidate’s social media profile and use can also provide employers with information that can push a candidate to the top of the list. Approximately 29 percent of employers reported that they hired a candidate because their social media profile supported professional qualifications and/or contained a great reference about the candidate. Additionally, employers reported that they hired a candidate because their social media profile showed that the candidate was creative, well-rounded, or had great communication skills.
One thing to keep in mind – all information found online and via social media needs to be treated in the same manner as information found via traditional sources. All hiring practices must abide by state and federal laws relating to fair and equal hiring.
Social media is a great tool that can assist hiring managers and HR professionals hire great talent.
by Fronetics | Jul 22, 2014 | Blog, Supply Chain, Talent
Hiring the wrong person is a costly mistake not only financially, but also in terms of team morale and productivity. Making the right hire is crucial.
Research conducted by the PewResearch Internet Project found that in 2013 73 percent of online adults used a social networking site of some kind. The percentage is even higher for job seekers – 89 percent. Given the high prevalence of use, it is likely that your talent pool is on at least one social networking site. Hiring managers and HR professionals within the supply chain industry should use this reality to hire great supply chain talent.
Social media is increasingly being used by hiring managers and HR professionals in their hiring process. More than one third of employers use social media in their hiring practices, here’s why you should follow suit.
A study conducted by CareerBuilder.com found that 65 percent of employers who use social media to screen candidates do so to see how the candidate presents themselves professionally. Fifty-one percent of employers used social media to see if the candidate would be a good match for the company’s culture, and 45 percent reported that they used social media to further research the candidate’s qualifications.
Of those employers who use social media in their hiring process, 34 percent reported that they found content that resulted in them not hiring a candidate. Close to 50 percent of reported that they did not hire a candidate because of inappropriate material in their profile, and 45 reported they did not make the hire because of indications of drinking and/or drug abuse. Other negatives found by the employer were poor communication skills, criticizing former employers, and making prejudicial comments.
A candidate’s social media profile and use can also provide employers with information that can push a candidate to the top of the list. Approximately 29 percent of employers reported that they hired a candidate because their social media profile supported professional qualifications and/or contained a great reference about the candidate. Additionally, employers reported that they hired a candidate because their social media profile showed that the candidate was creative, well-rounded, or had great communication skills.
One thing to keep in mind – all information found online and via social media needs to be treated in the same manner as information found via traditional sources. All hiring practices must abide by state and federal laws relating to fair and equal hiring.
Social media is a great tool that can assist hiring managers and HR professionals hire great talent.
by Fronetics | Jul 17, 2014 | Blog, Leadership, Supply Chain, Talent
Because great talent doesn’t look like Waldo, here is how to spot great great supply chain talent.
Wouldn’t it be nice if great talent looked like Waldo?
If great talent looked like Waldo we could simply look at the pool of candidates and be able to identify them by their telltale red and white striped shirt.
Unfortunately, great talent doesn’t show itself like our friend Waldo. Given this, how can the supply chain industry spot great talent?
Smart companies realize that it is not the skills the candidate possesses today, but rather the candidate’s personality. This may seem counterintuitive, but consider this – skills can be taught, personality cannot.
Here are five traits that great employees share. When making your next hire look for candidates who possess these traits.
Smart – Smart doesn’t necessarily mean a high IQ. Rather it means having good judgment, being quick to comprehend, and having the faculty of reasoning and understanding.
Ambitious – Ambition drives innovation and productivity. An ambitious individual has high expectations for themselves and for their career. Their drive to succeed will positively impact your company.
Honest – Integrity is everything.
Gracious – A person who is able to admit failure, thank others, and able give credit where it is due will prove to be an indispensable member of your team.
Exceptional communication skills – Communication is the basis of success.
In addition to looking for these traits, also consider whether or not the individual is a good match with your company’s culture.
You can’t train personality
In the end, it is important to remember that you can train an individual to perform the tasks needed for the job, but you can’t change (or train) personality. Be flexible when it comes to specific job requirements, but be rigid when it comes to personality traits.
by Fronetics | Jul 17, 2014 | Blog, Leadership, Supply Chain, Talent
Because great talent doesn’t look like Waldo, here is how to spot great great supply chain talent.
Wouldn’t it be nice if great talent looked like Waldo?
If great talent looked like Waldo we could simply look at the pool of candidates and be able to identify them by their telltale red and white striped shirt.
Unfortunately, great talent doesn’t show itself like our friend Waldo. Given this, how can the supply chain industry spot great talent?
Smart companies realize that it is not the skills the candidate possesses today, but rather the candidate’s personality. This may seem counterintuitive, but consider this – skills can be taught, personality cannot.
Here are five traits that great employees share. When making your next hire look for candidates who possess these traits.
Smart – Smart doesn’t necessarily mean a high IQ. Rather it means having good judgment, being quick to comprehend, and having the faculty of reasoning and understanding.
Ambitious – Ambition drives innovation and productivity. An ambitious individual has high expectations for themselves and for their career. Their drive to succeed will positively impact your company.
Honest – Integrity is everything.
Gracious – A person who is able to admit failure, thank others, and able give credit where it is due will prove to be an indispensable member of your team.
Exceptional communication skills – Communication is the basis of success.
In addition to looking for these traits, also consider whether or not the individual is a good match with your company’s culture.
You can’t train personality
In the end, it is important to remember that you can train an individual to perform the tasks needed for the job, but you can’t change (or train) personality. Be flexible when it comes to specific job requirements, but be rigid when it comes to personality traits.
by Fronetics | Jul 15, 2014 | Blog, Marketing, Social Media, Strategy, Supply Chain, Talent
If the supply chain industry is going to attract new and qualified talent, it needs a face lift. The industry needs to be proactive. It needs to communicate what it is, what is currently happening within the industry, and what is in store for the future.
Who is responsible for making change possible? You.
Job seekers turn to the Internet for information. Job seekers not only use the internet to search for job openings, they also use the Internet to research industries, companies, and key players. The information job seekers gather by looking at websites, blog posts, articles, and social media shape their opinion and knowledge. According to the 2013 CareerBuilder Candidate Behavior Study 63 percent of job seekers turn to social media to learn about the employment brand of a company. Specifically, job seekers look to social media to learn about the culture of a company, to learn if the company is a thought leader, and to determine the authenticity of the employment brand.
Job seekers are likely seeing sensational headlines like this recent one from Forbes: Wanted: 1.4 million new supply chain workers by 2018. But what do they find when they move forward with their search for information on the supply chain industry and on your company?
The reality is that the supply chain industry has been slow to participate in social media and has been remiss when it comes to blogging. Even more basic, many companies within the supply chain industry do not recognize the value of their website and have created sites which provide little to no helpful information, are difficult to navigate, and are not up to date.
According to the CareerBuilder Study, 91 percent of candidates believe employment brand plays a role in their decision whether or not to apply.
If your company is going to attract great supply chain talent you need to step up to the plate. Make changes to your website, create and curate great content, and get active on social media.
Great talent is on the Internet. If you want to attract great talent you need to be there too.
