Written by
July 9, 2024

All the Job Resources You Need in One Place

No matter which side of the hiring process you are on — whether it is as a job seeker or as an employer — we understand how stressful it can be. For job seekers, you have to craft good application materials, apply consistently to posts, prepare for interviews, and more. For employers, you have to draft a good job description, sift through applications, conduct interviews, and more. That’s a lot for either group! At HireMyMom, we are more than just a place to list/find jobs. We are here to help you develop your career and your hiring process by offering the following resources:

For Job Seekers

Work with our founder, Lesley Pyle, in a One-On-One Coaching Session to help define your career goals, get feedback, and smash through any fears you might have that are holding you back. Lesley has over twenty five years in the industry, and she always enjoys spending quality time with our HireMyMom family (that’s you!) to help you succeed.

Our staff of HR experts is very hands on as well, working to help you find your dream job. If you need help finding a job that fits your goals, then you need our Job Seeker Advisor Service. Sit down with one of our HR specialists to take a look at your skills and determine which jobs are a good fit for what you want.

If you are ready to jump in and start applying but want a second set of eyes on your materials, try our Resume, Cover Letter, and Interview Training Services. Work with one of our HR experts to review your application materials to ensure they are employer ready. You can also practice some interview techniques so that you are ready to crush your next interview!

Perhaps you prefer to do things on your own time. Don’t worry, we have something for you as well! Try our self-paced course, Cultivate. Work on your own time to go through the basics of the hiring process from defining your career goals to learning interview skills to creating a healthy work mindset.

Looking for more? We also have outside partners that we work with who have provided Bonus Resources!

For Employers

Hiring practices are ever evolving, and it’s quite literally a full-time job to keep up with the changes! That’s why our staff of HR experts do it for you. Try out one of our levels of our Small Business Concierge service so that the entire hiring process is done for you by our staff.

Level One is for companies looking to hire admin and support services, bookkeepers, customer service reps, or project coordinators. Level Two is for companies looking to hire execs, managers, marketing professionals, and more. Both levels are all-inclusive meaning we help write the job description, sift through applications, and even aid in conducting interviews.

We also offer a Concierge Lite service where we consult with your company on the position you’re hiring for and help you craft a good job description. With this service, you are responsible for interviews and selecting the final candidate.

Need to hire someone fast? We offer an expedited Concierge Rush service to find your dream candidates within two weeks.

We also offer Concierge Onboarding services for those needing a helping hand after hiring a new candidate. Save yourself time as we check references, draft acceptance letters, get the candidates to complete all the paperwork, and even help candidates create goals for their first 30 days. 

Maybe you’re the type of business owner that wants to learn more about the hiring process but prefers to learn on your own time. We have something for you too! Our Hiring Made Easy self-paced course will help you overcome the struggles of when to hire, finding the best candidates, understanding pay rates, and more.

Whether you are a job seeker or an employer, our team is here to aid you on your journey. If you need guidance but are not sure about the options listed above, you can always reach out to us for help.

 

 

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Written by
June 11, 2024

Implementing Effective Hiring Protocols in Your Small Business

As a small business owner, finding the right talent to help grow your company can be a challenging task. The hiring process itself can be long and arduous without proper planning. However, if you go into it with a structured goal, it can streamline the experience for both sides (job seekers and employers) so that you can onboard the talent you’re looking for.

Understanding the Importance of a Structured Hiring Process

Navigating the hiring landscape efficiently requires a well-thought-out structure; it’s akin to having a roadmap. By embedding a structured hiring process into your small business operations, you can significantly enhance your ability to sift through candidates effectively, minimizing the time and resources typically expended in the hunt for the ideal team member. This organized approach not only helps in streamlining the recruitment effort but also substantially lowers the risk of turnover by ensuring the individuals you choose are well-suited for their roles and aligned with your company’s culture and values. 

Your roadmap should have a few important stops along the way: crafting the job description, sifting through candidates, interviews, and onboarding. You need to consider what you’re looking for — what are the minimum requirements a candidate needs and what does your “unicorn” candidate who has every qualification look like? How many interactions with your company do you feel are needed with a potential job seeker before you hire them? All of these questions should be answered on your roadmap of effective hiring protocols.

Crafting Effective Job Descriptions

An engaging and clear job description is your first opportunity to connect with potential candidates and make a lasting impression. It’s essential to outline the key responsibilities and expectations of the role precisely. Ensure you detail the qualifications, skills, and experience necessary for a candidate to succeed. However, it’s equally important to go beyond the basics. Infuse your job description with the personality of your small business; let candidates know what makes your company a unique and exciting place to work. 

Highlight the culture, values, and any benefits or growth opportunities that set you apart. To attract a diverse and talented pool of applicants, use language that encourages candidates from all backgrounds to apply. This does not mean you need to craft an entire novel about your business. Just provide a few sentences that sum up the core of your company. Then dive into the job description details. Provide a few sentences about daily tasks, and then include a bullet point list of what a candidate should bring to the table. 

As part of your hiring protocols, find a job template that works for you and use that moving forward for all new hires. This keeps things uniform and makes it easy to fill in what is needed. You can learn how to craft a great description like this and more in our Hiring Made Easy course, if you need help getting started.

Conducting Interviews That Reveal True Potential

You’ve used your template and posted your job. Now it’s time to sift through candidates. When establishing your hiring protocols, figure out what immediately disqualifies candidates. Do you need someone who has experience in your industry? Look for that first on application information. That will keep you from reviewing unqualified candidates. Create a checklist that you can reference with each application. From there, it’s time to reach out to those who meet your requirements and schedule an interview or two.

Interviews offer a golden opportunity to peel back the layers and truly understand what a candidate brings to the table. The key to a successful interview is crafting questions that invite candidates to share their stories, highlighting their unique experiences and problem-solving skills. Encourage them to discuss times when they’ve made a significant impact in previous roles, navigated complex challenges, or brought innovative solutions to the table. 

Create questions that are specific to your own company and pull from your own knowledge. Maybe your website crashed one day, ask your new digital marketing candidate how they would handle that scenario. Follow that up by asking if they have experienced something similar. Be sure to use unexpected scenarios like web crashes, but also include issues your company encounters daily. Perhaps your accounting department has to reach out to sales to collect orders — ask potential accountants in interviews how they would go about interacting with the sales team with tact to get what is needed. Write a list of questions to use as an outline for each new candidate.

A great interview is a two-way street. It’s about discovering if there’s a mutual fit, so be open about your expectations and what it’s truly like to work at your company. This honesty fosters a positive candidate experience and sets the stage for attracting individuals who are genuinely excited to contribute to your business’s success. Encourage candidates to ask questions of you as well.

Streamlining Onboarding

Finally, the last point on your hiring roadmap should be onboarding. Candidates that are thrown into the deep end and told to learn how to swim on the fly are normally the first to jump ship. Employees want to know they are supported if they have questions. Create a to-do list for onboarding that you can check off for each new hire to create a smooth process. Start with an orientation to show people how daily life works at your company. Follow up by giving your new hire access to any accounts they will need. Give your new employee tasks to get started, but pair them up with a seasoned professional at your company that can walk them through the process. 

A big step many companies miss is closing out onboarding. Once someone seems to feel comfortable with a task, companies often leave them to themselves. Have a final exit interview to see how candidates felt about the onboarding process. Ask for feedback! Then, set up consistent check-ins to ensure the employee feels comfortable with their job throughout their time with your business.

With established protocols in place, you can create uniformity in job posts with templates and streamline the onboarding process with a well-established to-do list. Feeling a little overwhelmed with this process? Our HR experts can help!

 

 

 

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Written by
June 9, 2024

Optimize Your Hiring Process: 5 Personality Tests to Consider

Hiring the right talent is one of the biggest challenges that small businesses face. The key to a successful recruitment process lies not only in evaluating the skills and qualifications of the candidates, but also in understanding their personalities. Personality tests can provide valuable insights about a potential hire, helping you make a well-rounded assessment of their suitability for a specific role or your company’s culture. In this blog, we will discuss five of the best and most accurate personality tests that can streamline your hiring process and increase the chances of hiring the right fit.

Predicting Employee Success with the Myers-Briggs Type Indicator

The Myers-Briggs Type Indicator (MBTI) is a globally recognized personality assessment tool that helps to identify unique personality types and preferences of individuals. By segregating individuals into one of the 16 personality types using four dichotomous factors – Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving, MBTI provides a multi-dimensional perspective of a candidate’s personality. This can be instrumental in predicting how a prospective employee might behave in varying circumstances, their potential team dynamics, and their stress management tactics. Moreover, it gives a glimpse of their decision-making capabilities, which can be a valuable predictor of their alignment with the demands of specific job roles and your organizational culture. With MBTI, you can improve the predictability of the recruitment process and ensure a better fit between the job role and the hired candidate.

Delve Deeper with the Sixteen Personality Factor Questionnaire

The Sixteen Personality Factor Questionnaire (16PF) is an exceptional tool that penetrates into the profound elements of human personality traits. Uniquely designed, it measures a set of 16 primary personality factors that create a comprehensive portrait of a person’s behavioral tendencies and attitudes. The 16PF unveils layers of a candidate’s personality, detailing their strengths, potential growth areas, their likely interaction styles, and potential stress responses. The nuanced personality profile generated can greatly facilitate in matching a candidate’s inherent traits with the specificities of a job role or the unique dynamics of your team. 

Identifying Leadership Potential with the Hogan Personality Inventory

The Hogan Personality Inventory (HPI) serves as a predictive tool to gauge an individual’s work performance based on their everyday personality traits. What sets it apart is its capacity to spot potential leaders, which is done by evaluating seven primary scales: adjustment, ambition, sociability, interpersonal sensitivity, prudence, inquisitive, and learning approach. By using the HPI during the recruitment process, you can uncover candidates who possess the natural disposition and characteristics of effective leaders. This provides an edge in making informed hiring decisions, particularly for roles requiring strong leadership skills. Unlike traditional personality tests, the HPI takes a strategic look at leadership potential, offering a unique perspective on a candidate’s suitability for senior positions.

Predicting Work Behavior with the Predictive Index Behavioral Assessment

The Predictive Index Behavioral Assessment is a robust, scientifically-grounded test designed to gauge the motivational drives, needs, and behaviors of a potential hire. It zeros in on four core behavioral characteristics – dominance, extraversion, patience, and formality. By assessing these factors, this test serves as a predictive tool for anticipating an individual’s work behavior, performance levels, and compatibility with specific teams or work environments. By integrating the Predictive Index Behavioral Assessment into your recruitment process, you can gain deep insights into how a candidate is likely to perform in a particular role, and how well they’ll fit into your existing team dynamics. This test also contributes towards mitigating the risk of hiring mismatches and subsequently reducing employee turnover.

Understanding Emotional Intelligence with the EQ-i 2.0

The EQ-i 2.0 is a comprehensive tool specifically designed to assess emotional intelligence (EI), a factor of critical importance in professional settings. EI underpins various crucial work-related aspects such as problem-solving abilities, decision-making skills, interpersonal relationships, and stress management. The EQ-i 2.0 delves into five composite scales and 15 subscales linked to emotional and social functioning. This comprehensive evaluation offers a full portrait of a candidate’s EI, providing vital insights into their capability to manage their own emotions and those of others effectively. The skill to manage emotions efficiently is crucial for fostering a harmonious, productive work atmosphere. Incorporating the EQ-i 2.0 into your hiring process can aid in selecting candidates who exhibit high emotional intelligence, boosting your team’s overall functionality and productivity.

Have you used a personality test in your hiring process before? Let us know how you felt about it and what you learned!

Disclaimer: These are not affiliate links; no money is being made by HireMyMom from the purchase of any software mentioned in this blog nor does HireMyMom specifically recommend one of these. This is purely informational based on research we have done and feedback received from companies with which we have worked.

 

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Written by
February 10, 2024

How Employee Advocacy Can Help You Attract and Recruit Talent

Your employees are your greatest brand ambassadors, and they could be the key to streamlining your hiring process. A record number of people have been quitting their jobs, and recent statistics show they’re on the hunt for opportunities that will offer better pay, professional growth, and work-life balance.

As job hunters become more particular about what they want, recruitment teams are facing new challenges in filling their teams with talented individuals. In a candidate’s market, one of the most effective ways to get through to great candidates and show you have a positive company culture is to use employee advocacy recruiting.

Why employee advocacy recruiting works

Nothing gets through to candidates quite like hearing from an employee about the company culture, growth opportunities, and day-to-day tasks. People are more likely to trust a message from your current employees over your HR team. 

Even the most diligent recruiters and HR staff who have taken the time to really understand employee values are still a less trustworthy source because they haven’t experienced the work first-hand. 

When employees who know everything about your products, services and company culture share their experience organically with people in their circles, this personalized approach helps your brand increase its social reach significantly.

5 tips for successful recruitment through employee advocacy

Here are a few tips on leveraging employee advocacy for your recruitment needs.

1. Put yourself in the shoes of potential candidates

When screening potential candidates for hire, your primary goal is to fill vacancies with the best talent. For this to happen, you must overcome obstacles standing between you and the strongest candidates.

The key is to reach candidates towards the top of the funnel (before they’ve even begun searching for a new job) and build brand awareness, so that when talented candidates decide they’re ready for a career shift, they’ll already have your company in mind. 

This is why it’s especially important to consistently share glimpses into your winning company culture through the eyes of current employees. The most effective messaging isn’t the one with a sense of urgency. 

2. Ensure company public profiles are up-to-date and transparent

Before your target audience forms an opinion about your company, take control and be upfront about your policies and values. Having an authentic voice helps to attract and retain employees you can trust.

The first way to ensure transparency is to provide relevant, up-to-date information on your company’s official site and other social media platforms. For example, you can start by updating your “about us” page to reflect any recent changes in staff or add more value to existing company profiles.

Take some time to navigate your company page from the perspective of someone who has just learnt about your company, and take note of any questions a candidate might have. As they research your company, they should be able to connect the names and faces of the people they see on LinkedIn and other social media sites and walk away with an impression of what your company culture is like. 

3. Make it easy for employees to post on social channels

Your employees already have a lot on their plate, and advocating your brand on social media can seem like an added responsibility. To make employee advocacy programs as effective as possible, the least you can do is streamline the process.

There are many ways you can encourage your employees to get your brand message out there. You can start by providing helpful tips and training. Your employees might be experts in their field, but not everyone regularly shares their personal life on social media. Don’t assume that your employees will automatically know what and how to share.

Train them on promotional messaging and share tips like how to optimize their social media profiles, the best times to post, and topics they can share. Training makes your employees confident enough to promote your company on social channels.

You can also create an internal hub of shareable content. This makes it easy for employees to share consistently on social media, because they can simply add a personal comment and share the post with their personal network. 

4. Encourage employees to review the company online

Most potential candidates will look up your company on anonymous review sites like Glassdoor when deciding whether to apply for an open position. Use them to your advantage by asking your current employees to leave reviews.

Employee reviews are beneficial in several ways:

  • They influence job hunters’ decision-making
  • They have higher credibility than reviews tied to a name or account
  • They help increase your brand’s online presence
  • Reviews are direct feedback on company culture and potential workplace issues

These reviews are an essential part of your brand messaging, as they are seen as a trusted source of information. To preserve the effectiveness of these sources, don’t instruct your employees on how to leave feedback. Glowing reviews and five-star ratings come across as disingenuous and may actually ruin your company’s reputation.

If you want to improve an existing poor rating, try providing employees with suggested points to hit in their review (such as workload, culture, or management style) that you think will reflect well on the company. 

It’s also vital to read these reviews thoroughly so you can gain insight into issues that might need fixing. There could be issues that you’d never hear about unless feedback is collected anonymously. 

5. Don’t micromanage the process

It’s essential that the content your employee advocates write sound natural. Unlike your other promotional and marketing strategies, your employees should take the lead on this one.

As you review your employees’ posts, don’t worry about whether their content matches your ideal brand voice. Hyper-focusing on voice will result in buzzword-filled, unnatural and generic content that comes off as inauthentic and forced, thus undermining the point of employee advocacy entirely.

 

Ida Pettersson is a Content Writer at Resume Genius who enjoys supporting job seekers as they plan their next career moves. She graduated from New College of Florida with a double major in Philosophy/Chinese Language and Culture. In her spare time, Ida enjoys hiking, reading, and gardening.

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