This Week at Red Branch: Making Candidate Experience Better, Referral Incentives Without Money, & Advice Before You Hire Millennials.

Best Practices, Hiring, HR, Millenials, Onboarding, Recruiting

We have been very busy reading, writing, and posting all over the internet for clients this week. Here is a quick glance of what we’ve been up to at Red Branch Media.

Recruiterbox posted a great article with three great tips to help recruiters make the best of their candidates experiences.

3 Tips for a Better Candidate Experience

Bad candidate experiences can do a lot of damage to the image of the company. When candidates repeatedly have a negative experience, it can chase away good candidates, and more importantly, it can damage the employer brand. The candidate experience starts from the very first click. It starts at the company site or job board. Emails exchanged, interviews conducted, phone calls returned, are all steps in the candidate experience. When recruiters are thoughtful about each step that the candidate goes through, it creates a positive experience.

According to a MysteryApplicant.com infographic, only 5% of applicants rated their candidate experience as excellent, and the largest segment, 34%, rated their experience as poor. Read more…

Visibility Software released an article that not only talks about the benefits of a referral program but how to encourage and reward employees in other ways than money.

It’s not all about the Benjamins in Referral Programs

small__5131138860-212x300The benefits to the company are clear. Referred candidates are more likely to be hired, more likely to engage at work and more likely to stay longer. Referred employees are a recruiting gold mine, but you still have to mine the gold. Referral programs are often tough to get going for a few reasons, first of which being, it’s not their job, it’s yours. This is a very common attitude among employees who are pushed to refer candidates. And to be perfectly honest, it’s true, it’s not their job.

Encouraging and facilitating an employee referral program can be tough, but it’s entirely possible, and entirely worth the effort. Getting employees onboard with the program is a lot easier when they see how it benefits them. That’s not to say that employees should only be expected to go the extra mile when it directly benefits them. But in the case of referrals, successful programs don’t just pop out of thin air. When you need your employees to help save time, money and sourcing resources, it might take a little incentive, and that’s only fair.

Financial incentives have long been a primary means of encouragement. When you encourage employees financially to refer qualified and relevant candidates who remain with the company for a specified amount of time, you will ensure a higher quality of candidates. You will also be showing your employees that their aid is valuable to the company, while encouraging future referrals. But this isn’t the only way to encourage employees to participate in your referral program. Sometimes Financial Compensation Isn’t What They Want  Read more…

Our friends over at Wowzer recently posted an article about the ever so popular topic of Millennials. They gave a bunch of great tips and suggestions for hiring managers to pay attention to before they start the hiring process with them.

What You Need to Know Before Hiring Millennials

millennialsMillennials come with a few stereotypes. They are said to be lazy, self-centered and flighty. Obviously, generalizations like these don’t tend to hold up. Millennials are entering the workforce in mass. According to the U.S. Bureau of Labor and Statistics, today, Millennials make up about 25% of American workers, and by 2020 that number will grow to more than 40%. Rather than concentrating on the negative myths about Millennials, perhaps focusing on their strengths would be more beneficial.

Love and Knowledge of Technology

They have actually found an iPad that works in the womb. Not really, but this is a generation who have been born and raised on some pretty amazing technology. They don’t just embrace technology; it is ingrained in them as a vital part of life. They know how to use that device, they know all the short cuts and they know what tech tools your company should invest in.

While the Boomers can teach Millennials a thing or two about work ethic, Millennials can mentor Boomers in the way of technology. Imagine a workplace in which everyone is tech support! 53% of 16- to 22-year-olds said they would rather give up their sense of smell than give up their technology. Millennials bring with them a vast knowledge of technology and they’re willing to share it. 70% of non-Millennial generations are open to reverse-mentoring by younger colleagues. Read more…

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photo credit: Johan Larkander via photopincc

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