Top Recruiting Metrics That Every Manager Should Have On Their Dashboard
You’ve just entered the back half of the year, and whether it’s 2019 or 2030, it’s still time for a mid-year review of your recruiting metrics and how your team has fared since the beginning of the year.
Previously, our team created a list of the top hiring metrics that every manager should have on their dashboard. You can see that information here. While we review these metrics constantly, we take extra time to review them at the end of June to ensure we are providing the highest level of service to our clients possible. We look for trends that could mean changes in the market, we look for best practices some recruiters are using and implement them company wide, and we look for gaps in our training that have to be fixed in order to reach our goals for the year.
This is not only a recruiting exercise. This is something that can and should be done in every sales environment across every product or se
It is to Be Bold.
We began this agency to help the best companies in the diagnostics industry dramatically accelerate their results. To do that, everyday, we recall the critical importance of boldness, courage and audacity.
When you consistently demonstrate bold and courageous behavior and deliver quality results with speed, you quickly begin to outperform those who do not. Boldness is a highly effective asset for achieving anything.
So, what do we mean by boldness? Boldness is the act of responding to a situation in a manner that may be viewed as daring to some yet truly is essential to most effectively address the issue at hand. To reach the upper echelons, you must reject there is any value in playing small, you must thrive under pressure, and you must dare to take big risks and create the actions others are just too afraid to attempt.
Boldness is a rare approach to any given situation that requires great situational awareness, courage and craftiness. It means having the ch
Hiring a new employee is a time-consuming and expensive process that can make human resource and hiring managers feel pressured to cut corners just to get through it. While the frustration is understandable, simply checking the box is a poor approach. A bad hire ends up costing a company in numerous ways, including lost productivity, lost wages, lost revenue, damage to reputation, and having to go through the hiring process again when that employee quits or gets fired.
Here are a few common signs you are about to make hiring mistakes:
Going with Your Gut
There is a lot of talk about how people should trust their gut and go with their first impression. That might work in other areas of life, but it is rarely a good idea when it comes to hiring an employee. Whether a hiring manager personally likes a job candidate has no bearing on that individual having the right qualifications for the job or fitting into company culture. In the Genomics, Genetics, BioTech and Diagnostics Industries w
Oh my! You have just learned that your job has been eliminated or you’ve been demoted from your current role. This is all too common in the current crisis.
What do you do? First of all, try not to panic.
Downsizing does happen… but not to me, you say? First thing to do is take some deep breaths and move past the denial stage. Try to relax and put together an action plan. Just like anything else in life, you need to start taking steps to better your situation and get what you want.
There are a few “housekeeping” items you have to take care of straight away.
Collect Your Final Paycheck
Make sure that you know when you will receive your last paycheck, and how it will be delivered to you. Some states require employers pay it immediately; others may allow a short time lag. Make sure you get everything that is due to you.
Entitlements could include monies for overtime, back pay, accrued vacation, or sick leave. Talk to the appropriate person in your HR department to learn what y
1. Taking Too Long to Make the Hire
A search for the best candidate in the marketplace should include a sense of urgency. This is especially the case when the market for top talent is a candidate’s market and a candidate has the choice of several top job openings. Here’s a scenario:
A prime candidate is interviewing with four different companies, including yours. All four companies are interested in that candidate.
Now, ask yourself who has more options: the candidate or your company? The answer is obvious. Therefore, it’s imperative that once an A-level applicant has been presented, the hiring process should move along briskly. A sensible timeframe is between two and four weeks. If the process takes any longer the risk of losing that top person to another company rises dramatically.
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According to the results of a study published in Forbes Magazine, 46 percent of new employees in professional positions quit or are fired from their job within the first 18 months. That statistic is alarming enough on its own, especially in this crisis. What is even more surprising is the reason for the failure.
It would be natural to assume the high rate of new hire failure would be due to a lack of professional skills. However, that was only the case 11 percent of the time. The rest did not make the cut due to their attitude. Perhaps even more disheartening, only 19 percent of those who remain in their position are expected to be truly successful at it.
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Life comes at you so fast sometimes it’s hard to contemplate the future. This recent pandemic we are all trying to emerge stronger from is a striking example of the premise.
Now, more than ever, “If you don’t plan to succeed, you plan to fail.” You can’t afford to just drift through life. Your future self may someday look back at how you lived during this time and wonder, “What the heck were you thinking?” Be intentional about crafting a better life, today and tomorrow.
Here are six things your future self wants you to starting doing today.
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We will soon be emerging from lockdown, and while there may be a few more available candidates for your open roles, there is no getting around the fact you must effectively manage your money to recruit the highest-quality job applicants. Your organization can save considerable cash on recruitment costs by engaging in creative, outside-the-box thinking. We offer these 10 best practices below for finding the candidates your company desires without breaking your recruitment budget. Read full article here –>>
Many clients have asked what we are seeing from other companies with regard to post COVID-19 sales expectations and how they are preparing for whatever is to be the new normal for those teams.
The simple answer is that it is far fetched to think that your sales team will be welcomed back to the hospital with open arms anytime in the near future. As of right now, unless you are installing, interfacing, validating or fixing instrumentation related to COVID-19 testing, you’re probably not entering the hospitals as a representative.
We have seen that customers are looking at new ways of training their sales team, and phone sales training and video training are going to be very important to the foreseeable future.
If we can help you in any way, either by connecting you to the right people that can help you train or by adding a contract phone sales team to your commercial strategy, please do not hesitate to reach out to us at info@cercatalent
We just happen to be writing this to you on Top Gun Day. The Navy’s elite pilot training program, officially named the “Navy Strike Fighter Tactics Instructor” program, or SFTI (pronounced ‘siff-tee’), is not an actual school, but rather a graduate level, practical application course loaded with classroom and real-world training and tactics development. It was called Top Gun long before the movie came out in 1986, yet today, you’ll have to give your instructor or squadron mate a “fiver” if you ever refer to it as such.
During their 12 weeks at TOPGUN, pilots learn to “think outside the 9 dots”, operate on the edge of the envelope, “fly below the deck”, or to be a real Maverick, using alternative fighter maneuverability and countermeasure tactics, time management and preparation.
It is the ultimate dojo. It was the first Center of Excellence before the term even existed.
Above all else, its graduates learn how to take what they have mastered there and share i
No need to panic; we all have had to fine tune this process, and have even stunk at it in the past. How can we make sure we learn the lessons and begin attracting, recruiting and retaining those A+ Players?
1. Define what an A-B-C player looks like within your organization and communicate throughout the ENTIRE organization. State what having the right players on your team means to the success of your organization, and what the wrong players mean to your detriment. Think in terms of $$$ and overall morale. Make it a part of your dialogue, both internally and externally. It must become a part of your culture, who you are and march your vision.
Determine who is responsible for the process. How it will be implemented and communicated throughout the ENTIRE organization. Also, develop a training protocol for success. Define expected outcomes, and make sure they match your mission.
Discuss expectations with everyone on the team and what attributes or skills are critical to measur
Fortunately, trusting an executive search firm with the recruitment can help you avoid costly mistakes in the future. If you have not worked with such a company in the past, here are seven compelling reasons why you should start today:
Additional knowledge and resources: Recruiters often maintain large networks of people they are working to place in high-level jobs. This is a source you would not necessarily have access to when going about the hiring process in the usual manner. They are also adept at cold calling and getting passive candidates more interested in the position your company has to offer.
Confidentiality: This is particularly important when your company is recruiting specific candidates from another organization. Not only could you face legal troubles for approaching the employee of a competitor, it could damage your company’s reputation as well. Executive search firms also bring objectivity to the table. Your contact can tell you what a competitive industry s