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Hire People Not Resumes: The SortBox Blog

RePost Of EdTech Article on digital footprint in hiring.

June 17th, 2013


Greg Limperis covers his experience of a digital footprint based hiring review and how he feels it will affect students moving to create a digital footprint as soon as possible. We could not agree more, you have to hire the person, not the resume.

7 Tips to Post a #Job on @Twitter

May 15th, 2013


When it’s time to hire, where’s the best place to post a job? This is a question asked by many. One easy and free option is Twitter. On Twitter, you can reach people quickly and you can target your tweets, which can be shared with people everywhere.  But, it’s important to take the time to write eye-catching headlines as well as to consider the other elements to include in your tweets. Using hashtags is perhaps one of the most important ways for people to find your post. You can do a quick search to see which hashtags are being used in your location and industry, or you can check out a list of 50 Twitter hashtags for job seekers. Here is an infographic with 7 tips to get you started.

Including media in your tweets can also get your tweet noticed and shared. Tribehr has a great article on using video job descriptions instead of traditional job descriptions.  In a sea of job posts and tweets, a video can really stand out. In this Mashable article, you can see there are some easy ways to share video content on Twitter.  And if video doesn’t work for you, consider tweeting a photo.  The idea:  When you tweet your job post, you want it to get noticed, and shared.  If one strategy doesn’t work, try another.

Whatever you choose to tweet, make sure you engage with people, and retweet often.  Have employees?  Ask them to tweet the job post as well.  You can offer a referral incentive to get people involved.  With thousands of tweets per second, targeting your tweets to people and groups, as well as tweeting often, will work wonders.

How to Write Better Job Descriptions

April 26th, 2013


5 Steps to Writing a Better Job Description

March 28th, 2013


For small businesses and startups, the next hire is oh-so-important.  To reap the rewards of making your next hire, you need to define who you’re looking for, and I mean really define who you’re looking for, which begs the question, “Who do you actually need?”

It’s time to hire a new team member. You’ve probably got a list of job requirements.  You may even have an old job description you’re working from.  But, before you get to posting your job, sourcing candidates, reviewing and interviewing, you’ve got to make sure your job description is what it should be. Don’t use stale, outdated or generic job descriptions. And, I beg you, don’t create the longest list you can think of.

Whether you’ve got an outdated job description, or you’re creating one from scratch, here are five steps you should follow to make sure your job description is up to par.

1. Entice Candidates. Every job description needs a hook.  Job seekers read 100’s of job descriptions.  Yours should stand out, and it should do so from the very beginning. Create a brief position summary to share the importance of the position/role.    What makes it unique?  Interesting? What makes it the perfect role for your perfect candidate? Remember: Job seekers want to feel like they are applying to the next best job.

2. Identify what’s MOST important about the role. Surely every job can include a list of 100 different responsibilities.    But, your job description shouldn’t.  You need to prioritize what’s most important.  Write down every role and responsibility you can think of, but once you’ve completely exhausted this list, choose only the top five to seven items to include in your job description. These are the if you can’t do these things, I can’t hire you roles and responsibilities.

3. Figure out what experience is really required. Now that you’ve chosen the most important roles and responsibilities, build a list of skills/experience you’re looking for.  Which are actually necessary for someone to meet the position needs? Choose only the  top five to seven from this list and you’ll have clear, reasonable requirements.

4.  Who is  your perfect, and I mean perfect, candidate? Revisit your initial lists. What’s on there that didn’t make the cut?  Is there anything that defines your perfect, most ideal candidate?  Incorporate three to five of these in a nice-to-have category.  The person that meets this criteria will be on the top of your list, so you’ll be glad you had one.

5.  Are you keeping candidates in mind? You must think like a job seeker.  Once you have your job description, think about why someone would apply to your job over another.  What perks do you offer? What is unique about your company culture?  Include a highlight of what sets this job apart from the competition. Job seekers may be hungry, but they’re always looking for the best options.

Your job description is as important as your next hire. You don’t want it to attract people who don’t meet your needs, and it shouldn’t seek out Superman or Wonder Woman. Doing a bit of work to define what you actually need will increase your chances of finding the right fit.

3 Ways You Can Make Hiring Better

February 25th, 2013


Your job post is more than what you might think.  It does more than communicate a job opening.  It communicates who you are and what your brand is.  If a job post receives 100 applicants, that’s 100 chances to engage with potential customers.  That number also grows considerably when adding the people who read the post, but didn’t apply.  The point is, your post can reach a lot of people, so you ought to make it count.

Here are some recent stats from HireRight:

75% of job seekers said that the look and feel of a job posting influences their decision to apply.  So, what’s the risk of a poorly branded job post?  Losing potential applicants, potential customers and potential referrals.  Your job post should not only interest applicants, but it should interest people in general.  Give people a reason to want to share your opportunity with others, as well as want to learn more about who you are and what you do.

60% of online applications take ten minutes or more to complete, and 8% at least an hour.  Applicants often complain about long and complex job applications.  If this describes your application, you may be losing applicants along the way and giving people a bad experience with your brand.  Not everyone can get the job, but that doesn’t mean that you shouldn’t care about everyone’s experience.

77% of job applicants receive no communication from organizations after submitting an online application.  This does matter! Leaving a bad taste in the mouth’s of applicants means a potentially negative experience with your brand.  Your company sells a product or service.  Maybe an applicant didn’t get the job, but that doesn’t mean they can’t be your customer or, at the very least, tell others about you.

You can see the HireRight infographic here.

Thankfully, there are a few things you can do so you aren’t part of one of these statistics:

  • Brand yourself.  Include a logo, and an engaging company description in your job post.
  • Make it easy for people to apply.  Choose a shorter, easier application system.
  • Reach out to all of your applicants, even to the ones that don’t make the cut.

It’s time to turn your job post into a marketing opportunity.  If your job post is missing the mark, use SortBox!  SortBox let’s you brand and customize your job post,  and it has a simple application system that applicants can complete with ease. When you’ve sorted through all of your candidates, easily send group messages to those that aren’t the right fit.

Need inspiration?  See how Tava Indian Kitchen and Gfreely are doing more than just posting a job.