Why Some Recruiters Almost Always Hire the Right Candidate

Why Some Recruiters Almost Always Hire the Right CandidateWhy Some Recruiters Almost Always Hire the Right CandidateIn the age of employer branding, recruiting is often compared to marketing. Like marketers, recruiters must reach and attract a specific audience to buy a productin yur case its an open sttte at your organization.While many companies use employer branding tools such as a website and videos, they often overlook the job description. It has the ability to attract the right candidates and deter those who are unfit. As a recruiter, the job posting is your most precise marketing tool. By creating clear job ads, youre mora likely to attract candidates who are suited for the position.Heres how to approach the job description as a marketing adDefine the Target Audience Marketers have a clear picture of their target audience. They find out as much as they can about the audiences behavior and attitudes relating to the type of product they sell. Thats why an advertisement for perso nal money management services is going to use different language and appeal to different needs than an ad for a free checking account, even though both are in the banking business. Likewise, your job description sells the work to the right audience. Skills Most job descriptions do this fairly well by providing a list of responsibilities and the skills required to complete them. See if you can match each responsibility to a required skill, and be aware that some skills might result in multiple responsibilities or vice versa. For an engineer, one responsibility might be Build crawlers and feeds to support accurate data acquisition. The corresponding skill is Knowledge of DOM (Document Object Model), JavaScript, MySQL and regular expression. If a prospect does not know what those things are, they will be less likely to apply. Experience Often job descriptions arbitrarily request a number of years of experience in a certain field. Its better to think about experience in terms of what th e person needs to be able to do in order to hit the ground running. For example, a statement like, You have provided LTV calculations per traffic source or audience in complex data environments sends a clear message, allowing the candidate to self-select based on this criteria. Attitude Think about the mindset prevalent not only in the company, but of the department and what is required in this specific role. Try to include descriptive, modifyingwords. For example, look at this sentence With grace, humility and confidence you will exercise good judgment in setting priorities as well as managing multiple, sometimes competing, demands on your time. This gives additional meaning to the over-used phrases self-starter and thrives under pressure. If you make an effort to express the attitudinal requirements in unique and jargon-free ways, good candidates will notice. Sell the Job and the Company Marketers clearly communicate what their product offers. Your job descriptions do this by list ing the positions responsibilities and requirements. But what about the specific qualities that can attract people to work at your company instead of your competitor? What makes people loyal to Famous Amos over Chips Ahoy? Apple over Samsung?Differentiate the offering. Some factors that job seekers consider when evaluating two similar roles with similar pay at different companies areOffice environmentTeam dynamic Benefits health care, food, company gym, etc.Stock options TrainingEducational assistance Opportunities for advancement Company leadershipThink about how this role in particular and your company as a whole are unique based on these factors, and work them into the job description. Be honest about the work environment and the team dynamic. Communicating your culture gives candidates another way to determine if they are a fit. Describing differentiating factors allows them to consider your job in relation to competing jobs. The Right Candidates Are Looking For You The best ma rketers know their target audience and their product inside and out. Their job is to craft compelling messages that attract the right customers. When you think about your ideal candidates in terms of skills, experience and attitude and write a job description that accurately represents what the position offers and includes its unique characteristics, more of the right candidates will apply, and the wrong ones will move on. At Simply Hired we want to navigate the ever-changing landscape of successful recruiting with you. Stay with us over the next few months as we explore best practices in recruiting and look at examples of employers that do it well. You can sign up to receive future newsletters and feature articles in our preference center.Read more articles in this series Be The First To Make The Shift Attracting Top Talent in the Job Seekers MarketGet Strategic How to UseData in RecruitingEvaluating Transferable Skills in the Job Seekers MarketHow to Avoid the Pitfalls of a Cumber some Hiring ProcessConduct a Self-Audit for a Candidate-Friendly Job Application Process4 Surprising Truths About Mobile Recruiting5 Quick Fixes for Mobile-Friendly Recruiting4 Essential Steps for Comprehensive Mobile RecruitingYour Message or Theirs? Take Control of Your Employer BrandBalancing Act Ethical Interviewing That WorksHow to Leave a Positive Impression With Rejected CandidatesCharm Candidates With an Irresistible Company CulturePromote From Within or Hire From Without? Six Factors to Consider that Will Shape Your CultureHow to Prevent Your ATS from Working Against YouThree Simple Ways to Attract the Right CandidateAnd Deter All Others

Billing Supervisor Job Description

Billing Supervisor Job DescriptionBilling Supervisor Job DescriptionBilling Supervisor Job DescriptionThis billing supervisor sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Billing Supervisor Job ResponsibilitiesMaintains revenue by establishing, implementing, and controlling billing ordnungsprinzip supervising staff.Billing Supervisor Job DutiesAccomplishes billing human resource objectives by selecting, orienting, training, assigning, scheduling, coaching, counseling, and disciplining employees communicating job expectations planning, monitoring, appraising job contributions recommending compensation actions adhering to policies and procedures.Meets billing operational standards by contributing billing information to strategic plans and reviews implementing production, productivity, quality, and customer -service standards resolving problems identifying billing system improvements.Meets billing financial standards by providing annual billing budget information monitoring expenditures identifying variances implementing corrective actions.Accomplishes billing departmental objectives by measuring billing results against plans evaluating and improving methods making required changes.Guides employee actions by researching, developing, writing, and updating billing policies, procedures, methods, and guidelines.Obtains revenue by resolving order and invoice disputes maintaining customer relations resolving problems with bank transfer.Approves credit memos by reviewing documentation.Updates job knowledge by participating in educational opportunities reading professional publications.Accomplishes accounting and organization mission by completing related results as needed.Billing Supervisor Skills and QualificationsTracking Budget Expenses, Financial Skills, Developing Budgets, Process Improv ement, Supervision, Problem Solving, Reporting Skills, Multi-tasking, Internal Communications, Informing Others, Reporting Research ResultsEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Billing Supervisor Jobs and apply on now. Learn more abouthow to hireSample Interview Questions How to InterviewCreating and Posting a Job in MonsterHR Salary Information Employee Compensation

What leaders can do to embrace younger generations

What leaders can do to embrace younger generationsWhat leaders can do to embrace younger generationsOver the past several years, Ive talked with plenty of leaders who accuse the new workforce of being unprepared, overly sensitive, lazy and narcissistic. Thats a shame these are common stereotypes that arent always founded in reality.However, these leaders can change their minds - for the better. How? By embracing younger generations and taking the following six steps.Help them growThis is difficult for leaders to wrap their heads around, but younger generations dont see themselves working foryou. Theyre working for themselves, whetzu sich theyre contracted or full-time employees.They realize they arent going to stay with the same organization their entire career. In fact, a 2018 study revealed thatalmost half of millennials expect to leave their job within the next two years. Thanks to the gig economy, they can hop from job to job.Second, we live in an era where its easier than ever to start your own business, launching with nothing more than an idea and a computer. While this doesnt mean younger generations are actually starting more businesses, most millennials haveconsidered it. Gen Z is poised to becomethe most entrepreneurial generation ever.Third, theyre all about personal branding. Building relationships by authentically expressing themselves through their creativity or lifestyle comes naturally.What does this mean for leaders? Rather than view younger generations as subordinates to do your bidding, help them achieve their goals and objectives.Researchfrom software company Bridge shows theyll be loyal if you help them grow professionally and personally.Millennial employees are looking for something different in their jobs, beyond good compensation, said Emily Foote, a vice president at Bridge. They arent satisfied with routine promotions or pay bumps they want opportunities to learn, develop new skill sets, and grow into leaders. Organizations that creat e learning environments are rewarded with employee engagement and loyalty.Embrace diversityWhile this group of talent was born within a specific time period, its members dont share the same characteristics and personalities. Theyve had different educational and career experiences. Each has her own expectations, priorities and goals.Take the time to listen to each person individually. This will help you not only break down those stereotypes, but also give you the opportunity to get to know them. As a result, you can work with them to achieve their specific goals and objectives.Work toward a greater purposeThe younger workforce wants to work toward something greater than your bottom line. Studies have shown that millennials, for example, cite corporate social values as the most important factor when choosing an employer.This is more than philanthropy and charitable giving. Its having asocial purposethat aligns with their values while fostering a corporate culture where day-to-day deci sions support social and environmental ideals.Prepare them for Industry 4.0The Deloitte Millennial Survey 2018found young workers dont feel ready for Industry 4.0 - the name given to the Fourth Industrial Revolution consisting of smart and autonomous systems run by data machine learning.Its not their technical skills theyre concerned about. Young workers are more focused on developing soft skills, such as interpersonal skills, confidence and ethical behavior.Give them freedom, flexibility and more responsibilityTheres a misconception that younger generations are lazy and entitled. They want to work and be challenged.The catch? They want to do meaningful work with a sense of purpose.Whats more, they dont want to be micromanaged. They prefer a flexible schedule that allows them to achieve work-life balance, and theyre willing to accept new responsibilities.Do certain jobs and situations require them to be present at specific times? Absolutely. But be open to letting them occasionally work remotely and set their own hours. And, as long as youre comfortable, dont be afraid to hand off new responsibilities to them.Provide them with mentoring and coaching opportunitiesWhen I was younger, the last thing I wanted was advice from others. Younger generations, believe it or not, want coaching and mentoring opportunities.Nonprofit Midland Institute for Entrepreneurship cites mentorship as a key ingredient for the high school students who participate in the institutes CEO (Creating Entrepreneurial Opportunities) program. Students and local business mentors are matched after short conversations, similar to speed dating. We encourage our students to initiate the Mentor-Student relationship and use them as a starting point for their business network,saidCEO mentor Christene Murphy.Listen to your younger employees Youd be surprised at how naturally mentoring and coaching comes to those with experience. If you feel youre not the right person for the job, refer them to someone who can take them under their wing.Dont let stereotypes prevent you from engaging and embracing younger generations. You may discover that this group could bring fresh ideas and needed perspectives to your organization.Rashan Dixon is a senior business systems analyst at Microsoft, entrepreneur and a writer for various business publications.This article first appeared on SmartBrief. If you enjoyed this article, sign up for SmartBriefs free e-mails oncareer developmentandleadership and management,among SmartBriefsmore than 200 industry-focused newsletters.