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Synopsis
One of the biggest mistakes employers make today is they use a job description as their job ad. Most job boards today are search engines, which means if the job ad is not search engine optimized, the employer or business owner is limiting their own visibility, leading to less applicants for open positions. A job ad should also answer the top questions a job seeker may have in their job search.
Attracting qualified job seekers to open positions is fundamental to building an organization. The laws of applicant attraction have remained unchanged for hundreds of years, and while technology has advanced the hiring process, it has also led to a lackadaisical approach to hiring, due to a misunderstanding of how to leverage that technology. With new rules, new laws, and new algorithms and AI technology, knowing how to leverage this information is crucial for any business seeking to fill empty positions.
The Hiring Tree is an analogy designed to educate hiring managers, business owners, recruiters, and human resource professionals, on how to establish a solid foundation needed to successfully hire in any labor market with simple, easy to implement ideas that can be added to any hiring process immediately.
A successful business thrives on quality relationships, and the hiring process is where that journey begins. The Hiring Tree will help create a journey worth taking for the job seeker, giving the organization an advantage at attracting qualified applicants.
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About the Author
Steven J Smith, SHRM-CP, PHR will be the first to tell you that recruiting is marketing. He earned a BS in Finance at Brigham Young University and started his career in recruiting in Feb 2005. In 2008, he took a risk during a recession to help with starting a new company with Ryan Kohler, called ApplicantPro, designed to provide applicant tracking software for small to mid-sized businesses. 10,000 clients and 300 employees later, ApplicantPro has been on the Inc 5000 list 10 years in a row. Steve currently serves as the Utah SHRM State Director, and he loves to volunteer. His presentations based on his book, The Hiring Tree: Laws of Applicant Attraction, have helped thousands of organizations across the country rethink the way they approach hiring. He currently resides in Lehi, Utah, with his wife, three daughters, two labradoodles, and two cats.
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Taschenbuch. Condition: Neu. nach der Bestellung gedruckt Neuware - Printed after ordering - The Hiring Tree: Laws of Applicant Attraction, is an analogy using the growth of an apple tree, to help the reader understand concepts and principles needed to hire job applicants successfully. It is designed to help human resource professionals, recruiters, talent acquisition specialists, hiring managers, business owners, and anyone that is involved in the hiring process to more effectively attract applicants to open job ads. Most employers use their job description as their job ad, which is the most ineffective way to market a position for hire. A job ad must use sound marketing principles, where the job ad is designed to answer the questions job seekers may have about the open position to encourage them to take action by applying for the role. The branch used most ineffectively by companies is the job board. Most job boards today, at their core, are search engines, meaning a job ad should also be written to be search engine optimized (SEO) in order to rank better, providing more visibility by job seekers, leading to more applicants applying for an open position. Effective employee referral programs, the proper use of social media sites, effectively negotiating with recruiting and/or staffing firms, and connecting with educational institutions, constitute the additional four branches of an effective Hiring Tree to find success in the hiring process.Also covered are principles about the acquisition of an effective applicant tracking system (ATS) and understanding specific elements that must exist as part of the application process. Seller Inventory # 9798987437001
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