Hired 100 success stories from Ladders

Hired 100 success stories from LaddersHired 100 success stories from LaddersThousands of your fellow subscribers havefound new jobsin March on LaddersThey say in like a lamb, out like a lion about the month of March, Readers, and this March of 2015 has been a lionOnce again, weve had more activity from employers and recruiters on Ladders this quarter than ever before.Why? Because Ladders professionals are interested in a new job, and behave respectfully. While the typical job posting on LinkedIn or Monster gets hundreds (thousands) of unqualified applications, the typical job at Ladders gets just 14 applicants that are targeted, relevant, and interesting to the HR person or recruiter.So while we dont have the space to share them all, here are a hundred of the top positions landed by your fellow subscribers through Ladders.com in the past monthsTitleSalaryLocationVP of Finance$160KSan Francisco, CASenior Director of Operations$155KMichiganAssociate Director$140KNew YorkTalent Manageme nt Director$175KBerwyn, PASenior Director Talent Acquisition$160KFreemont, CADirector of Finance$100KPonte Vedra Beach, FLInfrastructure Manager$140KAustin, TXHR Director$115KSyracuse, NYMolecular Oncology Account Executive$85KMinnesotaManager$155KSan Francisco, CASr. EHS Auditor$110KDeerfield, ILSales Manager$125KChicago, ILEHS Manager Americas$98KHartland, WISr. Contract Sales Rep$83KCharlotte, NCDirector Product Management$168KShelton, CTRegional HR Director$125KIllinoisDirector, HR$125KMarietta, GAMarketing Services Director$165KChicago, ILProcess Engineer$80KGeorgiaAccount Executive$75KBurlington, MAHead of Direct Acquisitions$135KMiami, FLCFO$275KNew YorkSenior Benefits Attorney$110KMarietta, GASr. Program Manager$137KCleveland, OHFacilities Director$90KColumbus, OHWealth Advisor$156KIndianapolis, INDirector of Human Resources$110KSt. Louis, MODirector, Product Management$150KBoston, MAGeneral Manager$80KOmaha, NEVP of Sales$125KLos Angeles, CAVP of Technology$155KNew York, NY QHSE Manager$120KHouston, TXStimulation Consultant$117KDenver, CORisk Manager$70KCharlotte, NCMarket Manager$115KWauwatosa, WIVP Sales$77KBoston, MASoftware Quality$90KEnglewood, CONational Media Relations Director$160KChapel Hill, NCDirector Sales Operations$180KBlue Bell, PAIT Communication Leader$178KChicago, ILCFO$215KMcKinney, TXDirector of Operations$110KMichiganSales Director$92KAlbuquerque, NMDirector of Manufacturing$120KWisconsinSr. Relationship Manager$115KArlington, TXDirector of geschftlicher umgang Development$120KSeattle, WASupply Chain Manager$114KAyer, MASr. Manager$145KLos Angeles, CATrader$135KIndianapolis, INIT Operations Manager$120KBrandon, FLDirector of Emergency Management$70KHouston, TXManager, Program Management$127KKingsport, TNModeling and Simulation Engineer$105KCharlottesville, VAVice Pesident International Sales$130KCaliforniaDirector, Medicaid Consultant$180KAtlanta, GASr Director of Operations$120KAtlanta, GAVP Human Resources$125KPlano, TexasCHB man ager$85KLaredo, TXSr Account Manager$150KCanadaRegional Sales Director$164KThe Woodlands, TXBusiness Development Manager$100KPhoenix, AZConsulting mann an ihrer seite$187KUnited StatesSenior Software Engineer$115KPhoenix, AZDirector$150KFloridaSales Director$106KPhiladelphia, PADirector of Real Estate$140KColumbus, OHSenior Consultant$130KAtlanta, GACOO$200KSt. Louis, MOSenior Project Manager$125KLakewood, COVice President, HR Business Partner$150KAtlanta, GAEngineering Manager$110KTorrance, CADirector of Sales$140KSomerset, NJVice President$150KMooresville, NCHR, Business Services$100KKansas City, MOMarketing Manager$100KLouisville, KYStrategic Advisor$89KChapel Hill, NCSr. Program Manager$140KMichiganPlant Manager$130KIndianaSenior Client Executive$130KMichiganExperience Manager$83KNew York, NYDirector$100KEl Paso, TXSales Director$150KDenver, COVP Procurement$180KJacksonville, FLDirector of Client Services$150KNew YorkHR Business Partner$75KColumbus, OHInsurance Representative$80 KDartmouth, MASales Consultant$180KWashington, D.C.Field Service Manager$84KDayton, OhioDirector of Residential Development$185KNew YorkDirector of Strategic Development$130KHouston, TXDirector of Case Management$89KNew MexicoSr. Operation Manager$125KWaukesha, WISVP, Research Analytics$185KSan Francisco, CASenior Business Analyst$90KBrooklyn, NYDirector of Operations$170KDenver, COSales Director$175KAtlanta, GAAccount Manager$75KBoston, MASr. Director, Business Development$150KNew YorkSales Manager$77KBoulder, COSenior Director$140KWashington, D.C.Good luck in your search this week

14 Different Jobs at Music Festivals

14 Different Jobs at Music Festivals14 Different Jobs at Music FestivalsFrom hugemusic festivalsto yoga, dance, arts, food, and beer festivals, festivals are becoming a summer staple across the world. Of course, festivals dont produce themselves. It takes a diverse and hardworking team to bring a festival to life.Accordingly, there are a lot of different jobs associated with festivals. Some of these jobs are often full-time, while others are part-time. The benefit of all of them is that they allow you to play an active role in putting festivals together. 01Brand AmbassadorPeopleImages / Getty ImagesOf course, festivals cant rely solely on volunteers to get the heavy lifting done. Many festivals employ an operations team to assist with necessary but sometimes difficult tasks that need to get done on-site, like building sets, delivering equipment and supplies, keeping the staff fed, cleaning up, and anything else that may arise during the event.

Follow Up On Your Job Application With This Easy Template

Follow Up On Your Job Application With This Easy TemplateFollow Up On Your Job Application With This Easy Template Following up on an application can be tricky business. When should you follow up, and what exactly should you say? It can be difficult to know - if you dont have this schablone.Thats right Glassdoor has written a guide to knowing when to follow up - and a template you can use, word for word if youd like, to check in on the status of your job application.Here, well take you through our best application follow-up advice, with added career-expert insight and a template to use for your nextfollow-up.Youve surely heard that patience is a virtue, and that saying holds true when it comes to following up on a job application. So, if the job posting or the application indicated a timeline for the companys reply, you should try to respect it and wait to follow up until that time has passed. Another reason to wait? Sharlyn Lauby, founder of HR Bartender , says that waiting can actually warm hiring managers and human resources professionals to you. I know applicants want to set themselves apart early, she says. But take a moment to consider the companys perspective. If the company promotes a job opening and 50 people apply, and then all 50 people decide theyre going to try to find a way to contact the hiring manager . . . well, now multiply that times 10 job openings and youll see how that just delays the entire hiring process - which, of course, no one wants.When enough time has passed that you can follow up, try to find a direct contact. That may be a specific person in the companys human resources department, or it could be a hiring manager . It may take some research on your part, but try to find a personenname and email address.When you send a follow-up email, be sure to include your application materials again for easy reference. (After all, you dont want to make the human resources professional or hiring manager work to find out why youre right for the job.) As our guide points out, they may have a pile of applications they havent looked at, and you want to make it as easy as possible for them to review yours. Let them know your documents are attached.Your follow-up may be perfect, and yet, you still may never hear back from a company. We recommend following up no more than two times to the same contact person or company.Lauby actually encourages you to consider moving on not after a specific number of follow-ups, but after a certain amount of time. If an individual applies for a job and hasnt heard from the company after a week, they need to decide if they want to work for a company that treats applicants that way, she says. Same with, If I take the time and effort to follow-up with the company, and dont hear back, do I really want to work for them? And thats not a silly, emotional reaction. The way applicants are treated during the hiring process can be an indicator of the way they will be treated as an employee , Lauby points out.Now, what should you write, you ask? Well, thats what this simple email template is forI recently sent in an application for job title at company. Im sure you all are very busy reviewing applicants, but I wanted to touch base to make sure it got to you, and see if you had any updates on your decision timeline. Im still very excited about the position and would love the chance to talk more with your team about how my background in the most relevant thing about your past experience would really allow me to help your company something you would expect to help achieve in the role.Ive attached my application materials to make it easy for you to find- please let me know if you need any additional information. I look forward to hearing from you.No excuses now - go ahead and fearlessly follow up on those applications

What Got You Here Wont Get You That Promotion

What Got You Here Wont Get You That PromotionWhat Got You Here Wont Get You That Promotion4 steps you can take today to get the skills for the job you want to have.A friend of mine shared with me a piece of advice from his military training - he told me that his superior officers used to tell him The things that got you promoted this time will never get you promoted again.This is right on the money. Its also completely wrong, but well get to that later.The genius behind this idea is that you - your career, your personal brand - needs to continually evolve. You need to grow and increase your skills and knowledge base. And, most importantly, you need to show that you have the skills that it takes to succeed at the next level.Its also genius because of one of the hidden rules of moving up the career ladder Excel at the type of work that you want to do next.By excelling at the work that you want to do next, it will ensure that you are developing the skills that will get you promoted, ratzu sich than getting stuck, unfairly, at your current level.I know a woman who really wanted to move into a leadership role in her organization. She had proven herself an invaluable 2 - her boss felt comfortable handing over all the details and knew that she would execute effectively and quickly.Unfortunately, even though this woman was a leader in her community and knew she was a leader inside, she didnt practice those skills for the job that she wanted to do. When she approached her boss about extending her responsibilities, he wasnt as receptive as she hoped because he didnt have confidence in her ability to lead strategy.By excelling at her current responsibilities without stretching to the skills required for the next level, she killed her chances at being promoted. Moral of the story Find ways to step up and demonstrate your ability to do the work that you want to do in the future.Climbing the ladderThis can feel impossible as, generally, one doesnt get opportunities hande d to them to do their bosses work. And often we are completely overwhelmed with the task of getting our own job done, let alone taking on additional responsibility.Im bedrngnis going to lie and say that it will be easy or quick, but it is possible to create opportunities that will prove your ability to move up the ladder.Make a List Take 30 minutes to really think about the work that you want to be doing and exactly what skills and characteristics it would take to be successful at that endeavor. Make a list of the eight items you think are most important.Do Your Homework Occasionally, you may already have all of the skills or knowledge to excel in a new role already, but nine times out of 10, youll have to do your homework. Go on informational interviews, take an online course and borrow books from the library. Get your learning onBrainstorm Some Opportunities Now it gets interesting. One aspect that primarily comes up for those early in their career is managing other people. Perhap s you could hire and manage an intern or two over the summer, or you could own a small project and manage the team for it. You might also get experience to move into a management role by volunteering. Explore these avenues to gain experience.Put It into Action Pick one of the ideas above. Think about it from your bosss perspective and figure out how it benefits them. Then pitch it to them to make it happen - and be sure to highlight the homework youve done, too.By taking these steps, you not only start showing the skills for the job that you want to have, but you show that you are ambitious, driven and self-motivated (in other words, exactly the kind of person that companies promote).So what are you waiting for? Schedule a 30 minute meeting with yourself this week and get to work.At the start I said that while this idea was genius, it is also totally wrong. What got you here wont get you promoted again is completely correct when it comes to skills, actions and relationships in gene ral. What will get you promoted again is your personality, characteristics and integrity. So, keep working on self-awareness, understanding and improvementReposted with permission from Personal Branding Blog

12 Common Phone Interview Questions and Best Answers

12 Common Phone bewerbungsbewerberbewerbungsgesprch Questions and Best Answers12 Common Phone Interview Questions and Best AnswersBefore you einstellungsgesprch inpersonwith ahiring manager, you may be asked to take part in an initial phone interview. This is even more likely if youre interviewing for a freelance or remote position, in which case a telephone interview may be the only actual interview youll have. Phone interviews are conducted justlike in-person interviews. They are used by hiring managers and recruiters as a tool forscreening candidates for employment. Why Are Phone Interview Questions Important? Phone interviews can make or break your candidacy for a job. While they are a good means for an employer to save the time and costs required to interview candidates in person, they are by their very nature impersonal. In some cases, you wont even be talking to a hiring manager a human resources staffer or an administrative assistant may simply ask you a preset list of q uestions and record your answers for later review by their superior. These types of interviews thus come with their own special challenges. For one thing, a phone interview is likely the first time youll speak directly with a representative from the employer, and you wont be able to rely upon body language to build rapport. And, unlike emailing back and forth, a phone interview offers no chance to re-read and re-formulate your thoughts. 12 Common Phone Interview Questions and Best Answers The best approach to a phone interview is to come to the conversation prepared to answer any and all questions the hiring manager might ask. Review some typical questions and answers here, and youll have a great head start. Questions About Your Background The core purpose of telephone screenings is to segregate viable candidates from those who lack the necessary qualifications. You should be prepared to describe your training background and work experience in a way that persuasively demonst rates your strengths as a candidate. 1. What were your responsibilities in your last job? What They Want to KnowEmployers need to gauge your qualifications for the job, and they are looking for evidence that you have experience performing the tasks they require. The job listing is your best resource for answering this question. Dont waste time describing previous responsibilities that arent relevant to the position youre interviewing for. Focus instead on the job duties that match those listed in the employers job ad. My responsibilities closely paralleled those listed in your job ad. As an administrative assistant, I was responsible for data entry, developing Excel spreadsheets and macros for our sales teams, handling business correspondence, creating PowerPoint presentations, ordering office supplies, and arranging for the maintenance and repair of our office equipment. ExpandMore AnswersInterview questions about work history 2. What are your salary expectations? What They Want to KnowIn initial phone screenings, where employers may be screening dozens of candidates, salary requirements are a key point in deciding who will be offered an in-person interview (or will be hired directly for a job, if it s a freelance contract position). Its a smart strategy to offer a ballpark salary range, based on current data youll find through online salary calculators, but with the provision that you are open to negotiation based on other factors like benefits packages or desirable work/life balances. Well, Glassdoor.coms Know Your Worth tool indicates that paralegals with my level of experience take home between $47,000 and $51,000 each year here in Minneapolis. I myself earned approximately $49,500 last year Im happy to negotiate this level, though, based on other factors such as a good benefits package. ExpandMore Answers What were your starting and final levels of compensation? 3. What major challenges and problems did you face in your most recent job? How did you handl e them? What They Want to KnowThese questions are intended to evaluate your problem-solving capabilities and to ascertain how you operate under pressure. Be ready to provide an illustrative example or two of how you have dealt with difficult work issues in the past. After a corporate restructuring that dramatically reduce our workforce, our department was critically understaffed. In response, I rescued our productivity by cross-training three of our remaining staff to perform the tasks that had previously been handled by the personnel who were laid off. Expand4. Why are you leaving your job? What They Want to KnowRecruiting and hiring is an expensive proposition for employers, and so they want to hire personnel who are not only skilled, but are also likely to remain with their company for a while. They will also be judging your attitude and your tone of voice as you answer this question, so keep your response positive and upbeat. Dont be tempted to criticize your former employer or to complain about the jobs responsibilities. More Answers Why are you leaving (or did you leave) your job? I loved my work as a sales manager with ABC kollektiv theyre a great company, and they taught me a lot. However, when I was first hired by them I was single and free to travel extensively. Now that Im married with young children, I want to be able to come home most nights, so Id like to find a sales job where constant travel isnt required. Expand Questions About the New Job and the Company One of the best ways to rise above your competition in a phone interview is to show that youve taken the time to research the employers company, history, culture, and mission statement. 5. Why do you want this job? What They Want to KnowThis question isnt asking you about your personal desires and career goals so much as it is testing your understanding of the position youre applying for. Youll score extra points if you talk not only about the job, but also about the benefits of working f or the employer. My family have shopped at Harrows Department Store for three generations, and Ive never grown out of the thrill I get when I walk through your doors and see your merchandising its one reason why I decided to major in fashion retail in college. For me, helping to create your window displays would feel like working in an art studio its the creative sort of work I love. Im also impressed by how many of your employees have worked here for decades. Its clear that you treat them like family. ExpandMore AnswersWhat interests you about this job? 6. What relevant attributes/experience do you have? What They Want to Know Employers want to know that youve taken the time to think about your own suitability for the job. Before your interview, write down the primary requirements listed on the job ad and then write a corresponding list of your relevant experience. Keep this list in front of you during the screening, along with a copy of your resume, so that you can refer to it i f your mind starts to go blank. I have seven years experience as a corporate accountant as well as CPA certification, and so Im well-versed in general ledger accounting, tax preparation, AP / AR, budget development, and regulatory compliance tracking. ExpandMore Answers Are you overqualified for this job? 7. What can you do for this company? What They Want to KnowEmployers hope that youll prove to be a good return on their investment in hiring, onboarding, and training you. This question is also calculated, though, assess your enthusiasm for their operations and your confidence in your own ability to make a difference to their bottom line. For the past three years, I have triggered consistent quarterly and year-over-year gains, becoming the top-producing pharmaceutical sales representative in my region. Everyone at industry conferences talks about your fabulous incentive programs, and I know that, given my competitive mindset, I would excel as a member of your sales team. ExpandMore Answers What do you know about this company? 8. What challenges are you looking for in a position? What They Want to KnowThe best employees are those who proactively seek to improve their job performance and grow their skill sets. This question addresses what motivates your productivity. Im a problem-solver by nature. Thats why I thrive on the challenges of customer service theres no better feeling than seeing the smile on a stressed-out customers face after youve successfully solved a problem for them. ExpandMore Answers Why do you want to work here? Interview Questions About You These questions are asked both to assess your level of self-knowledge and to determine whether you would be able to fit in with the employers workplace culture. 9. Tell me about yourself. What They Want to KnowThis open-ended question is frequently used at the beginning of an interview to break the ice. Prepare for it by using the present-past-future formula describing where you are now, how you got here, and what goal you have for the future. Im an avid movie buff, which is why I attended film school at UCLA. I love everything about working as a production assistant, knowing that Im playing my part in creating films that will bring people joy. While Im content to be where I am now, I do dream of one day becoming a location scout. ExpandMore AnswersWhat are you looking for in your next job? What is important to you? 10. What is your greatest weakness? What They Want to KnowEmployers sometimes will throw this curveball at you simply to see how you respond. The safest approach is to explain how youve improved upon a skill that used to be weak. Im afraid that Im a perfectionist, which sometimes leads me to tinker on projects longer than I should. But Ive learned to counter this tendency by setting non-negotiable deadlines for myself and sticking to them. ExpandMore Answers How do you handle stress and pressure? 11. What is your greatest strength? What They Want to KnowAnswering t his question allows you the opportunity to showcase the fact that you possess the preferred skills the employer is seeking. Align your response to the primary requirements of the job. I am a superb, detail-oriented editor with a great command of the Chicago Style Manual. At the same time, I am very efficient and never fail to meet challenging deadlines. ExpandMore Answers What motivates you? 12. What type of work environment do you prefer? What They Want to KnowThis is another question that seeks to test whether you could be happy and productive in an employers company culture. Research the companys website before your interview so you can give them the answer theyre looking for. I thrive in team-based environments, both as a team member and, when needed, as a team lead. Collaboration really is my forte I enjoy bouncing ideas off of other people and serving as a sounding board for them as well. ExpandMore Answers How would you describe the pace at which you work? Tips to Answer Questions During Phone Interviews Here are a few additional strategies that will help you to rock your phone interview. Observe phone interview etiquette Dos and Donts.When it comes to gettinghired,phone interview etiquetteis just as important asin-person job interview etiquette. Thats because, regardless of the means of communication, a successful interview will get you to the next stage of the hiring process. Do a mock interview.Ask friends or family members to help you conduct amock interviewand record it so that you can hear what you sound like over the phone. Prepare your environment. Prepare a quiet, comfortable space for the interview itself, so that youll feel ready for the call. Prepare for tough interview questions. Preparing for thesetough interview questionswill save you from being surprised, should the interviewer decide to skip the easy stuff. And even if she keeps it simple for the phone screen, youll be happy you prepared for the harder questions that may arise in a face-to-face job interview later on. How to Make the Best Impression As the old commercial goes, you never have a second chance tomake a first impression. Another issue with phone interviews is that you cant rely onbody language(unless, of course, your phone interview is actually a video interview tips on that situationcanbefoundhere). It pays to take the time to practice answering common questions before your interview. Questions To Ask Your Interviewer In addition to reviewing the typical phone interview questions thatyoull most likely be asked, its alsoimportant to have a list of questions ready to ask the phone interviewer. Its very possible that the interviewer will ask, at the end of the conversation, Is there anything I havent told you about the job or company that you would like to know? Asking interested and informedquestions during the phone interviewcan affirm your commitment to pursuing the opportunity. Serious candidates want to know what its like to work at th e organization, whether theyll fit into the corporate culture, and where their careers might take them at the company should they get the job.

Special Education Resume Secrets That No One Else Knows About

Special Education Resume Secrets That No One Else Knows About Working with challenged people isnt effortless. The volunteer opportunities also help our students to set a connection by using their community, in addition to learn about the worth of volunteer services. Special ed teachers work with students that are abled differently or have some kind of disability. Even experienced teachers are needed to renew their licenses every fixed number of years, and several enroll in supplementary training or greater education programs to advance their career. The Unusual Secret of Special Education Resume If you wish to make an application for an education job position, make certain that you will choose an appropriate resume vorlage as your reference. Include an Education resume section to the peak of your document, therefore it is among the very first things an employer binnensees. It is essential for you to complete all of the information that may help you be considered by the empl oyer. When developing your work application documents, it is vital to incorporate the correct jargon and keywords. The Foolproof Special Education Resume Strategy Depending on the essence of disabilities and the reach of your position, you can manage and allocate support staff, like a teachers assistant or paraprofessional. You cant which varieties of disabilities students in your class will struggle with, so be certain you know basic information regarding wide range of disabilities before going to the work interview. For your objective statement to work, it has to demonstrate that as a teacher youve got the skills, knowledge, or experience to fit in the mission, vision, or aims of the school. It is essential for special education teachers to stay up-to-date on current trends and teaching procedures. A Secret Weapon for Special Education Resume You also ought to put work experience in the center section. Getting licensed is a huge plus. The Tried and True Method for Specia l Education Resume in Step by Step Detail Concentrate on your prior education, experience, highlights and an overview of what you can provide. A candidate whos applying in the area of education has to be in a position to assess whether he or shes fit for the education job position thats open for employment. Though an education resume can be utilized in other job applications, its leise unquestionable it is mostly employed by applicants whod love to be a teacher. Special education is full of acronyms and jargon a skilled candidate needs to be familiar with. Why Almost Everything Youve Learned About Special Education Resume Is Wrong Frequently, schools are going to have particular collection of needs they need to meet, and theyre going to be searching for candidates with strong experience supporting students with those particular needs. It is vital that you be certain that you know the type of student profile that the school has and the operations of the company with respect t o academic development and co-curricular support. If youre ready to submit an application for special education teaching jobs, make certain to think about the measures you will need to take to boost the chance of being selected. Collaborated with related service providers to fulfill the requirements of students. You may place Certification ahead of Education if you want. Teachers have to get certified. Differentiation is vital to success in the classroom and is a really common buzzword in education today. The Fight Against Special Education Resume Properly put them in the resume format which you will create so your discussion is going to be organized. If youre unfamiliar in writing resumes, you can check ourA Sample Resumes article to find better comprehension on writing one. The greater education resume is offered in PDF format. If this Special Education Teacher resume example was bedrngnis sufficient for you, youre absolutely free to review various other samples and tem plates from our website. Your targets and strong points that youre willing to donate to the school or institute. Be specific with the education position that you wish to get. While objectives do mark the start of resumes, they dont need to be written first. An overview of your overall abilities, achievements, and goals can certainly help your prospective employer to observe a total facet of you as a man and as a possible employee. The resume objective is among the most essential paragraphs in a teachers resumeif not the most essential. The experience section of your resume is possibly the most important section, since it really alerts principals to how much youve already done in your area. The objective statement is a significant means to present what you could do in a few sentences. For such situations, these examples are designed to serve as a guideline. Therefore, if youre seeking to apply to some other school or college or perhaps a career-counseling clinic, you will see that these resumes will produce the practice of job application very straightforward and easy for you. That small nudge may be the tipping point that receives the job. Ensure your resume is very clear and informative and targeted to the particular teacher job prospect. Include why youre a very good match for the job. Think also about the simple fact your audience is probably shuffling a slew of resumes. Therefore, if youre trying to apply to get a new job for a teacher, youve come to the correct place. It takes a particular person to do this exceptional job. To make it simple for them, weve got a wide selection of ready to use education resume samples. In our site, you can checkA Teacher Job Description Samples to see several samples associated with the role youre intending for. You must be very patient with them. Its fast and simple to use.

8 Reasons Why Your Employee Referral Program Is Failing

8 Reasons Why Your Employee Referral Program Is Failing Employee referrals are easily one of the most efficient and cost-effective ways of attracting talent to organizations. You can count on new hires referred by current employees to be fully immersed within your company culture in a matter of weeks.But sometimes employee referral programs dont bring desired effects and result in few, if any, quality hires. Here are some key reasons why your employee referral program might be failing and some tips to help you fix it1. No Information Flow About Open PositionsAs a recruiter, you clearly know what positions are open at the company. But if you never communicate unterstellung open positions to employees, how do you expect them to bring in quality candidates? Consequently, few employees participate in the referral program, and it slowly become irrelevant as a source of great candidates.You can use automatic tools to keep the communication flow open between you and your employees, or simply send weekly or monthly emails in whichyou list all open positions.2. You Fail to Keep Candidates in the LoopOrganizations often fail to engage with a candidate for weeks after interviewing them. Naturally, job seekers grow frustrated and turn back to the employees who referred them in the first place.Its your job to keep both candidates and employees in the loop about the recruitment process. It is also important to group referred candidatesseparately from candidates sourced by other means. This will allow you to stay informed about who referred whom and whether or not your employee referral program is actually resulting in great hires.3. You Never Change Referral RewardsIf you stick to the same referral rewards for a long time, youre effectively failing to excite employees about the opportunity to refer their friends. Naturally, as employees lose motivation to participate, you lose out on quality hires through their referrals. Shake things up fro m time to time to keep employees engaged in your referral program.4. You Use an Ineffective ATSApplicant tracking systems (ATS) are great for sorting through many candidate profiles and matching them to keywords in job descriptions.Butby reducing candidates to mere keywords, youre losing out on their industry insights, drive to innovate, and/or learning capabilities.When hiring through employee referrals, avoid running these resumes through the ATS, but keep another channel open to grant them priority in the recruiting process.5. You Fail to Respond to Referrals in a Timely FashionWhen and how you respond to employee referrals has a huge impact on your employee referral program. Many recruiters make the mistake of failing to respond personally to every referral that comes their way. A lack of a response or a response that comes too late can damage the performance of your employee referral program.Respond to each referralin a timely manner, and youll showemployees that their referr als are treated seriously and are worth the effort.6. You Never Set Expectations for Your ProgramLaunching a referral program without a clear objective is pointless. Determine what such a program can accomplish and set clear expectations for recruiters and employees alike. Keep communicating these expectationsthroughout the duration of the program and youll never find yourself breaking your promises.7.Your Site Isnt Mobile-OptimizedAreferral website thatisnt optimized for mobile is a serious mistake. It will limit the number of referrals arriving at your doorstep because employees do more work through mobile devices rather than their computers. Optimize your website for mobile, and youll be offering a great experience for employees willing to refer a quality hire on the go.8. You Exclude Some Employees From the ProgramExcluding certain employees from the program e.g., senior managers or HR professionals is another bad idea. Your motive might be transparency and fairness of the pro cess, but by excluding these people fromthe program,youll affect employee motivation. These figures should lead by example, and their participation in the program matters. If they dont participate, why should other employees?If you dont want to lose a considerable number of quality hires, address these problems with your employee referral program. Youll be on your way to making the mostof your current employees and the talent pools they bring with themselves.