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Finding the right candidate for your open position isn't always easy. You advertise, receive dozens if not hundreds of emails, and still find that the talent isn't meeting your expectations. It might be your application process. Are your job descriptions scaring away potential applicants? Here are some dos and don'ts for job description best practices.

 

List the Necessary Skills and Experience

 

When reading a resume, it usually takes a few seconds to form an opinion. You scan the resume looking for the most critical information. The same is true with job seekers and your job description. They want to be able to review it and see what's most important. If they do, they'll read through the whole thing to learn how to apply. Make sure you're providing the most necessary skills and experience first.

 

Don't Weigh "Nice to Have" so Heavily

 

Many companies also rely on the "nice to have" items for the job description. But rather than seeming aspirational, you're driving more qualified talent away from applying. When you include these items as a part of the skills and experience needed, they look less optional for an applicant. You may be narrowing your focus and excluding people from applying.

 

Include Salary and Benefits

 

It used to be that salary was never included in a job posting, but times are changing. Knowing the salary range before applying is increasingly critical, and job seekers are now actively avoiding companies that aren't transparent about their pay. Include a realistic salary range without any hidden agenda and describe your company's benefits.

 

Show How Success is Measured

 

Job seekers don't just want to know the laundry list of duties on the job; they also want to know how their success will be measured. For a job description, this is the equivalent of applicants including accomplishments on their resumes. You want to see how they were effective, and they want to see how they can be effective.

 

Keep it Short and Simple

 

Using the resume analogy again, ensure you keep the job description short and simple. Sure, you want to include as much information as necessary to get the message across, but don't overcomplicate it. If your description is too long, even the most qualified candidates will avoid reading to the end and may choose not to apply.

 

Make Your Application Process Easy

 

As a part of this process, your application process must be accessible. A recent SHRM report shows that 92% of all job seekers abandon online applications. When online applications require candidates to jump through too many hoops, they will decide the company isn't worth working with. For example, if they have to upload a resume and then type in identical information, they're more likely to quit than complete it.

 

If you're still struggling to find the employees you need, get in touch with itec group!

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We live in a remote work era, and keeping your employees safe online is more important than ever. Without the protection of your in-office network, there are concerns about data security to and from your employees' workstations. If you're managing a remote team, consider these tips to ensure your cyber security is up to the task.

 

Educate Your Team on Phishing Scams

 

Phishing scams have become much more insidious in recent years. As much as we want our email filters to catch them, some still get through, and they look legitimate. Some are even using text messages to make it seem more urgent. Everyone needs to understand what to look for and what to avoid. Common phishing scams include:

 

· An alert about suspicious activity or login attempts on an account

· A problem with your payment

· A Conformation of personal or financial information

· An invoice you weren't expecting

· A Coupon for free products

 

Providing in-depth training on phishing scams is always a good idea, but also let employees know if they see a link or attachment they weren't expecting, to not click or respond.

 

Invest in a VPN

 

Another way to protect your company and employees' data is to invest in a VPN. VPN stands for virtual private network. When you set up a VPN, your employees will log in through that portal, and now all of their internet traffic will be through encryption. That encrypted tunnel means no one else can see your data, including hackers and your ISP. So when your employees are connecting through their at-home internet, business data is protected.

 

Keep Your Technology Updated

 

Cybersecurity is an industry that changes fast. A company's technology becomes outdated, and the current internet security requirements aren't compatible. Lead by example by completing system updates right away. Review software and hardware regularly to ensure your tech is consistent with the most up-to-date internet security requirements.

 

Encourage Strong Passwords and Multi-Factor Authentication

 

Another way you can lead by example and encourage your team to stay protected is to use strong passwords and multi-factor authentication. Yes, it can be hard to remember many unique passwords, but the number one way data is compromised is through hackers breaking codes for passwords. Creating strong passwords and using multi-factor authentication whenever available will add a layer of protection.

 

Ready to hire for your remote team? Get in touch with itec group!

 

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Upskilling is a popular trend right now. It may be the most effective solution for The Great Resignation. To upskill your team is to provide training to tap into their potential and learn new skills and technology that will benefit your organization and every employee. Forming a culture based on learning and professional development leads to higher employee satisfaction, engagement, and retention. Here is what you need to know.

 

Improved Retention Rates

 

Many people who leave jobs are looking for advancement that isn't currently available in their position. Offering upskilling will keep your employees engaged, and as a result, they may not look elsewhere for those opportunities. Be sure to increase salary when you offer changes in positions due to learning new skills.

 

Enhanced Company Culture

 

When you are a company with a reputation for investing in your employee's training and development, you will be able to attract more talent. This enhanced company culture will suit your recruitment process and overall employee satisfaction.

 

More Flexible Workforce

 

When your team has increased knowledge and skills, they offer a more fluid approach to your work. They can collaborate and solve more problems as they understand different aspects of the work. By knowing more and being able to do various tasks, you also decrease employee boredom and improve motivation.

 

Continued Learning and Development

 

The world is constantly changing and evolving. When you provide additional training and development for your team members, you have the means within your organization to stay up to date on the latest skills and technology.

 

If you need to hire this year, turn to itec group!

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Not all candidates are the same. You may find yourself struggling when you try to fit a square peg in a round hole. Not everyone will be a great fit, and that's okay. So, how do you know you're making the right decision? Here are six common red flags to watch out for in the hiring process.

 

Speaks Poorly About Previous Employers

 

Asking candidates about their current or most recent job is not uncommon. This can include details about their managers and working environment. This can be a concern if they volunteer negative feedback about their experience. It could point to a more significant problem with negativity or their inclination to have a similar experience in your organization.

 

Doesn't Share Similar Values

 

It's okay to hire people who share values with your company culture. A highly artistic and creative person isn't likely to thrive in an organization based on a lot of procedures, for example.

 

Not Prepared for the Interview

 

Job seekers need a certain level of preparedness ahead of an interview. If your candidate isn't aware of what the company does or the information from the job description, they may not be putting enough effort into getting the job.

 

Resume Seems Inconsistent

 

Did you notice some inconsistencies in their resume compared to their answers to your questions? Sometimes there are simple oversights, such as dates that are off by only a tiny amount. But other times, more significant red flags could indicate dishonesty in their resume.

 

Unable to Provide References

 

When you're ready to make an offer, job seekers should be prepared with references. If someone cannot produce a qualified reference list, that can spell bad news. Furthermore, Candidates should have spoken to professional references before submitting the list to you, so the people you call aren't caught off guard.

 

Doesn't Show Up on Time

 

Bigger than a simple pet peeve, not showing up to the interview on time can show a larger pattern. There may be exceptions if the person contacts you on their drive to let you know they've run into trouble or gotten lost, but pay attention to this behavior. It could grow into something that would be a red flag.

 

If you're struggling to find the all-star your company needs, turn to itec group!

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The increased use of Artificial Intelligence in our daily lives can make us feel like we live in the future. There have been some recent advancements in AI technology, and it's even playing a role in modern recruiting. AI can improve the hiring process, but it can also hurt it. Here are some things you should know about AI and recruitment.

 

How AI Improves Recruiting Processes

 

Artificial intelligence has a lot of great uses when paired with experts in various industries. For recruiting, AI serves to streamline processes to avoid too much administrative work so recruiters can concentrate on the more specific aspects of sourcing and placing candidates.

 

Saving Time

 

The most significant aspect of using AI is saving time in the recruitment process. AI technology can quickly scan existing resumes to return results so recruiters can start from that point forward. In the past, recruiters were responsible for reviewing an entire database of applicants to determine who would be qualified.

 

Removing Bias

 

AI also can remove unconscious bias from the processing of sourcing and recruiting. Unconscious bias is how our brains often try to see the commonalities in one another while ruling out the differences. AI can help avoid this pitfall in the hiring process.

 

Finding Candidates

 

AI can also assist in the sourcing of candidates. There are a variety of technologies currently available that can use AI to search comprehensive databases or job boards to help find qualified candidates faster so you can move directly into the contact phase.

 

Improving Candidate Experience

 

AI can also help improve the candidate experience. Knowing communication is critical; many companies are utilizing AI as ChatBots to help answer frequently asked candidate questions and maintain positive contact in the early stages.

 

The Problem with AI in Recruitment

 

AI isn't an infallible science. There are plenty of pitfalls around using AI in recruiting. For example, you can use AI to monitor skills testing, but the same physical indicators for cheating are often present in anxious people. AI can also miss details that might impact a candidate's performance. It's always best to combine AI with the human touch.

 

If you're currently struggling to hire, get in touch with the itec team of expert recruiters!

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Today, job seekers are looking for employers who value them and are invested in their career growth. One way to show appreciation to your team is by finding ways to invest in their mental and physical wellbeing. Here are low-cost ways to support every aspect of employees working with your organization.

 

Offer Mental Health Days

 

Understanding that employees sometimes need breaks to clear their heads should be acceptable in the workplace. By offering a robust PTO package without specifying the reasons for being out of the office, your employees can feel okay when they need to take time off.

 

Provide Access to Counseling

 

It's easier than ever to provide access to counseling and therapy. Your insurance provider may offer these services, or you can consider subsidizing a subscription to an online therapy platform such as Better Help.

 

Watch for Burnout and Create Solutions

 

It's crucial as a manager to watch for signs of burnout in your employees. When they lose interest and excitement about their jobs and the quality of work goes downhill, it's worth reaching out. Check with them and help create solutions to improve employee satisfaction.

 

Practice Gratitude

 

It's a small gesture, but it can go a long way. Creating a grateful culture is contagious; you'll notice when you're more thankful to your employees they express more thanks to their peers. Remember to thank your team for everything they do, not just the big things.

 

Offer Group Classes and Fitness Challenges

 

Access to fitness opportunities is an extra perk you can offer your team to invest in their wellbeing. You can bring in a teacher for a group class, maybe in Yoga or Tai Chi. Or you can create a fitness challenge such as counting steps.

 

If you're still looking to hire, get in touch with itec group!

 

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Are you dealing with high internal turnover? There are a lot of reasons you might see attrition among your employees. However, evaluating your company culture to determine if it could be the cause is always a worthwhile activity. When you dive deeply into your culture, here are five red flags you should keep in mind.

 

Overworked and Overwhelmed Employees

 

When you conduct an exit interview, do your employees indicate that they feel overwhelmed by their workload? If your employees are doing the work of multiple people, it's time to change how work is distributed. To alleviate this, consider hiring additional staff to take the workload off your employees.

 

Micromanagement

 

Another major issue with many companies is the existence of micromanagement. When your management team is so involved in day-to-day operations, employees feel frustrated that they have no autonomy to do their work. You've hired your employees because they are qualified professionals, so avoid micromanaging.

 

Poor Work/Life Balance

 

When your employees feel like they take work home with them, even on a psychological level, your organization's work/life balance is off. Give your employees ample PTO and options for flexible schedules or work-from-home arrangements. This can add value and provide a better balance between work and life.

 

No Clear Path to Advancement

 

Employees don't like to feel stuck. If they can't advance in your company, they will likely seek that advancement elsewhere. Provide your employees a way to grow their careers with continued learning and development and options to use new skills within your organization.

 

No Diversity Representation in Leadership

 

Another big concern for employees today is diversity within the company. This doesn't just mean hiring diverse employees but also practicing equity and inclusion by giving diverse employees access to leadership positions. Representation matters at all levels, including within the company's management and c-suite positions.

 

When you're ready to hire, get in touch with itec group!

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Congratulations, you've moved forward in your job search. Maybe you were even extended a job offer, but it's dependent on your background check. If you've never had an employment background check before, it's okay to feel anxious. Here is what you can expect when a company runs a background check on you before starting your new job. 

 

What Are They Looking For? 

 

Employers have various reasons to check backgrounds, but always know that background checks are only done when there is a bona fide business need. They might check information like work history, credit, driving, criminal, court, bankruptcy, military, and drug test results. Before conducting these checks, they will need to inform you about what they're looking for and why. 

 

What Can You Do to Prepare?

 

You may think there's not much you can do to prepare for a background check, but you'd be surprised. When you start your job search, do these things: 

  • Clean up social media and check privacy settings
  • Keep good records of past employment and education
  • Have copies of your documents on hand
  • Always be honest
  • Let your references know they may be contacted

 

 

What Industries are More Likely to Run a Check? 

 

Background checks are generally performed by certain industries that have specific requirements. For example, healthcare employees have a precise and rigorous background check before hiring. Manufacturing, transportation, government jobs, and financial services will run the appropriate background checks for their requirements. 

 

What Are Your Rights? 

 

It's crucial that you understand your rights regarding background checks. Federal laws protect your rights in these cases in both Canada and the U.S. Know what employers can ask. For example, employers can ask about education, previous employment, and public records such as credit or criminal history. They are not permitted to ask about personal health or genetics. You are entitled to the results of your background checks and if you feel like your background check resulted in discriminatory hiring practices, seek assistance. 

 

itec group still offers a wide array of career opportunities, check them out!

 

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Do you feel like your career may have come to a screeching halt? Maybe your career growth has stalled, and you're not quite sure of the reasons why. It's helpful sometimes to take a step back and reevaluate where you've been and where you want to go. Here are some possible reasons why your career growth has hit a wall. 

 

You Stopped Learning

 

Sometimes we stall out in our growth and development because we're burned out on the desire to learn anything new. But when you stop learning, you stop growing. Now is the time to reassess what you're doing. If you're not interested in learning more about the current path, it may be time to choose a different approach. 

 

Make a plan to learn one new thing a week. It can be something specifically related to your current position or anything else you've been interested in. Read personal development books, learn a new hobby, or take online classes. 

 

You're On Auto-Pilot

 

Do you ever feel like you're just going through the motions at work? You know your job and can do it with your eyes closed, so you do. You can quickly stall out in your career when you're running on autopilot. What's worse is you have a higher potential of making mistakes. 

 

Take a minute to determine the source of your dissatisfaction. What can you do to shake things up if you're running on autopilot? Take on a new project. Or, if you realize your current role won't satisfy your need for something new, it may be time to look for a new opportunity. 

 

You Don't Have an Action Plan

 

Maybe you're not moving forward in your career because you've never made a plan that can help take you to the next level. Sometimes something as simple as goal setting can help you break out of a rut and take your career in a new direction. 

 

Consider setting SMART goals to help you get to the next level.

  • Specific
  • Measurable
  • Achievable
  • Relevant
  • Time-based

Know what you want to achieve, how you will measure success, make it attainable and relevant to your long-term goals, and give yourself a deadline. 

 

If you're looking to get your career back on track this year, get in touch with itec group!

 

 

 

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It's no secret that there's a war on talent. The Great Resignation led to an employee-driven job market, so the competition between employers is high. While there are talented job seekers out there, reaching them before other companies will be critical. Finding qualified candidates can be challenging, and bringing them through the hiring process can be even more difficult. Let's share the pros and cons of decreasing your hiring requirements to increase your time to hire.

 

Make the Application Process Simple

 

Companies often think that making applicants jump through more hoops weeds out the less qualified candidates. However, the opposite is true. When you complicate your application, the top candidates will abandon the process. Ensure that your online application is simple for submitting resumes and essential information.

 

Determine Hiring Procedures to Eliminate

 

There may be other ways to cut out extensive steps for the hiring process. Some companies are concerned about eliminating measures such as drug screens or background checks. However, only using these screening tools for jobs that require them can help you cut back on the extensive process for other employees.

 

Reduce the Number of Interviews

 

It doesn't take long for candidates to get frustrated with interview after interview. It might start with a phone screen. Then they might meet with a recruiter or HR representative. Then they'll meet with the manager or supervisory. Then they might meet with the team, C-level executives, or a panel interview. Once someone has five interviews, they've started to lose interest. Reduce the number of interviews to keep qualified candidates engaged.

 

Ease Your Hiring Requirements

 

Another trend today in light of The Great Resignation is to reconsider some more strict hiring requirements. In a world where transferable skills are as valuable as experience, reducing dependence on college education, years of exact experience, and more can help you find great candidates with all the right potential.

 

Ready to hire? Get in touch with itec group today!

 

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