Careers

Sourcing First For Culture Makes For A Productive Environment

As one of the keypoints or "Must-Haves" of a search, @PeopleOps we recognize that aligning candidates with companies based on a solid culture fit is important. While working with hiring managers across a variety of industries, we always make the extra effort to source candidates that directly relate to the hiring company's culture. It's part of our process. We really get to know our customers companies and apply that knowledge of their culture to our sourcing. It's no different for our own internal needs.

Here at PeopleOps, we value the hard work and production that our interns show us everyday. In hopes of returning the favor, and in light of great timing, we took an office Friday field trip to see “The Internship” recently. As an office, we grabbed some lunch together, and then saw the film.
 

 

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We recognize the importance of company DNA and look for certain “culture fits” when go through our hiring process. We want to work with people who we truly enjoy being around while also "getting it", because lets face it, we spend more time in the office than we do at home. Our senior staff is comprised of talented individuals who get along like friends, while also being great coworkers, and we hope to immerse our interns into that mindset as well. At the end of their internship, they may be offered a position to work with the big boys, so to speak, so instilling our company DNA soon is the best way to go, and what better way than to mock the idea of a coffee getting, copy making, down right horrible, internship? 
 
 

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Inspired Search

   Marketing department of all sizes have been recently talking about the transition of the context of marketing and how it gets its message to audiences.  The old montage of "stack it high and let it fly" is dead and gone.  Marketing teams are instead crafting hundreds, if not thousands, of messages that are now being delivered to small niche groups.

   What is most interesting is understanding why this shift is a must for marketing companies.  This is because, due to the absolute inundation of content, consumers authenticity radars have also become more evolved. Take, for instance, when companies try to cleverly craft YouTube videos that look like it was generated by real people, but was actually done by a production company and then they try to make that video go viral. The consumers' comment strings will tell the whole story.

   Here is the interesting thing, consumers are also candidates.  This means that the same canned messaging, job posts, and the corporate speak embedded in the job description are not going to cut it with the candidates you often are seeking.  I am aware that the candidate application pools often get overwhelming results in terms of applicants. However the applicant to hire ratios at most top companies is less then 3% and falling.  Why is this?  The best candidates are often not applying to the jobs.  Why? They are not looking at the promoted Tweets because it is not that interesting to them.

     So what is the cure? It's really a one-two punch.  You have to have a real, authentic, direct message.  When I say "You", it's whomever your job pitch man is: sourcer, recruiter, hiring manager, internal employee, etc.  Most, if not all, companies have this.  So why the lackluster results?  Is your pitchman inspired?  I am not talking about the corporate Kool-Aid drinking 'Yes Men.'  Your pitchman needs to be legitimately into the company...like the product, the services, what your company is working on, they buy into the big picture, or just basically give a rip about the organization.  Why does this matter?  It's the only way the messaging is going to resonate. Sometimes it's not what you say, but how you say it.  I hope whomever your pitchman is, they care about the company. If not, I hope you can quickly find someone who does. 

Do you legitimately care about the company you represent?  If you don't, maybe it's time you too become inspired.

 

Best in Breed; Not Necessarily Best Available

In today’s market, with unemployment rates nearly doubled in the last twelve months and the number of potential candidates for job openings steadily rising, it has become extremely difficult for hiring managers and recruiters to find the best potential employee. While sources such as mainstream job boards provide a hiring manager a large applicant pool to fill potential job openings, there is a wealth of vastly more targeted candidates who are often missed. There are a number of other sources to find the true “Best in Breed” candidates. Sources such as LinkedIn, Jigsaw, Spoke, as well as a wealth of individualized professional sites and forums give a trained sourcer a huge source of potential candidates to tap into. At PeopleOps, we have found especially for difficult areas such as for specialized law firms, computer science based engineering, etc… finding on-the-money candidates is the only way to provide true value. With these top quality candidates, We are able to present to our hiring authority a clear picture of the best applicants available. Having worked closely with hiring authorities, we know the time constraints placed on them. Hiring authorities are often busy with pressing job requirements and just simply do not have the time to “cut through the noise” and find the best-qualified candidate.