3 Practical Metrics for a Successful Recruiter

3 Practical Metrics for a Successful Recruiter3 Practical Metrics for a Successful RecruiterAs a professional in an HR field, recruiters often face difficulties gauging their personal successes. The assignment based nature of the role and continuous juggling act as you look to fill multiple positions across companies and even industries can make tracking your progress and growth all but impossible. There is, after all, a reason that people dont compare apples to oranges.Even with all these disparities among individual job fills and distinct tasks, there are still certain commonalities that you can use to independently judge performance, ensuring you remain at the top of the recruitment game. Here we break down the practical milestones, or metrics, that show progress and help track truly successful recruiters.1. Time to FillWhen it comes to being a successful recruiter, the measure of time to fill for any open position may be the gold standard by which to judge success. The last thing clients looking for new employees need is to have a vacant position sit stagnant for an extended period of time. Reduced staffing typically brings extra costs in terms of overtime, reduced response times and lower customer satisfaction. Having a low time to fill metric means that you can help your hiring clients reduce costs and button up uncertainties to maintain business continuity.Time to fill metrics can be higher than optimal for a variety of reasons that are out of a recruiters control. If your candidate resumes are rejected frequently by the employer, consider setting up an anfangsbuchstabe phone or in person interview with the person in charge of hiring decisions with the client in order to obtain a better idea of the type of candidate they may be looking for. Scheduling interviews closely together and consistently follow up for feedback from the interview are also key factors for narrowing the time it takes to close the hiring deal.2. Cost Per HireWhether its your weekly g rocery bill, that next auto purchase or filling a job vacancy, keeping costs low is always a desirable outcome. The cost per hire metric is important as it effects your clients bottom line and is one of the most immediate ways hiring managers will use to judge a recruiters success when deciding whether to go back to a particular agency or sitzordnung agent.When aiming to keep your cost per hire metric down, consider a number of different steps and be sure to factor in actual money output as well as the value of time spent. For example, advertising job opening on for pay sites or a recruiters own placement fee are immediately apparent to hiring managers. The value of time spent in the hiring process may not be immediately apparent on a balance sheet but will be felt and questioned by sophisticated managers and HR professionals. Ensure that your candidates show up to interviews on time and utilize scheduling, follow up and precise candidate targeting to minimize the time a client will be left with a vacant, non-productive opening. All of these actions will help reduce your cost per hire metric and have you looking like a recruiter super star.3. Time to Productivity (AKA the Onboarding Process)As an internal manager, hiring professional or recruiting lead you know that getting the candidate in the door is only one-half of the hiring process. Once youve found and hired your new employee there will be time and resources needed in order to get them up and running in a productive manner. This onboarding process is critical for both long and short term employee success and makes a valuable metric by which to judge the proficiency of any hiring professional.Starting out with quality candidates will certainly set the stage for a smooth onboarding. In addition, encourage first day and week training in company technology, procedures, and culture that will help avoid any unnecessary hiccups in administrative tasks right out of the gate. Next, ensure that the company or dep artment has in place a well-developed training schedule for the individual position. This schedule should focus on the key skills needed in the job description as well as a plan for thoughtful instruction in their areas that builds off of the previously learned skills. Each of these approaches will help create an efficient, smooth and quick onboarding process that benefits the employee and company.

What to Do in College To Help You Land a Job

What to Do in College To Help You Land a JobWhat to Do in College To Help You Land a Job11 Things to Do During College to Help You Land a Job After CollegeMake yourself a stronger candidate for your post-grad job search.As a recent high school graduate or new college student, you might not want college graduation advice or to be thinking about your life after college just yet.However, its never too early to begin thinking about your future. You dont need to know exactly what you want to do when you grow up, but you can begin to consider your professional persona and also take steps to help yourself land a job after your college graduation.As a recent college graduate, youll be considered an entry-level employee. This title implies that youll have little to no work experience to show on your resume. With that said, there are other activities you can participate in or focus on to add a bit of oomph to your resume that will catch a prospective employers attention. You can also begin to connect with experienced professionals and address other factors employers look at, like social media activity, when making hiring decisions.Below Ive provided some college advice, ideas, and tips to consider during your days on campus to help you land your dream job with more ease after your graduation. With a good dose of preparation and a dash of luck, you might even land your dream job prior to graduating, which is typically the goal. Join clubs and organizationsOne of our best pieces of college advice is to get involved Participating in clubs and organizations is a great way to show initiative. If you join committees, even better, as it shows you can handle several responsibilities (club meetings, committee attendance, keeping the grades up) simultaneously. Once you enter the working world, you might find yourself in a similar situation, and employers will take this experience into consideration.Find part-time workMany college students turn to part-time work to have some spendi ng money or help pay for college expenses. Another advantage of part-time work is the fact that it shows future employers that you are responsible and can hold down a job. Your supervisor could even act as a reference for future applications. Holding down a part-time job through college can help in getting a job after college. If youre worried about how to balance school and work, know that employers who hire college students typically understand that you need a flexible schedule, so you wont need to stress about scheduling conflicts.Start your own business or freelanceAlong the same lines as finding part-time work, nothing shows initiative to a prospective employer like freelancing or starting your own business. If you have any skills, like graphic design or writing, you could make some extra cash using freelance sites like upwork.com. Direct sales companies like NYR Organics, Jafra, and Isagenix can also be a great way to make some extra cash while adding to your work experience o n your resume. Do your research, though, to determine what would work best for you and to avoid potential scams.RelatedWays to Earn Extra Cash Outside Your 9 to 5Volunteer or get involved with the communityAnother way to get involved while in college is to start volunteering It shows good effort, initiative, and responsibility if you choose to get involved with charities or community organizations. Employers also like to hire people who care about supporting and helping others, as youll need to have such a perspective to work effectively in team environments. Keep your grades upThough grades arent the only thing an employer looks at, having good grades does make landing a job easier in many cases. You dont need to graduate with honors to land a decent job, but grades do impact an employers decision when youre first starting out as a new hire, largely because you have little to no work experience from which to base your performance potential.Socialize and enjoy lifeIt may come as a s urprise, but having a social life is just as important as keeping the grades up. Employers consider personality and emotional intelligence when it comes to cultural fit, and your social interactions are where these characteristics come from. Your life experiences also provide you with information to pull from during the interview process. At the same time, be responsible. A DUI or consequences from poor decisions and actions can have a negative impact on your future employment.Identify leadership opportunitiesIf you dont think it will add too much to your plate, consider a nomination for leadership roles, such as President or Secretary, for the clubs and organizations in which you participate. Prospective employers will notice this type of initiative on your resume, and the experience will also present you with more examples to pull from during your future application and interview process.NetworkIf youre in your later years of college, you likely have chosen a major and can now ide ntify industry-specific clubs and organizations to join and participate in. These are great networking resources to use for future opportunities, and you might even make friends that will be a part of your life for years to come. Networking online counts too. Its not too early to create a professional LinkedIn profile, considering that almost 90 percent of employers hired an individual via LinkedIn in 2014 per a report by Capterra.Mind your social media Ps and QsPer a 2013 CareerBuilder report, almost half of all employers surveyed use of social media to research candidates and reject many based on their social media activity, such as putting down current co-workers and companies, provocative photos, and more. Be mindful of your social media activity now to support you in getting a job after college.Related20+ Social Media Dos and Donts Every College Grad Should KnowConsider graduate schoolMany of us think well go back to get a graduate degree later, but life happens and it can beco me challenging to find the time. It can sometimes be easier to go straight through from undergrad to graduate school if youre inspired to do so. This is what I did, and it was the best decision I could have made as far as my education was concerned. It boosted my hirability and doubled my starting salary compared to what I would have been making with just an undergraduate degree.In some instances, going to graduate school right after undergraduate school also supports those who would like to focus on a different major because they arent in love with the discipline they chose as an undergrad (keeping in mind that some graduate degrees do require a certain type of undergraduate degree or course requirements to be accepted).Utilize your schools career counseling centerMost colleges have some type of career counseling or employment support center to help students create resumes, cover letters, and apply for positions. Take advantage of it if your school has one. Many departments also br ing in employers for students to interview with. This is how I landed my graduate internship and first job out of graduate school. Even if youre not interested in a particular employer, it can be worth it to apply to interview with them just for the experience of going through the interview process youll be better equipped to interview with the employers you do want to work for. It will pay off down the road even if you choose just one or two of the pieces of college advice in this list and take action during your college years. Doing so will put you ahead of the game when it comes to your competition during what can be a daunting job-search process after graduation.Click on the following link for more tips for your job search.How are you faring with bringing this together on a resume? Submit for a free resume critique to get objective feedback and find out.Photo credit college.library/FlickrRecommended ReadingThe Best Jobs for 2018 and What That Means for College StudentsJob-Search Tips for Recent College GradsTop Entry-Level Jobs for College Graduates

How to Enlist in the Army Special Forces - Option 18X

How to Enlist in the Army Special Forces - Option 18XHow to Enlist in the Army Special Forces - Option 18X18X (18 XRAY) isnt actually a Military Occupation Specialty (MOS), but you can select that as your pre-enlistment option as you depart for Basic Combat Training (BCT). You can still get to Army Special Forces from the Army and request a transfer to attend SFAS - Special Forces Assessment and Selection. But, the 18x is a way to guarantee the opportunity once the recruit completes Basic Combat Training, Advanced Individual Training (Infantry), and Airborne Training. A recruit who enlists in the 18X Special Forces enlistment program will attend Infantry OSUT (One Station Unit Training), which combines Army Basic Training and Infantry AIT (Advanced Individual Training), all in one 17-week course. Upon graduation, recruits attend Airborne Training at Fort Benning, GA. Jump School is a three week course where static line jumping is taught on a large scale. After jump school, soldiers w ill be shipped to Fort Bragg, North Carolina and attend a five phase program that will prepare them, teach them, and test and evaluate their capabilities to join the Special Forces Groups in the Army.Most Special Forces candidates come from the active duty side of the Army versus from the recruiting program. The recruiting option to speed up the SF pipeline is needed to create more eager candidates that may have not been willing to wait a few years in their unit before going to selection. Special Forces l One The Special Forces Qualification Course Phase 1A is four weeks long and will be a month of in-processing, intense PT, land navigation courses, and long and fast ruck marches. This phase was formerly called Special Operations Prep Course I (SOPC I). The Special Forces Qualification Course Phase 1B is a four week assessment and selection program that is designed to expose weaknesses in body, mind, or spirit. Soldiers will be tested psychologically, physically on runs, rucks, swims, obstacle courses, and more land navigation. Successful graduation and selection of this four week course will allow the soldier to enter the Special Forces Qualification Course to become an Army Special Forces soldier. This phase was formerly called Special Forces Assessment and Selection (SFAS). Special Forces Prep Course (SFPC) - This is a two week instructional course to help bring soldiers up to speed on small unit tactics, conducting raids, ambushes, recon, and patrolling as a small squad sized element.(Formerly known as SOPC II). For soldiers who cannot swim or have difficulty, there is also a two week swim program that they will attend prior to Phase 2. Common Core Training - This 19 day course will take newly selected Q Course soldiers and teach them the leadership methods of Special Forces with the Primary Leadership Development Course (PLDC), Basic Non-Commissioned Officer Course (BNCOC), as well as squad and platoon tactics. Special Forces Phase 2 Special Forc es Qualification Course Phase 2 is a combined small unit tactics (SUT) and survival, evasion, resistance, and escape (SERE) training program. Here they will learn more advanced patrolling techniques in the squad and platoon sizes, rifle and pistol marksmanship, as well as survival school where surviving in remote areas, avoiding capture by enemy forces, resistance and escape skills if captured. This is a combined 8 week course. Special Forces Phase 3 After fully assessing each Soldiers capabilities by testing his physical, emotional, and mental stamina as well as tactical skills, the soldier now has the opportunity to make a meaningful and educated decision about SF and his career plan. Now, the soldier will start to learn the tools of the trade and his career will be focused in one of the Special Forces MOSs. The SFQC teaches and develops the skills necessary for effective utilization of the SF Soldier.behauptung include foreign internal defense and direct action missions as pa rt of a small operations team or detachment. Duties at other levels involve command, control, and support functions. Frequently, duties require regional orientation, to include foreign language training and in-country experience. The SF places emphasis not only on unconventional tactics, but also knowledge of nations in waterborne, desert, jungle, mountain, or arctic operations. Phases 3 is known as the MOS Qualification Phase. For the enlisted Soldier, the decision concerning the four specialties will be made based on your training background, aptitude, and desire and the needs of CMF 18. During this phase, Soldiers are trained in their different specialties (1) 18B - SF Weapons Sergeant. Training includes Tactics, anti-armor weapons utilization, thefunctioning of all types of U.S. and foreign light weapons, indirect fire operations, man-portable air defense weapons, weapons emplacement, and integrated combined arms fire control planning. Training is conducted at Fort Bragg, North Carolina, and is 13weeks long. (2) 18C - SF Engineer Sergeant. Training includes Construction skills, field fortifications, and use of explosive demolitions. Training is conducted at Fort Bragg, North Carolina, and is 13 weeks long. (3) 18D - SF Medical Sergeant. Training includes Advanced medical procedures to include trauma management and surgical procedures. Training is conducted at Fort Bragg, North Carolina and is approximately 46 weeks long. (4)18E - SF Communications Sergeant. Training includes Installation and operation of SF high frequency and burst communications equipment, antenna theory, radio wave propagation, and SF communication operations procedures and techniques. Training culminates with an around-the-world communications field performance exercise. Training is conducted at Fort Bragg, North Carolina, and Fort Chaffee, Arkansas, and is 13 weeks long. Special Forces Phase 4 Language Training. All Soldiers will attend Special Forces Language school at the Special Operations Academic Facility, Fort Bragg, North Carolina. Languages are assigned in relation to the score from theDefense Language Aptitude Battery, (DLAB), which is taken either prior to or at the beginning of SFQC. Each Soldier must score at least a 0/0 to be considered language qualified. The language course in which the Soldier is selected to attend will most likely reflect the SF Group in which he will be assigned. Example language course lengths are Arabic Korean Polish Russian Czech Tagalog Persian Thai Serbo Croat (6 months training), and Spanish Portuguese French (4 months training). Special Forces Phase 5 The culminating training exercise is known as Robin Sage. During this 5 week course, the students will form their own Special Forces Operational Detachment Alpha (ODA), a 12 man team who will be tasked with simulated real world scenarios. Soldiers will be tested in a full array ofSpecial Operations(SO) classes, Direct Action (DA) Isolation, Air Operations, Unconventiona l Warfare classes, Isolation training, counterinsurgency, and foreign internal defense (FID) that ends with ROBIN SAGE. Individuals who fail any of the above training courses will have their enlistment contracts renegotiated to the 11B (Infantryman) MOS and will be reassigned to an Infantry unit. However, under the current policy, they will be allowed to retain any 18X enlistment bonus, unless disqualification is due to misconduct. The Army Special Forces soldiers are warriors and teachers. Being mature going into this profession is a requirement.