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August 21, 2023

Uncovering the Power of Project Managers in Your Small Business

Project managers are essential players in any business. They play a critical role in helping organizations meet their goals by overseeing projects from start to finish. But when it comes to small businesses, project managers can be a game-changer. From web design to podcast development, these skilled professionals can help businesses take their operations to the next level. If you do not have a project manager on staff currently, you should consider hiring one!

Defining the Role of a Project Manager

A project manager is the key figure responsible for planning, executing, and closing projects within a small business. They act as the central point of communication between different teams and stakeholders, and their role is to ensure that all aspects of a project are completed on time, within budget, and to the required quality standard. The project manager’s primary goal is to oversee all project activities, set clear project objectives and goals, allocate resources, and track the project’s progress to ensure that it stays on track. They are responsible for managing risks, issues, and conflicts, and they must also report on progress, budget, and milestones to stakeholders. 

Types of Projects Managed by Project Managers

Project managers can take charge of various types of projects, depending on the nature of the business and its goals. A few examples would be:

  • Summits: These are large-scale events that aim to bring together people with similar interests to discuss and share insights on a particular topic.
  • Web design: This includes website creation and maintenance, online marketing campaigns, and website optimization to improve user experience.
  • Course development: This entails developing and managing the production of educational courses, ranging from online courses to classroom courses.
  • Podcast development: With the rise of audio content, more and more businesses are venturing into podcast creation. Project managers can handle tasks such as scheduling recording sessions, editing and publishing podcasts, and developing marketing strategies.

In summary, project managers can help ensure that these projects are completed on time, within budget, and with high-quality results.

The Importance of Hiring a Project Manager for Your Small Business

Small businesses are often stretched thin, with limited resources to spare. As a result, it’s tempting to think that cutting corners on project management will help save time and money. However, this is often a false economy.  By hiring a project manager, you’re ensuring that every project in your business is run professionally, with clear objectives, milestones, and budgets. A good project manager can ensure that your team stays on track, that you meet your deadlines, and that your budget stays under control. 

Moreover, project managers bring a wealth of expertise and experience to the table. They know what works and what doesn’t, and can tailor their approach to fit your unique business needs. They can anticipate problems before they occur and find creative solutions to overcome them. 

Ultimately, hiring a project manager can help your small business save time, money, and energy, while ensuring that every project is completed to a high standard. By investing in the right project manager, you’re investing in the future of your business through the benefits they provide such as:

  • Improving project management
  • Helping your small business to stay organized. 
  • Providing valuable leadership to your small business team. 
  • Motivating and inspiring team members, and helping them to achieve their goals. 
  • Acting as a liaison between different departments, facilitating communication and collaboration.
  • Increasing productivity through a more streamlined operation.

If you need help hiring, check out our Small Business Concierge Services where we take care of everything for you so that you can focus on your company while we find your dream candidate!

 

 

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August 14, 2023

Are You a Job Seeker Feeling Frustrated? Tips for When You Don’t Hear Back

It can be disheartening to invest time and effort into applying for a job and never hear back, especially when you’re eager to start a new job. It’s important to remember that not every employer responds to all applicants; however, if you’re consistently not hearing back from any employers, it may be time to reevaluate your application materials. Let’s explore some tips for coping with not hearing back after applying and how to set realistic expectations for yourself as a job seeker:

Understanding the Hiring Process

The hiring process can be lengthy. Employers often receive a large number of applications for each job posting and it takes time for them to review each one. Additionally, there may be multiple rounds of interviews and assessments before a final decision is made. This means that even if you are a strong candidate, it may still take some time before you hear back.

Secondly, it is important to understand that not every employer will get back to you. It is a common practice for employers to only contact candidates who are selected for an interview or to let them know that the position has been filled. This means that if you do not hear back from an employer, it does not necessarily mean that your application was not strong. We encourage all employers to respond to applicants, especially those that have made it far through the hiring process, but unfortunately not all employers will respond. If you are worried about your application, you can always reach out to the company for a follow up.

Finally, it is important to remember that the hiring process can be subjective. Each employer has their own criteria for selecting candidates and what may be a strong application for one company may not be for another. Additionally, some companies use applicant tracking systems that filter out candidates who don’t meet certain qualifications or who don’t use certain keywords in their application materials. It is important not to take rejection personally and to keep applying to other opportunities. It’s also helpful to reevaluate your application materials and make sure they’re tailored to each job you apply for. With persistence and a little bit of luck, you’ll eventually land your dream job.

Reevaluating Your Application Materials

By taking a critical look at your materials, you’ll be better equipped to make any necessary changes and increase your chances of getting a call back from employers.

  1. Does your resume clearly showcase your skills and experience? 
  2. Are there any typos or grammatical errors?
  3. Is your cover letter tailored to the specific job you’re applying for?
  4. Employers often do a quick Google search on candidates before considering them for a position. Make sure your online presence is professional and appropriate.
  5. Are your references up-to-date and relevant?
  6. Are you using keywords from the job description in your application materials?

Tips for Moving Forward

It can be disheartening to not hear back from employers, but it’s important to maintain a positive mindset. Utilize your professional network to increase your chances of finding job opportunities. Attend industry events, connect with colleagues on LinkedIn, and reach out to friends or acquaintances who may have connections in your desired field. Networking can often lead to hidden job opportunities and help you stand out from the competition.

Most important of all, take this opportunity to reevaluate your application materials. Update your resume to highlight your most relevant skills and experiences. Customize your cover letter for each position to show that you’ve done your research and understand the company’s needs. Consider seeking feedback from our HR professionals on your resume, cover letter, and even your interview skills to ensure your materials are compelling and error-free. Additionally, you can use this time to invest in your personal and professional development. Take online courses, attend workshops, or pursue certifications that can strengthen your skillset and make you a more competitive candidate. We recommend our course Cultivate to set goals and work towards your dream job! Not only will this boost your confidence, but it will also make you more marketable to potential employers.

Don’t give up! Job searching can be a challenging process, but persistence is key. Continue applying to positions, following up with employers, and refining your approach. Remember that finding the right job takes time, and staying motivated and determined will ultimately lead you to success.

 

 

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April 3, 2023

The Perils of Mega Job Sites

The modern job search can be daunting and disheartening. With so many different online job sites, it’s hard to know which ones to trust and which ones will benefit you the most. Mega job sites, especially the free ones, can be a waste of time. They are often filled with irrelevant job postings sourced from outdated, unverified information. For businesses, they can be difficult to understand, hard to navigate, and nearly impossible to get a real person to help you. 

Free Sites Are Teeming with Scammers

It’s no secret that free job sites can be full of scams. There are countless stories of people who have been conned out of their hard-earned money by an unscrupulous individual claiming to be an employer or recruiter. They may offer you an attractive job opportunity or a large sum of money for a small task, only to ask for personal or banking information. Even when the job or offer turns out to be legitimate, it can be difficult to assess the validity of the source. 

If you’re looking for a safe place to search for job opportunities, then you should opt instead for a trusted resource. HireMyMom is a website dedicated to helping moms find legitimate work-from-home jobs and other flexible employment opportunities. We vet each and every listing, ensuring to the best of our ability that businesses are verified and trustworthy. On top of that, our database contains a wide variety of job postings so you can find the right fit for your skills and lifestyle.

You’re Just a Number

When you use a mega site, you become just another number in the sea of applicants. No matter how great your experience and qualifications are, you may have a difficult time standing out to an employer if they get lost in the thousands of resumes. Furthermore, your chances of standing out can be even lower if you don’t have an optimized resume or a well-written cover letter. It’s easy to get lost in the shuffle, and there are very few resources available to help you craft the best job application materials possible. Unfortunately, it doesn’t stop there. Not only do employers have to weed through thousands of resumes, but they also have to face scammers and fraudsters themselves. 

At HireMyMom, we provide a platform with job seekers who are serious about finding great remote opportunities and not just pressing a button to apply for every job they see. Because of our subscription model, we typically attract quality candidates who are serious about finding great remote opportunities. And small business owners love that because they don’t have the time to sort through hundreds or thousands of resumes and on HireMyMom, they typically receive a very manageable number of applicants making the hiring process much less cumbersome. Plus, employers and job seekers alike can get in touch with a real live human any time they need help!

You’re Competing with Hundreds, if Not Thousands

Even if you have the perfect resume and the best qualifications, there’s still no guarantee that your application will be seen. With such a massive pool of applicants, employers can afford to be picky, and your resume may never make it to the top of the pile. Plus, employers often get overwhelmed and only take the first few people who applied to the listing when it went live, leaving several other applicants behind. The odds are even worse for freelancers. Most job postings on these sites only list opportunities for full-time employment, leaving freelancers out in the cold. Furthermore, with so much competition, it can be difficult to get noticed and your rate of pay may suffer as a result.

This isn’t the case with Hire My Mom. By using this site, freelancers benefit from fewer applications and more personalized attention. Rather than competing with hundreds of other applicants, your application will stand out from the crowd and you’ll get the chance to show off your skills and talents. Additionally, since we are a paid site, the job applicant pool is smaller giving our job seekers a better chance of getting hired.

It’s time to find the job or employee of your dreams! Let us know how we can be of help.

 

 

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March 27, 2023

Overcoming the Fear of Hiring as a Small Business Owner

As a small business owner, the decision to hire new employees is an important one. It can also be intimidating and filled with anxiety. The thought of taking on the responsibility of providing wages and other expenses associated with hiring can be overwhelming. However, it’s important to remember that hiring is essential for the growth of your business. Let’s look at ways to overcome the fear of hiring as a small business owner and how to make the process easier:

Define Your Ideal Employee

It is important to take the time to carefully define your ideal employee or contractor before you begin the hiring process. This means taking the time to think about what qualities and skills you are looking for and which of these would be most beneficial to your business. Make sure to consider qualities like team-orientation, communication skills, work ethic, dependability, problem-solving abilities, and any other unique traits or qualifications that are relevant to your particular business needs. You should also think about the type of personality that will fit best with the company culture you are hoping to foster. By taking the time to define your ideal employee upfront, you will be better able to identify qualified candidates who possess the qualities and skills that you desire.

Create a Plan

The key to success is to create a plan ahead of time so you know what to expect. Start by making a list of all the tasks required to hire a new employee. This should include outlining what tasks this job will entail, what specific skills and experience you are looking for in your new hire, taking this information to draft the job post, then deciding what questions to ask in an interview to help you find the best candidate. Once your job posting is live, make sure you’re organized with the applications you receive. Consider creating a spreadsheet that outlines each candidate’s qualifications and notes from the interviews. This will help you easily compare each applicant and make your final decision. Additionally, establish a timeline for when you plan to make an offer and inform candidates. Outlining your expectations ahead of time will help ensure everyone is on the same page and save you time in the future. Finally, if this is your first time hiring, you may want to consult an experienced advisor who can answer any questions and provide advice on the best practices for hiring.

Hire for Potential, Not Just Experience

You want to make sure you hire the right person for the job, but you may be afraid to take a chance on someone without a lot of experience. However, this shouldn’t stop you from considering potential over experience. When it comes to hiring for potential, start by looking for someone who is highly motivated and eager to learn. Ask yourself questions like, “Does this candidate demonstrate a genuine interest in the position?” and “Do they have any related skills or knowledge that could benefit the job?” This will help you identify people who might have the aptitude for the role, even if they don’t have all the necessary experience.

Also look for candidates who have transferable skills. Are there any abilities they developed in a previous role that could be applied to your position? A great example of this is a mom who has to stay highly organized managing her family which translates into a very diligent personal assistant that can keep your calendar on track. Finally, remember that even if someone doesn’t have all the required experience, they can still be successful in a position if they are willing to put in the effort. Investing in a strong training program and providing adequate resources will help bring inexperienced employees up to speed more quickly. Ultimately, don’t be afraid to consider hiring for potential instead of experience when it comes to filling positions in your small business. There are plenty of motivated and talented individuals out there who just need a chance to prove themselves. By taking the time to invest in them, you could find yourself with a loyal and hardworking team member.

Take the Time to Train Your New Employees

While it may be tempting to simply have a new employee start working without any training, it’s important to invest the time and effort in training your new team members. Training doesn’t have to take long or be complicated. A comprehensive orientation process can cover all of the basics and ensure that everyone is on the same page. You can also break down your training into smaller pieces and offer ongoing education on specific topics.

When creating a training program, be sure to focus on the basics and make sure all of your employees understand the core processes of your business. You should also ensure that new employees learn how to use the technology they need to do their job. Having an in-depth understanding of your products and services is also essential, so make sure to include this as part of the training program. Finally, remember that while new employees will likely need additional guidance as they get up to speed, giving them a strong foundation at the outset can pay dividends down the line. It can also be helpful to get feedback from current employees on what they wish they had known when they first started so you can incorporate this into your new employee training program.

Set Clear Expectations from the Start

As a small business owner, you need to make sure that everyone is on the same page. Before hiring someone, you should let them know what is expected of them in terms of work hours, job duties, and any other relevant information — you should also communicate this to the rest of your team. They can help you through the hiring process, which can act as a support group for overcoming anxiety in this area. It is okay to share with your current team your fears about onboarding a new member. Getting their perspective in this area can be extremely helpful!

Make sure your new employee knows exactly what is expected of them, so that there are no surprises or misunderstandings. Let them know that you are available to answer any questions they may have, and that you are there to help them succeed. Ask them what their goals are and how they plan to achieve them. By having these conversations, you can ensure that everyone is working together towards common goals. Finally, make sure to document your expectations in writing. Having everything in writing can help keep everyone accountable and make sure that everyone is on the same page. It can also serve as a reference point if there is ever any confusion about expectations or roles.

We understand that even with these tips the hiring process can be intimidating. We have resources available that can help! Our Small Business Concierge Service can help you with the entire hiring process from helping you create a solid job post, receiving and reviewing incoming applications and resumes, conducting interviews, presenting you with the top 2-3 candidates and even helping with the onboarding process if desired. 

Or if you are interested in learning more about the hiring process on your own, we have a self-paced course called “Hiring Made Easy” that can teach you valuable tools to use such as what to know before you hire, what questions to ask during an interview and what the going rate of pay is for common roles. At HireMyMom, we are here to help you every step of the way. Contact us today if we can be of any assistance. 

 

 

 

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October 31, 2022

The Perks of Hiring People with No Experience

Hiring new talent can be an exciting and frustrating experience, especially if it’s your first time hiring employees. There are so many things to consider, like how much to pay, what benefits to offer and how to keep your new hires from leaving once you get them on board! But, how do you decide which candidate is right for your organization? Someone with years of experience, or someone with no experience? That greatly depends on which position you’re hiring for, but let’s explore the benefits of hiring someone who has no experience — this strategy can save you money and help you foster trust within your organization as you build your employee’s experience.

Finding the Right Fit

When you’re in need of someone to fill a position, be sure to think about what skills they will have that can be utilized at your company. There are many benefits to hiring people with no experience such as being able to train them and mold them into the perfect fit for your company. Plus, there is a lot less pressure on you when it comes time to make a decision because you don’t have any preconceived notions about who they are as an employee which can lead to better decisions. When considering hiring someone who has no experience, make sure they have skills that can be useful at your company and once hired, then take the time to train and coach them so they can grow into the perfect person for the position. 

These skills don’t have to come from direct experience in your industry; for example, if you run a marketing company, a potential candidate could put on their résumé that they have experience working with customers to persuade them to purchase a product from working the floor in retail — they just don’t have direct marketing experience. This is still a skill that can be put to good use at your company! In fact, in this example, this gives that job candidate a unique perspective into what consumers want that may have been previously missing at your business.

They Are an Investment

One of the biggest perks of hiring someone without experience is that they are an investment. A person without experience can be a great asset to a company because it takes time for them to learn and grow. When hiring people with no experience, you invest in them and their future because they become more valuable over time. Plus, there is less turnover when you hire people who have no experience because you build trust and loyalty by showing candidates you are willing to work with them and allow them to move up in your company.

They Are Eager to Learn

Hiring someone without any experience can be a risky move. There is always the chance that they will not be able to keep up, or worse, quit after a week. However, there are plenty of reasons why it might be worth the risk. For starters, you can find people who are eager to learn and will be happy to go above and beyond what is required in order to make themselves valuable. This can lead to your company having an influx of motivated employees who have the potential for growth and education. 

They Bring Fresh Ideas

Hiring people without experience can be intimidating because you don’t know what they’re capable of. But, it also offers many benefits that inexperienced managers might not think about. One major perk is fresh ideas. If you hire someone without experience, they’ll bring a new perspective to the company and help you find new ways to improve processes and increase your creativity. For example, if you have an employee who has been working for years on a particular project or product, they may not see other solutions that could help make the work process smoother and more efficient. In some cases, having an outsider’s perspective on things can be valuable because it’s likely they won’t be tainted by old habits or assumptions that others may be stuck in.

As mentioned before, hiring someone with experience versus no experience comes down to your company culture and the position you’re hiring for. There are benefits to both, but focusing specifically on those with no experience, they can be a great investment for your company! What has been your company’s experience hiring someone who has not worked in your industry? Let us know!

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September 26, 2022

How to Create a Winning Job Post

Any successful hiring manager will tell you that having a great job description (or job post) is vital to hiring great candidates. Without it, you may not attract any candidates or you may attract the wrong ones — and that’s not a good use of your time or money. We want to share with you how to create a job post that will attract the right candidates and increase your chances of finding the rockstar team member you need for your business.

Examples of What Not to Do

The number one thing we see is that some employers do not include enough information on their job posts. With the first example below, you will notice that minimal information was provided about the company and the position itself. We recommend including information such as the duties of the job, specific experience needed, any special skills you are seeking, the number of hours per week or month you are seeking as well as any other pertinent qualities, qualifications or skills needed. It can also be helpful to include a bit about the company and the culture that gives the candidates an idea of what it’s like working for your company. This helps ensure they feel like they would be a good fit for what you are looking for.

Our next example is getting more on the right track, but we recommend adding more details without writing a book. This post does a much better job explaining the position and offering some information about the company. However, the time commitment is still missing as is more specific information about what is needed for the job itself.

Examples of What to Do

We’ve compiled two of some of the top performing job posts on the site to share with you below. You will notice that the first post has quite a bit more information than our previous examples. It goes into detail about the company, what the position is about, what is needed for the position, and the commitment requirements.

You may not have this many requirements or qualifications needed and that is 100% ok. Your job does not have to be long to be thorough. In fact, super long job posts don’t perform well because it overwhelms the candidates so it’s important to state what you are looking for, the important points but not go overboard and write so much that you scare off potential candidates. This example below is one of our longer job descriptions but we are suggesting that you should have one this long. 

Our next example is very similar with lots of great details. As a bonus, this post states up front what the salary range is which can help find better job candidates that know what to expect from the beginning with regards to compensation.  Again, your job description does not have to be this long. We just wanted to give you some ideas of things you can include to help your job post perform better!

 

In need of more inspiration or ideas to kickstart your job description? 

We’ve put together a FREE Job Post template for our audience to help make this process easier!  CLICK HERE to download it.

Do you tips that have worked well for you in hiring or writing job descriptions? Share with us your tips to help other employers create the best job post possible.

 

 

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August 15, 2022

5 Tips for Hiring Help for Your Online Business

Online business can be very rewarding, but it can also be time-consuming and take up all of your attention if you’re not careful. In order to maximize your profits and keep your business growing, consider hiring help with certain aspects of it. There are several reasons why you might want to do this, including expanding your products and services, reaching new locations, or just to have more time to focus on other things like marketing or increasing your sales volume. Here are some tips to help you hire the right kind of help for your online business.

1) Understand the Different Types of Assistants

When you’re running an online business, there are a lot of different hats you have to wear. You’re the CEO, the CFO, the COO, and the list goes on. So it’s no wonder that you might need some help to get all of your work done. But before you start hiring, it’s important to understand the different types of assistants and what they can do for you. There are administrative assistants who handle scheduling, billing, payroll processing, travel arrangements and customer service. There are also operations or production assistants who manage inventory control, shipping & receiving or quality control tasks. And then there’s web design which is a specialty job that does not typically fall under the umbrella of an assistant position. It’s possible to hire more than one type of assistant at once if you’re working in more than one area of your business.

2) Know How Much Time You Need

If you don’t know how much time you need, you won’t be able to find the right person to help. Consider what tasks need to be done and how often they need to be completed. You may also want to consider your budget and whether or not you can afford to hire someone full-time or if you need someone part-time.

3) Know What You Need Done

Before you start your search for the perfect virtual assistant, take some time to sit down and figure out exactly what tasks you need help with. Once you have a good understanding of what needs to be done, you can start looking for someone who is qualified and experienced to help you with your specific needs.

4) Choose Your Candidate Carefully

When you’re hiring help for your online business, it’s important to take your time and choose the right candidate. After all, this person will be representing your company, so you want to make sure they have the right skills and attitude. Here are a few tips to help you choose the right person: 

  1. Ask if they have any other side jobs or if they work with other businesses. 
  2. Find out what their strengths are and what their weaknesses are, so that you can match them up with tasks that suit them best. 
  3. Ask how much experience they have in their field (for example: graphic design). The more experience someone has in their field, the better their knowledge of industry-specific terms, processes, rules and regulations.

5) Train Them Well

You’ve finally decided to take the plunge and hire some help for your online business. Congratulations! This is a big step that will free up your time so you can focus on other aspects of running your business. But before you hand over the keys to your virtual kingdom, there are a few things you need to do to set your new hire up for success. First, provide them with clear expectations and detailed instructions. Next, provide them with all the tools they’ll need to complete their tasks. Finally, have regular check-ins to make sure they’re getting it right and providing you with valuable feedback on how they feel about working for you.

What tips and tricks have you learned for the hiring process? Reach out and let us know!

 

 

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May 30, 2022

Do Personality Tests Help Employers Find the Right Person for the Job?

Personality tests are often used by employers to assess job candidates in hopes of identifying the right person for the job, and they’re becoming more and more popular in today’s competitive job market. The number grows yearly, but right now 22% of businesses actually use personality tests to find job candidates. But are personality tests effective? Does your personality really determine whether you can do the job well or not? And should employers even be using them at all? Let’s discuss some of the pros and cons of personality tests and how accurate they are in determining how a person will perform on the job, as well as how to best use them when hiring someone.

Why do companies use personality tests?

Companies use personality tests when hiring to get a general understanding of an applicant’s character so they can make an informed decision. People with certain personalities tend to work better in certain roles, and personality tests can help companies spot these trends quickly and accurately — but just how accurate are these personality tests, truly? While there is some debate over whether or not companies should use personality tests at all, most experts agree that if used correctly, they are generally very accurate, but they must be used in conjunction with other measures such as cognitive ability.

How do personality tests help companies?

By providing a fast, accurate, and standardized measure of the five primary personality traits (openness, conscientiousness, extraversion, agreeableness, and neuroticism), personality tests help companies narrow down their search to applicants who are most likely to succeed. For example, if an employer is looking for someone with a high level of openness but low levels of extraversion, they can save time by ruling out candidates who score poorly on that particular scale.

Are personality tests worth my time?

Yes, but only if you use them correctly. The key is to employ objective personality tests and a structured hiring process in which your hiring managers fill out personality tests at the same time. In other words, objective personality tests should be used to help hiring managers do the same thing they would have done otherwise—in essence, these psychological tools are just more sophisticated and more efficient than a good gut feeling. And for those taking the tests, it’s important to answer them truthfully to make sure you are a good fit all around.

In the end…do personality tests REALLY help companies hire the perfect person?

Yes and no. Personality tests can help you screen for the right candidate, but they are not the ‘end all, be all.’ We have seen these tests used successfully in the hiring process. In the most successful example we saw, the company sent the tests right at the beginning of the process to determine what type of personality traits they were looking for — but, they also had their staff take them (including the person who they were replacing) to help them narrow down what they wanted out of a candidate.

If they received candidates that tested at the complete opposite end of the spectrum from what they wanted, they declined moving forward. From there it was a sliding scale of what they accepted. The personality test, though, was just the beginning. They then had specific experience they were looking for as well as how folks answered questions in the interviews. As an employer, personality tests can really help when you post a job and you suddenly find yourself flooded with applicants. Just make sure it is not the only measure you are using! 

For employees out there, we know there are a whole host of different personality tests companies are asking you to take. It’s really up to you whether you want to invest your time in them or not. Some are fast and easy. Some are longer. You need to ask yourself, are you truly interested in the job in its entirety, or did it just sound okay?

And employers, that’s something you should think about too when adding in a personality test. How much time am I willing to ask from a potential candidate before things get serious with them? Because an extra long personality test given too soon at the beginning of the process might just chase your dream candidate away. It’s a balancing act, for sure. How does your organization handle personality tests during the hiring process? Reach out and let us know your take!

 

 

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April 25, 2022

Do I need to respond to every applicant that applies for a job?

Are you familiar with the term ghosting? This refers to when someone just leaves a situation with absolutely no explanation. You may have experienced this when someone left you hanging and possibly puzzled you as to why.

Have you, as an employer, ghosted job candidates?

Everyone here understands the struggles of being a business owner: there’s never enough time in the day, never enough help when you need it, or there are days where nothing goes right.

All of that plays into how you go about the hiring process. As a small business, sometimes you just don’t have the manpower to do it all. 

You’re probably asking, when is it considered ‘ghosting’ during the hiring process?

To be honest, there isn’t a clear cut line. What we can say is that the further someone makes it into the hiring process, the more they want to hear a response either way. Each company has its own steps to follow, but if you reach out to a candidate to express interest, it’s at this point that most job seekers start to experience ghosting.

77% of job applicants have been ghosted. That might be after an initial screening phone call, after one face-to-face interview, or after multiple interviews. In fact, some candidates have said they were ghosted by potential employers after a final job offer was submitted to them!

As an employer, ghosting comes down to a judgment call. There are lots of tools available to help you not leave job candidates out in the cold as to where their application stands. One thing we recommend is to write a generic template email saying thank you but no thank you. You can send this to all the candidates at once that aren’t moving to the next round, and that lets them know you aren’t ghosting them — which they will appreciate! You’ll appreciate it too because sometimes ghosting job seekers can lead to more of your time being eaten up when they reach out via phone and email to follow up on their application’s status.

But, what about the flip side?

What should you do as an employer if a candidate ghosts you?

In 2020, job seeker ghostings went up 18% from the previous year. The number one reason job seekers say they ghost employers is because they felt the job was not a good fit. Many applicants ghost early on in the process, but job seekers can wait until the last minute too. In fact, employers have reported that a quarter of new hires don’t show up for their first day on the job.

We’ve experienced this ourselves. We have even experienced new hires showing up for the first few days then ghosting with no explanation. In situations like this, what should employers do? Clearly communicate all expectations from day one. Do not close a job application (or, at least, do not stop the interview process) until a job seeker officially accepts a final offer from your company. Encourage applicants to ask questions. Once they are onboarded, schedule regular one-on-one meetings with them to continuously review expectations and allow them to voice how they are feeling. Be open, and they will follow your lead. If you’re looking for more tips, check out these 3 Mistakes to Avoid When Hiring.

We also suggest checking out these 10 Qualities to Look for When Hiring Team Members. Look for these qualities and their consistency through the interview process, and that will help you to not get ghosted once you’ve hired someone.

In a world of technology where we are all connected, we have never seemed further apart. Ghosting is happening on both sides of the aisle, but it’s for the same reason: either an applicant decided the job was not a good fit OR an employer decided the applicant was not a good fit. We suggest using tools available to send short notes to job candidates to let them know what is happening with their application, and be open and honest with your communication. 

Now we would love to know, do you send candidates something to inform them of your decision? How do you handle this process? Let us know!

 

 

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April 4, 2022

What should I do if a company ghosts me during the hiring process?

It’s not even a spooky season, but you might find yourself encountering more and more ghosts on a regular basis.

Are you familiar with the term ghosting? This refers to when someone just leaves a situation with absolutely no explanation. At least, that’s what the kids are calling it these days! You may have experienced this yourself during the hiring process: you spent lots of time putting together the PERFECT résumé, answering questions in a phone interview, spending time through lots of face-to-face meetings, and then…NOTHING?!?

Ghosting is becoming an all too familiar phenomena in the world of job hunting. In fact, 77% of job seekers have said that potential employers ghosted them. There’s no clear cut line for where ghosting occurs, but you can probably agree that the further you make it in the process, the more a yes or no becomes important to you. But what should you do if you don’t hear back?

#1 Reach out!

Companies ghost candidates for a myriad of reasons, but sometimes they aren’t ghosting you — they’re just working their way through the hiring process which can take some time. It never hurts to reach out and ask about the status of your application. This can show the company your dedication and interest in the position, and it can also get you some peace of mind to know where you stand. 

It’s important, though, to move on if the company is ghosting you. If you have tried to contact them several times with no response, that’s a good indicator they are going in a different direction.

#2 Never stop searching.

Until you have signed a final agreement with an employer, do not stop searching for jobs! This will make sure the hiring process is not at a stand still for you, and always work on innovating. Tweak your cover letter with these 5 tips to stand out to potential employers. Practice your interview skills with family and friends. Ask for feedback from companies that have been responsive to understand what you can do better.

#3 Don’t take it personally.

It helps to put things in perspective and understand that it wasn’t something personal that caused a company to ghost you. We’ve seen situations where companies received over 1,000 applications in a very short period of time which caused them to not be able to respond to everyone. We encourage employers (and employees alike) to communicate instead of ghosting, but there can be extenuating circumstances that prevent that.

One of the businesses that uses HireMyMom wanted to share with you what happens on the business side of things when ghosting might occur:

“As a business owner, I appreciate the tenacity of the person following up. My advice would be to continue that practice, while learning to let it go after a period of time. In my business, it is part of the process. Applying for a job is sales. You make your pitch, follow up, then move on to the next. It has never been my intention to ghost anyone. However, the very fact I came to HireMyMom to get help indicates my own inability to tend to every detail. At least from my side, it’s less about being rude than simply scattered and trying to keep too many plates spinning. Please don’t take it personally.”

Don’t worry, these sorts of ghosts won’t haunt you! If you’re getting ready to start your job search, check out these 14 résumé skills to help you stand out to potential employers. Ghosting is not 100% preventable, but you can refine your materials and skills to the best of your ability to stand out and make it hard for companies to ghost you! Just be open with your communication as to what you expect with your potential employer, remember that it’s just business, and always stay on the hunt for new job listings.

Are you getting ghosted a lot in your job hunt, or is this something you’ve never heard of before? Let us know! 

 

 

 

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