Talent Insider

Sunday, March 1, 2020

Ghosting is So 2019 - Make Way for Paperclipping

Love is in the air! And as the dating scene goes, so go recruiting trends. So what is in store for those who have weathered ghosting? Check out the latest dating trends and how we imagine they would translate into the hiring process, both for employers and candidates.
 
Paperclipping: Candidates who ghost an employer may reach back out suddenly when their other job offer falls through or an employer may reach out when their other candidate withdraws. Either way, a previous ghost suddenly reappears.
 
Dial Toning: When you connect with someone about a job and offer your contact info and then never hear from them.  Similar to ghosting, but it happens right away.

‘Glamboozled’: You get ready for the interview, which may mean clearing your schedule or dressing up to look the part, only to experience a last-minute cancellation.
 
Flatlining: The interview is zooming along and then suddenly silence rears its ugly head, and you cannot resurrect the conversation.

Fleabagging: Referring to the show Fleabag, instead of pursuing an unavailable love interest, in the recruiting world this is when you continually apply for jobs for which you aren’t qualified or go after candidates that are overqualified for entry-level positions.
 
Caspering: Another relative of ghosting, this one is friendlier, much like Casper himself. Instead of never hearing back at all, you get a short message, but then nothing.

Kanye’d: Ever had an interviewer or a candidate spend the entire interview talking about themselves? You’ve been Kanye’d.

While all this is meant tongue-in-cheek, it is important to take a serious approach to the hiring process. Avoiding any semblance of the terms above and respecting each other's time can go a long way in fostering a professional connection and hiring top talent. Contact Orion today to skip the silly games and connect with the right talent.

5 Tips for Fine-Tuning Your TA Processes with an Eye on Recession

Many Hiring Managers and TA professionals are busy fine-tuning their recruiting goals and budget for 2020, possibly even with an eye on a potential recession. With this in mind, Cory Kruse, President of Orion Novotus, recently shared five tips that companies should keep in mind with HR Morning.

1. Embrace a Total Talent, Data-driven Strategy. Gather workforce and business data to analyze the many ways human capital translates into financial and organizational health, and infuse those analytics into broader strategic planning efforts.
2. Ensure Your ATS Can Keep Up. The deluge of applicants that come with a recession is hard for any team to manage without strong technology.
3. Assess Incentive and Retention Plans. The key in making changes to the scope of programs designed to retain talent is to ensure changes are communicated with grace and honesty.
4. Get Employment Brand Creative. Consider ways to tap into shared company and employee values that don’t require extensive investment.
5. Evaluate Outsourcing Opportunities and Vendors. Identify areas of optimization early, and take action in advance of a slowdown.

You can also get ahead of the game by integrating an Orion Talent Hiring Conference into your plan. We will be holding 70 Hiring Conferences and Distinguished Candidate Conferences across the country in 2020, providing access to the military's top talent. 

Read more about Cory's tips here. Heeding these tips will mean your company’s talent acquisition processes can weather any possible economic storm.

How to Fuel Growth with a Leadership Development Program

In our latest employer resource, we explore Leadership Development Programs (LDP) in-depth and the ingenious method they present for mentoring your company's next generation of leaders. At Orion, we have matched many forward-thinking companies, like Siemens, Ardagh Group, Nucor, Owens Corning, and Lutron with Junior Military Officers to fuel these programs and drive business growth.

While there are no one-size-fits-all Leadership Development Programs, there is a general feel to an LDP that fosters an environment of growth. Overall, an LDP is a program designed to expose JMOs to different areas of your business, allowing them to experience professional growth and the ability to lead through all segments. Types of LDPs include Operations, Sales & Marketing, and Engineering Development Programs.

Additional Leadership Development Program features typically include:

- Offer rotational opportunities, hands-on mentoring, classroom development, networking opportunities, and varied assignments;
- Success is often measured based on the promotions, leadership, and business growth caused by these candidates;
- Requires candidates to start out at one location and then relocate to another office to learn about the corporate functions;
- May offer the option to complete their MBA;
- Candidates assigned a permanent position either at corporate or in the field at completion.

Leadership Development Programs are for candidates that want to learn, prove themselves as a valued team member, and have a desire to become a business leader. Ideal candidates include Junior Military Officers who are geographically flexible with strong growth/promotion potential and demonstrated leadership skills.

If you have already discovered the power of a Leadership Development Programs, we are here to help maximize your program with high-caliber Junior Military Officer candidates. If you have yet to create such a program, we can help!
 
Visit our new webpage to learn more about all about Leadership Development Programs and how they work to ensure your company is cultivating the best talent the military has to offer.

Free Recruiting Cost-Per-Hire Calculator

The first step to better recruiting is to understand what it is costing you. And recruiting a new team member costs far more than you might think. Both internal and external activities affect your cost-per-hire. This ratio, the total dollars spent for sourcing, recruiting and staffing for the total number of hires during a specific time period, is an essential metric.
 
To arrive at your true cost-per-hire you need to consider all of the following.
 
Internal Considerations
- Salary, benefits, bonuses and career development of your internal recruiting team
- Software and hardware costs: applicant tracking system, interviewing software, reference check platform, etc.
- Other fixed costs such as employee referrals, government compliance, etc.

External Considerations
- Third-party fees such as contract recruiters and staffing agencies
- Job marketing costs such as job postings, job boards, pay for performance job advertising, and social media
- Career fairs and college campus recruiting
- Travel expenses for recruiting
- External assessments such as background checks and drug tests

Once you have this info, add up all of your internal and external recruiting costs, and then divide by the total number of hires:
 
Cost per Hire ($) = (Total External Costs + Total Internal Costs) / Total Number of Hires
 
Figuring out your cost-per-hire by hand can be cumbersome, however. With this in mind, Accolo, a division of Orion Novotus, has developed a simple resource to help you calculate your cost-per-hire and better understand your recruiting budget needs. Our cost-per-hire spreadsheet shows all of the inputs you need to quickly calculate your cost per hire, and you can download it now.
 

What should your cost-per-hire look like? According to SHRM, an industry benchmark would be $4129. But, whatever your final number turns out to be, calculating it is a strategic exercise that will help to improve the cost-effectiveness of your recruiting process. We hope that you find our free Cost-Per-Hire Calculator spreadsheet to be an effective recruitment planning tool.

Podcast Series for Employers

Call To Order, a weekly podcast from Orion Talent, features an Army veteran discussing a variety of recruiting trends and the value veterans bring to the civilian business world.

Join Dave Lehmkuhl as he calls this meeting to order and reveals how military recruiting can transform your business.

Stay up to date with our latest episodes:

Hiring Veterans into Sales Roles

Leadership Development Programs - Best Practices for Building a Successful Program

Rich Cardona - Journey from JMO to Entrepreneur

A Candidate's Military Rank vs Your Open Position

JMO Hiring Ideas and Practices

Visit us online to listen to all the episodes, and read more about Dave. You can also subscribe via your favorite podcast platform or RSS feed, to automatically receive new episodes as they are released.

Listen on Google Play Music         podcast    

Military Hiring Conferences

Interview Junior Military Officers, Noncommissioned Officers and Enlisted Technicians Recruited for your Hiring Needs

An Orion Hiring Conference is your chance to interview the best military job seekers, selected specifically for your open positions. You will be presented with pre-screened, qualified and suitably matched veterans that are interested in your available opportunities. Click on the dates below to learn more about our upcoming hiring conferences.

West  

San Diego, CA March 9 (Military Technicians)

San Diego, CA March 9-10 (Distinguished Candidate Conference)

Seattle, WA March 27

South Central 

Houston, TX March 2

Midwest 

Detroit, MI March 2

Northeast 

Philadelphia, PA February 24 (Military Technicians)

Philadelphia, PA February 24-25 (Distinguished Candidate Conference)

Norfolk, VA March 23 (Military Technicians)

Providence, RI March 30

Southeast 

Jacksonville, FL February 21

Raleigh, NC February 21

Columbia, SC March 10

Career Opportunities within Orion

Account Executive Careers with Orion 

Orion Talent is currently seeking transitioning or former military officers with a strong record of achievement to join our Sales Team as an Account Executive. We are hiring for our Raleigh, NC; San Diego, CA; and Austin, TX offices.

As an Account Executive, you will be responsible for identifying and working closely with America's leading companies in order for them to hire transitioning military veterans and develop smarter hiring programs. Average total first year income for Account Executives is $80K+, with a goal of $100K+ in your second year and beyond. 

To qualify, you should have military experience, a Bachelors degree, and previous sales experience or a desire to succeed in sales. You do not need prior sales experience, as we will provide you the training, tools and resources needed to succeed.

Visit our Account Executive Careers with Orion Talent page to learn more about working at Orion, including a video, podcast, and webinar on our Account Executive positions.

Once you are ready to apply, the next step is to complete an online sales assessment.

If you're looking for a quick way to introduce yourself, please send an email that includes your resume to Isabel Jessee.   

Refer a Military Job Seeker or Client Company to Orion

job seeker
If you would like the chance to win a $50 gift card, enter into our monthly drawings for Client referrals and Job Seeker referrals. If your referral results in a hire, you will personally receive a $100 gift card as our way of saying thank you. As always, we will maintain your privacy and never share your information nor that of your referral. That's one entry for each referral that you submit - good luck and thank you for the referral!

Jen Murton won the Job Seeker Referral monthly drawing
and is the winner of a $50 gift card.