The recruiting category of the ExactHire blog discusses wide-ranging topics, trends, and best practices within and around the talent recruiting industry.

How to Approach Nonprofit Recruitment

How to approach nonprofit recruitment depends on your organization’s needs, priorities, and growth stage. This statement is not meant to dodge the immediate and urgent question of “how do I recruit the best nonprofit professionals?” Rather, the statement helps you focus on developing an ideal persona of the job candidates that will help your particular nonprofit organization succeed. Let’s take that statement and look at each piece.

Nonprofit Employment Needs

Every business–profit or nonprofit–begins with a core group of employees. At the very beginning, this may just be the founder. Regardless of the starting point, when a nonprofit seeks to add talent to its organization, it should first consider the talent it already possesses. This will prompt a couple questions and considerations:

  • Are the people we employ in the right positions? It’s not uncommon for nonprofit job seekers to gravitate towards organizations or missions that resonate with them. This may mean that they take any open position, rather than wait for the right open position. Consider: Is there an existing employee who can fill an urgent talent need better than the one they currently fill? This preliminary consideration will help ensure that recruitment efforts are focused on adding the right nonprofit professionals.
  • How will the employee grow with the organization? Employee growth is mostly expected. Job descriptions offer it, and job candidates talk about wanting it. However, it’s helpful to include context and a timeframe to this question. One nonprofit may need someone to build a marketing department over the next five years, while another may need a nonprofit professional to “do marketing” and other operational work indefinitely. Consider: Will the organization offer a growth path for the position? Being clear and honest about the growth potential for a position can help organizations avoid employee turnover or frequent reorganizing of staff roles.

 

Improve your employee experience: Guide to Choosing the Right HR Software.

Nonprofit Talent Priorities

Not all nonprofit organizations are built the same. Just as mission, vision, and values will differ from one organization to another, so too will the priorities. As it relates to nonprofit recruitment, employers will almost always have to make trade-offs during the candidate selection process, and so it helps to prioritize selection criteria to develop a candidate persona in advance. Let’s take a look at a couple criteria for prioritization.

Experience vs. Education

This is a standard consideration for almost any open position, but for nonprofits, the stakes are often higher. It is common for nonprofits to operate on limited resources– the refrain “do more with less” comes to mind. But a couple dangers may exist here.

One is to under-prioritize experience–maybe with the intent to save on salary and utilize “on-the-job” training to fill experience gaps. This can certainly work, but it will require more time to ramp-up a new hire. For smaller organizations or lightly staffed nonprofits, this time investment in training can negatively impact other areas of operations.

Another danger is to under-prioritize education–perhaps done with the assumption that having done the work will always trump knowing how to do the work. Having a “doer” on staff is a great asset…as long as they are doing the right thing, in the right way. Effective applicant screening and candidate interviews can mitigate this danger by verifying that the candidate’s experience comes with quantifiable accomplishments and examples of how the experience matches an organization’s needs.

Nonprofit Professional vs. For-profit Professional

Using again the example of recruiting for a marketing position, an employer could prioritize recruiting a marketing professional, a nonprofit professional who can “do” marketing, or (the gold standard) a nonprofit marketing professional. This is not semantics. Thinking through how these different candidate personas align with the needs of an organization is vital to not just making a good hire, but in making the right hire.

Additionally, prioritizing the skills and experience that an organization requires will tighten the recruitment target and, in turn, produce better candidates and a more efficient hiring process. If a nonprofit truly wants to do more with less, a well-defined recruitment target is essential.

Nonprofit Growth Stage

A nonprofit organization in year-one will need to approach recruitment quite differently than an organization with decades of institutional history. Differences may include the amount of resources (people and capital), organizational structure, community of supporters, network of partners and advisors, and scale of operations.

It is important for an organization to account for these differences as it considers nonprofit recruitment strategies. Strategies are not one-size-fits-all, and any approach to recruitment should aim to leverage existing advantages and resources without requiring significant investment in new ones.

Recruiting Strategies that Scale

It is tempting to follow the lead of larger organizations and attempt to implement their recruitment strategies. After all, those strategies often produce great results in acquiring widely-known and accomplished talent. However, these strategies are not always effective when scaled down to smaller organizations. Trying to do so will create an unnecessary risk of over-investing in a process that under delivers on results. And it cuts both ways too, when larger organizations underinvest by using small-scale strategies in recruitment.

For example, a multi-regional nonprofit may contract with a recruitment firm to fill high-level executive positions. The needs and resources of this large nonprofit may allow for this investment as part of a recruitment strategy. However, a smaller nonprofit would have trouble justifying such an expense, even for a relatively high-level position. It would be better off tapping into its existing network of supporters, advisors, and partners to fill the position.

The goal should not be to hire the most qualified candidate at all costs, but to hire the best candidate for the organization at the right cost.

Defining Your Approach to Nonprofit Recruitment

The unique characteristics of your nonprofit organization will determine your best approach to recruitment. Developing your approach is first a matter of identifying your needs, determining your priorities as it relates to those needs, and creating an ideal persona of the job candidate that will help your organization succeed.

Finally, be sure that your recruitment strategy takes into account your organization’s growth stage–including its size, resources, and scale of operations. Your best approach to nonprofit recruitment should not solely focus on the desired hiring outcome (hiring the best), but also on the desired impact of hiring (advancing your organization’s mission).

 

Nonprofit hiring software discount

 

Feature Photo by Jason Leung on Unsplash

Where To Find Hourly Workers

Is there a pool going on in the break room, betting on how long the new guy will last? Do you increasingly find yourself glancing at an hourly worker’s name tag before addressing her by name? Did the lab you use for drug test screens send you an enormous fruit basket for Christmas?

If these questions hit a bit too close to home, you need a new strategy for recruiting hourly workers. High turnover eats away at your profits faster than an unsupervised kid at the free samples table. Absenteeism, workplace accidents, and customer service can all be improved if you hire the right hourly employees.

Finding good hourly workers that will stick around may seem like a mighty task. But if you adjust your strategy and know where to look, you’ll find them almost as easily as a shrewd customer finds a reason to demand a discount.

Getting Good Employees in Hourly Roles

Before you try to figure out how to find employees of a company that relies heavily on hourly workers, you have to get clear about what you’re looking for. When you’re looking to find employees to hire, emphasize finding a person with the right attitude. Technical skills are easier to teach than a winning personality.

Getting and keeping good hourly workers is doable when you put as much effort into attracting applicants as you do attracting customers. Adopting a marketing mindset to your recruiting efforts is an obvious strategy when you value the people who work for you.

Need help improving your recruitment content? Start by assessing what you already have, using ExactHire’s Recruitment Content Scorecard.

The hourly people you hire play a key role in your customers’ experience and your brand perception. If a product breaks, the customer blames the company, not the guy working quality control. Likewise, if a cashier is unhappy, your company’s image takes a hit in the eyes of the customer.

Using assessments during the screening process can help you target the right person. But be careful to use the assessments at the right time. If you require them upfront with the application, you risk alienating good candidates.

But where to find hourly workers with the right skills, winning attitude and pleasant personality that will translate to a positive customer experience?  As with salaried employees, the best hourly workers are already employed and not actively seeking work. You’ll need creative ways to source these candidates.

Beyond the “Help Wanted” Sign

Job search aggregators like Indeed may be one of the best websites to find employees, but don’t stop there. There are countless niche job boards for hourly work, so take the time to review which sites make sense for your organization. Additionally, consider investing in applicant tracking software that can automate your job postings and even optimize your job board spending.

When trying to find employees, websites aren’t your only option. Develop relationships with local institutions where your ideal candidates congregate. These include high schools, colleges, or even senior centers.

If you use recruiting software, such as an applicant tracking system, you can create a talent pool that you can dip into for future openings. You can also use the ATS to flag and block low-quality applicants from future openings.

The Challenge of Hiring Hourly Employees

Hourly gigs get a bad rap. The problem isn’t just low pay. Too many companies treat their hourly workers as expendable. Hourly workers often take abuse from customers and aren’t respected by management. Recruiters tend to make rash hiring decisions because they need employees now. Also, many hourly employees use a phone to apply for jobs and do not have email.

You can do a lot to retain your good hourly employees by providing them with what they value. Treating them with respect and rewarding excellence are key. The golden rule applies: treat hourly workers the way you would want to be treated.

An employer looking for employees within this demographic needs to develop a strategy to find the best hourly workers. When deciding how to find employees, consider Craigslist and other job boards, as well as nontraditional places such as senior centers and veterans sites. You can use an applicant tracking system to easily manage the deluge of applications you receive.

Smart strategies while interviewing hourly employees can also help. If I am an employer looking for employees, I always examine the application process from the candidate’s perspective. Hourly workers are more likely to use their phones exclusively. So make your application process mobile friendly and use texting to communicate.

Using Job Boards Like CareerBuilder, Indeed, Etc.

Choosing the right job board for hourly employees will help improve the amount of quality applicants you receive. Indeed and ZipRecruiter are popular for hourly workers because they effortlessly match jobs to the user’s experience. SnagAJob is also a popular job board for finding work in retail.

Other sites, such as CareerBuilder, require hourly workers to sift through endless links and thousands of search results. Hourly workers may find Glassdoor, while useful, is too cumbersome because it requires users to create an account.

Probably the biggest complaint recruiters have about job boards is the swarm of unqualified applicants that accumulate in their inbox. You can help hourly workers self-select when you provide upfront and detailed information about the job. Information such as whether you require weekends or overtime can help steer undesirable candidates away.

An applicant tracking system can help you sort through hundreds of resumes you’re likely to get. You can use the search function in an ATS to find and sort the best hourly workers. ExactHire ATS has a built-in function that allows you communicate with job applicants via text. There’s no need to reveal your personal cell number.

Hourly Workers in Retail as an Example

If you’re looking for an example of the perils of high turnover, look no further than the hourly retail workers. The recruitment and selection of employees in retail is a never-ending process, even during those rare times all of your positions are filled.

Recruiting strategies for hourly employees almost always focus on young hourly workers. But high schools aren’t always the best places to recruit for retail. When you’re tossing around retail recruiting ideas, don’t underestimate older hourly workers, veterans, the justice-involved, and moms looking for part-time work.

Many companies treat high hourly turnover as an inescapable reality. But you can stop the talent leak that is draining your profits when you rethink your recruitment strategy. There are plenty of quality people to fill your hourly roles.

The best hourly workers aren’t necessarily looking for new jobs. But they’re always looking for an employer that will provide the benefits that matter most. Flexibility, appreciation, and respect are low-cost ways to attract these hourly workers. You can find them by marketing to nontraditional sources such as senior centers and niche job sites like recruitmilitary.com.

For more information on how to leverage software to meet the unique challenges of finding and retaining hourly workers, access our 30-minute webinar…or assess your recruiting content with ExactHire’s Recruitment Content Scorecard.

 

Photo by Mike Petrucci on Unsplash

What are the Tools of Recruitment?

There’s no doubt hiring managers face many recruitment method challenges as we work our way through 2021.

You may receive more applicants for your job openings as a consequence of the pandemic. But in the aftermath of one of history’s most turbulent years, companies can’t afford to bring on the wrong people just because there are more available. High employee turnover is simply too costly.

Additionally, recruitment methods, tools, and techniques are increasingly more sophisticated each day. Not only do you have to be on the right job sites, you have to get your job ad in front of your ideal candidates before your competitors. And that job ad has to be appealing and engaging.

Once you find a short list of people to interview, you need to create your strategy for choosing the best candidate. From coordinating your hiring team to administering employee assessments, the right tools can streamline and bolster your recruitment process.

Recruitment Methods

There are two primary types of recruitment methods: internal recruiting and external recruiting. Several innovative digital tools can assist you in every step of these recruitment methods. The right applicant tracking software (ATS) can help you manage both of these recruitment methods.

Both methods will use many of the same tools found in an ATS. These include hiring assessments and employment applications. You’ll also need a strategy and recruitment process flow for both methods. An applicant tracking system can help you find candidates and hire the best person whether you’re hiring from within the company or bringing in new talent.

If you’re searching for an external candidate, you’ll need to cast your net into the digital realm using job sites and social media. You’ll also need to engage your candidates where they are: on their smartphones. Your recruiting methods need to be mobile friendly, from the job application to text communications.

On the other hand, you’ll need some specialized tools for your internal recruitment methods. Ideally, succession planning is already part of your recruitment method process. Assessing your current workforce for qualities such as leadership potential and personality type can help you identify the roles in which they can excel.

You can use our Recruitment Process Content Scorecard PDF to analyze and rate your methods of recruitment. This checklist can help you identify areas for improvement from creating a description of your ideal new hire to writing a job ad that will attract the right candidate.

Whatever your recruitment method, you can use the latest recruitment tools and techniques to streamline your hiring process. Applicant tracking software can save you time with one-click posting to quickly advertise to multiple job search sites. You can also manage all of your communications from within the software and leverage customized assessments.

Recruitment Process Steps

Your recruitment process will go more smoothly if you break it down into stages. You can stay on track by assigning a deadline for each task and a stakeholder to bring it to completion. If you’re wondering what are the stages of the recruitment process, then check out our blog post here.

You can further kick the steps in your recruitment process into high gear by downloading our PDF Guide to Superhero Pre-Employment Screening.  This guide is packed with the best pre-employment screening tips to make your recruitment method a success.

Digital tools can streamline each stage of your recruitment method process. When choosing the right applicant tracking software, it’s a great time to rethink your hiring strategy and visualize your hiring workflow or flow chart. Think about the stakeholders who should be involved at different steps. You can then use the ATS to assign jobs, or candidates, to your hiring team from within the software.

You’ll also be able to measure your recruitment method results throughout the process as you zero in on the perfect candidate. A comprehensive applicant tracking system will gather data detailing your job ad’s performance across job sites.  Finally, an ATS can capture data over time so you know which recruitment methods are bringing the superstar candidates.

Digital Recruitment Methods

Digital recruitment methods, tools, and techniques can save time and improve the accuracy of your data. Directing applicants to a custom job site that has the look and feel of your company’s website can improve the applicant experience. A job site can also save data entry time because the content displayed there is automatically populated by your applicant tracking system.

A job site isn’t the only place where you can save time in your recruitment method and improve the accuracy of your data. With the right applicant tracking system which includes an employee onboarding platform, new employees can input their data into digitized employment forms. Much of this data can then be pushed to your payroll software.

Additionally, an ATS can take the place of redundant Excel files and paper trails by organizing all of your hiring information in one place. Your hiring team and other stakeholders can communicate and complete tasks from within the system.

External job boards are excellent resources when seeking external applicants. But multiple input screens and scattered passwords can prevent you from making the most of online job boards. An applicant tracking software portal will allow you to post your ad on all of your favorite sites with just one click.

The list of recruitment methods in the digital age will continue to grow. But you don’t want to waste time on the ones that don’t work. Tools such as applicant tracking software can help you keep track of the digital recruitment methods that yield the best results.

Regardless of the types of recruitment methods your organization uses, the digital age will extend your reach and make your results more successful. An ATS can make your entire hiring process more manageable.

Selection Methods

As you know, you need to carefully document your recruitment methods and selection process. An applicant tracking system can assist you with this and the associated compliance reporting.

An ATS can make your selection process easier in other ways too. You can use an ATS to rate each candidate. Once you have your short list of interviewees, you can communicate with each one from within the system and utilize integrated calendar scheduling to invite the best candidates to schedule interviews. You can even administer background checks and employment assessments.

Using employment assessment tools in your recruitment method and selection of candidates is an effective way to reduce the time it takes to find your new hire. If you have the right applicant tracking software, you can use custom assessments or choose from a list of industry specific tests.

Recruitment Methods And Savings

When you use the right recruitment method tools, you’ll save time and money whether you’re hiring within the company or bringing in a new employee. Your recruitment and selection process has a powerful impact on your company’s financial health.

It can cost upwards of thousands of dollars to fill each empty chair. Using applicant tracking software that addresses recruitment method challenges will save time and, ultimately, reduce employee turnover.

Download the Recruitment Process Scorecard | ExactHire

 

Image Credit: Photo by Kari Shea on Unsplash

Your Application Process is Worse Than You Think

During this global pandemic, many employers have struggled to remain in business. This is especially true for multi-location employers of large numbers of “non-essential” employees. These organizations weathered the storm of being forced to shut down operations for periods of time to ensure the safety of workers and community.

And while restrictions have loosened a bit, these employers may find that it’s not necessarily easy to rehire previous employees and attract new talent. What worked pre-pandemic, won’t necessarily work post-pandemic. This logic extends to the hiring process–and includes the job application.

Check out this fourth video in a series about identifying the excuses we often hear and the strategies that ExactHire has the experience to know make a difference in your hiring success.

Improve Your Job Application Process

Video Transcript:

Hi, I’m Jessica Stephenson with ExactHire, and in this video series I’ve been sharing the excuses that we frequently hear from employers. Excuses that are crippling their ability to engage and retain job candidates. Today’s quick excuse overview is rooted in denial.

So, in the spirit of admitting that you may have a problem as the first step toward overcoming said problem…Does this sound like something you’ve said…or thought…before? Our application process “isn’t that bad.”

Let’s say that you agree that a 50+ question application is ridiculous. Right????

But wait, when was the last time YOU actually applied to your own company? Have you EVER done it?

If it has been awhile, apply today! While you’re at it, count all the questions in your application. I hope you don’t come up with 28 questions for the picker packer job at your distribution center!

Next, how easy is it for job seekers to apply to multiple job opps at once? This key question is a significant differentiator in today’s job market.

Not every kind of job seeker cares to apply to multiple jobs at your company at once. But let’s think about which ones would…

Those who work hourly positions…and those available to work at multiple locations.

So, when thinking about the application process excuses your company is making…are you hiring a decent amount of these candidates?

How easy is it for them to apply for multiple jobs in one session? And, can they quickly see how close your jobs are to their home or bus stop?

Addressing these questions is one way to improve your applicant experience and fill your pipeline. Your job seekers and you deserve better. Check out the link in the post and learn how ExactHire can help you elevate your employment experience.

 

Schedule a demo with ExactHire now!

We’re ready to learn about your hiring process!

Check out the other videos in this series…

Application Process is Worse Than You Think
Job Seekers Aren't Patient in Hiring Process
Long Job Application | Hiring Process Improvement

 

Job Seekers Aren’t Patient Enough to Complete Your Whole Job Application

Do you struggle to find balance when it comes to gathering the right amount of information about job candidates during the employment application process? If you ask too many questions, your application conversions plummet and you’re left scrambling to find talent. If you ask too few, then it can be difficult to screen candidates well enough. After all, you’d rather avoid lengthening your interview process because you’ve advanced under-qualified individuals too far into the selection cycle.

This scenario nicely summaries one of the hiring process dysfunctions we regularly see with ExactHire client prospects. And in truth, many employers skew toward asking too many questions up front–with disastrous results!

This is the third video in a series about identifying the excuses we often hear and the strategies that ExactHire has the experience to know make a difference in your hiring success.

Job Seekers Aren't Patient | ExactHire

Video Transcript:

Hi, I’m Jessica Stephenson with ExactHire, and I’m here to share another “no excuses” hiring process video with you. If you find that your organization is guilty of this excuse, then don’t worry…I’ll share a strategy for overcoming it, too. Before you know it, you’ll be on your way to better job candidate engagement.

So here’s another excuse that some employers have been making for awhile… It will be too much work to screen later in the process.

I get it…”if you ask fewer questions up front in the job application, then you have less information to go by when it comes to screening your job candidates.”

However, your lengthy job application is going to dramatically decrease the number of candidates you’ll put through your hiring process–so, you may have some free time for extra screening on your hands.

In our current reality, you must decrease your application complexity because the opportunity cost of a long employment application, is more time sourcing more candidates because there isn’t enough talent in the pipeline. That is, talent who is willing to take 20 minutes to fill out your job application.

Let’s narrow in on a specific set of job seekers for a moment. Let’s talk about hourly jobs that don’t require a complex skillset. If a job seeker is targeting retail, quick service, distribution, or maybe cleaning and sanitation, he or she is applying to a category of job that may only require one interview before an offer is made. These industries just don’t have long hiring processes because many of the jobs have low barriers to entry.

In fact, according to Glassdoor Economic Research, some of the industries this type of job seeker would consider, have a very speedy interview process–like Restaurant & Bar–which averages just 10.2 days.

Since this job seeker persona’s potential position with you doesn’t require complex skills, there’s no need to ask them a ton of questions at the front of the hiring process…and because this persona isn’t as particular about the type of hourly job…if it is too much work to read through your job and complete an application…they’ll just apply to your competitors down the street instead.

What if you could have your cake and eat it too? What I mean is, have a short, initial application with only deal-breaker questions and get more applicant info as you need it.

Set expectations with job seekers that if initial requirements are met, they may be asked to complete more application steps later. Think of it as a progressive profile of your job candidates.

Job seekers will appreciate a short application up-front, as well as your professionalism in telling them what to expect throughout the process.

HR technology is making it easy to utilize multi-step applications. ExactHire’s hiring software can empower your organization to leverage this strategy and overcome its excuses. Check out the link in the post and let’s improve your job seeker employment journey together!

 

Schedule a demo with ExactHire now!

We’re ready to learn about your hiring process!

Check out the other videos in this series…

Application Process is Worse Than You Think
Job Seekers Aren't Patient in Hiring Process
Long Job Application | Hiring Process Improvement

 

What Are Some Examples of Recruitment Strategies

Organizations need to secure the best possible talent in order to be competitive. Companies that employ strategic recruitment and selection methods are better able to attract and secure top talent. Recruitment strategies involve positive employer branding, marketing directed by recruitment, and the ability to sell positions to high performing talent.

Strategic Recruitment

Strategic recruitment can and should be tailored to the organization but there is a basic outline of stages in the recruitment and selection process. The first phase is the preparation stage. It includes activities such as identifying which positions need to be filled, carrying out the job analysis, writing a job description, and establishing candidate specifications.

Preparing for your ideal candidate is a crucial part of the recruitment and selection process. An organization should develop a document outlining the plan, such as a strategic recruitment and selection pdf, which lists all of the knowledge, skills, abilities, and traits that the ideal candidate will have. Without laying the groundwork it will be difficult if not impossible to get the right candidates to apply.

In the second stage of the recruitment and selection process the organization needs to source those ideal candidates and get them to apply. Methods of recruitment and selection in this phase include advertising the job through traditional approaches such as the use of recruitment agencies, recruiting internally, talent searches, as well as print and web advertising. In most cases however, an organization would be wise to employ some more creative recruitment methods as well.

We all know how important branding is but it’s something we usually associate with the organization and customer experience. Did you know that branding is also an effective recruitment and selection strategy example? Employers should consider how their brand appears to potential employees and work on their employment brand in order to promote themselves as a good place to work.

These days just about all organizations have an online presence and most utilize social media platforms to engage with customers and launch marketing campaigns. Social media is a great tool to proactively source candidates and a good strategy in nurturing a passive applicant pool. Someone who is not actively looking for a job, might see a more lucrative opportunity and consider leaving their employer.

Sometimes the best candidates are closer than they seem. Employers should consider developing targeted employee referral programs to fill vacancies. Successful employees are often a good source of people similar to themselves and most would hesitate to bring in people with a poor work ethic or attitude to their place of business. A good referral program should focus on the best employees and offer the kind of rewards these individuals might want.

Selection Process

The final stage of the recruitment and selection processes is the converting of candidates to employees. The selection process begins with the screening of applicants to determine which meet the candidate specifications laid out in the first stage. Here the organization will need to analyze some of the documents used in selection and recruitment activities such as job descriptions and person specifications to match them with candidate application forms and CVs.

An organization can have a large number of applicants and it is best to use applicant tracking software and employee assessments to screen applicants quickly. It is important to maintain a fast response time throughout the recruitment process and it is possibly even more vital during the selection process. Nothing is worse than losing those best applicants to a competitor in the final stage after the organization has invested all that time and effort into finding them.

The most suitable candidates can be invited to begin the interview process. Preliminary interviews can easily be accomplished with the use of asynchronous video interviewing. This would allow a larger number of applicants the opportunity to outline their skills and abilities as well as provide the opportunity to give candidates more information about the job and company.

The final round of interviews is usually conducted with the hiring manager. This part usually requires documents needed for the selection process such as structured interview questions and benefits information. Somewhere around this time reference checks should be conducted and then the best candidate can be selected.

The last of the documents used in the selection process is the offer letter that is presented to any candidates who will be offered a position. Once the candidate accepts the offer and is officially hired, the onboarding process can begin. Thus the recruitment and selection process is complete.

Recruitment Strategy Example

Is your organization in need of more strategy in its recruitment and selection process? This recruitment strategy plan example doesn’t encompass everything but it’s full of ideas that your business can start using today. Your organization can build on this recruitment strategy presentation to make it your own.

When looking at how to develop a recruitment strategy you need to start with your employer brand. Your organization should have a clear brand to prospective employees which reflects the mission, culture, and values of your business. Start by thinking why someone would want to work for your company, build on it, and incorporate it in your website, social media presence, and communications.

Consider college recruiting as part of your recruitment strategy plan to scout up and coming talent. Attend college career fairs and get featured on campus job boards. You can even volunteer to speak at college events to generate interest and introduce your employer brand.

Create a well polished job listing which reflects your organization. The job post is a large part of your recruitment strategy and should reflect your employer brand. As a recruitment strategy example consider that the tone of your job listing will give the reader a feel for what kind of candidate you are looking for.

Develop a social media campaign and target the kind of people that are most likely to be the best candidates. Post job listings on your most active social media platforms, engage with people, and encourage the sharing of your content. Social media is a great place to begin preboarding. Bridge the gap between recruiting and onboarding more seamlessly and improve employee retention by giving people a clear idea of what it’s like to work for your organization.

Your social media job marketing campaign can target specific types of people but for employees with specific skills it’s worth exploring niche job boards. Look for industry or job specific websites that match your staffing needs. You can also explore professional organizations and post your job listings with them.

Often the most skilled candidates are already working and not actively searching for a job but that doesn’t mean they wouldn’t take a new position if it was offered. Look for passive candidates and introduce them to your organization and employer brand. You might be in a position to offer them that next career step they’ve been hoping for.

Now that we’ve explored ways to market your organization and get your job listings out to potential candidates, it’s time to talk about what you’re going to do with all those job applications that are going to come flooding in. Invest in an applicant tracking system to help sort through your candidates and convert them to employees. In fact, a good system can help you at all stages of your recruitment strategy and leverage artificial intelligence to find, attract, and connect with candidates.

Now that you’ve narrowed down the field and have identified the best candidates, it’s time to conduct some awesome interviews. Remember that the interview is a two way street. You are interviewing candidates for the position and they are interviewing you for a good fit. Develop a recruitment strategy presentation that will answer their questions and help them feel good about  the idea of working for you.

Out of the Box Recruiting Strategies

Organizations need to employ some out of the box recruiting strategies to make the most of what’s available to them and have a competitive advantage. Recruitment professionals know that putting an ad in the paper and waiting for the calls to roll in isn’t an option anymore. Employees know that businesses need them just as much as they need a job. Organizations must compete with one another for the best talent.

Recruiting strategies for human resources are constantly evolving. Some of the most popular recruitment strategies of 2019 as well as the recruitment strategies of 2020 have brought about some out of the box thinking that’s worth incorporating into your recruitment plan. Your competitors are likely doing so and you should too.

Bring out of the box thinking into your careers page and revamp it to be more attractive, user friendly, and in line with your employer brand. Get involved in trade shows and industry events to get eyes on your organization. Create a lucrative and ingenious employee referral program to leverage the talent you already have.

Evergreen jobs are those that your organization tends to need to fill most often. These job openings can be better filled with the use of strategies that differ from your main recruitment and selection strategy. Create a plan specifically designed for your evergreen jobs.

There are plenty more out of the box recruiting strategies that your organization could be utilizing. Develop a boomerang employee rehiring program. Don’t close the door on good talent just because it wandered out in search of greener pastures. Invite those employees back once they realize the grass isn’t greener on the other side; or, once their career interests and goals once again realign with your available development opportunities.

Consider whether a strategy of hiring more from within and making internal mobility a priority makes sense for your organization. After all, a lack of growth opportunities can cause the best talent to leave–while ample opportunity is attractive to potential job candidates. It’s smart from a financial perspective as well. Employees who earn more due to the raises and bonuses they’ve received over time can be moved to higher paying positions, and entry level jobs can be filled with candidates who are positioned to competitively start at the entry point of a job’s pay band.

Don’t be afraid to reach out to candidates that you didn’t hire the first time. Maybe the individual wasn’t quite suited to that position. Or perhaps there was someone else who overshadowed them–at the time or for that specific position. That doesn’t mean there is no place for silver medal candidates at your organization. If they made it to the final round the first time, there might be something there worth holding on to.

Innovative Recruitment Strategies

Currently some of the most innovative and effective recruitment strategies and practices are centering around the development of software solutions. Applicant tracking software will continue to become more important for organizations who are looking for a competitive edge. Automation and technology will certainly continue to drive innovative recruitment strategies.

People are working on the go more than ever. Employers can expect to have more mobile first communications with prospective candidates. Websites that are mobile friendly will continue to be an important consideration. Quick and easy features such as multi-job apply capabilities are going to appeal to a greater number of potential applicants.

Studies show that people reply to text messages much faster than emails. Perhaps that is why organizations are embracing text recruiting. Surely that’s one innovative recruitment strategy that we are sure to see more of as companies race to snag the best talent.

Recruitment and selection are perhaps some of the most important activities that an organization will undertake. Take time to develop a good strategy for your staffing needs. Everyone has a role in recruitment. Create a recruitment plan ppt that will clearly communicate your organizational recruitment and selection strategies as well as innovative ideas and get everyone on board.

Looking for Recruitment Strategy Ideas?

Check out this Guide to Managing Evergreen Jobs.

Guide to Managing Evergreen Jobs | ExactHire

Photo by Edmond Dantès from Pexels

How to Develop a Strategy for Each Stage of the Recruitment Process

What if your company managed its recruitment process exceptionally well? You would find and hire the right candidate on time and on budget. That new hire would evolve into a long-term, highly productive employee. If your company mastered recruiting, you would repeat this process over and over again.

And—get this—your entire organization would be twice as successful.

Data gathered by the SHRM Foundation found that companies that mastered their recruiting process enjoyed twice the profit margin when compared to companies with poor recruitment performance. It isn’t a surprising finding considering U.S. companies spend $140 billion to find and hire candidates.

Despite the investment and potential of the recruitment and selection process, too many companies treat it like a pesky maintenance problem. HR is expected to fill an open position quickly, as if the empty chair were nothing more than a missing cog in the wheel.

In fact, the employee selection process in HR management is an investment in the organization. The company should understand its employees are a key driver of the organization’s success. Then it can ask “what is the recruitment process” and “what are the steps of the selection process.”

Recruitment Process Steps

Articles on the recruitment and selection process often recommend breaking down the method of talent acquisition into actionable steps. These steps can be further managed using applicant tracking software.

The SHRM Foundation identifies five key steps in the recruitment process.

The recruitment process stages start with establishing recruitment objectives. With the objectives in hand, you can develop a recruitment strategy. This strategy will help you breeze through the next step, which is carrying out recruitment activities. With that third step completed, you’ll have the data you need for the last two steps: measuring recruitment results and evaluating recruitment efforts.

Talent Acquisition Process Example: Create Objectives

Your recruitment objectives should be the intersection of the company’s goals and an assessment of the labor market. The qualities you’re seeking in a candidate should align with the company’s mission. 

For example, if a construction company is angling to be more high-tech than its competitors, then it may look for workers comfortable using emerging robot and AI technology. An examination of the labor market will tell this construction company how plentiful these workers are. Using applicant tracking software, the construction company can customize an application to screen for these skills.

Knowing what you’re looking for in an ideal candidate and understanding how likely you are to find that person in the labor market will help you as you determine your other recruitment objectives.

Qualifications will likely come to mind when considering what is the first step in the recruitment and selection process. Next, you may set a timeline for having the position filled. While the position’s qualifications and timeline are essential objectives, HR managers can take their recruitment practices to the next level if they consider a few more goals.

As a recruitment process example, knowing how much the organization will spend on each new hire will help you coordinate with the company’s officers to plan for the highest return on investment. You’ll gain powerful allies when you help your company’s key decision makers understand how the resources expended to find and train new hires translates into actual dollars.

When talent retention is translated into dollar figures, you’ll recruit willing members to your recruitment team, starting with the position’s supervisor. You can work with this manager to update your position’s profile and assess how the role coordinates with the team.

The best recruitment process will help everyone who interacts with the new hire understand that finding the right candidate, supporting his success and encouraging him to stay with the company long-term is crucial to the company’s success.

Recruitment Process Step: Plan A Strategy

Once you know your recruitment goals, the next step is to devise your employer recruiting strategy to reach them. In this phase, you’ll create a recruitment process flow with actionable steps that will make your recruitment process a success.

You may find, while updating the job’s profile, that an entry level position requires knowledge of newer software. Your strategy can include applicant tracking software to create assessments to evaluate applicants’ competence.

If your open position requires a high level of performance, you may consider targeting applicants who are currently and successfully employed. If you have a tight deadline, your strategy may include generating many applicants in a short period of time. Software can help you track all of your applicants and help you ensure you’re complying with federal reporting laws to which your organization may be subject like Affirmative Action and EEO.  

Perform Recruiting Activities

The objectives you’ve already identified will help you access the types of recruitment process activities that will net the best applicants.

For high level positions, you may decide to use a recruiting professional. Such an expert will be especially helpful if your ideal employee is already employed. Industry events and old-fashioned networking can also help you find quality candidates who may not be actively seeking a new job. On the other hand, you may decide to use a local staffing agency for entry level positions. 

No matter what position you have open, job boards will help you cast a wide net. You can use applicant tracking software to post to multiple boards in one step. You’ll also be able to sort the applications by assigning a status to each one.

Measure Recruiting Process Results And Evaluate Success

Evaluate your recruiting process metrics as your search continues. Are you getting the number and quality of applicants you expected? If not, you may need to adjust your strategy. 

You can run applicant and job reports using applicant tracking software to access your progress. Ultimately, the success of your recruitment process will hinge on one result: a high-performing new hire that evolves into a long-term employee.

Formally evaluate recruitment process success annually. Then you can uncover which recruitment methods yield employees who are likely to stay with the company. Evaluating your recruitment process can have another benefit. Your results can convince decision makers that finding and retaining great employees can improve the company’s revenue.

You can make targeted improvements to the key problem areas you identify in your evaluation. For example, if you find that new hires are more likely to stay with the company for more than two years if they are referred by a current employee, you can create an employee referral program with incentives.

You may also find previous assumptions were unfounded. For example, you may have been favoring applicants with experience only to find the new graduates perform just as well and stay with the company longer.

Developing a strategy for each stage of the recruitment process does more than fill your company’s empty chairs. It significantly impacts your company’s success. A winning recruitment process strategy will find and hire the best candidates. It will also encourage them to stick with the company for years to come. Carefully planning and carrying out your recruitment strategy will help you make the most of a resource with boundless potential: your employees.

Want More Resources to Evaluate Your Recruitment Process? Download Our Scorecard!

Download the Recruitment Process Scorecard | ExactHire

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High Unemployment is Not an Excuse to Avoid Hiring Process Improvement

I’ve seen a lot of change in HR technology over the past decade as well as many employer pitfalls when it comes to leveraging technology to improve the quality of hire and increase the number of job applicants.

Those employer pitfalls have really stuck out like a sore thumb this year, as the global pandemic has had a profound impact on employer recruitment and retention success. Creating a great hiring experience has never been more important to workforce productivity.

The excuses your organization may have made in the past about why you haven’t taken the time to improve your recruiting process must be remedied if you hope to compete for top talent in a post-pandemic world.

This is the first video in a series about identifying the excuses we often hear and the strategies that ExactHire has the experience to know make a difference in your hiring success.

High Unemployment | Hiring Process Improvement

Video Transcript:

Pre-Pandemic Employment – THEN

Hi, I’m Jessica Stephenson with ExactHire, and to say that it has been a volatile employment year is a major understatement. Whether your employer has laid off people, or is in a hiring binge, it’s clear the pandemic has shed light on the more troubling excuses we hear employers make about their hiring process.

Before the pandemic began, companies were navigating a candidate-driven market. The job seekers called the shots…and companies couldn’t find enough candidates…fast enough.

At the end of February, nearly 158.8 million US civilians were employed–that was a 10-year high. And, the unemployment rate was at a historic low of 3.5% (Source: Bureau of Labor Statistics).

The employment landscape favored job seekers, and while we were in a much better economic position, employers had to rethink their hiring processes to attract and quickly hire top talent. That meant candidates received multiple job offers, employers boosted their total compensation packages and some jobs went unfilled for long periods of time.

Some of those were evergreen jobs…those are the jobs that some industries always have open 24/7, year round. Examples of evergreen jobs might include servers at restaurants, cashiers at retail stores, tellers at banks, direct support professionals with nonprofits…you get the idea. The positions for which multi-location employers, especially, are always hiring.

Pandemic Impact – NOW

Fast forward to now. We’ve made economic improvements and US unemployment has improved to 6.9%…though it’s still almost double what it was in February (Source: Bureau of Labor Statistics).

Some jobs are still on hold, and others are at peak demand in an unprecedented way. Like manufacturers of safety equipment, pharmaceuticals, medical devices, e-commerce sites, online meal delivery services and software companies.

And like I said earlier, the excuses employers are making…are more exposed. So, what’s that first one?

A Higher Unemployment Rate Doesn’t Mean Hiring Employees is Easier

Unemployment is still pretty high now, and it’s an employer’s market so I’m not worried about applicant volume.

Not so fast…even though you’ve likely seen an increase in job listing views, application starts and even submissions since the pandemic began, know that some people are still opting out of traditional working arrangements for many reasons.

These reasons may range from a new need to work remotely in order to care for others…to a lack of motivation to work because pandemic-related unemployment resources have exceeded their normal pay rate.

And for people who are underemployed and constricted to a specific schedule of availability due to a short-term part-time job, they aren’t giving your job a second glance if you’re not conveying that your organization is still working hard–even in an employer’s market–to attract and retain good hires.

The Pandemic is Still Impacting Your Job Candidate Pool

According to a Washington Post article referencing Bureau of Labor Statistics data in May of this year, “if you took the official unemployment figure, added in people who wanted a job but were not looking for one, and then included everyone who had been pushed into part-time work, you could say that 26.4 percent of people lost work or work hours in April.

But hey, things are better now than in April, right? Yesss…but let’s recognize that this year more than 1 in 4 workers were hit by the coronavirus fallout.

Navigating that experience had a significant impact on job seekers and that impact has lasting effects…effects that you must consider as an employer.

Strategy: Communicate Your Employment Opportunity Differently

Since there are no guarantees that you’ll convert applicants…even in this job market…you must communicate differently.

And I don’t mean just trying different media to communicate (although that is important), I also mean highlighting your solutions to the pain points that today’s job seekers want to alleviate.

If they’re reluctant to return to work for social distancing reasons and your job can be done remotely, prominently display that in your job description…and even your job title.

If you’re open to flexible working arrangements such as temporary work or variable working hours, mention that, too.

Dedicate a portion of your careers site to spotlight your response to the headlines of this year such as the global pandemic and the fight for social justice and racial equality. Weave your employment brand and core values into every piece of career content with consistency, variety of delivery method and sincerity.

And just like you’re not willing to settle for a warm body in a job seat, while applicants may need jobs…they’re not willing to settle at organizations that don’t have brands or values that align with their own.

Has your organization been doing enough to navigate this volatile employment landscape?

Interested in learning more? Watch this webinar on demand!

Pandemic Hiring Recruiting Webinar | ExactHire

Check out the other videos in this series…

Application Process is Worse Than You Think
Job Seekers Aren't Patient in Hiring Process
Long Job Application | Hiring Process Improvement

How Do I Attract More Job Seekers?

There’s no question that the quest to find enough, qualified applicants is frequently a priority for employers–particularly those with positions that traditionally have high turnover. Are you interested in a “chicken or egg” debate? In HR that question is always, would we rather have a large quantity of applicants or a batch of high quality applicants.

Employers obviously want both, but when they have to pick one or the other, in today’s pandemic-sensitized hiring environment, our clients are asking for quantity. Maybe they’ve decided that finding the perfect applicant is like finding the needle in the haystack and they want to hedge their bets? Maybe their organization decided years ago that having a specific, “middleman” recruiter wasn’t worth it given all the accessible hiring software platforms?

Whatever your reason, we hear you! You want more applicants! Here are five tips to get more applicants based on our team’s experience helping clients leverage technology to improve hiring experiences.

Darythe Anne Taylor
1. Share your job posting to multiple sites.

Share. Share. And share some more. Simple math will tell you, if you are interested in bringing in more applicants you must first reach more applicants. One of the best benefits of using the ExactHire ATS is that it can be your one-stop-shop for posting your job to your own career site AND pushing your job to other third party job boards.

The ExactHire ATS will automatically push your jobs to numerous job boards such as Indeed, ZipRecruiter, and Google for Jobs. There is more evidence that sponsoring job postings on these job boards can increase your applicant flow by 5X (Indeed)  ExactHire can work with you directly (and your third party job board representative) to make this work. In addition, you should not put all of your eggs in one basket!  ExactHire’s applicant tracking system “Promote” feature will increase your job’s visibility to:

  • state workforce development / unemployment offices,
  • colleges and universities,
  • diversity-specific job boards,
  • social media sites,
  • Potential referrals from existing employees
  • emails and newsletters with tracked links that may be customized within our ATS.

Kathleen McCoy-Anderson | ExactHire
2. Increase your chances of being found by job seekers.

Your job is now posted everywhere – various job boards, your website, newsletters, social media, on the highway billboard, etc. The next step is to make sure applicants are finding your job listings based on the content you included in the description. You don’t have to be a top salesperson or great at marketing to implement these few tricks, although, if you have someone on your team who is – ask that they take a look at your posting and provide suggestions.

Write distinctive and descriptive content

Start by making sure your job titles are unique. Job boards will often clump together similar job titles to prevent job seekers from encountering seemingly duplicated job descriptions. What’s the end result of this clumping, you ask? Well, some of your job listings may not be shown as often as others in search results–perhaps because you have two Server positions listed for the same location without much variety in their description text.

Do whatever you can to differentiate these titles and their descriptions. Consider adding your location, company name, ID number of the position, hours, or team name to the body of the description and/or the job title. If you are hiring two “Servers” the postings may be lumped together, but if you are hiring one “Server, Green Team, Weekdays only” and one “Server, Night Shift, North”, those two postings are less likely to be placed together as one.

Use hashtags on social

Use creative and professional hashtags to promote jobs on social media platforms like LinkedIn, Facebook, Twitter, Instagram, etc. Unsure of which hashtags to use? Start by adding the basics to the bottom of your posts and only use 2-4 hashtags total per job posting. Here is a standard list:

  • #nowhiring
  • #jobopening
  • #employment
  • #jobs
  • #hiring
  • #work
  • #career
  • #jobposting
  • #jobsearch

Job description keyword density matters

Writing repetitive keywords is crucial if you want job seekers to encounter your job listings on external job sites when they do specific, job-related keyword searches. “Enjoy food and people? Our position allows you to work with our great team and our loyal customers,” can be improved to read, “As a Server with Acme Co. not only will you become part of the Serving Team, but you will also get to serve and interact with our loyal customers.” This may seem extra silly and a bit extreme, but this example does demonstrate how you can swap words to make a bigger search engine optimization (SEO) impact (ie work with other teammates is replaced with work with other servers). The more often you can repeat the position title and other related job-specific keywords that align with the potential search queries of job seekers, the greater your chances of being found.

Nancy Meyer
3. Make it easy for more job seekers to show interest.

If quantity is really what you’re looking for, then make it easy for more job seekers to say they are interested in your positions. The ExactHire ATS makes this simple and customizable by allowing clients the ability to create multi-step employment applications! Implementing a short, initial application step is the quickest, easiest way for an applicant to raise his/her hand and show interest. In this hiring climate, think: contact information and a resume; or, contact information and no more than five job-specific questions. After you’ve screened the first step of the application, you can decide if you want the applicant to go to the next step.

Chantel Hatch
4. Over-communicate to job candidates.

Once you have an applicant’s information, keep him/her on the hook by quickly responding with professional communication. The ExactHire ATS allows you to utilize an instant ‘Thank You’ email template. Using the multi-step application process, you can invite the applicant to complete another section of the application seamlessly, and with little effort on your part.

Want to “talk” to an applicant quickly? No problem! The ExactHire ATS features two-way emailing and text messaging with candidates directly within the platform. This leaves you with no excuses for not quickly engaging applicants to start the interview process…or, for ghosting applicants when it comes to rejection messaging.

Randi Renee Shuck
5. Know what NOT to do with third-party job boards.

And last but not least, knowing what not to do when pushing your job listings to external job boards can be as important as knowing what to do. Job boards will often provide blogs or newsletters on how to operate most efficiently within their own platform. Because Indeed is typically one of the more popular websites for job seekers to search job openings, it’s critical to understand how its job content quality control process may impact the visibility of the job listings you share with Indeed.  To see if you may be excluding your jobs from Indeed inadvertently, review our tip sheet: How to Exclude a Job From Posting to Indeed.

 


Don’t fall into the trap of placing all of your eggs into one basket when it comes to creating visibility for your employer’s career opportunities. As I’ve discussed here, you have many avenues for creating awareness for the positions available within your organization–it just takes some attention to detail to make these tools work in your favor.

Need help strategizing on how to increase applicant flow for your company? We are dedicated to helping you utilize our ExactHire ATS to provide you with more AND better candidate results. Change doesn’t always come easy, but having the right team in place can certainly make it more pleasant. Let us know how we can help!