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

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…

Long Job Application | Hiring Process Improvement
Hiring Process Improvement | High Unemployment

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!

Release Notes: Tracking Job Application Abandonment and Improving User Experience

Release Notes: Interview Scheduling, Custom Tags, Job Previews and Maps Integration

How to Effortlessly Use Texting to Hire Hourly Workers

You only have to look at your smartphone’s weekly screen time report to know that the amount of time we spend accessing our phones is increasing at a relentless pace. Whether our pervasive mobile usage troubles or encourages you, it is undeniable. In fact, according to research done by Hitwise, the average device split for searches was 72% for mobile and 28% for desktop in 2017.

In consideration of the amount of time people spend doing web searches on phones, naturally we’re in a climate where employers must adapt and leverage mobile communication in their hiring process–particularly while unemployment is at an epic low.

Today, the name of the hiring game is speed, and this is painfully realized in industries that employ a large number of hourly, non-exempt workers. The reality of those employers is that if they hesitate to respond quickly, the competitor across the street has already paid their would-be new hire for their first shift.

Signs that you’re not effectively using a text recruiting strategy

We can and should all continuously experiment with and tweak our hiring processes. The hiring landscape changes so quickly that constant attention is required. However, there are telltale signs that help identify when your organization has a more significant mobile communication problem.

Phone ghosting

I was initially surprised a couple of years ago when I heard that many employers of hourly workers, in particular, struggled to get candidates to respond to phone invitations for an initial interview. If your recruiters are frequently encountering full voice mail boxes when reaching out to schedule a conversation; or they discover that a candidate doesn’t even have voice mail set up, then it’s time to try something other than a phone call.

Candidate shelf-life

It’s not uncommon for employers who rely on large numbers of hourly workers to empower the managers and assistant managers of various store locations to screen candidates and invite them to proceed in the hiring process. Because hiring is just one of myriad operational responsibilities for these managers, they don’t always respond to candidates as quickly as may be necessary in this job market.

This failure in prompt candidate engagement all too often sinks a retail location’s recruiting efforts before the ship even leaves port. Or, maybe a manager is in such tremendous need of candidates that he recognizes this deficiency and immediately calls or emails new applicants. However, because many hourly workers tend to fill positions that aren’t necessarily accompanied by a desktop computer or an office landline, their tendency is to communicate via text rather than voice mail or email.

If a job seeker doesn’t recognize a general manager’s incoming phone number, chances are she’ll avoid taking the call–meanwhile, if she has applied to multiple hourly positions, a savvy competitor is grabbing her attention and her time via text before she checks her inbox.

Standardizing communication and respecting candidate privacy

In the absence of a strong hiring software platform that allows managers to contact job candidates via text message, many managers of hourly workers will resort to their own smartphone to contact applicants to connect for an interview.

This is commonplace; however, it isn’t in the best interest of the employer. In many cases, these applicants were not prompted to opt-in to receiving text messages during the job application process–why would they if the applicant tracking system didn’t support text messaging?

Not only is this a privacy concern as it does not allow job candidates to formally opt-out of text messages once they are initiated, but practically speaking, candidates won’t necessarily be on the lookout for text communication from your organization.

Arguably, they will probably quickly adapt given that texting is second nature to many of them, but your organization is missing an opportunity to set expectations about the hiring process and endear itself to candidates…candidates who are in hot demand.

Moreover, when general managers take texting candidates into their own hands outside of an ATS, there is no guarantee of adequate communication documentation with the job applicant. By utilizing applicant tracking software that includes in-application texting functionality, an employer is ensuring that multiple users of the system have access to review communication between candidates.

After all, in this highly competitive recruiting landscape, recruiters have full plates and may be called to work on different job requisitions if a co-worker is on vacation, on leave, etc. What you don’t want is for only one person in your organization to have access to candidate conversations–that’s a significant obstacle for a scaling company.

Why is mobile recruiting an opportunity for hourly jobs in particular?

Hourly workers are often the front-line defense (or offense) for your organization. They are the individuals who are most likely to interact directly with your customers. And, unfortunately, they are often in the positions with the highest turnover–whether that is related to the nature of the job, the typical lower pay (relative to exempt positions), and/or the lack of benefits (at least in the case of part-time hourly employees). In a job market flooded with open positions, candidates will leave for a few cents more per hour.

You see this happen in positions like

  • hosts and servers at your local restaurant,
  • cashiers at your retail store,
  • LPNs at your healthcare facility,
  • service techs at your automotive dealership, and
  • direct support professionals (DSPs) for nonprofits.

People who fill these types of positions tend to be on the go (i.e. not doing a desk job) and may have more than one part-time job at a time. They don’t get into email or voice mail as frequently (if at all), and so they need fewer barriers to communication when it comes to job consideration, as well as long-term engagement with an employer.

Considering that over 58% of America’s working population fills hourly positions (BLS, 2017), there’s real opportunity to leverage texting to be the first to attract and engage hourly job candidates. I’m offering the following steps to help you position your organization as an earlier adopter of the mobile recruiting revolution.

6 steps to successfully use texting to hire hourly workers

1 – Create communication efficiency

Use pre-built text message templates within your applicant tracking system. Create and label them for different stages in the selection process for hourly workers. This saves store managers time when they need to hire three new retail associates–“yesterday!”

2 – Model the right texting behavior

Train your hiring managers on appropriate texting etiquette for your recruiting process. Does the language they use and the tone they convey support your overall employment brand? Additionally, make sure they understand how text messages will show up to the job candidate.

An easy way to accomplish this is to test the messaging feature from within a sample job application. Then, take a screenshot of how it appears to a recipient on your phone and share it with managers. This step will help them understand from what number(s) messages may originate, whether the sender’s name, job title and/or organization name are referenced, and how much of the message will appear on the preview screen before being cut off.

3 – Lightning fast speed

Use text to reply promptly to candidates once they’ve responded to your initial outreach. Don’t make the mistake of resting on your laurels once you have native texting functionality and take your sweet time to reply–jump on message responses!

Remember: texting affords job candidates fewer communication barriers to entry, so they expect organizations to respond quickly, too.

4 – Strategically plan text content

You should absolutely use text to reach all types of job candidates to screen and schedule interviews. However, text messages also present an opportunity–when used thoughtfully and selectively–to reach candidates who are on the fence about joining your organization.

Consider the potential impact of a personalized message sharing a link to a positive article about your company. Or, the likelihood that a hired candidate will end up ghosting you during the pre-boarding phase if you regularly connect with him to prepare him for his first shift.

5 – Flip the script on thank you notes

Use text messages to thank a job candidate for her time and preparation after you conduct an interview. That’s right–once upon a time, we expected job candidates to thank recruiters and hiring managers for their time in order to help them secure an offer–but times are changing!

Thank you notes are still an amazing gesture on the part of a job candidate, but they are no longer a mainstay for job offer consideration in today’s job market given the sorry state of many employers’ candidate pipelines.

Today is about sourcing, not screening. Break through the clutter by proactively thanking candidates with a simple text message and humanize your hiring process.

6 – Hiring process visualization

When candidates know what to expect from the hiring process it

  • helps them visualize how they see themselves interacting with your organization,
  • may allow them to more adequately prepare, and
  • it makes it easier for them to say “yes” when you make the job offer.

You can use text to quickly outline the various hiring process steps at the onset of the recruiting process. Think of this step as reducing friction for distracted job seekers who probably have many options before them. If you can grease their understanding runway regarding your job opportunity–and you can do so quickly–you’ll be the employer who is poaching job candidates from competitors across the street.

Mobile recruiting facilitated by text message communication is here to stay. Armed with the steps outlined above, you’re on the way to engaging the job seekers in your hourly job candidate pipeline and positively impacting your employer’s bottom line.

ExactHire Hiring Software | Text Recruiting

Release Notes: Sticky Apply, Job Management, Application Edit Tools and Reporting Customization

Audit Your Recruitment Process Marketing Content to Delight Job Seekers

Use this audit checklist to evaluate and improve the effectiveness of your recruiting process-related content.

I’m not the first one to say that recruiters, human resources professionals and marketing specialists should team up to create content that engages top talent in your recruitment process. However, how many of you have actively engaged in measuring the impact of that HR/marketing “bestie” partnership?

If you don’t have a benchmark from which to grow, your organization will have a tough time figuring out which recruiting content is worth the investment of time and money.

Maximize the effectiveness of your recruiting content with a periodic audit of your hiring process-related promotional assets. Establishing KPIs for content will make it easy to quickly identify existing content gems, as well as guide you in developing additional content that will resonate.

Auditing your recruitment content is as easy as 1-2-3

Let’s examine the audit process and recap with a free recruitment process marketing content scorecard.

1 – Determine your recruitment content audit’s focus

You can’t decide if you’re investing your time and resources to produce recruitment content wisely until you settle on the scope of your audit.

Don’t sweat it if you can’t tackle a comprehensive audit in your first attempt. If you can–great–though it will depend on your recruiting volume and what you’ve previously tackled in terms of content analysis.

It’s okay to segment an otherwise comprehensive audit into smaller sub-audits–just have an overall plan in place for which audit type should be attempted first.

Potential content audit focuses:

  • Employment brand quality: consider whether your recruitment content is well written, and whether it aligns with what you’ve defined as your organizational employment brand.
  • Hiring process stage: analyze whether a specific hiring process stage is addressed in each of your content assets, and if job seeker questions characteristic of that stage are answered by the content.
  • Job board optimization and search engine optimization (SEO): review your job listing rankings on third party job boards and recruitment content performance on external search engines to identify improvements that will create better digital awareness for your employment opportunities.
  • Content compliance: examine whether your content meets any industry- and/or government-related compliance requirements for your organization, including an analysis of your career content’s ability to attract a diverse set of job candidates.

2 – Settle on your audit evaluation factors

Your recruiting content evaluation process will be based on the type of audit you select. The audit factors must be easily measurable and align to your project scope.

Because this audit is a wonderful opportunity to connect the human resources and marketing teams in your company, ask the project champions from each of those departments to determine the ideal recruiting content audit criteria.

If we select a hiring process stage audit as an example, then HR and marketing might jointly evaluate factors like the content’s

  • alignment with overall employment brand,
  • specific hiring stage focus (e.g. awareness, consideration, conversion, retention and advocacy),
  • attempt to answer stage-appropriate job seeker questions,
  • call-to-action for the next step in the hiring process,
  • current distribution and promotion method by stage type, and
  • likelihood of being easily utilized by hiring stage stakeholders

As you prepare for an audit, you should also plan your intended project deliverables. Aside from a quantitative score for each recruitment content asset, deliverables can include other action steps to enhance content quality.

Potential hiring process stage content audit deliverables:

  • Documentation of all current content assets by hiring stage
  • Content gap analysis for certain hiring process stages
  • List of questions that individual content assets should answer at each hiring process stage
  • Action steps for your content library – content to retain, revise, create or expire
  • Template for creating content for each hiring process stage
  • Distribution strategy for each asset based on hiring process stage and content type (e.g. owned media such as your own career site, earned media such as a guest blog placement on an industry website, or paid media such as a sponsored job listing on a job board)

3 – Rank your recruiting process content

After you’ve married the appropriate content criteria with each asset, you’re ready to score your recruitment process content!

Please recognize that some things can be quantitatively evaluated (e.g. how many out of X job seeker questions are answered?) while others are subjective (e.g. does the narrative’s language support our employment brand initiatives?).

Now’s your chance to create your own evaluation form to standardize your existing and future recruitment content.

Need some help designing your employer’s scoring process? ExactHire created this recruitment process content scorecard to help you hit the ground running.

 

ExactHire Recruitment Process Content Scorecard

Recommendations that resonate

Your audit data is chock full of ideas on where you can start making an immediate impact on your recruitment process marketing. Best of all, it’s backed by a standardized content scorecard.

Use your scorecard analysis to spot trends. Does one aspect of your hiring process consistently fall short? Could others help implement some of the action steps due to their expertise in one stage of the process?

Backed by your audit data, you’re on your way to constructing a high-level recruitment process content strategy that will reinforce your employment brand and help convert more new hires.