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Remove Friction from the Application Process

In a challenging job market where job seekers have the leverage, employers need to ensure that their hiring process is “candidate-centric” —and that starts with a frictionless application process.

 

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TRANSCRIPT

The biggest challenge that companies are facing today is talent. They can’t fill open positions, and it’s having a huge effect on their revenue, their profits, and their service.

  • We need to make the process more candidate-centric versus employer-centric.
  • We need to remove the friction from the process, make it easier, and we need to use applicant tracking systems to streamline the process both for the candidate and the company.
  • Trim the question fat–that’s in essence, what that means is just reduce the number of questions that you’re going to ask people–there’s way too many.
  • Change your approach to applications. There’s a lot of things here you can do, like first one is you could use two-stage apps, and that is just ask questions of people, get some information, figure out if that’s a good candidate for you, and then flip over to the second set of questions once you reduce that number to more manageable number.
  • You need to know what your candidate drop-off rate is.
  • You need to know how long it takes for your candidates to complete an application. If you haven’t taken your own application, you should do that to give you a baseline to know what that is.
  • Track and measure your success so you can see if you’re making any improvements, and how it’s working.

And with that, happy hiring!

Recruiting Ideas for Low Wage Workers 

Prior to the pandemic, most people used terms like “essential worker” to refer to healthcare workers, police and other first responders. 2020 changed our perceptions of what we think of when we consider jobs that are indispensable to the functioning of our society. It also changed the perceptions the people who work those jobs have of themselves and the roles they perform.

From the pre-pandemic issues surrounding low-wage workers to the effect COVID has had on our perception of them (and to the Great Resignation that’s fueling their exodus from essential jobs), companies are struggling to find innovative ways to recruit for these vital positions.

Who Are Low Wage Workers?

Before executive orders deemed them essential, grocery store workers, delivery drivers and manufacturing workers were more likely to be referred to collectively as “low-wage workers.” And they weren’t always given much respect.

One study found that restaurant workers—hard hit financially because the pandemic caused them to lose their low-wage jobs—endure the most sexual harassment. Another study on working conditions in the U.S. in 2015 found that nearly 20 percent of workers were “exposed to a hostile or threatening social environment.” In other words, these workers were routinely disrespected.

But the tables turned when COVID-19 brought the country to a screeching halt and sent millions to their homes to isolate.

Empty toilet paper shelves and daily home deliveries became the picture of the pandemic for many white-collar workers. The previously invisible mechanisms and supply chains of a smoothly running society were exposed. For the first time for most, Americans couldn’t count on being able to buy the necessities they previously took for granted.

The low-wage workers who had been keeping the supply chain operating were rebranded—rightly—as essential workers. And while state legislatures fervently hashed out which specific businesses were, in fact, essential, everyone readily agreed that those who were stocking shelves and delivering orders were working for the public good.

Fast forward to 2021, your business may be having trouble filling positions with these “low-wage” workers. Corporations like Amazon, Walmart, and Chipotle are addressing their labor shortage by ramping up their average wage to $15 an hour. Most small businesses simply can’t afford to pay their workers that kind of salary. If your candidates are flocking to work for the big box stores, it’s time for you to find creative ways to recruit hourly employees and warehouse workers.

Recruit Low Wage Workers

The key to attracting great low-wage workers is the same as for every other open position: identify what motivates your ideal candidate.

Low-wage workers want the same work and life balance as the rest of the workforce. But their obligations may look a little differently. They are more likely to have trouble finding reliable daycare. They’re more likely to require the day off if their child is sick.

Parents of low-wage workers are also less likely to be independent. These workers may need to take their aging parents to appointments or perform other caregiving duties for them. In the past, rigid employers weren’t understanding when they needed time off to care for family.

Low-wage workers are also more likely to experience financial insecurity. Lack of health insurance and affordable housing means these workers are more likely to live paycheck to paycheck. Employers that are recruiting laborers can help by providing better benefits and perks that reduce their employees’ out of pocket expenses.

Low-wage workers deserve respect. Always. Despite their status as “essential,” many low-wage workers bore the brunt of America’s frustrations. Rude or even violent customers lashed out at helpless cashiers or airline attendants. Going forward, everyone, from customers to managers to business owners, should examine ways to improve the dignity of low-wage labor in their lives.

Creative Recruiting Ideas

Understanding your ideal employee’s needs is one thing. But if you’re among the half of small business owners struggling to find workers, you need recruiting ideas for hourly employees that make you stand apart from your competitors as an employer of choice. And you need recruiting ideas for low-wage jobs that won’t break the bank.

Allow remote work as much as possible. Telecommuting isn’t an option for many low-wage jobs. But you may be able to work it in more than you think. Do your team leads have paperwork or other tasks that don’t require them to be at the workplace? Allow them one day a week to work from home. Even entry level hourly workers can likely complete their training from a laptop at home.

Be open to flexible work schedules. Remember that low-wage workers often have limited options for daycare, medical appointments, and transportation. Work with employees’ family schedules as much as possible. Flexible scheduling may not be convenient for management. But a flexible work schedule can be a low-cost and effective way to attract quality talent.

Offer better benefits and perks. The rising cost of healthcare makes many employers balk at offering better benefits. But your employees and their families still get sick. Find ways to help them with their health-related expenses. Creative recruiting ideas during the pandemic gave rise to low-cost telehealth services that can help employees access preventative care. Likewise, discount plans for dental and eye services are a low-cost way to help your employees save money.

Look for perks that can help your employees save money in other ways. Try increasing the discounts you offer employees for your business’s goods or services. Recruiting ideas outside the box include negotiating special pricing for your employees at local businesses. Cell phone providers or daycare centers may offer your employees discounts at no cost to you.

Recruitment Strategies for Low Wage Jobs

Individual pay and perks are important for attracting and retaining great unskilled workers. But your recruitment strategies for 2021 should include a company-wide approach. Making sure your business is a great place to work will help you attract awesome candidates.

Make your workplace culture as positive and fun as you can. Investing in the morale of your workforce will help you attract energetic hourly workers while also increasing your company’s profitability. With some forethought, improving company culture can be a low-cost recruitment strategy plan to attract great talent.

The most basic thing every small business needs to do is making sure its management staff treats every employee with dignity and respect. Create comprehensive policies that address interactions between management and employees. Invest in thorough training for managers to eliminate workplace harassment and discrimination.

Next, think of creative ways to recognize star performers. Prime parking spaces, restaurant gift cards and even employee of the month plaques will make your employees feel appreciated. Alternatively, address problem behaviors from employees that disrupt the work environment.

Plan social activities for your employees that foster friendship. Workers are more likely to stay at companies where they have formed friendships. Employees can get to know each other if you host a pizza lunch once a month. Plan a company picnic or take your employees and their families to a local baseball game.

When you interview candidates, take them on a tour of your workplace and introduce them to key employees. Let them see firsthand that your company is a great place to work.

Recruit Low-wage Workers with an Applicant Tracking System

Even if you implement all of these ideas, your recruitment strategy will never be as successful as it can be if it isn’t efficient and organized. An applicant tracking system can help you advertise your job openings and increase candidate conversion while collecting valuable data that will help you improve your recruitment process.

With ExactHire ATS, you can post jobs to multiple job boards with a click of a button. From there, a single screen will report performance metrics so you know which sites are most effective for your company. A robust search engine and the ability to sort and assign a status to your candidates will help you find the proverbial needle in the talent haystack.

The data you collect will make your recruitment process more efficient over time. You’ll be able to see which new hires were successful and where you found your best employees. And every year, you can complete your HR compliance reporting effortlessly and accurately.

ExactHire applicant tracking system has built in features that will help you find great low-wage workers, like text recruiting and mobile-friendly applications. If you’re ready to optimize and streamline your search for low-wage workers, contact us today.

Photo by Nathália Rosa on Unsplash

Hiring Former Offenders

Help Wanted! Now Hiring! Sign On Bonus to Work! Those attention grabbing, highly colorful signs are everywhere on windows, billboards, and yard signage. Look on social media or pick up a newspaper – more “Help Wanted” content. Go to the primary source for job openings – online job boards encompass an endless list of companies who are hiring for all levels of roles.

It’s never been more clear. Companies need employees now, and if companies do not meet their staffing needs to operate, doors will close—maybe permanently. So what can companies do to find more employees?

Pandemic Job Market

The pandemic has brought many challenges to the nature of the hiring process. Competition for employees is fierce with organizations scrambling to find additional perks to recruit, and even retain, employees. Good insurance and vacation time won’t cut it anymore; people are seeking flexibility and remote options because many need to be caregivers or provide support to children who are e-learning.

Additionally, there are many factors that affect the ability and willingness of individuals to work. Government funding plays a role along with concerns of physical and mental health due to COVID-19. Ultimately, in discussions with fellow HR colleagues, the consistent concern of finding available employees is reiterated. Where can organizations find potential candidates to fill their vacancies?

Hiring Former Offenders

After listening to an inspirational presentation delivered by Alice Marie Johnson at the HR Indiana Conference a few weeks ago, a solution for many organizations is readily available and has been in the forefront for awhile. To fill vacancies, it is time for organizations to take a clearer look at the former offender population.

First, a little about Ms. Johnson…Alice Marie Johnson was pardoned in 2020 after spending over 21 years in federal prison for her first and only conviction in a nonviolent drug case. She has been instrumental in criminal justice reform and helping former offenders become self-sufficient upon release. Ms. Johnson provided testimonials from multiple former offenders who simply want a chance to prove themselves to employers, their own families and even to themselves.

USA Today also provided statistics that we need to examine. More than 70 million Americans – that’s nearly 1 in 3 adults – have a criminal record. Those adults have families also so nearly 1 in 2 children have at least one parent with a criminal record.

A Brookings report published in March 2018 found that 45% of those released from prison did not have any reported pay in the first calendar year after they returned home. If a person cannot support oneself or their family, that affects the likelihood of recidivism. Earning a living wage to support oneself and family through employment can reduce the likelihood of committing future offenses and break the cycle of incarceration and poverty.

Justice Involved Hiring

As a country, we need economic stability, especially now in an unstable global market. A study released by the Center of Economic and Policy Research in 2016 found that the economy loses out on roughly 2 million workers and approximately $80 million in gross domestic product (GDP) by not hiring justice involved job seekers. That was in 2016, so take into account five years and the influence of a global pandemic, and those numbers have grown.

To help former offenders find more options to acclimate into life outside of prison and re-enter the workforce, the federal government passed the First Step Act. The First Step Act is a criminal justice reform law that reduces prison sentences by changing the sentencing guidelines and facilitating early release, and supports education and treatment programs in prison.

The need to hire former offenders is prevalent. Organizations such as Taking Action for Good (TAG, created by Ms. Johnson), Hope for Prisoners, and Indeed are offering resources to help formerly incarcerated individuals find the stability they need through work.

ExactHire does not provide legal counsel so please check with your company’s legal team. If your organization’s employment application(s) include questions related to conviction history, ensure there are established guidelines internally as to how the conviction will be evaluated in the applicant review process. Consider the impact of the conviction related to the nature of the job, the severity of the offense and how much time has passed since the offense to ultimately determine how much, or if at all, that conviction affects the individual potentially completing the duties of the role.

Ban the Box Policy

As more cities, municipalities and states evolve into Ban the Box entities, companies need to review their employment application content to confirm legality. Even if an organization is in a location that allows companies to ask if an individual has ever been convicted, is that question really necessary to include on an employment application?

Is it worth eliminating a population of individuals who want to work?

Once that question has been answered on an employment application, will that cause any staff to have preconceived notions?

Background checks are consistent resources in the hiring process. As an organization, consider removing the conviction question from the employment application initially to increase applicants. Then, if and when an offer is extended, conduct and review the applicant’s background check. The conviction may show, but at that point after reviewing the applicant’s qualifications and interviews, that applicant might have already demonstrated enthusiasm and willingness to work that supersedes a conviction from years ago.

Employers Benefit from Justice Involved Employees

Consider the nature of the organization. Does the organization have legal parameters that provide bona fide reasons to prevent the hiring of former offenders? Some industries, particularly healthcare, might have certain roles that have hiring restrictions. However, if an organization does not have specific guidelines that prohibit the hiring of former offenders, it’s time to review the qualifications of individuals in a population that is seeking to work.

Hiring former offenders can offer opportunities for an organization to adhere, or even develop, Diversity and Inclusion initiatives. Financial benefits might exist for organizations which hire former offenders as well. An organization might qualify for tax credits through the Work Opportunity Tax Credit (WOTC) program if hiring former offenders. Federal bonding programs also offer additional security for organizations who hire former offenders as well.

Staffing challenges are at an all time high. Let’s keep businesses open. Explore the opportunities for your organization by providing employment opportunities for qualified former offenders. We’re all in this together!


ABOUT EXACTHIRE:

ExactHire offers applicant tracking software with features, such as multiple applications, to allow an organization to customize employment application content. Our OnboardCentric solution has the ability to help organizations effectively manage potential tax credits.

 

Photo by Hédi Benyounes on Unsplash

How Do I Post a Job Ad for Free? And Should I Pay?

The talent shortage of 2021 has many companies expanding the rate at which they post jobs online for free. If you’re looking to post a job for free on Indeed or any of the other online job boards available, you may feel overwhelmed.

There are plenty of choices for free job advertising and even more choices for paid job postings. When deciding where to advertise a job for free or when to pay to post jobs online, strategy is key. Create a winning strategy with data analytics to help you find great workers when you post jobs online.

Download ebook on recruiting mobile job seekers

Attract the Right Candidates with a Free Job Ad

There are nearly as many job openings as there are people looking for work. And although there is a willing worker for each job opening, every recruiter knows only a small percentage of applicants will make a great new hire. Recruiters who post a job for free online increase their chances of attracting quality applicants.

But applying to a free job posting is easy and quick. That’s why when you advertise a job for free online, you also risk attracting unqualified candidates. So, while free job advertising on sites like Indeed and LinkedIn is a crucial component of a successful recruitment strategy, use these tips to attract high-quality candidates while discouraging unqualified candidates.

Be clear about qualifications. Whether it’s a bachelor’s degree or a welder’s certification, be clear about what you need. But don’t raise qualifications just to cut down on the number of resumes you need to weed through. Imposing unnecessary qualifications on a job may be discriminatory. And needless educational requirements may exclude diverse candidates with hard-to-teach soft skills.

Be clear about less desirable aspects of the job. When recruiters advertise a job for free online, they sometimes gloss over unsavory traits of the position. Neglecting to mention things like mandatory overtime may net a greater number of applicants. But you risk a poor fit and costly employee turnover if wait until your new hire clocks in to break bad news.

Write a job description tailored to your ideal new hire. Think about all the reasons a hard-working, go-getting team player wants to work for your company. Opportunity for overtime? Advancement opportunity? Tuition reimbursement? When you advertise a job for free online highlighting these benefits, you’ll attract employees driven to succeed—and discourage those without the work ethic to take advantage of these rewards.

Optimize Your Free Job Posting

With 9.2 million open positions out there, you may be tempted to pay to get your free job advertisement in front of candidates. Sometimes it makes sense to pay for advertising to find your new hire when you post jobs online.

For example, you may occasionally have a professional position to fill. Open positions for which there are fewer qualified candidates and those that have a larger impact on your operations may benefit from a sponsored job posting. For other positions with higher turnover, you can get good results by optimizing job ads when you post a job for free on Indeed or any other free job boards.

You can start by making a list of all the words candidates will use to find your open position. Now search for positions on sites such as LinkedIn or Indeed using the keywords. Make a note of how often each job posting uses your keyword, keeping in mind the first few results are likely sponsored. Now aim to use your keyword more often than the other job posting on the first page of results.

Stagger Your Job Ad on Free Job Posting Sites

When you post a job for free, you steadily go down in results pages as your job ad ages. You can keep your job posting on the first page of search results when you stagger the sites on which you advertise a job for free.

Job seekers use more than one site to look for jobs. Your new job ad may appear on the first page of results when you post a job for free on Indeed. Then as that ad ages, it’s less likely to appear at the top of search results regardless of keyword optimization.

When your free job posting slips to the second page on Indeed, you can post a job for free on LinkedIn. Candidates who don’t find your aging free job ad on Indeed will be more likely to find it on LinkedIn. By staggering the sites on which you post a job for free, you attract more job seekers by extending the life of your free job advertising campaign.

Get Your Job on Google Results Pages

Here’s another reason to stagger your job postings. Positions listed on many online job boards also appear in Google for jobs results. When candidates search Google for “administrative positions in Cleveland,” Google aggregates open positions across job boards on its results page. Candidates can click on the ad from Google and apply right on your branded careers site.

Make Posting a Job for Free Easier with Applicant Tracking Software

Don’t have a branded careers site? That’s too bad because having a branded careers site will make posting a job for free easier. When you post jobs for free online, many job sites will ask if you already have a careers site where applicants can apply. Without an online application, you’re stuck creating questions for candidates on each free job board.

ExactHire’s applicant tracking system includes a branded careers site where candidates can search open positions and apply, even from their cell phones. But there are other ways an applicant tracking system will make it easier for you to post a job for free online. Using ExactHire’s ATS system, you can create your job ad and post it to as many free job sites and social media platforms as you want with a single click. The ATS will store all of your passwords and will streamline the process you use to post a job for free.

You can also use ExactHire’s applicant source reports to find out which advertising methods work best in your recruitment campaigns. You’ll be able to see the performance metrics for each free job site on the same screen. Over time, you can fine tune your recruitment strategy to save time and money while reducing employee turnover.

Are you ready to learn more about how ExactHire’s ATS can make your free job advertising campaigns more successful? Contact us today.

Photo by Souvik Banerjee on Unsplash

 

 

 

Where have all the workers gone?

The bottom line is the techniques and the offerings that you used in the past will not work now. And, no, I don’t believe it’s going to change anytime soon. American workers don’t want to go back to that normal. And what needs to change, actually, is just about everything.

VIDEO

Where have all the workers gone?

 

 

TRANSCRIPT

Every client we talk to, every company that we interact with, is saying the same thing: they can’t find talent.
most everything that they’ve done in the past that has worked or isn’t working right now. How could that be?

The pandemic hit in march of 2020 and what did we see? We saw unemployment skyrocketing or businesses that were affected by either shutting down, slowing down, or going out of business.

But as the economy starts to heat back up, what we expected was an excess of candidates and an excess of jobs–all those things would mesh together and what we would get would be this perfect situation. But that isn’t what’s happened.

For the first quarter of 2021 what we’re seeing is unbelievable numbers on all the factors that the government measures like GDP, durable goods spending, etc. Well the opportunities have returned to the market but we haven’t seen the workers come back.

Why is that?

What I’d like to suggest here, are a few things that you should consider:

  1. With the increased unemployment benefits,
    some people can just survive staying at home and there may be lots of reasons that they want to do that.
  2. Some people that have been laid off have just decided they’re not willing to go back to work.
  3. Competition for talent has increased dramatically, and you need to pay attention to that because that’s a key.
  4. Some people have gone back to school and they’re not available for full-time work.
  5. But also, with schools and day care centers not going back full-time, some people are challenged because they
    now have children that are at home and they have to care for them.
  6. Despite increased vaccination rates, some people are still worried about returning to the
    workforce and being subjected to COVID.
  7. Some laid off workers have realized that, you know what, they they really dislike their manager, they
    dislike that job or the industry, and they’ve decided I’m not going back to that at all.
  8. And last but not least a remote workforce which was an exception, has now become the norm.

The bottom line is the techniques and the offerings that you used in the past will not work now. And, no, I don’t believe it’s going to change anytime soon. American workers don’t want to go back to that normal. And what needs to change, actually, is just about everything needs to change.

 

Read and Watch More Change Your Approach to Hiring

How Do I Create an Online Job Application?

If you’re like most employers, the current worker shortage has you rethinking your hiring strategy. This is especially true in industries like construction, restaurant, and home service. Perhaps in the past you’ve been able to avoid implementing an online job application without sacrificing the quality of applicants you attract. But if you’re one of the thousands of businesses forced to shorten hours or reduce the number of customers you can serve because you don’t have enough workers, you can’t afford to not have an online job application.

But how do you go about creating an online job application? Even after you create an online job application, you’ll have other difficulties to puzzle out. You need to get the application onto your website. And as long as you’re going digital, isn’t there an easy way to capture all that candidate information and sort it to find your best new hires?

Benefits of Online Job Application Forms

Considering how complex creating an online job application seems to be, it’s understandable if you’re still handing applicants a paper form. But you’re missing out on great new hires if you don’t give job seekers a chance to apply online.

According to Pew Research, 77 percent of Americans own a computer. And 85 percent own a smartphone. Digital access means a majority of job seekers go online to find their next job. Online resources outpace other, more traditional ways to look for work, including personal or professional networks, job fairs and employments agencies.

You risk losing out if you require job seekers to open their email application, paste an email address, and attach their resume. The best candidates won’t bother hopping in their cars to drive to your location to fill out a paper form, either. Including an easy-to-complete online job application within your job ad will help you hook the right talent before they click over to your competitor’s job ad.

You’ll see the most benefits from your online job application form if it’s mobile-friendly. Pew Research also says that more than half of young adults use a smartphone during a job search. Overall, 41 percent of smartphone users have used their smartphone during a job search. Smartphone owners are even using their mobile devices for complex tasks. Half have used their smartphone to fill out a job application. These smartphone-wielding job seekers will pass over your job ad if you don’t create a mobile-friendly job application.

Job seekers prefer online job applications for obvious reasons. They don’t have to travel to your location to fill out a paper application. Applicants can take their time answering the questions on your online job application. And if your careers site is mobile-friendly, they can fill out the application almost anywhere. Workers who have multiple jobs or children can fill out applications more easily online than in person.

Simple Employment Application Form

Now that you’re convinced of the benefits of an online job application, how do you go about putting one together? A simple job application form format is your best strategy to get more job candidates. The online job application you create should take no more than 15 minutes to complete and should include fewer than 20 questions. Your online job application should be easy to find within your job ad with a link that says “apply online now.”

Just like with your paper application, you should examine your simple job application form for potential legal liabilities. Education requirements that go beyond the knowledge necessary for the job or questions about criminal history may make you vulnerable to discrimination claims.

Your online job application must be mobile-friendly to attract young people or candidates without computers. You can create a mobile-friendly online job application by including drop-down menus or check boxes where possible. To create a truly mobile-friendly form, you’ll need to understand tech-savvy issues such as responsive design and programming.

Simplicity isn’t just for your job applicants. An online job application should be easy to create and should make your hiring process easier. That inexpensive solution may be prohibitive if your team struggles for hours to understand it. Or a blank job application form in a Word document may not be all that convenient if you’re printing it and throwing in a stack just like your old-fashioned paper applications.

Online Employment Application Software

You’ll reap the most benefits when you choose the right online employment application software. Look for these benefits and capabilities.

  • Flexibility. Your company is exceptional, and you’re looking for a standout new hire. Run-of-the-mill application questions won’t cut it. You want the ability to create custom questions to find candidates that fulfill your unique needs.
  • Mobile-friendly. You’re missing out on a major benefit of a paperless job application if it isn’t mobile-friendly. A free online job application form may seem attractive until you try to complete it on your smartphone. Remember, a third of applicants—and half of young adults—will pass over your online application if it isn’t mobile-friendly.
  • Data-capture. What’s the point of going digital if you’re printing applications and sorting them by hand? When you capture applicant data and store it digitally, you’ll be able to sort applicants and find the people with the skills you need.

This final point is key, and the benefits of data-capture don’t stop there. Over time, you can build a talent pool to draw upon for future open positions. When it comes time to file compliance reports, a few clicks of your mouse will gather the required data. Pairing your online application with applicant tracking software will also help you hone your application process. You’ll know which sites net the best applicants and which online application questions most effectively narrow the field.

 

 

Applicant Tracking System or Online Application?

An online job application will improve the applicant experience and increase the number of applicants you receive. But without an applicant tracking system (ATS), you risk wasting time thumbing through applications or overlooking quality candidates altogether. When you use an ATS , you’ll easily be able to create an online job application and much more.

Create multiple applications with an ATS. Some positions only require a one-step application, while other positions should have multi-step applications. You can even create an internal application for current employees.

Work within an intuitive, easy-to-use interface. Our applicant tracking system allows you to choose from a library of application questions or create your own. You can also choose the best format for the answers, such as text box or multiple choice.

Direct applicants to a branded careers site. Don’t require your applicants to download a job application form or a Word document. Instead, improve your applicant’s perception of your brand with a careers site in which they can fill out your online job application.

Make it easy for smartphone users to find and apply to jobs. Chances are, at least a few of your positions are generally filled with a demographic that primarily uses their smartphone. ExactHire’s online job application is always mobile friendly, without any of the compatibility problems you’ll find with free online employment application software.

Easily sort candidates. With your current paper system, are you able to know at a glance why a candidate wasn’t hired? Using an applicant tracking system, you can create a list of applicant codes. Using these codes, you can always know what prompted a candidate’s advancement to the next step in the hiring process. And you’ll always know the reasons candidates were disqualified.

Final Thoughts on Creating an Online Job Application

Up until now, you probably considered digital job applications a costly addition fit for larger companies. But the current worker shortage has probably shown you that neglecting online job seekers is far more expensive. Don’t waste your valuable time trying to figure out complicated free online employment application software. Instead, let ExactHire create a customized, scaled solution for your hiring needs.

 

Photo by Rodion Kutsaev on Unsplash

 

 

What Is Programmatic Job Advertising?

Have you ever wished your recruitment advertisement strategy could target your ideal job candidate with as much precision as Instagram when it showed you that goat-shaming Farmers Insurance ad? After all, if the internet can know you go ga-ga over baby goats and you’re insuring two teenage drivers, then why can’t it deliver your job ad to experienced IT candidates in the local area who know SQL?

The targeted ads you’ve been noticing—the ones that seem tailored-made for you—are the result of a thing called programmatic advertising. These nifty algorithms are traditionally the domain of tech giants and commercial marketers. But in recent years, the recruitment industry has been taking notice. Hundreds of job boards, along with crappy candidates crowding out the champions, leave recruiters wondering if there’s a better way.

There is, and the better way is called programmatic job advertising.

Programmatic job advertising brings targeted ads to job seekers. Using programmatic job postings, companies can create job advertising campaigns that zero in on the best candidates, wherever they may be on the internet. Job ads appear on the right site, at the right time, just when the right candidate will see it. But programmatic job advertising does so much more.

Programmatic Advertising

Advertising on the Internet is nothing new. We all remember the flashy banner ads on Myspace. What is new is programmatic advertising that uses big data, machine learning, and predictive analytics to target the right audience.

When your grandfather told you “Nothing in life is free,” he might as well have been talking about all those free apps on your devices. It’s no secret that everything we do digitally is stored in a cybernated profile. Programmatic advertising uses this information, collectively known as “big data,” to target consumers.

Don Draper and the rest of the “Mad Men” only had standard demographics to work with when creating audience profiles. Big data adds hundreds of input fields to create a complete analysis of an ad’s intended audience.

All those factoids are too much for humans to interpret and act upon. Enter machine learning. Software can analyze the data and match ads with users most likely to convert. The software will always make the best choices using algorithms that analyze all that big data.

The ad’s performance metrics are fed back into the algorithm. When this performance data is factored into the big data, the software can make better matches in the future. Predictive analytics is what happens when machine learning produces increasingly better results.

But the software doesn’t stop there. Programmatic advertising completely automates the purchasing and managing of advertising space. Programmatic advertising software can find sites and purchase or bid on space within a spending budget set by the user. Humans can always step in and make adjustments. Programmatic advertising platforms take the grunt work out of marketing campaigns while making them more efficient and effective.

Programmatic advertising is why you see an ad from REI for a mirrored sighting compass after you purchase “A Walk in the Woods” from Amazon.

Recruitment Advertisement

Despite the advantages of programmatic job advertisement, most companies still use traditional recruitment strategies to place job ads.

Traditional recruitment advertisement operates a lot like those old Myspace ads. Recruiters hand-select the job boards to which they wanted to post. They log into each one individually, then purchase space and upload their ad. They cross their fingers and wait.

Traditional recruitment advertisement doesn’t have the advantage of big data. Recruiters can’t know which job board has the most forklift operators or which ones have the most active users in their area. Traditional recruitment advertisements are basically a crap shoot in which recruiters hope they’re posting to the right jobs site at the right time.

Aptitude Research, a Boston-based advisory firm, estimates recruiters waste 40 percent of their advertising budget with traditional job advertising. According to Aptitude’s founder, Madeline Laurano, “Traditional job advertising is expensive, inefficient and, at times, ineffective.”

Applicant tracking software can help improve the efficiency of job advertising with one-click posting and single screen analytics. Recruiters who use an ATS can increase job seeker conversion with a branded careers site and a multi-step application. ATS can also streamline other recruitment-related tasks such as HR compliance reporting.

Pairing applicant tracking software with compatible programmatic job advertising software can help companies zero in on the best candidates, wherever they may be. The result is a recruitment juggernaut that finds and converts the best candidates, then streamlines and optimizes every step of the selection process.

Programmatic Job Advertising in Recruitment

Programmatic job advertising by definition will help you reach the right candidates, wherever they may be. With the help of programmatic job advertising platforms, your job ads will appear on the job boards where your ideal candidates are hanging out. Glassdoor and Monster cater to different types of job seekers. Your job ad will appear on the best choice, whether you are looking for an operations manager or a forklift operator. Your best job candidates aren’t spending all their time on job boards. Programmatic job advertising software will place your ads on sites you may not have considered.

HGS, a business process management company, pivoted to mostly programmatic job advertising from traditional job advertising in response to the pandemic. To keep their workforce safe and healthy, HGS closed their call center doors. Their newly remote workforce meant that HGS could recruit from almost anywhere in the U.S. and Canada, rather than the few physical locations they previously operated. Casting a wider net in a larger talent pool meant their job advertising costs ballooned. Programmatic job advertising helped reign those costs in while improving time-to-hire.

According to Trish Robb, the General Manager of North American Recruitment and Talent Management at HGS, “With some of the time that we’ve gained back, our team has been able to focus on other recruitment marketing strategies, like engaging with talent through our social media channels, creating virtual job previews, responding to employee reviews and improving our reputation as an employer.”

Affordable Programmatic Job Posting

In the aftermath of the pandemic and the current labor shortage, HR teams are looking to programmatic job advertising to save money and find great candidates. According to Aptitude’s research, companies that use programmatic job advertising improve their time-to-hire as well as the quality of their new hire. Filling open positions quickly with top talent is the first step to improving employee retention.

With hundreds of job boards available, both you and your advertising budget can get overwhelmed. Programmatic job advertising software will help you effectively branch out to the most effective niche sites without wasting money on ineffective job boards. The algorithms written into programmatic job advertising software will use real-time data to adjust the software’s recruitment strategy.

When you use programmatic job advertising in recruitment, you can rely on predictive analytics and algorithms to make the most efficient use of your recruitment budget. You can avoid wasting money purchasing paid advertising on sites or for open positions that perform well through less expensive posting options. Programmatic recruitment marketing platforms will identify the open positions that aren’t receiving enough applicants. The programmatic job posting software will then your recruitment spending into those positions by purchasing ads on the optimal sites.

Final Thoughts About Programmatic Job Advertising

Whether you’re hiring hundreds of high-turnover positions each year or searching for a unicorn with mad JavaScript skills, you can use programmatic job advertising to reduce your costs and free up your time for other recruitment activities.

After all, posting job ads are just one part of a comprehensive recruitment strategy. Rather than spending your time analyzing your recruitment ROI across dozens of job sites, let programmatic job advertising software send your job ads to platforms where your best candidates are hanging out. You can focus on boosting your employer brand and selecting the best new hire.

Are you ready to dive deeper into the cost-saving possibilities of programmatic job advertising? Contact our solutions team for a personalized demonstration.

 

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How Do You Announce a Job Posting?

Everybody likes something new and shiny. Babies, Tesla’s newest innovation, or the latest iPhone. New gets all the buzz. Job seekers, too, have a predilection for the latest and greatest. A new job posting looks more appealing than one that’s been languishing on online job boards.

For all these reasons, your job posting has more traction during its first few days of life. Search engines rank new job postings higher. Job seekers show more interest in recent job postings. You can maximize the momentum of a new job posting with a strategy that attracts quality candidates quickly.

Ways to Announce a New Job

Your strategy for attracting quality job candidates quickly begins before you announce a new job. Start by identifying your ideal applicant. Go beyond the basics. You know your machinist needs an eye for detail. Or your new server needs to be friendly. Dig deeper to understand what motivates your ideal employee. Highlighting opportunities such as overtime or advancement will attract motivated individuals while helping less enthusiastic applicants disqualify themselves.

With your ideal employee in mind, think about your application process. Keep in mind most job seekers use their mobile device to apply to positions. Assess your application process using both mobile and desktop technology. Keep applicants engaged with text and email responses that communicate the next steps in the application process.

Applicant tracking software can help you in each step of your strategy to attract quality candidates quickly. Using ATS, you can create a branded careers site optimized for both mobile and desktop applications. You can also communicate with applicants via email or text from within the ATS. When it comes time to publish new job, you can streamline the process by posting to multiple online job boards at once. Then the ATS will monitor your online job ad’s performance so you can improve applicant conversion with each new job opening.

Creative Job Postings Examples

With your profile of your ideal applicant and your applicant tracking software in place, you’re ready to write brilliant job ads. Start with a unique job title. If your company has more than one job opening for evergreen jobs, such as server, or machinist, or data entry clerk, then create a distinct title for each open position. Doing so will prevent job boards from tagging your open positions as duplicates.

Pay attention to keyword density. Use your job title throughout your description. Avoid uncommon or gendered synonyms, such waitress in place of server, or journeyman in place of machinist. Use the job title—or words closely associated—to describe actions of the job. Words such as serving, operating machinery, or entering data will all help the search engines pick up the job posting.

Avoid catchy phrases for sample job posting ads on sites such as LinkedIn or Indeed. We all know you’re not really looking for a rock star or a wizard. Endless guitar riffs make it difficult for your other employees to concentrate. And what if your wizard accidentally turns your receptionist into a houseplant? My point is that these overused words have lost their pizazz. Avoid worn and tired words, and seek fresh ways to describe your job.

If you’re looking for examples of creative job postings, check out this recruitment video from Fiverr. Or this job ad from Bud Light for a “Chief Meme Officer.” Both job ads use humor. But they’re effective because they also show applicants what their company is like. In other words, both companies authentically represent themselves in their job ads.

Internal Job Announcement

Your best quality job candidates already have a job. But don’t despair. Around 70 percent of the workforce is open to better opportunities, including your own employees. The best recruitment strategies use internal job advertisements and expansive external recruiting to target these passive job candidates.

Go beyond the job boards. Scour LinkedIn and Facebook profiles connected with companies that employ similar talent. Don’t dismiss old resumes on your favorite job boards. Job seekers often leave their resumes online after they’ve found a job. If you use applicant tracking software, you can create a talent pool of previous applicants who might be a great fit for your current opening. You can start contacting candidates from your talent pool in the first few days your job posting goes online.

Stand out when you reach out to exceptional talent. Send a message that emphasizes your company’s strengths and advancement opportunities. Be aware many people experience online scammers. So be transparent and provide information the applicant can verify.

Leverage your current employees’ connections by creating a referral program. Referred candidates perform better and stay longer than other applicants. Develop a process to determine how closely connected the applicant is to the referring employee. Close connections result in better referrals.

Internal Job Posting Announcement Sample

Current employees can be your best quality job applicants. They already fit into the company’s culture. They understand your industry and your products. Most importantly, they are fully productive more quickly that an external candidate who would need to go through the entire onboarding process. Companies with internal mobility programs understand that advancement opportunities reduce employee turnover.

You can start your internal job posting by reaching out to departments or teams that have the talent and skills you need for your open job. Supervisor and management feedback can be important. But you can avoid favoritism by creating an internal job posting announcement throughout the company.

Employees should easily find samples of internal job postings. Consider creating an internal job posting announcement on the company’s intranet homepage. Post internal job postings on bulletin boards throughout the company.

Final Thoughts on How to Announce a Job Posting

Your job ad loses effectiveness as it ages. Create a strategy to maximize your job ad’s potential before it goes live on job boards and internal job announcements. Writing a creative and effective job description to your ideal client, recruiting passive candidates, and engaging current employees in your search will help you fill your position quickly.

Applicant tracking software can help you synchronize all these steps so that your new job posting is most effective right out of the gate. Post to external job boards with one click and monitor your job ads effectiveness on one screen. Create a seamless careers site that optimizes mobile and desktop applications. Sort the resumes that come rolling in and apply custom status codes to keep it all straight. Build a talent pool you draw from for future positions and create an internal job application process all from within the ATS.

Are you ready to stop hunting rock stars and instead start engaging with your ideal candidates? Give us a call today.

 

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What Is the Screening Process?

I imagine every recruiter experiences a twinge of dread mixed with excitement as the resumes start hitting the inbox. Somewhere in that digital pile is the best candidate for the job. But all those resumes and applications create a mountain of data to sift through. If you’re like most recruiters, you’ve probably tried a variety of ways to screen candidates. But you may have wondered if your efforts to be more efficient led to a more ineffective screening method. The following screening process steps will help you save time without sacrificing thoroughness in your search for a great new hire.

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Recruitment Methods for Screening

The types of screening methods you use begin before you receive your first application. A well-written job description can help applicants self-screen, while targeted application questions can help you focus on the most qualified applicants.

Your job description is your first communication with potential new hires. Before you can write a description that will “sell” the job to your ideal candidate, you must first have a clear idea of what your ideal candidate looks like. Start by reviewing the current job description with the role’s supervisor and even coworkers. Methods for screening candidates should include a list of your ideal candidate’s attributes, such as the ability to work without supervision or to work well within teams. Then write a job description to appeal to that person. An effective job description will do the following:

  • Clearly state the minimum requirements for the job.
  • Describe personality requirements as appealing benefits, e.g., “work with a close-knit team to collaborate on creative marketing solutions.”
  • Be upfront about undesirable aspects of the job, such as weekend hours or long hours standing.
  • Include a description of the company, as well as its vision and mission.
  • Avoid wording that undermines diversity efforts.

Discerning candidates should be able to tell if your company and position would be a good fit for them from the job description. You can further screen those who proceed with relevant application questions. These questions are examples of screening methods that will give you a glimpse into the candidate’s motivations and values.

  • Why do you want to work for our company?
  • Which of our company values do you think is most important and why?
  • What skills do you want to develop in your next role?

Screening and Selection Process

Your job description and application questions will help ensure that you receive quality resumes and are the first steps in your recruitment and selection process. Your next step in the screening and selection process is reviewing and sorting those resumes. Oftentimes, recruiters feel overwhelmed with the task of manually reading applications. An applicant tracking system can help you save time without sacrificing thoroughness in your new hire search.

The ATS can scan resumes for keywords so that you can find the most qualified applicants quickly. After you review each resume, you need a way to assign a status and place it in a digital “pile.” ExactHire applicant tracking software will allow you to create custom fields to help you move candidates though the applicant funnel. You’ll know right away, without rereading the resume, whether an applicant is under qualified or not a good fit. You can place applicants in the disqualified “pile” and move on to those with better qualifications. The software will store applicant information and your hiring notes to protect you against legal liabilities.

Look for applicant tracking software that allows unlimited user logins so that you can delegate tasks and work with a hiring team. Each login should apply permissions and assign access consistent with the user’s position in the organization. Entry-level employees can manually input applicants who turn in a paper application, while managers can review resumes. You’ll create the most efficient and time-saving recruitment and selection process when you can assign tasks and communicate with stakeholders from within your ATS.

Pre-Employment Screening

Throughout your entire pre-employment screening process, be mindful of liability issues surrounding your hiring process. Be aware of whether the local area where you hire workers allows you to ask about criminal history. If you use social media to screen candidates, make a plan for how you’ll address information you may uncover that is protected from employment considerations. Review with your hiring team questions that may violate state and federal laws.

Consider using pre-employment screening tests to measure applicants’ skills or uncover their hidden personality traits. These tests can help ensure you find candidates whose values align with your company’s culture. Hiring people with qualities such as honesty, trustworthiness and a drug-free attitude can strengthen your team and help reduce employee turnover.

Also consider using background checks to verify applicant information. Criminal background checks and a pre-employment screening drug testing can protect you from fraud and costly accidents. Another example of pre-employment screening measures includes checking civil records to uncover whether an applicant has been involved in lawsuits. Verifications will assure that the applicant has been truthful on her resume. You can verify past employment as well as educational records.

Currently, federal law allows employers to use credit checks in their hiring process. But recently lawmakers have considered legislation to ban the practice. Some states have already banned the use of credit checks for employment purposes. If your company finds it necessary to check applicants’ credit, be sure you comply with the Federal Fair Credit Reporting Act. Ask the applicant’s consent to run the report and give them the opportunity to review information that influenced your decision.

Screening Questions

As you can see, you can accomplish much of your employee screening process before you speak to candidates. A concise job description and effective application questions will help you sort and organize candidates when you use a time-saving ATS solution. But at some point, you’ll need to start interviewing your short-list of candidates during your screening process for hiring.

Before you pick up the phone, prepare a list of questions for screening and evaluating candidates. Every applicant should receive the same questions. Your interviewers should have a clear set of criteria for documenting and scoring answers. A structured interview applied consistently for all candidates is one of your most effective tools in your employee screening process.

Since the first pyramid needed an architect, recruiters have grappled with the screening process for hiring. Knowing which interview questions to ask is one of the toughest steps of the selection process. But instead of asking candidates trendy, but useless, brainteaser questions, like “how many golf balls will fit in the Great Pyramid?” develop questions that actually help you find the best new hire.

Start by identifying the problems your new hire will face on the job and ask the candidate what steps she would take to solve it. Develop a few questions directly from the candidate’s resume. Ask her the steps she took to achieve a specific accomplishment. Ask how she plans to succeed in the role. Many roles within an organization may never have direct contact with end users. Asking your potential new hire how the position directly impacts customers will help you determine if the he understands how he would influence the company’s success.

Phone Interview Questions

Phone conversations are your most efficient and effective solution for first-round interviews. But interviewers often make the mistake of conducting phone interviews much like they do in-person interviews. Take into account the phone’s unique benefits and shortcomings when developing screening interview questions.

Silence is more awkward on the phone than in person. When speaking to someone in person, you can read body language to fill in the gaps in conversation. As a result, many people compensate by talking more when on the phone. While you don’t want your applicant to feel uncomfortable, avoid being overly personal to convey friendliness. Instead try speaking with a smile. Your tone will be friendly while keeping the conversation focused on the job.

Set a time limit for the phone interview. Remember, the applicant can’t read your body language either. He may overcompensate by over-explaining his answers. Start by letting the candidate know the phone call will take about 30 minutes. He’ll likely give more concise answers, and he’ll know when it’s time to wrap things up.

Remember, a level of transparency will improve your candidate’s experience. Even disqualified candidates can impact your company’s reputation. If you decide during the phone interview that the candidate is not a good fit, politely and respectfully let them know. Or let successful candidates know to expect a follow-up phone call to schedule an in-person interview.

Final Thoughts

You shouldn’t have to choose between saving time during your pre-employment screening process or conducting a comprehensive search for the best candidate. Creating a screening strategy that begins with your job description and includes structured interview questions will help you tame the hiring process chaos while uncovering the best applicant in a mountain of resumes. ExactHire’s applicant tracking software can help you save time while creating a more effective screening process during each stage of your new hire search.

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