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Where have 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.

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 one 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 GPP, 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.

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.

 

Photo by Ricardo Arce on Unsplash

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.

 

Photo by Girl with red hat on Unsplash

 

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.

SMB Pre-Employment Screening Ebook

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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.

Photo by Darrin Henein on Unsplash

Why Diversity Hiring Is Important

The world has its eyes on systemic racism. And now, more than ever, everyone seems committed to dismantling discrimination. But with the heightened attention comes the awareness of the complexity surrounding inequality. Diversity is complicated, and that’s why most companies fail to meet their Diversity, Equity & Inclusion goals.

Businesses tend to see diversity as a numbers issue. They see that a minority group comprises a certain percentage of the local population and then focus their efforts on having a similar percentage in their workforce. But emphasizing statistics ignores the uncomfortable factors that lead to poor diversity.

Leaders can address these issues within their workplace when they emphasize the benefits of diversity without downplaying its difficulties. Situational factors, privilege, and implicit bias drive inequality. These factors make conversations around diversity difficult. But companies that address the circumstances that lead to inequality ultimately reinforce the shared experience of living in our society. Ultimately, everyone in the organization will feel more valued.

Defining Diversity and Its Importance in the Workplace

Most business owners think of diversity in the workplace in terms of the compliance regulations imposed by the federal government. These regulations ensure equal employment opportunities for marginalized groups. Business owners agree diversity hiring in the workplace is important. But they tend to view their diversity hiring efforts under the narrow lens of the EEOC. They acknowledge hiring for diversity is important in the world and contributes to the greater good. Yet they also see diversity in the workplace as having very little impact on the company’s success.

Nothing could be further from the truth. Diversity in the workplace is good for the bottom line. In 2015, McKinsey and Company found that companies with a diverse workforce performed 15 to 35 percent better than the national industry median. This success underscores the importance of diversity in the workplace.

McKinsey followed up with a 2018 report that echoed the finding of the first: diversity is good for the bottom line. Companies with gender diversity at the executive level were 21 percent more profitable than their less diverse competitors. Companies with culturally diverse executive teams outperformed their competitors by 33 percent.

In both the 2015 and 2018 reports, McKinsey delivered bad news to companies with poor diversity. Companies that fail to cultivate gender and culturally diverse teams perform up to 29 percent worse than their competitors. Companies that fail to recruit minorities need to figure out how to increase diversity in the workplace.

Leverage Diversity in the Workplace

There are no disadvantages of diversity in the workplace. When companies go beyond simple compliance and truly leverage diversity on their teams, they can outperform their competitors. Businesses can better withstand unexpected challenges, such as a pandemic, when they leverage the benefits of diversity in the workplace.

Businesses can avoid “group think” when they prioritize diversity in the workplace. Companies with a diverse workforce will benefit from the different perspectives and experiences their employees bring to the table. Leveraging diversity on teams will lead to more creative solutions and innovations.

High-quality talent demands diversity as well. According to a survey by Glassdoor, 76 percent of respondents said diversity is important when considering job offers. Professionals under 35, especially, expect their employers to emphasize diversity, equity, and inclusion. Companies that prioritize diversity in their hiring efforts can attract and retain this top talent.

You’re more likely to understand your customers’ needs when you leverage diversity in the workplace. The U.S. is rapidly moving toward a diverse population. Will your workforce be diverse enough to meet the needs of an increasingly diverse consumer base?

Realizing the benefits of diversity in the workplace requires more than hiring for diversity. To really tap into the potential throughout your workforce, you need to leverage diversity. Leveraging elevates diversity from a numbers game for compliance to a comprehensive strategy for diversity hiring and development.

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An Effective Hiring Process Includes Diversity

The first step to employing a diverse workforce is an effective hiring process that includes diversity as one of its primary goals. Impress upon your team the importance of an effective hiring process that emphasizes diversity. Companies that understand the importance of hiring and retaining the right employees are more successful.

One or two (or more) stakeholders may (silently) think the company should hire the best qualified individual rather than hire for diversity. Explain to your hiring team that the company will always seek out the most qualified person for the job. But unconscious biases often exclude highly qualified people from marginalized groups. Dismantling these unconscious biases is the first step to a hiring process that promotes diversity.

An article in the Harvard Business Review details a study conducted to uncover biases while rating resumes. They found that a female or minority candidate needed a 4.0 GPA to get the same rating as a white male with a 3.75 GPA. A white male with an impressive internship received a 50 percent higher rating than a female or minority with the same internship.

Understandably, your hiring team may feel uncomfortable with the idea that they, too, have implicit bias. However, leveraging diversity goes deeper than simply hiring for diversity. To have a truly inclusive workplace, your hiring team should understand and dismantle their own implicit biases.

Technology may help you avoid implicit bias in your candidate selection. Applicant tracking software can scan and sort resumes for qualifications. The resulting list will be free of human bias. ATS can also track your applicants to help you identify problem areas in your recruiting efforts.

Hiring Diverse Candidates for Your Organization

Hiring diverse talent requires intention and strategy. Even the most committed companies may fall short in their diversity goals when they fail to proactively recruit a diverse workforce.

Start by examining your requirements for the job, such as GPA. Applicants who come from low-income backgrounds likely had to work while attending college. Their GPA may have suffered under long work hours. Failing to account for situational differences among applicants can lead to poorer hiring decisions.

These situational differences extend to attaining a degree. Since the Great Recession, employers inflated the importance of degrees for entry and mid-level jobs. Yet, in 2016, just 30.8 percent of Black adults had attained a college degree, compared with 47.1 percent of white adults. Furthermore, degree holders in these jobs do not always perform better than high school graduates.

Reexamine the necessary skills for entry and mid-level jobs within your organization. Place a higher value on work experience. If you still find that candidates need specialized skills, consider recruiting from trade schools or implementing an in-house training program.

Consider your interviewing process from the lens of marginalized groups. Are you flexible with your scheduling? Do not doubt a candidate’s commitment just because she isn’t available for an interview until next week. Up to 58 percent of the nation’s low-income families belong to non-white racial groups. Candidates may be working multiple jobs or jobs with unconventional schedules.

You may be sabotaging your diversity hiring efforts if the application process and virtual interviews require too much technology. Black and Hispanic candidates have less access to the Internet and laptops. On the other hand, these candidates are more likely to primarily use cell phones for their job search and applications. A hiring process that embraces mobile technology can boost your efforts at creating a diverse workforce.

 

Workplace Diversity Goals in Hiring

You can create diversity hiring goals to gauge your success and examine areas for improvement. Good diversity goals focus on the corporate culture, the corporate branding, and corporate recruiting. Your company is more likely to meet its diversity goals if you effectively communicate them.

Your compliance reporting likely already contains information about how your hiring metrics compare with the general population for your area. You’ll have access to even more data if you use an applicant tracking system. Finally, examining your current workforce and diversity at all levels, including executive levels, can create a clearer picture.

Now that you’ve compiled your data, you can look for areas of improvement.

  • Does your workforce include as least as many diverse employees as the community’s population?
  • Are candidates from marginalized groups applying for jobs within your organization?
  • Is one group disproportionately offered interviews compared to minority groups?
  • Is your hiring team composed of a diverse group of people?
  • Is there pay disparity in your company between marginalized groups and their peers?
  • Does the demographic of your managerial and executive positions match the demographic of your entry level positions?

When you understand where your company is lacking, you can create actionable steps towards a more diverse workforce. These steps are more achievable if you communicate them correctly to your staff. Companies are more likely to achieve their diversity goals when leaders tell their teams that diversity is important and requires a focused effort. This creates a positive message around diversity and also creates buy-in from their staff.

Diversity Recruiting Strategy

Many companies find that minorities and marginalized individuals aren’t applying for open positions. A diversity recruiting strategy that proactively seeks these candidates can help. In addition to removing unnecessary the educational and technology requirements mentioned above, recruiters can implement strategies that encourage minority applicants.

Create a culture that values diversity and inclusion in recruitment and beyond. Incorporate your diversity initiatives into your company mission and value statements. Provide company-wide diversity training, with an emphasis on those in management and hiring teams. Include minorities in your company’s marketing campaigns. Emphasizing diversity within your organization and your branding will create a welcoming atmosphere for minorities.

Connect with community organizations. Look for associations that attract minority members. As you speak with professionals in your community, learn about the employment issues these groups are facing. Build a network that includes professionals in underrepresented groups. Lean on your network for employment referrals.

Expand your recruitment efforts to schools with a significant minority population. Minorities are underrepresented in the nation’s top schools. Companies face diversity recruiting challenges when they focus on a few universities. Instead, redirect some of your recruiting efforts to schools with ethnically diverse students.

Invest in an applicant tracking system. An ATS comes with several features to help you reach your diversity goals. You can more easily comply with diversity hiring laws with built-in compliance reporting. The ATS will also help you build a talent pool you can use for future openings. And the resume sorting capabilities of an ATS can help you ensure diversity in your recruiting and hiring practices. The right applicant tracking system will come with a fully mobile careers site that allows applicants to use their smart phones.

Final Thoughts

Diversity is hard, but well worth the effort. Federal compliance and the financial benefits of diversity will always be important. But the biggest reason to hire for diversity is because it’s the right thing to do.

The tragic stories in the news over the past year brings racism and bias to the forefront of our collective consciousness. At the same time, the pandemic has undone the gains women have made in the workforce. Now is the time for your company to recommit itself to Diversity, Equity, and Inclusion.

If you’re interested in learning how applicant tracking and onboarding software can help you achieve your diversity goals, you can register for a personalized demo with a one of our solutions team members.

 

 

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How to Write a Job Description

Indeed.com, just one of many jobs sites, is home to more than 16 million job postings. How can yours stand out? How can you avoid underqualified applicants? Most importantly, how can you persuade the best candidates to apply to your company?

The answers to all of these questions begin with your job description. That small post of just a few hundred words has to do some heavy lifting. Your job description must be optimized for search algorithms. It must be clear and honest to help candidates self-qualify. Your job ad has to subtly communicate the awesomeness of your company to a small pool of coveted, well-qualified candidates.

Your job description must accomplish all these goals for one purpose: to convert only the best job seekers into a manageable pool of applicants. How can you write a job description packed with that much power?

Job Description Writing Guide

When thinking about how to write a job description, there are two things to keep in mind. First, you’re writing for the search engines. Second, you’re writing for the job candidates. Each of these “audiences” requires a different approach.

Search engine writing elevates your ad near the top of search results where applicants can find it. Writing your job description with keywords will guide algorithms to your ad. Keywords should appear in your job title and the description, especially the first paragraph. The meta title and meta description should also include keywords.

Keywords will get your ad in front of the applicant. But only clear and compelling writing will persuade readers to complete the application. When asking yourself how do you write a good job description, start by identifying your ideal candidate. Then create a job ad that appeals to that person.

Sometimes, a boss will ask employees to write their own job descriptions. Ideally, several stakeholders should be involved in crafting job ads. HR professionals should seek input from the supervisor overseeing the new hire and also the position’s co-workers. A marketing professional or content writer can craft a job description that is both SEO optimized and compelling for applicants.

 

Mobile Recruiting Guide

Best practices for Writing Job Descriptions

The best practices for writing job descriptions seamlessly weave SEO writing with persuasive writing. If you’re learning how to write your own job description, start by crafting a job description that clearly identifies the role. This description becomes the blueprint to which you add keywords. Finally, you’ll rework your description to persuade job seekers to apply.

What do you write in a job description? Things like the job title, pay range and shift should appear at the top. Next, include a brief summary of your company. Follow this by a summary of how the job fits into the goals of the company. You’ll want to include the most important or time-consuming duties and responsibilities for the position. Identify the minimum qualifications. Finally, identify unique requirements for the job, such as heavy lifting or repetitive hand motions.

Identify what words job seekers are using to find your position. These become your keywords. Use both general and specific terms. The first paragraph of your job description should contain all of your keywords.

Perhaps you’re writing a job ad for what your company calls a project manager. But many industries employ project managers. Someone searching for a position as an IT project manager would not be a good fit for a litigation support project manager. If your job description is for an industry-specific position, then include that information as a keyword.

Include keywords that specify required skillsets. “Java-Script Computer Programmer” or “B2B Content Creator” act as longtail keywords. They are more likely to appear at the top of results for applicants searching these terms. Being specific with your job titles will also help applicants self-qualify.

A Good Job Description Template with Job Responsibilities

When wondering how do you write an effective job description, consider your ideal candidate. What does this person want? For example, perhaps you want someone who works well with a team. This person wants to feel like a valued team member. Perhaps you want someone who can work independently. This person wants to feel trusted and empowered.

Notice that you’re writing to appeal to your ideal candidate’s emotions. In this way, writing your job description is much like writing content for customers. You want your candidates to feel good about applying to your company in the same way you make customers feel good about purchasing.

The best practice for writing the duties and responsibilities section of a job description will tap into a candidate’s desire to support a larger cause. Any job duties list can be written to tap into the applicant’s desire to contribute to something bigger than themselves. If you already track employees’ roles and responsibilities in an Excel or Word template, you can rewrite them from this purpose-centered perspective.

A job seeker’s decision to apply to your company is largely an emotional decision. In this way, applicant conversion is similar to customer conversion. However, you’re only hiring a few select applicants. Effective job descriptions will increase the number of preferable applicants while discouraging undesirable or unqualified applicants.

You can do this by highlighting the emotional benefits that the company values. For example, perhaps your open sales position requires travel. Enticing someone who “wants to see the world” may not attract the type of candidates you want. But you’ll appeal to more desirable applicants if you highlight the opportunity to “work with some of the most innovative and culturally diverse software clients in the world.”

Good Job Description Examples

Rework the key components of a job description to highlight the benefits applicants may enjoy.  The best job descriptions for 2021 will highlight benefits in relation to a purpose-orientated mindset.

Good job description examples of the duties and responsibilities for a receptionist may include answering the phone. A compelling description may be, “Be the friendly first point-of-contact for Esperion Therapeutics. Ensure a great customer experience by correctly determining callers’ needs and identifying the person or department best suited to meet those needs.”

Perhaps you’re wondering how to develop a job description for a service technician who will travel to repair equipment for clients. A persuasive job description may read, “Use your mechanical know-how to ensure a consistent customer experience. Keep client productions running smoothly when you travel to client locations nation-wide to diagnose and repair equipment or perform maintenance.”

What Job Descriptions Should Not Include

Now you know your job ad needs keywords and compelling writing. But what should not be included in a job description?

Overwrought Job Titles. Don’t include words like rock star, ninja, connoisseur, or anything similar in your job titles. Rather than creative, these words seem dated and desperate. Candidates aren’t using these terms to search anyway.

Unrealistic Qualifications. Ask yourself if you really need a branch manager with a Master’s degree. Or a receptionist who speaks Spanish. Or an assistant who can write Excel macros. Some qualifications aren’t as important as you may think.

Too Much Positivity. You also want to realistically assess the job. Is there something about the position that may be a deal breaker for some people? If the job requires overtime or working weekends or excessive travel, then clearly say so in the description.

Jargon and Abbreviations. Your words should be clear to a general audience and spelled out completely for search engines. Don’t use terms that only people in your industry or company would understand. Don’t use abbreviations.

Complete List of a Role’s Tasks. Your job description should not be an exhaustive list of the position’s duties. For legal purposes and to avoid wrongful termination suits, include phrasing that allows supervisors to expand responsibilities for the role.

Final Thoughts

Recruiters need to do more to attract top talent. With more than half of job seekers going to online job boards, the work of getting noticed by quality applicants begins with your job description. This small block of text must appeal to algorithms as well your ideal candidates.

But what happens when your amazing job description spurs a candidate to apply? The best job descriptions will fizzle if they end with email instructions. You can keep the momentum going when your job ad directs clients to a branded careers site where they can learn more about your company. You can sort and manage the data from the influx of awesome candidates when your branded careers site feeds into an applicant tracking system.

Do you want to know more about how to connect with job seekers online? Download our free guide, Connecting with Job Seekers in the Digital Age.

 

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How Do I Write An Employee Application?

The digital age has transformed recruiting. From a branded careers site where applicants can search and apply for jobs to quick-as-a-click reporting that lets you see what works and what doesn’t, data-driven recruiting beats the old paper-pushing days of yore. But don’t toss your job application form in the recycling box just yet.

Far from being obsolete, the reliable questionnaire is still a heavy hitter in your recruitment toolbox. But if job seekers still need a pen to apply to your company, it’s time to write your employee application form for the Web.

The Basic Job Application Form

A simple job application form performs a straightforward role in your hiring process: gather enough relevant information to determine if the applicant should move forward in the next step of the recruitment process. A Web-based application form achieves this crucial task far more efficiently than a paper application as well as a number of other functions.

An online employment application form will transfer candidate information into an applicant tracking system (ATS). Capturing data through the application means your hiring team will spend less time typing and later correcting errors. It also means you can find and sort candidates easily using a search box. Later, you can file your EEOC reporting with just a few clicks rather than thumbing through file folders and creating a lengthy Excel spreadsheet.

An online employee application form is also more convenient for your applicants. When they find your job ad online, they can click over to your careers website and immediately fill out an application. You’ll benefit from a larger talent pool when your application process is user-friendly.

An applicant tracking system will allow you to create an online application form that can be customized for unique positions throughout your company. You’ll be able to ask applicants questions that are specific to their desired role or the location where they’ll work. If you simply make a PDF job application form from your current paper version, you won’t be able to tailor your questions to the applicant or sort through the resulting data.

 

Mobile Recruiting Guide

An Effective Job Application Form

A web-based employee application form is more effective than a paper, or even a downloadable PDF, version. Pairing your online job application form with an applicant tracking system will help you search through numerous applications to find the best candidate more quickly. But how can you write an employee application form in a way that encourages the best job seekers to complete it?

Consider the candidate experience during the application process. A slow or frustrating recruiting process can be a turn off for quality applicants who understand their worth. Take your application for a test run to experience your recruiting process from the candidate’s perspective.

A short, simple application form is almost always preferable to a long series of questions. Aim for an application that takes about 15 minutes to complete and has fewer than 20 questions. If you find that you need more information to narrow your choices, invite qualified candidates to complete a second, short employee application form.

Every iteration of your employment application template should be reviewed for potential legal issues. Not only will new legislation affect the legality of your employee application form, but so will recent case law. For instance, questions about education aren’t illegal, but a recent discrimination case may have been successful if the application unintentionally excluded a protected group.

Job Application Formatting Tips

Candidates are more likely to complete your questionnaire when you stick to a simple job application form format. The web page should tell the applicant at the beginning how long the application process will take. Use check boxes and drop down menus for questions with yes/no or predictable answers. If your employee application form has more than one page, include a page counter that lets the candidate know how many pages are left.

A job application formatted for mobile use will simplify the process for most of your candidates. Hourly workers, especially, are more likely to rely on their smartphones. But, professions with the lowest mobile job search rates—math and computer jobs—still see nearly half of candidates using smartphones to find their next job. Creating a simple job application form in a mobile-friendly format will increase the number of applications you receive from these candidates.

Creating even a simple job application form formatted for mobile use is a daunting task for IT departments in many small to medium-sized businesses. Fortunately, the best applicant tracking systems can take care of the numerous coding and capability issues that arise when creating an application for both Android and iOS. Applicant tracking software can offer a mobile-friendly employee application form that works with the most popular job boards and social media sites.

Drawbacks of Employment Application Form PDF

Quality candidates will skip your job application form if they need a pen to fill it out. Even if your employment application form is online, candidates will drop off if it’s too long or not mobile-friendly. But when you create an online employment application that’s easy to complete while still capturing the important information you need, you’ll benefit from an improved application to hire ratio.

Perhaps you thought a mobile-friendly, online employment application was out of reach for your business. In fact, an ATS that caters to your company’s unique needs will create your online employment application and give you the tools you need to mine the data for your best candidates. With your application form online, your business will be able to compete for the best talent.

If you’re thinking about ditching the pens and setting up an online employee application form, give us a call. We’d be happy to answer your questions and help you figure out if an online job application is right for you.

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How Text Messaging Fills Positions Faster

Move over Zoom. The pandemic has bumped up another mode of communication: texting. Overall, 50 percent of the population is using text more often since the pandemic began. And if you’re one of the few recruiters not using text messaging for hiring, I might be SMH (shaking my head) at you.

Texting has been on the rise since the first 10-year old Millennial received a cell phone—check that—since the first two 10-year old Millennials received a cell phone. Businesses have been marketing with text for years and have seen huge results. Success with text marketing is no surprise considering a read rate of 97 percent within 15 minutes.

Okay, so maybe every American sends and receives about a 100 texts per day. But does that really make text messaging effective for recruiting and hiring?

 

Leverage Text Recruiting

Text Messaging Is Effective

Just ask Home Depot. The home improvement giant saw a 50 percent increase in response rate for texting applicants versus other methods since implementing a robust text recruiting strategy.

Like working from home and Zoom calls, text messaging in business recruiting is here to stay. There are just too many benefits of text recruiting, including speed and efficiency.

Both the hiring manager and the applicant save time composing a text versus an email. And unlike email, nearly everyone reads their texts, oftentimes within 15 minutes.

And if you’re still wondering is email or text messaging more effective for response rates, 82 percent of people turn on notifications from their text messaging apps. That’s probably much more than email considering only 27 percent of those who primarily use their phone to check email do so as the emails arrive.

Busy recruiters can manage multiple conversations in less time. That kind of efficiency is especially helpful for positions that typically have a high turnover rate. If you hire for these high turnover jobs often, then pre-screening may become one of your favorite benefits of text recruiting.

Pre-screening applicants over the phone can be time-consuming. But what if you could start winnowing down your hiring choice with a text conversation? You could get a lot of common deal breakers out of the way, such as verifying the candidate is still looking for a job and has reliable transportation.

The speed and efficiency of texting can reduce your time-to-hire metrics, especially for your high turnover, hourly positions. If you’re still wondering is text messaging acceptable, just ask the 86 percent of Millennials prefer texting during the recruiting process.

Hiring Problems That Text Messaging Solves

Text messaging has grown from a vehicle for informal teen chats to a commonplace form of communication in all areas of life. Texting efficiently relays information without the time-consuming small talk of phoning. It’s only natural that texting has made its way into the recruiter’s toolbox as an effective solution to several problems.

Text messaging applicants is more efficient than phone interviewing. Phoning potential interviewees is time-consuming. You’re unable to do anything else while you’re dialing, waiting for an answer, and actually talking to the candidate. Multiply the process by the several calls required for each open position and you’re easily losing hours in the first step of the interview process.

When you text message job candidates, you can quickly narrow down your choices. Save time by text messaging screening questions concerning a candidate’s availability and access to transportation. When you’re ready, you can schedule candidate interviews with text messaging.

Text messaging will reduce applicant ghosting. Increasingly, job applicants don’t respond to traditional communications. Most email messages—80 percent—remain unread. Entry-level job seekers do not always have email. Most people don’t answer calls from unknown callers, and many voicemail boxes are full or not set up.

On the other hand, nearly all texts are read within 15 minutes of being sent. Millennials, especially, are open to responding to texts from unknown senders. Typing away on a smartphone doesn’t deter applicants who already use their phones to apply for jobs.

Phone calls and emails can’t match the speed and effectiveness text messaging offers. But if you don’t have applicant tracking software to manage your text messaging efforts, you risk appearing unprofessional.

How to Text Message Professionally

If you didn’t know what SMH meant before reading this article, don’t feel bad; I didn’t either. Luckily, neither of us needs to be as fluent as a teenager in texting slang. If you’re recruiting via text, then you want to keep it as professional as possible. Adhering to professional text messaging etiquette while recruiting will reinforce a positive impression of your company.

  • Ask for permission to text during the application process. While it may be convenient for you, it may be a hassle for your applicant. Think of asking first as the golden rule for any business wishing to communicate via text.
  • Identify yourself, your company, and the reason for your text. Candidates have probably applied to multiple companies. Clearly identifying yourself and your purpose prevents any confusion. Using a text messaging template for recruiting will help you keep it professional.
  • Avoid texting slang. Always spell the word rather than rely on acronyms. Use proper punctuation and capitalize the first letter of every sentence. Never, ever use emojis.
  • Be personable. Don’t let your applicant feel as if she is talking to a chatbot. Address her by name and thank her for her time. Remember, your text is her first indication of how the company will treat her if she becomes an employee.

You can use applicant tracking software to create a professional texting strategy. A custom online application can ask the applicant for permission to text. From there, you can create text messaging templates for your hiring needs. You can even set the text messaging time of day using applicant tracking software.

Develop a Text Recruiting Strategy

Incorporating text messaging as part of your talent strategy can improve your time-to-hire metrics. Applicant tracking software that includes text recruiting campaigns will streamline and organize your efforts. Your strategy should develop text messaging cadences to avoid overwhelming the candidate with too many messages. You’ll reduce applicant ghosting significantly when you combine text messaging with email and phone. Finally, text messaging templates for hiring will help ensure your text recruiting campaign reflects your brand’s voice.

Text messaging was rising long before the pandemic. Now, social distancing means people are texting 50 percent more than before. Covid made texting mainstream, much like remote work and Zoom meetings. It makes more sense than ever to use texting in your recruiting campaigns.

Are you unsure of how to start engaging applicants on their mobile devices? Download our guide, Leveraging Text Recruiting to Engage Job Seekers. You’ll learn how to measure and maximize your mobile recruiting effectiveness.

 

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