If your company’s recruitment strategy starts and ends with posting a job on an online job board, you’re doing it wrong. This “post and pray” method of finding candidates is the recruitment equivalent of fishing with a stick and a piece of string one shore while your competition is on a boat using a best in class fishing rod with carefully chosen bait. In other words – you could still catch some fish, but it won’t be very good fish.
Here are EG Workforce Solutions, we have over 60 years of industry experience in building winning recruitment strategies. Here are our 7 tips on how your company can create a winning recruitment strategy of its own to attract and hire quality candidates.
Improve Your Employer Branding
If you could pick any company to work for, who would it be? Chances are you’re coming up with a company that has strong employer branding – even if you don’t realize it. These companies have strong cultures and are highly visible in the community – both physically and online. These are the companies you see on social media showing off their employees, life in their office, or the projects they complete. These companies often have highly visible marketing such as digital advertising, printed materials, billboards, and television or radio ads. The company culture of organizations that have strong employee branding is prevalent and when done well, attracts so many candidates that your company is able to be highly selective during the hiring process.
Improving your employer branding isn’t easy to do. It requires time, money and effort on behalf of the organization to pull it off effectively. One study by Glassdoor cited the average cost a company spends on a total employer branding strategy is about $129,000, the bulk of which goes towards advertising, community outreach, and social monitoring. However, there are small steps your company can take today to start improving your employer branding including sharing staff events on social media, updating your website, participating in community events, and adding an employee referral program.
Utilize Data to Hire Better
You can’t manage what you can’t measure and hiring processes are no different. Whether you’re using an ATS or not, hiring great candidates needs to be a process and not shooting in the dark. Thankfully, in today’s digitally driven world, there are many recruiting metrics that your company can measure. Some of the most common metrics include the source of hire, time to hire, applicants per hire, cost per applicant, cost per hire, employee retention rate, job offer acceptance rate, and more.
By measuring these hiring metrics, your company will be able to improve its recruitment strategy. You’ll be able to identify gaps or pain points your applicants are experiencing. For example, if your offer acceptance rate is low you may want to take a look at your interview process. How long is it? Are candidates having a negative impression after an interview? If a candidate is expected to sit through long interviews, are you making it accessible for them by offering to meet them before or after the hours of 8-5? If you notice applicants dropping off after an interview or passing on a job offer, candidates may be having a negative experience with your company. According to LinkedIn’s research, 83% of candidates said that a negative experience in an interview could change their opinion about a role in a company they liked.
There are plenty of ways to start tracking these metrics, you can find templates and formulas from sites like Hundred5.
Go After Passive Job Seekers
While it may often feel like there is a severe shortage of top talent actively seeking employment, there is no lack of passive candidates. LinkedIn’s research estimates that 85% of the workforce would leave their current job for a better opportunity.
These passive candidates provide a whole new pool of talent your company can find new employees from. Be mindful though that these passive candidates are less likely to be motivated to apply so the application process should be simple and quick.
Make the Application Process Simple
No one enjoys applying for jobs – especially for jobs with long application processes. If an applicant has to spend time manually entering the information that can be found on their resume or work history, like past experience, job title, dates of employment, etc. your company runs the risk of that applicant dropping off. Try to make the application process as simple as possible, you might have to do more sifting through unqualified resumes but you’re also more likely to nab the resumes of top talent.
Write Compelling Job Posts
Job posts are the first impression of what the role at your company would be, so it needs to be accurate and compelling. The job title should reflect the actual position, for example, if you’re searching for a Human Resources Coordinator call it that and not something “fluffy” like “Benefits Guru.” Some other job description best practices include: limited bullet points to one-third of the page, having a summary at the beginning that lays out the position, a company summary at the end of the post, and proofreading to ensure there are no grammar or spelling mistakes that could make your company look less reputable to an applicant.
Reach Out To Past Candidates
When you interview for open positions, you’re bound to get multiple candidates who stand out, even if they don’t make the cut for the position they interviewed for. Keep these candidates on file – you’ll have a pool of great talent to pull from without having to start from scratch!
Whether you’re filling a similar role or replacing your number one choice, these are the candidates you should reach out to. Sometimes, your number one candidate choice declines the job offer or quits weeks after getting hired; dig into your ATS system and reach out to the other applicants who stood out during the interview process.
Post Jobs Beyond the Big Job Boards
While online job boards are the most popular, and should absolutely be part of your recruitment strategy, there are ways to recruit without using just the big job boards. You can post jobs on more niche job boards if you’re recruiting for a very specific position or if you need freelance/contract work. Your company can use traditional methods to recruit including newspaper ads or billboards.
Another great way to find great talent is to let someone else do the heavy recruitment work. Using a staffing agency is a great way to have top talent delivered straight to your company’s doorstep. Here at EG Workforce, our recruitment process works diligently to match your ideal candidate with the position you need filled. You can learn more about how EG Workforce could be the hiring solutions for your business here.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
You’ve spent time filling out applications and updating your resume, and now you’re interview is scheduled, the only problem, you don’t know what to wear! EG Workforce Solutions is here to help. We’ve had over 60 years of employment industry experience, so we’ve picked up a few tips and best practices on nailing your interview outfit.
What to Wear
Stick to Neutrals – Keeping a neutral color palette is always a safe choice when deciding on an interview outfit. Neutral colors are not distracting like bright colors, or bold patterns might be to a hiring manager and convey a sense of professionalism.
Plan Your Outfit Ahead of Time – Instead of trying to figure out what to wear the day or morning of your interview, plan ahead of time. Take some time the night before to plan out the outfit you’re going to wear and lay it out in a place it won’t get damaged or wrinkled. Planning ahead not only saves time and stress on the day of the interview, it will also give you time to wash or iron the clothes if they need it.
Be Comfortable – While looking professional is the most important factor to consider when deciding on an interview outfit, you’ll also want to make sure you’re comfortable in what you’re wearing. Avoid wearing anything too tight or too baggy, not only will this look less professional, you’ll most likely spend a lot of time fidgeting with your clothes because you’re uncomfortable and this body language won’t transfer over well with the hiring manager.
What to Avoid Wearing
Avoid Wearing Heavy Perfume or Cologne – No one wants to be overpowered by strong perfume or cologne, not to mention, a hiring manager might be allergic to it. While there’s nothing wrong with smelling nice, it’s best to remember the ABC rule, Always Be Conservative when it comes to using perfume or cologne. If you choose to wear perfume or cologne, a light spritz is generally all you will need before going into the interview.
Flashy Accessories – Avoid flashy accessories like chunky jewelry or large watches. Flashy accessories usually don’t look professional and might be distracting to the hiring manager. You want the hiring manager to be listening to your skills and experience, not getting distracted by sparkly jewelry or a boldly patterned tie.
Dressing Too Casual – Even if you’ve researched the company and people look like they dress casually, or you’re interviewing for a job that doesn’t require you to dress up, it’s always best to present yourself professionally during the interview. Show the hiring manager you’re professional and reliable by reflecting those traits in your interview outfit.
Preparing For Your Interview
With your interview outfit ready to go beforehand, you’ll be able to spend less time worrying about what to wear and more time preparing for the interview itself. Here are a few more quick tips to ease the jitters and help you ace your next interview!
• Arrive at the interview 10-15 minutes early
• Map out the route ahead of time to ensure you’ll arrive on time
• Prepare answers to common interview questions
• Update your resume or work history and bring an extra copy
• Be confident in your skills and abilities
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Are you ready to start your career with EG Workforce Solutions? Browse and apply for our open positions on our website, or call your local office to schedule an interview today.
You’ve taken the time to update your resume or work history and fill out the application, and the hiring manager just called you to schedule an interview. An interview can be stressful, but it doesn’t have to be if you take the time to prepare for some common questions you’ll likely be asked. We’re breaking down some of the most frequently asked interview questions and how to answer them in a way that helps you stand out from other candidates.
“Tell Me About Yourself”
This is probably the most common and most dreaded interview question out there. It’s a safe bet that this question will be asked no matter what type of position or industry you’re interviewing for. This question doesn’t have to be stressful though! Instead of dreading it and fumbling over your answer, embrace it as a chance to share how your skills and experience match up with the job. By preparing a response before the interview, you’ll be able to answer this question with ease. Here’s an effective formula to help you prepare for the “Tell Me About Yourself” question.
– Present: Talk a little bit about what your current role is, the scope of it, and perhaps a recent accomplishment.
– Past: Tell the interviewer how you got there and/or mention any previous experience or skills you have that are relevant to the job and company you’re interviewing for.
– Future: Transition into what you’d like to do next and why you’re interested in this position (and a great fit for it, too).
“What Are Your Biggest Strengths/Weaknesses?”
Another common interview question that spans job roles and industries is the strengths and weaknesses question. This question can also be stressful because you might be afraid of boasting about your strengths or that your weaknesses might make the hiring manager think you’re not the right fit for the position. Don’t let fear get the best of you when this question comes up, let’s break down how to prepare your answer.
– Strengths – Be clear and precise. Back up what your strengths with examples that prove it. Don’t claim things are strengths if you can’t prove them with clear-cut examples.
– Weaknesses – Instead of just trying to turn a theoretical weakness, such as, “I am too much of a perfectionist,” choose a real weakness you have that you are working on turning into a strength. No one is perfect, and a hiring manager understands this. You’ll be appreciated for having the self-awareness to know what your areas for growth are rather than if you create a “fluff” weakness.
“How do You Handle Conflict?”
No matter what your role is or where you work, conflict is part of life, and sooner or later, you’ll find yourself in it. A hiring manager will want to know how you’ll react when conflict arises. If you’re someone who passes the blame or can’t own up to a mistake, a hiring manager will see a red flag on you being a good fit. If you have an example of a time you were in conflict, share how you handled it appropriately or, if you didn’t handle it correctly, share with the hiring manager what you learned through the process.
“Why are You Leaving Your Current Job?”
This question is getting to the root of what type of longevity you’ll have with the company you’re interviewing with and what kind of employee you’d be. To avoid raising red flags with the hiring manager, it’s crucial not to talk poorly of previous bosses or complain about your job role. No one would want to hire someone who might say the same things about them. Instead, stay on a positive route. Share how the position you’re interviewing for would help you reach your next career goal or provide more opportunities for professional growth.
“Why Should We Hire You?”
This question really provides you the opportunity to shine and sell yourself, but a lot of people tend to answer this question incorrectly (spoiler, the answer has nothing to do with money). It allows you to talk about your skills, your fit with the culture, and everything in between. One route you can take is to show the hiring manager how hiring you benefits them. Basically, you’ll want to show the hiring manager they will get an enthusiastic employee who has the exact right skill set for the position. Another way to answer this question is to present yourself as a “problem-solver.” Show the hiring manager how your skills and experience will solve the problem that this position is solving.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Start your career with EG Workforce Solutions today!