Candidate Acquisition

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November 17 2020

Why Are My Candidates Ghosting Me?

Corey Divine Candidate Acquisition, Employers candidate acquisition, Hiring, Human Resources, Interviews

Have your interviews become a little one sided?

The COVID-19 pandemic is forcing businesses to juggle a lot more than just delivering their products and services. Over the past few months, businesses have faced unique challenges that have left employees both mentally and physically exhausted.

Day to day business has become increasingly complex throughout the pandemic as businesses balance worker safety and customer satisfaction, while also ensuring their company stays solvent. One of the pandemic’s reoccurring challenges has been the struggle to attract and hire new employees. Despite historically high unemployment, many businesses have had job openings go unfilled for extended periods of time and have even struggled to get candidates in for interviews.

While some industries have had more success than others, any business hiring hourly workers has been on the so called “hiring hamster wheel”. Across all verticals, no shows to phone interviews, video interviews, and face-to-face meetings have skyrocketed leaving organizations scratching their heads.

When hiring is tough, most of the blame tends to fall on the candidates and the general feeling that they are the problem. In reality, this is not the case. Candidates are in short supply and have more options than before. Candidates are making conscious decisions to show up to the interviews that align most with their employment goals.

We want to provide you with a few insights on WHY this is happening and WHAT we recommend to help you find candidates who show up for their interviews.

Why Are You Being Ghosted?

You’re Moving Too Slow

Most hourly candidates searching the job boards for their next position want to start working quickly. Since there is overwhelmingly more demand than supply, quality candidates have a lot of options. Any lag in responding to their applications will give someone else the opportunity to hook them first.

CS Recommendation

We recommend blocking off time each day to handle application review, candidate calls, and interviews. When you have job openings it is important that you make filling them a priority. Candidate relations should be an appointment on your calendar until you get your openings filled. Candidate applications should be reviewed within 24 hours of receipt.

Your Process is Complicated

In today’s job market, candidates are interested in starting quickly. When candidates are submitting applications they are drawn to key phrases like “Immediate Openings”, “Start Tomorrow”, & “Immediate Hire”. Make sure if you have an immediate need that your process aligns with that posting. If you tell an applicant during their initial phone screen that the process will involve 2 interviews, a ride-along, and a reference check, there is a good chance they will not show up for the interview. Firms need to simplify their process or candidates will give up and move on before you have a chance to meet them.

CS Recommendation

Take a few minutes to review your hiring process with your team and see if there is anything that can be eliminated simplify your process. We also recommend interviewing some of your current employees to see if they have any ideas or feedback regarding the onboarding process. Overall, try to be flexible with candidates so that you do not lose a potential all-star.

You Aren’t Engaging

Your number one goal during the initial phone screen is to engage the candidate and get them excited about the position you have available. In this scenario the employer is the sales team trying to sell the candidate on why they should come to the interview. Since employers generally call candidates that they want to schedule for an interview it is important that you are prepared before speaking to them. If you fail to engage the candidate and sell them on the position the probability of them showing up for the interview will plummet.

CS Recommendation

During the phone screen it is important that you take the time to dig deep with your candidate and learn more about what they are looking for in their next position. This is your opportunity to engage with the candidate and begin to build a relationship with them. Think about the feeling you got the last time a sales person really sold you on a product or service. It is your turn to make your candidate feel that way about your job opening .

Timing Matters

Scheduling a candidate’s interview can be challenging, but it is important that you find a time that works for both of you. If a candidate tells you they can’t interview at a particular time don’t attempt to twist their arm and get them to agree. This is a recipe for a no show and an empty slot on your calendar. Furthermore, it is important that your interview time is within 48 hours of your phone screen. If you push the interview too far out you are giving competitors the opportunity to swoop in and steal your candidate.

CS Recommendation

Ask your candidates when they are available to interview and then build your schedule around them. The sooner you are able to fill your job openings the sooner you will be able to focus on other priorities. There is no benefit to pushing interviews out over a 3-5 day period because no shows will increase and your productivity will suffer.

We realize that hiring in today’s environment is no easy task. If you have any questions about the current job market, or how to improve your specific process, we are always here to help.

Corey Divine

President & CEO

corey@thecandidatesource.com

June 2 2020

Where Did All The Applicants Go?

Corey Divine Candidate Acquisition, Employers

Unemployment Has Skyrocketed, But Where Are The Applicants?

The past 60 days have been unprecedented, and have presented the business community with unique challenges. Across all industries, businesses have had to adapt and make changes to their day to day processes. While some businesses were forced to close due to government orders, others saw their sales skyrocket due to increased demand. For businesses who have seen an increase in demand, many have had to add new employees to their organization. Typically, this wouldn’t be an issue, but application traffic has plummeted during the pandemic. As communities across America begin to reopen, businesses will be even more desperate for employees. Despite record unemployment, businesses will have to fight over the limited number of applicants or be left with open job slots.

During past recessions, higher unemployment rates have resulted in a significant increase in applications. Unfortunately, the pandemic has created a unique recession and applications have actually decreased over the last few months.

Below we will investigate some of the major reasons for this unique challenge and offer some insight into potential solutions as you navigate the candidate marketplace.

Expanded Unemployment Benefits

In the state of Virginia, unemployed workers across all industries can qualify for almost double their working salary. This is due to the CARES Act that provides unemployed workers with an additional $600 in weekly benefits.
Since many unemployed workers are being paid more to stay home, there is no motivation to jump back into the workforce
In some instances, our team has spoken to employees who are now earning almost $750 per week in unemployment benefits. These are employees who, prior to the pandemic, were working part time earning $125 per week.

Virus Fears

COVID-19 is a very real threat, and for many, the risk of infection is not worth the risk.
Many workers are at a high risk or have family members who are at a high risk.
Workers are scared to be around other co-workers or customers.

Employees Aren’t Hunting

Many employees who managed to keep their jobs during the pandemic are not on the hunt for a new job. Employees are grateful to have a job and do not want to take a chance of messing up what they already have.
Until consumer confidence begins to return we anticipate that currently employed candidates will stay put.

Child Care

With schools closed, many workers have had to resign from their jobs in order to stay home with their children. Most blue collar jobs do not offer “work from home” options and employees do not have the financial means to afford costly child care services.

Tools To Help Fill Your Openings

When the economy fully reopens, businesses will not have the luxury of time and will need to begin earning revenue immediately. Due to the above factors, many employees will choose not to reenter the workforce and prioritizing candidate acquisition will be pivotal to a company’s post-pandemic success.

Below are a few insights and recommendations that we hope will help your hiring team as they work to attract candidates today, tomorrow, & into the future:

Create Effective Job Ads

It is critical that the job ads you place on your website, job board, and social media account are designed correctly. Your #1 goal is to get a potential candidate to click apply. If they are not a good fit, you can make that call, don’t let a potential candidate talk themselves out of the job before they even apply.
Check out our blog post on writing effective job ads https://rentthehelp.com/creating-job-ads-that-work/

Reach Out

Many candidates choose not to apply for positions because they lack experience despite the fact that they may be a perfect fit for the position. By reaching out to candidates you can educate them on your openings and why they may be perfect for the job.
Career changes are extremely common during economic downturns as employees begin to look for positions that may offer more security than the position they just left.
Just like selling a potential customer on your product or service, selling a candidate on your company can be just as rewarding

Offer Bonuses

Utilize your current employees to recruit for you. We recommend rolling out a robust referral program that will incentivize your team. To ensure that you design a referral program that your employees want, we recommend surveying your current workforce and asking them what type of incentives would motivate them to refer candidates. If you are worried about what they will say, offer 4-6 different options and see what they prefer. You may be surprised.

On the other side of the coin, we also recommend offering a creative hiring bonus. Instead of a chunk of cash, we encourage you to be creative and think outside the box. Consider offering a “Welcome Aboard Package” that gives new employees a few choices. From a gift card to a nice restaurant, to 4 passes to Busch Gardens, the goal is to make them feel appreciated and thoughtfulness goes a long way. Offering cash is impersonal and doesn’t create any type of memory.

Hire A Staffing Firm

To ensure your positions do not go unfilled, it is critical that you have more than one vehicle for attracting candidates to your business. Staffing firms will recruit candidates specifically for your business and work on your behalf to sell them on your company. The best part is you don’t pay anything unless they find you someone and fill one of your positions

Staffing firms also offer you and your team a flexible workforce. If you are uncertain about demand and how long it will last, you can bring on employees temporarily without any long term commitment. This will allow you to meet customer demand without jeopardizing the company’s future.

Demonstrate Appreciation & Gratefulness

For the employees who stuck it out during the pandemic we suggest doing something to show them how much you appreciate them. We have listed a few ideas that we have seen implemented by different firms in our community:
- Buy lunch and/or dinner every Friday
- Offer bonuses or pay raises
- Hazard pay
- Loosen the dress code
Remember that many employees may be working full time and earning less than one of their friends who is sitting at home on unemployment. That can be extremely discouraging.

Adjust Hiring Requirements

Since unemployment was at historic lows prior to the pandemic, many businesses had already begun to loosen hiring requirements. We recommend doubling down on this effort.

Meet with your managers and identify what skills are:
1. Absolutely essential
2. Trainable
3. Nice-to-Haves

May 14 2020

Creating Job Ads That Work

Corey Divine Candidate Acquisition, Employers Job Advertisements, Writing Job Ads

How To Create Job Ads That WORK!

Regardless of what industry you are in, online job boards are an important source of applicants. Since job boards are extremely competitive, ensuring your job ad stands out is critical to your success. While each job board caters to a certain type of candidate, their main goal is to get you as many applicants as possible. In today’s job market companies need a steady flow of candidates to ensure they can make enough calls to schedule enough interviews to fill their current openings. In order to ensure this pipeline is healthy companies need to have AWESOME job ads. Many people think all they need to do is post a job description and people will start applying. This mindset couldn’t be more incorrect. While these companies will definitely get responses they will not get enough to support a healthy pipeline.

Over the years our team at Candidate Source has posted over 250 different positions in a variety of industries. This experience has taught us a lot about having a healthy pipeline and we want to share our insights with you. Our hope is that these insights will help your recruiting team create an even healthier pipeline of candidates for today, tomorrow, and next month.

Things To Remember When Creating Your Job Ads:

Think of your job ad as a billboard, your goal is to get them to click apply or pick up the phone and call you
90% of candidates use a mobile device when searching for a job. Think of your job ad as a text message. We all hate when people text us long paragraphs.
Make sure it is mobile friendly. Search your job ad and see how it looks on your phone.
Only mission critical elements of the job. No need to share every requirement and detail.
The goal of a job ad is to get candidates to respond. The worst thing you can do is have a qualified candidate skip over your ad. Once they apply, you have the CHOICE to contact them. If they don’t apply you are out of luck
The reality is that most candidates do not even read the job ad. Many candidates apply with one click based on the first 2 sentences.
Be HONEST and transparent….Share your pay rate/pay range
Consider running one position in a variety of ways. Try different job titles

No, No’s….Things to stay away from:

Too Many Words….PARAGRAPHS – be direct and only communicate critical information pertaining to the job
Listing All Requirements– if you add too many requirements candidates may talk themselves out of the job.
The Obvious Stuff: Stay away from phrases you see in every job advertisement. Candidates don’t take them seriously and will still apply. All they do is take up valuable space
Depending on the position, you may need to stay away from industry specific terms. What are your candidates searching on the job board

Constructing Your Next Job Ad

When constructing job ads we recommend breaking them down into 4 short sections:

Introduction
Details
Requirements
Closing

Below we have provided a breakdown of these 4 steps as well as a few notes about each step.

Introduction: 1-2 sentences sharing what is most important about the position
- Take this opportunity to sell your position. Why should they work for your company? What do your current employees love about the position?
Job Details: 3-5 bullets that describe the key duties of the job.
- Keep it simple, but share a few key elements. What type of equipment will they be operating? What will their core duties be?
- Think about the key words candidates are looking for and what will stand out to them.
- Be transparent and share the position’s pay rate. This shows that you are honest and not hiding anything
Job Requirements: 3-5 bullets that embody the core requirements.
- Be specific, but brief. Equipment experience? Is your warehouse in a freezer?
- Always share your available shifts. Being able to work a certain shift is a requirement.
Closing Statement: 1-2 sentences trying to grab their attention.
- Why should a candidate want to accept a job with your company?
- Is there anything that your current employees always say? Maybe they love the PTO or shift hours.

Finding the right candidates is no easy task and we hope this serves as a resource as you and your team take on the candidate marketplace. If you have any further questions regarding job ads we are here to help.

I’m here to help if you have any questions. Don’t hesitate to shoot me an email – corey@thecandidatesource.com