Snooping On Your Competitors: What Are They Paying Their Workers?

As the exceptionally low unemployment rates in Orange and Los Angeles counties show little signs of abating, workers – as we discussed last month – are expecting more pay, especially considering the recent minimum wage increase in Los Angeles County and the coming (January 2019) increase in Orange County.

So what is a proper wage today for your workers? How do you know if your wages are competitive? What wage point do you need to offer to be considered an employer who pays more than average?

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For example, we did a bit of digging recently and found that pay rates for positions we typically fill for our clients (customer service representatives, forklift operators and administrative assistants, to name just three) are – surprisingly, considering the cost of living in the region – not necessarily above the national average.

Take CSRs and administrative assistants.  According to Indeed.com, a CSR in Brea is paid about 16 percent more than the national average for CSR pay, while the pay rate for an administrative assistant in Brea meets the national average, while Anaheim employers pay admins 11 percent more than the national average.

How to Find What Your Competitors Are Paying

There are many quick ways to determine what your competitors are paying their employees:

  • You can simply call and ask! (People truly are less secretive than we may think they are.) Make sure when you ask that you ask for rates that you specify position level (entry-level, mid-level, years of experience etc.) to get a more accurate idea of pay rates.
  • Check online job boards, look at your competitors’ open positions and take some notes.
  • Check with local trade organizations, local/regional SHRM chapters, chambers of commerce, even temporary agencies. (We can give you ranges but not actual numbers and we won’t tell you what we bill your competitors.)
  • Ask job candidates. They just might be happy to tell you what they’re being paid.
  • Check out the Bureau of Labor Statistics’ Occupational Compensation Survey (OCS). It has occupation pay rate information for different geographical areas across the country. Here’s the one for Los Angeles-Long Beach (numbers are for May 2017, the latest available) and here’s Orange County’s (also from May 2017).
  • Explore Indeed.com’s Salary Comparison tool.

Caveat: Your Competitors May Not Be Who You Think They Are

You might think that once you find what your local competitors are paying, you’re good! But remember: Southern Californians have no problem driving 90 minutes or more for work. (We’ve already noticed that some Helpmates’ workers who live in Orange County already are happy to drive to LA County for work…and its higher minimum wage. They barely blink an eye.)  So comparing competitors physically near you might not be the ones to research so much as competitors to which your workers move when they want more money or better benefits.

Helpmates has been providing Southern California’s top employers with terrific workers for more than 40 years. We know pay rates! If you’d like to learn more about what competitive pay rates are in your area, contact the branch office nearest you. We’d be happy to help you ascertain what you should pay in order to attract top talent.

Helpmates Staffing Services Named as Best Place to Work by Orange County Business Journal

Helpmates Staffing has been named one of Orange County’s Best Places to Work 2018 by the Orange County Business Journal.

Run by the Business Journal as well as the Best Companies Group, an independent research firm located in Pennsylvania, the annual Best Places to Work survey and awards program identifies, recognizes and honors the best employers in Orange County.

To participate in the program, employers must:

best Orange County employers

  • Have at least 15 permanent employees working in Orange County;
  • Have a facility in the county;
  • Be a not-for-profit or for-profit business or government entity; and
  • Must have been in business for at least one year.

“This is our second time on the Best Places to Work list and it’s truly because of our great employees,” said Rosalie Villa, Helpmates’ chief revenue officer. “They truly embrace Helpmates’ values: our culture of teamwork and camaraderie, as well as our focus on service to both our candidates and clients.

“This award really speaks to the quality of our leadership and how their accessibility, transparency and commitment to Helpmates’ team members has made our staffing service known throughout the Southern California region as the staffing firm to work for among the area’s staffing professionals.”

Companies participating in the survey went through a two-part process:

  • The first part evaluated each employer’s workplace policies, practices and demographics. This part was worth about one-quarter of the total evaluation.
  • The second part consisted of an employee survey that measured employee experience. This part was worth three-fourths of the total evaluation.

The Best Companies Group managed the overall registration and survey process as well as analyzed the data and used its expertise in determining the final rankings.

The Orange County Business Journal published the Best Places to Work special report in its July 23 issue.

If you’d like more information about how Helpmates can help you find work with some of the region’s top employers or help you find some of the top workers in the region, contact the Helpmates office nearest you.

Are You STILL Focused on Finding the Perfect Candidate?!

As a hiring manager, are you looking for ways to screen people out instead of looking for ways to find the good in candidates?

For example, if you notice a typo on a resume, do you automatically throw it into the proverbial “round file”? What about gaps in work history? Do you say “Next!” when you come across such a gap?

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In this candidate’s market, this focus on finding fault may be preventing you from finding great – if slightly flawed – candidates.

We explain below.

Now we understand that your employees are a HUGE expense, and so it’s natural that you would want to hire terrific people (so that they’ll be great at solving your problems and will stick around for a long, long time, adding incredibly value all the while).

But why look for the perfect when the perfect is entertaining multiple job offers? Why waste so much time and emotional energy on searching for, finding and then working like the dickens to land the best when the pretty-darn-good are just a typo or job gap away?

Even great coders make small mistakes. Even great salespeople take time off to help their elderly parents end their lives comfortably. Even hard-working and loyal employees work at one job for just three months, discover it’s a really bad fit and then start looking for work elsewhere ASAP.

In times like today when, for example, a top-notch software pro can land five job offers after just five job interviews and the best college graduates are landing mid- and high-five-figure jobs even as they’re still nursing hangovers from their last frat house bash, it makes no sense to hold out for the best when the “good enough” are, well, definitely good enough!

So take that second look. Sift through the (online) trash can for the resume with the one typo of that administrative assistant with 15 years’ experience at a Fortune 500 company who left the company last year to finally take that six-month trip around the world she had always been putting off until she decided it was now or never!

Call back for a second interview the workers’ comp specialist who worked in the consumer products sector industry (even though you’re hiring for your distribution warehouse).

These folks may not be gold, but they definitely silver and could make a massive, positive impact in your company!

Looking for great people (who may – or may not – have  some imperfections) for your Irvine company? Then call the recruiters at Helpmates! We can source, vet and place terrific folks in your temporary, temp-to-hire and direct-hire job opportunities. Contact us today!

Hiring Managers’ New Year’s Resolutions

The Big Day is behind us. Now on to the next chapter: New Year’s.

Most of us probably have some personal and career-oriented New Year’s Resolutions we’re considering: get fit, take a class/get some technical certification, eat better, go to more networking events.

If you’re a manager, chances also are great that you may see yourself hiring one or more people next year. That being the case, we offer you some New Year’s Resolutions pertaining to hiring. Take a look below.

2018 hiring resolutions

  1. Resolve to make a hiring decision quickly.

This year was a candidate’s market and 2018 is shaping up to be the same, at least in the near term. Dawdle on a hiring decision and don’t be surprised if you lose out on a great candidate.

  1. Promise to consider the “imperfect” candidate.

Face it: in todays’ war-for-talent climate, finding someone who matches everything your job description says she should and then hiring her at the price you can afford is going to at least somewhat difficult (and that’s an understatement).

So look beyond the perfect and consider other “perfectly good” attributes:

  • Cultural fit
  • Personality
  • Trainability (hire for personality and train for skills)n i
  • Work ethic

Many wonderful job candidates are out there if you only you would look at their “flaws” for the hidden potential within them.

  1. Pledge to embrace the reference check.

Too many people interview well and/or look great on paper. If you’ve never hired someone who appeared to be more-than-good-enough only find them a disaster once onboard, you’ve no doubt seen a supervisor or manager in your past do so. Many hiring mismatches could be solved by performing a thorough background check.

In fact, rather than look at the reference check as a formality, don’t even think of hinting at an offer of employment until you’ve spoken to several professional colleagues in the candidate’s past.

As you speak to references, ascertain if the candidate is as team-oriented as she says she is, truly can get along with anyone and can deal with an angry customer on the phone with grace and aplomb no matter how tired she is.

The main things to look for are to see how well the new hire will fit in with your current team.  Most people don’t turn into a “bad hire” because they don’t have the skills but because they just don’t fit in with your corporate culture.

  1. Vow to ask for help.

As a manager in a department or supervisor of a few people, you’ve a lot on your plate. Hiring someone to fill a departure or new personnel need can take up a lot of your time, time you’re not spending on the tasks for which you were hired.

That’s why working with Helpmates can be a smart move as you gear up for hiring in 2018: we can source, vet and even place terrific people in your temporary, temp-to-hire and direct-hire openings.

Resolve to help make 2018 the year hiring employees isn’t overwhelming and contact the Helpmates office nearest you.

Happy New Year!

Finding Those Elusive Creatures: Top Talent

Non-news flash: the best talent is incredibly hard to find today. With the unemployment rate at its lowest in 17 years, most people who want to work more than likely have found it

This low unemployment rate means that employers are willing to look the other way in regards to less-than-stellar job histories, felonies on their record and more, leaving recruiters and hiring managers scrambling and almost coming to fisticuffs when it comes to attracting and snagging candidates with in-demand skills.

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All employers want to hire the best employees they can afford. And while it’s a candidate’s market – and then some! – out there, we’ve found four strategies that can help you find the hard-to-find candidate with the skills, attitude, background, and solid work history you seek.

Take a look below.

  1. Good people know other good people: work your current employees for referrals. And work them hard!

The great ones know other great ones: they tend to hang out with them, live near them, go to/went to school with them, once worked with them, and so on. So it’s time to put together a robust referral program. No more: “refer a friend to us and get a Starbucks card,” or “If someone you refer to us is hired and stays for six months, you get $100.” No. Too weak.

Instead, make it extremely worth your current employees’ while to refer their friends to you. Hire a referral and give the referee $200 immediately; give the person giving you the referral $500 if the new-hire stays six months and then another $500 if the newbie becomes a yearling.

In addition, help your applicant tracking system help you with referrals: some ATS platforms have plugins that allow anyone in a company to notify HR or another designated individual when one of your employees finds someone online who looks pretty darn good.

  1. Reconsider the resume.

We know: blasphemy! But hear us out. Many people would be great employees but a) they don’t know how to write a resume that showcases how they can help you or b) they hire someone else who doesn’t know how to do this! Many people – as you well know – refuse to tweak a resume to highlight the skills they possess that you need. And so because those skills are hidden, you never see them and thus lose out on a potentially terrific candidate.

Some work history/skill assessment alternatives? If the job is skill-heavy (such as for IT and engineering), why not offer challenges/competitions open to anyone? Participants must give you their name, phone number and e-mail address in order to play and if you find they play well, you can contact them.

  1. Move away from that job board!

You already know LinkedIn is lousy with recruiters (87 percent of your fellow recruiting pros use the site for sourcing and contacting candidates.). Jobs posted on Monster, Indeed, Careerbuilder, et al do result in lots of applicants but the screening/culling process can be a killer. Instead, take a look at the job sites your candidate prospects frequent: Dice for tech, AngelList for startups, Dribbble for designers, and so on.

  1. Create a standalone website geared to the type of talent you seek and offer advice, news, job openings (your openings only).

The site should be more of an informational site than merely a recruiting site. Post blogs that discuss trends in the industry, news about movers and shakers, how to find work in the industry as a whole, salary information, etc. Offer forums/advice where professionals can ask questions from experts and their peers. And then provide links to job openings at your company.

(If this site truly takes off and receives a lot of traffic from talented individuals, make a bit of money by offering industry competitors to advertise on your site; create your own job board!)

When you’re having a hard time finding the perfect person, don’t go it alone: partner with the highly skilled recruiters here at Helpmates. Whether you need someone in the HR, healthcare, finance, administrative, or warehouse/distribution sectors, we can help. Contact the Helpmates office nearest you today.

How to Become the BMOC in Candidates’ Eyes

Remember the Big Man on Campus (BMOC), the guy every girl wanted to date and every guy wanted to be? He was cool. Calm. Collected. (He often was the football team’s quarterback.) He was hot. Happening. Hip.

Girls would apologize to him if he stood them up on a date accepting whatever he gave as an excuse, saying it was wrong of them to be upset.

LA recruiters

Boys would secretly thrill if he gave them even a throw away compliment on their athletic prowess, “Hey, good job, you caught it!”

Everyone just wanted to experience the grace of being noticed by him, even if it was only for a moment. Everyone wanted to be in his orbit as if somehow they could gather up whatever crumbs of awesomeness would fall from him if they were just nearby.

When it Comes to Keeping Candidates’ Interest, You Want to be the BMOC, Too

You want job prospects to feel their lives will be so much BETTER if they become your employee. You want them to become giddy with excitement if you just look in their direction (“We’d like to hold a preliminary phone interview with you”).

You want them to wait patiently for you as you make a hiring decision: they won’t go anywhere and will wait for your text or email (today’s equivalent of “waiting by phone”) before they a) consider someone else’s offer and/or b) start looking for another opportunity.

So how do you become this type of company, one where everyone wants to work and will wait patiently for whatever hiring decision you give them, will even renege on another offer already accepted because you finally got around to saying yes?

Read below.

  1. You may be a BMOC, but you never ACT like a BMOC.

Big Men on Campus traditionally are arrogant. When they finally do get a comeuppance (and they always eventually do), not a few people are glad. Schadenfreude is rampant when the BMOC goes down!

Your company, however, is not arrogant. It doesn’t treat job prospects poorly and instead makes candidates feel important, respected and wanted.

  1. Your company is growing/expanding and you provide highly competitive wages/salaries, benefits and perks.

The BMOC often is a handsome physical specimen. Glowing with good health and vitality. The equivalent for you is a healthy bottom line. You’re growing, or at least keeping ahead of the pack when it comes to technology and your facilities’ physical condition.

You also offer great wages (higher than competitors’), fantastic benefits (a good amount of PTO, you match employees’ retirement account deposits, education stipends/repayments, etc.), and perks such as free lunches on Fridays, bring-your-dog-to-work policies, pick-up/drop-off car maintenance services, and so on.

  1. You keep all commitments and exceed candidates’ expectations during the hiring process.

The sincere and caring BMOC does what he says when he says he will. He wants to make sure his date is having a great time and thinks of her needs before his. That’s you.

You reply to all applicants within 24 or 48 hours and you graciously thank them for applying. Once you interview candidates, you call or e-mail them regularly to let them know where you are in the hiring process. If a decision is delayed, you let candidates know as soon as possible.

Choose one candidate over the others and you let those not chosen know of your decision immediately. With a phone call.

  1. Keep showing them “you’re the one.”

The true BMOC isn’t afraid to talk about his accomplishments. He doesn’t brag; he just states the facts, as warranted: “I got the football scholarship again, but I wouldn’t have done it without the help of my teammates!”) So as you’re making your way through the hiring process, let your top choices know why you’re truly awesome.

Share your company’s blogs, news stories, etc. with your candidates. Send a short post on how one employee was finally able to get her bachelor’s degree through your educational reimbursement program. Mention how one-quarter of your employees volunteered with Habitat for Humanity over the weekend. No need to brag, simply show candidates the true good work you do.

The way to becoming seen as the place to work is by a) being awesome but also b) creating a sincere relationship with your candidates around shared values. Doing so will have them be eager to work for you and willing to wait it out if the hiring process takes longer than either of you would like.

You’re extremely busy. Your hiring managers are extremely busy. Let Helpmates help you keep your hiring process moving along quickly. Contact the branch nearest your company today.

Why Social Talent Sourcing May Not Work

Social media is teeming with people, millions and billions of people: Twitter boasts of 100 million users per day. Facebook was heading toward 2 billion users worldwide in February. LinkedIn, meanwhile, now has half a billion users.

And many of them could well be interested in a new job or career opportunity.

orange county recruiters

So recruiters have flocked to social sites in droves. And who can blame them: all those millions of people in the U.S. in one place, available to contact with an easy click on the Enter key after writing a short message.

Yet, 80 percent of recruiters report that they’ve had zero luck in actually hiring someone they sourced on Facebook and Twitter. Nada. None. Big fat goose egg. Zilch.

How is this possible? So. Many. People.

And that’s the problem: the author of the post linked to above believes that recruiters tend to look at the social sites as quasi candidate databases because there are just so many potential candidates on them.

Yet the sites weren’t created with recruiting in mind, so it’s quite difficult to find qualified candidates. After all, look for people who are business managers and good luck finding them with that keyword on Twitter (the social platform doesn’t sort profiles by job title). As for Facebook, most people don’t put career information on their profiles at all.

Many people have written on how to source talent on social media. (For example, take a look at this terrific piece on sourcing and recruiting on Twitter). Take a look below for our advice.

Sourcing on Twitter

To source on Twitter, you need to be active on it: you should be participating in its community regularly. Make sure you have a photo of yourself (rather than the “egg”) by your Twitter handle. Tweet about more than jobs and recruiting issues. Stay away from just tweeting job postings.

Work hard to get followers: it helps build your credibility. This will mean tweeting possibly five times a day (job postings don’t count). You can use Hootsuite to schedule your posts, but will need to scan through your followers’ tweets and re-tweet, comment and like them.

Facebook Sourcing Tips

You may want to use a free sourcing tool created specifically for Facebook, Social Talent.

Successful Facebook recruiters join the Facebook Groups where their typical prospects hang out. Comment when you feel you have something worthwhile to say; answer questions that provide true help. Don’t recruit; you’ll be seen as pushy and sales-y.

Go ahead and reach out to people you feel might make a good candidate for an open position: Facebook is public. It’s also a business. It’s OK to treat it like one – carefully so, however.

The most important thing when it comes to sourcing on social media is sincerity. Be genuine. Be enthusiastic – this opportunity could a life changer for someone and her family!

Speaking of sourcing: we know where the good guys are! If you need help finding and vetting potential candidates for your company’s job opportunities, contact the Helpmates’ office nearest you. We would love to hear how we can help: contact us today.

Streamlining the Recruiting Process: Hire Fast, Hire Well

If you’ve noticed that you’re losing some great candidates because you’re taking too long to hire, you’re not alone: in this candidate-driven market, where there are just 1.5 applicants for each opening, a slow hiring process can mean you’re losing out on top performers, because someone else has already snatched them up. (Many top prospects are hired within just 10 days of dipping their toe in job search waters.)

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We understand that sharing the misery of missing out on the best candidates in no way alleviates the pain of losing those prospects. So we have some strategies for you. Take a look below.

  1. Make sure the job’s description is well defined.

That is, know exactly what the job entails and make sure you define it clearly. Absolutely clearly. Knowing precisely what type of background, certifications, education, and skill sets required from the get-go helps you make better – and faster – decisions when it comes to comparing qualified candidates with varying degrees of what you need.

  1. Use an applicant tracking system to shortlist candidates.

An ATS uses keywords to filter through candidates and pass over those who don’t fit your requirements. This can make the sourcing process much faster compared to having an individual spend hours going through resumes received. This also can help ensure great candidates aren’t lost due to simple human exhaustion.

  1. Consider allowing a candidate to send you a link to her LinkedIn profile first.

Doing so can save you some time in the preliminary vetting process, especially so since not all great candidates (think passive candidates) have an updated resume on hand. Looking at a prospect’s LinkedIn profile can allow you to see if he or she has the qualifications you need. You can always ask to see a resume later.

  1. Embrace the video interview….live and pre-recorded.

Many companies already use live video interviews/conferencing for preliminary interviews. Others are starting to drill down even further for preliminary vetting by sending candidates a set of questions and asking them to send them a video recording of their answers. This does benefit candidates: it allows them to think carefully about their answers and they can record their answers at a time convenient for them.

  1. Rate prospects against the job, not other candidates.

We must admit, we really like this one: instead of comparing candidates to each other, compare them to the position. That is, because you have clearly defined the role (see number 1, above), you should be able to see how each candidate would or would not fit it. This allows you to choose the candidate best suited for the role, not the best candidate among the candidates.

  1. Use a recruiting or staffing service to vet prospects.

Of course we are going to suggest using a staffing service such as Helpmates to help you get through the sourcing and vetting process! Doing so can free you up to interview only the top candidates for the position. Together we can craft a clearly defined job description and then source and vet candidates, sending only the best on to you for interviews.

Contact the Helpmates branch nearest you for more information.

Using Snapchat in Your Recruiting Efforts: Why and How

Have you heard the buzz about Snapchat and recruiting? With 158 million people using Snapchat every day, it’s no wonder the social platform has enticed recruiters.

In a nutshell, Snapchat allows users to record videos, take photos, add then text and graphics to a message and then send it to a specific list of recipients.

Los Angeles staffing

The feature that has made Snapchat so popular with Millennials and Generation Z is because each of those messages (known as Snaps) have a set time limit, from about 1 to 10 seconds, depending on the length the Snap’s creator chooses. If a recipient opens a Snap in the Snapchat app on a smartphone, the message disappears after the allotted time, whether the recipient looks at it or not. The platform therefore has a huge “Look at me NOW or miss out!” vibe. (A recipient can open a Snap and save it for later, but the recipient needs to save it quickly.)

While you may think that you don’t want to recruit teens (Generation Z), understand that as the social channel grows, user age also is growing: about 50 percent of Snapchat users are older than 25 and the number of 35-year-olds and older is growing, as well. (More Android users have downloaded the Snapchat than the Twitter app!)

Using the Power of a Disappearing Image/Video to Your Recruiting Advantage

So how can you incorporate Snapchat into your recruiting strategies? Take a look below.

  1. If not already using the app, download it and create an account.

Take a profile picture and add some friends. (Make sure you’re careful about the username you choose, as you won’t be able to change it. Since you may use Snapchat for professional purposes, choose as professional username as possible.)

You also can use a public/professional/company profile as you get used to the app. But until then, play around with your personal account to get used to its quirks and capabilities. Have fun!

Learn the lingo: a Snap is a message that’s deleted. A Story is an image or even video that’s accessible to recipients for up to 24 hours.

  1. Once you start using the app for recruiting, get creative!

Online marketing company HubSpot has a nice blog post on how to use Snapchat for business, including tips on using it for recruiting (scroll down to the last one, about HubSpot’s own used of the app for recruiting).

  1. Post live videos on Snapchat.

Are you holding a big conference, seminar or recruiting event? If so, send a photo, video, or clips of speakers, etc. to your followers. Get them involved!

  1. Use Snapchat’s Stories feature to post job opportunities.

Tape the hiring manager talking a bit about the opportunity – make sure he talks about why it’s a great opportunity for someone – and ask people to send in their resumes.

  1. Video team members talking about their day-to-day lives at work.

Use Stories and send the short videos to your followers. Doing so gives potential candidates a peek into your culture. Provide Snaps and Stories about team member birthdays, promotions, team meetings and outings. You get the idea.

In other words, stay professional, but show your potential candidates the exciting and fun things that take place day-to-day at your firm.

Speaking of fun, it may sound corny, but we do love to match great candidates with terrific employers in Orange and Los Angeles counties. When you have a direct-hire, temp-to-hire or temporary opportunity at your company, call upon Helpmates to find you the talent you need. Contact one of our Southern California offices today.

The Art of Writing Online Job Descriptions

It’s a candidates’ job market: the job seeker pool is shrinking and it’s becoming ever harder to fill positions, especially those that require even a modicum of skill.

Orange county staffing

In fact, the ratio of open jobs to the number of unemployed people in the U.S. is 1 to 1.4, which is big difference from the ratio at the height of the Great Recession in July 2009, when it was 1 to 6.6. In other words, today, there is just one unemployed for every 1.5 job openings. Gone are the days of posting a position and receiving applications from many qualified applicants: candidates call the shots today.

And so your online job description for your open position is in deep, deep, DEEP competition with others.

Here’s how to fix that. Take a look below.

  1. Showcase what’s in it for them.

Make sure you show how working for you benefits a candidate. Do you have incredible perks such as three weeks of paid vacation from the get-go, tuition reimbursement, cell phones provided, free lunches, and so on? Do you offer telecommuting options, bonus and incentive programs, free gym memberships, incredible opportunities for advancement? You get the idea.

Of course they need to work hard and help you solve your problems/challenges and reach your goals, but when it’s a candidates’ market, the onus shifts to you a bit more to “sell” your company to potential applicants.

  1. Don’t forget keywords.

And make sure you place them in the posting’s title. You also will want to stay clear of fun and “cute” titles (“Seeking Medical Office Ninja”). Instead, make sure your titles are straightforward and that you’ve made sure include optimal keywords.

  1. Stay away from boring.

Yes, we just mentioned staying away from the cute and quirky, but you need to make sure your posting shows that humans work in your office. Nice humans. Humans who can be fun to be around.

In other words, the body of your posting should be warm and relaxed, rather than staid and impersonal.

Remember to make the opportunity inviting (it is a sales pitch) instead of just listing job tasks and candidate requirements. You want to make the reader want to learn more.

  1. Make the posting mobile friendly.

Most people – and this includes job seekers – surf the Web on smartphones or tablets. In fact, Jobvite in 2016 reported that fully half of all job seekers have looked for a new position while in bed!

So keep the length short-ish. Skip the big blocks of text (bullet points and subheads are your best friends).

  1. Consider video.

Having a link to a short employer branding video (no longer than 60-90 seconds) can help present your company’s culture, mission and branding. A video lets a potential applicant see what your offices look like, see how colleagues interact, the dress code, and so on. You want to showcase your company’s “vibe,” showing how it’s an attractive place to spend 40-plus hours a week.

If possible, have one or more videos ready depending on the level of the open position. New grads, for example, will want to see young people, mentoring examples, socialization during and after work, etc.

Let Helpmates Staffing help you find Southern California’s best employees. All of our recruiters are CSP-certified or working toward certification (it’s a requirement to work here). We can source, vet and place skilled healthcare, finance, office, HR, warehouse/distribution professionals for you. Contact an office nearest you to learn more.

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