How to Reject Candidates Without Burning Bridges

It happens – for every job. Someone’s going to get the job, and some people (sometimes many) won’t receive an offer. But while your organization is excited to make a new hire, rejecting candidates can be nearly as critical.

Build strong candidate relationships — even when they don’t get the job.Helpmates June Blog 1

That’s right, every candidate rejection offers an opportunity to build stronger relationships and to also strengthen
your candidate pipeline. Depending on your industry, every candidate who submits a resume could also be a customer. That means treating candidates poorly can directly impact your revenue.

But poor treatment of rejected candidates can affect your organization in other ways. Perhaps someone isn’t the right fit for this specific role, but is a team player with great credentials. Could they be a fit for another opening down the line? Imagine how much time and cost you could save by bringing that person back in to ensure a fit, rather than sift through hundreds (or thousands) of resumes and going through the entire process again!

Negative treatment of candidates can also make a permanent mark on your business through negative reviews – take a look at some reviews of your competition on Glassdoor. Some of the feedback is brutal – but that’s just what you’re seeing online. Even more conversations are sharing feedback in email, in person or on other review sites. It’s hard to erase a negative impression, and treating candidates poorly can impact your ability to consistently recruit top talent.

Does your rejection process burn bridges? These tips can help you maintain a strong relationships with the candidates in your pipeline and build a positive reputation:

  1. Actually reject them. This one sounds strange, but it is essential. There are few things that can hurt your impression with candidates more than never letting them know whether they have received the job. Candidates have sent their resumes and cover letters and endured interviews (which could include phone, video and/or multiple in-person interviews). Simply letting rejected candidates know that you’ve gone with another candidate is a matter of courtesy — one that is often neglected. Whether it’s via email or traditional mail, contacting all candidates to let them know of your decision is a matter of respect.
  2. Let them know as soon as possible. We all seek closure in various aspects of life. Finding closure during your job search can be especially challenging. If you’ve made up your mind that a candidate isn’t the right choice, let him or her know as soon as you can. Not only does this help candidates move on, it can help them pursue other opportunities that may be the right fit since they won’t be waiting on a response from you.
  3. Be personal. Templates can be a helpful way to save time – using a basic templated email or letter is perfectly acceptable. But, avoid a “Dear Sir/Madam” generic communication. Including the person’s name and the position they applied for is a good start, but depending on where the candidate landed in the process, you may want to include something more specific. A compliment or specific highlight of something discussed during the interview can be a nice way to show that you are talking to a person and not just a “candidate.”
  4. Don’t dwell on it. Short and sweet is essential here – it’s like ripping off a Band-Aid. Sharing some information about why the candidate wasn’t chosen is helpful, but avoid going into a highly detailed description of why the chosen candidate was the better fit. A few sentences explaining the decision are all that’s needed.
  5. Be honest. Some candidates may be a great fit for your company culture, but just aren’t the right fit for specific openings. If that’s the case, be honest and let them know that they could be a fit down the road. Conversely, don’t offer hope where none exists. Only share the notion of a potential match down the road when you sincerely believe candidates would be solid additions to your company. Never offer hope of a potential match as a consolation prize — it will only result in frustrated or angry candidates when they don’t hear back in the future.

Searching for talent to help your organization achieve its goals? Here at Helpmates, we have an extensive network of top talent across Southern California. Contact your nearest Helpmates office today to learn more about our staffing and recruiting solutions.

5 Important Steps You Should Take After Every Interview

You’ve found the best candidates, put them through your hiring process and ultimately made a hire – congratulations! Your new hire is ready to get to work. But your job isn’t over once the hire is made. Each interview presents an opportunity for your company to learn, adapt and further build its employer brand.

Follow these 5 steps after every job interview to continuously improve and attract top talent:Helpmates May 1

  1. Ask candidates for feedback. The best way to know how candidates view your company and your hiring process is the easiest – ask them! Whether anonymously via an online survey provider, or via email or phone call after the process has been completed, candidate surveys can provide excellent insight into your company, employer brand and hiring process. But be prepared – most of the candidates you survey will not have received the job, and they may be (understandably) upset. Honestly assessing critical or negative feedback, though, can help your organization tremendously.
  2. Identify delays or snags in the process. Every organization and hire is different, but it can cost you top talent when your hiring process is exceedingly long. After each interview, take an honest look at the process to see where you can trim unnecessary steps. A leaner process is better for talent, and it helps get new hires to work for you, faster! If you need help identifying some common hiring process delays, we recently profiled three of them in our blog.
  3. Examine your notes. Take a look at notes gathered during each interview. If you had multiple interviewers, be sure to gather and review their notes too. Did you get all the information you needed to make the best hiring decision? The questions you ask – or how you are asking them, could affect the information gathered that ultimately enables you to make the best hire. If there are gaps in the information you prefer to have, determine why you were unable to get that information, and take steps to ensure you’re gathering everything you need in the future.
  4. Look for what’s missing. Rather than just looking at what you gathered during the process, take a look at what you didn’t gather. Could something have made the hiring decision easier? Would including another team member in the first round of interviews made moving into the second round easier? Could a skills test or references upon application help you bring in only the most qualified candidates, saving time and resources? If you need help identifying key data or gaps in your process, call Helpmates. Our experienced team of recruiters can analyze your hiring process to determine the best, most efficient way to identify and interview only the best candidates for each position.
  5. Be honest. Honesty and candor are essential here and during every step of your interview review. Whether it’s reviewing candidate feedback or identifying holes in your process or interview questions, taking a fresh look at your job interviews every time will help you improve. But most importantly, it will help you attract and land better talent.

Attracting, screening and interviewing candidates can be a major time and resource burden for organizations. Here at Helpmates, we help some of Southern California’s top employers find the best talent to help them reach your goals. Call your local Helpmates office to learn more about how we can help your business.

Is Your Employer Brand Sending the Right Message?

With competition for top talent becoming stiffer by the day, focusing on a strong employer brand is critical to helping your business stand out from the pack. While you don’t have to be named a “Top Place to Work” in order to attract and retain top talent, a strong employer brand helps you build trust and engagement with candidates. In the past, we’ve shared tips to help you differentiate your employer brand from the competition, and have highlighted some ways to attract and retain top talent.

Have you followed our advice? Great, then you’re on the right track!Helpmates April 2

Now it’s time to take your employer brand to the next level.

While many employers have great intentions in developing their employer brand, many make some considerable mistakes that end up costing them access to talent. Avoid these mistakes to prevent an uphill battle in your quest to land top talent:

  1. Underestimating candidates. In their most recent candidate behavior survey, Jobvite found that 18% of all job seekers are using Facebook to research your company’s culture. Today’s job seekers are more savvy than ever. They know what they’re looking for in an employer, and they want to find a match between their needs and your company. Specifically, they want to know what it’s really like to work for your business. And with tools like Facebook, LinkedIn, Twitter, Glassdoor and Google at their fingertips, it’s easier than ever to get this information. To ensure that candidates are finding a message that truly represents your brand, a strong social media presence is essential. We recently posted a blog offering advice for employers looking to engage candidates on social media. This is a good place to start. Showcase your employer brand, expect and understand that candidates are doing their research and that they value honesty and a strong message from your company
  2. Not “walking your talk.” Creating a strong employer brand involves more than messaging.  A strong employer brand engages candidates while accurately depicting your company’s values and the experience of working for your organization. Now “walking the talk” here isn’t just overtly misleading candidates (which most employers wouldn’t do deliberately). Many employers have the best of intentions, but don’t actually understand what day-to-day life is like in their workplaces for most employees. Before embarking on an employer branding initiative, an informal, anonymous survey of your current employees can help you pinpoint the true benefits and experience of working for your company. Bonus: It can also help illuminate areas where you could be doing better. Take this information and use it to create a better experience for your employees!
  3. Thinking your employer brand is “one and done.” Embarking on an employer branding initiative like the one mentioned in #2 is a great way to start your employer branding efforts. Notice the emphasis on “start.” Understanding your employer brand and crafting your message is just the beginning. A strong employer brand is constantly built and honed – it takes a long-term commitment from your organization. Ensure that your mission, vision and company goals are properly communicated to prospective employees by investing time and resources into a strong social media strategy so that when candidates research your company, they’re finding recent, relevant content that engages. Work on improving areas that underperformed in the survey you conducted as part of #2, then promote those advances across the board. Refresh your employer branding materials as needed to ensure the messaging is the most current, up to date and engaging. Ensure that your organization is committed to building and leveraging its employer brand. This may require someone within your organization “taking ownership” of employer branding. Designating a dedicated resource toward your employer brand can be a great way to ensure this important area doesn’t fall by the wayside.

Landing top talent doesn’t have to be an uphill battle. Follow this advice, and call your local Helpmates office. Our network of top talent across Southern California is ready to jump in and make an immediate impact on your business.

3 Ways To Speed Up Your Hiring Process

The unemployment rate dropped considerably in 2015, driving up the competition for top talent. In a candidate’s market, employers must find ways to stand out as the best choice.

Are top candidates choosing your business?HM

One of the biggest barriers to landing top talent for many organizations is the hiring process. A longer, more drawn out hiring process with multiple layers of approval or more calls, meetings and stress for candidates makes it increasingly unlikely you’ll land the best talent.

Streamline your hiring process to attract top talent

For many organizations, the hiring process stalls or is challenging around several key areas. The good news is that many of these areas are easily fixable, so you can start improving your hiring process and recruiting top talent in no time:

  1. Focusing too much on hiring the “perfect” candidate. “I’ll know him/her when I see him/her” is not the best way to identify the right candidate for a position. In fact, you should clearly define your needs, wants and “musts” well in advance of posting your job opening. Without having a specific list of background, skills or experience requirements, you could end up so focused on hiring the “perfect” candidate that you pass on highly talented and qualified candidates who could make a real impact on your business. If multiple people are involved in your hiring decisions, bring them in early in the process to help you define a range of skills and background necessary to succeed in the given role. Then carefully articulate those requirements in your job descriptions and throughout the hiring process. You’ll get better quality candidates applying to the job, and you’ll be able to make much more efficient decisions during the hiring process.
  2. Lack of awareness over current market conditions. Depending on the industry, specialty, skill set or even town/city, the market for talent could vary considerably. For some specialties, the current market for talent compensation is extremely competitive. If you’re entering the process without the most up-to-date knowledge, your definition of the role and your specific desires in a candidate could be off track, causing unnecessary delays in your process.
  3. Eliminate unnecessary steps. The easiest way to streamline your hiring process is to document it – many organizations don’t have a formal hiring process. You might be surprised just how many steps are required to join your company (and how long it takes!). For an outside perspective, consider bringing in someone from a different department to look for opportunities to eliminate, reduce or streamline steps. Do you really need to collect references in the beginning, for all candidates? Or could you use them as a last step when deciding between a handful? Do five people really need to interview that candidate, or would two work? Could both interviews be scheduled on the same day to save time and prevent bringing a candidate in twice? These are just a few places where you can start cutting/streamlining – get creative, think objectively and see how you can make things run leaner and more smoothly.

Of course, one of the easiest ways to streamline your hiring process is to partner with a staffing firm (like Helpmates!). We’ll help you craft job descriptions that attract the right talent, and we’ll only present those candidates who are the right fit for the job. We can help eliminate unnecessary steps and identify ways for you to improve your internal processes. Plus, we have an extensive network of top talent across Southern California. Contact your nearest Helpmates office to take the first step.

Image courtesy of stockimages at FreeDigitalPhotos.net

Workplace Wellness: A Retention Key in 2016

Have you made any 2016 New Year’s Resolutions? Chances are if you did, at least one of your resolutions is health focused. Half of the top 10 resolutions are health related….and 1 in 3 people will ditch their resolutions by the end of January.

We’re closing in on the end of January now, so rather than let your employees (or you!) ditch their health-related resolutions, why not take advantage of the shift in focus toward healthy living and build a stronger wellness program? Forty-five percent of Americans working at small to medium-sized companies say that they would stay at their jobs longer because of employer-sponsored wellness programs, and productivity also increases as a result of employer-sponsored wellness initiatives.

Keys to a successful wellness program HM Jan Post 2

Has your employee wellness program faltered in recent years? Or perhaps your organization is still waiting to get started? Here are five keys to a successful wellness program in any industry:

  1. They’re realistic. Sure, many of us would love to become ultra-marathoners or adhere to the healthiest diet on the planet, but those aren’t exactly realistic goals for most people. So rather than creating programs that aim to create superheroes, aim instead to help your employees make incremental changes that steadily improve their lives. A lunch hour massage therapist visit will likely be a huge hit. Yoga classes, meditation coaching, healthy cooking classes, team outings to local “laser tag” venues or other active but fun places, are all very fun, simple and accessible ways to get your team moving in the right direction.
  2. They’re fun. If you look at the few examples mentioned above, they’re all realistic for sure, but they’re also fun. Watching filmstrips and reading textbooks may have been necessary when we were in school, but in the real world we tend to, well, avoid them like the plague. Choosing fun places for active team outings and bringing in engaging teachers or coaches to lead classes are great ideas. Adding a competitive element can also make things fun and provide some extra incentive to your team. “Biggest Loser Challenges” are very popular in workplaces across the country, and winners designated for milestones and achievements throughout the challenge (which can be any duration, but are often between 8 and 12 weeks) can win small, yet fun and healthy prizes like gift cards for healthy restaurants, supermarkets or gyms, extra break time or even cash (budget permitting).
  3. Participation starts at the top. Many of us have been in organizations that tried to enact new policies or programs that ultimately failed because participation waned. And that often starts at the top. If you’re going to start a “Biggest Loser Challenge” or a series of lunchtime classes — any of these or your own suggestions — your organization should believe in these initiatives and be active in them at every level of your business. If you’re bringing in a chef to teach healthy cooking classes, your CEO or VPs should stand alongside your customer service reps. When participation and enthusiasm are genuine from all levels, it is contagious. Your team will believe that the organization truly supports and cares about the initiative, and its potential for success is much higher.
  4. Practice what you preach. If your employee cafeteria serves junk food or your vending machines are filled with candy bars and unhealthy snacks or drinks, you could be derailing your employee wellness efforts. Supporting your initiatives by surrounding employees with easy, healthy choices is one of the biggest ways to nurture a successful employee wellness program. Beyond the break room, think about meetings – bring in salad bars and flavored water instead of pizza and soda. Post signs around the office sharing information about employee wellness initiatives. Swap out the TV in the break room for a treadmill or bike. Think of ways to create a healthier office, not just a health program.
  5. Follow through. If your initial foray into employee wellness is an initiative – like the Biggest Loser Challenge – don’t just let it end. Keep up momentum by enacting ongoing initiatives and changes (like those mentioned throughout this post) to create and nurture an environment of wellness. One-off events and initiatives are great for spearheading efforts, but your continued commitment to employee wellness is what can ultimately help boost productivity, improve your employees’ health and build a stronger team with higher retention rates for your business.

Before you can develop and implement successful employee wellness programs, you need a team of superstar employees. Helpmates has an extensive network of talent in a range of disciplines across Southern California. We’ll help you find the right employees to help you reach your goals. Contact us today to get started.

How You Are Turning Off Candidates on Social Media

By now it’s not a matter of if you should be engaging candidates and recruiting talent on social media. And with good reason — employers who used social media to hire found a 49% improvement in candidate quality over recruiting through traditional channels. Instead, it’s a matter of how you can do it better. Competition for top talent is fierce, and social media is no longer a differentiator, but a necessity.

Today’s candidates are more discerning than ever.december blog 2

Although businesses are spending billions of dollars on social media, it is ultimately a very personal tool for many people. With the personal nature of social media — particularly as it relates to job searches and careers – adhering to best practices when engaging with candidates is important. Seventy-three percent of job seekers aged 18 to 34 found their last job through a social network – can you afford to turn off these candidates? Commit any of these social recruiting faux pas, and you risk alienating talent while building a negative reputation online:

  1. Lacking a plan. What are your specific goals for social media – to stay top of mind with candidates? To provide useful information for candidates to find jobs? To demonstrate thought leadership? These are just a few of the goals many businesses have when it comes to social recruiting, but yours may be different. And the steps you take to achieve those goals can vary widely. Do some research into social media best practices, be sure you understand the social sites where your company will be active, and map out a plan to help you achieve your goals. A little work ahead of time can go a long way toward building a strong social media reputation.
  2. Ignoring your profile. If you’ll pardon the comparison, your company social media profiles are essentially your online resume (how’s that for irony?). If your profiles aren’t up to snuff, just as your recruiters are likely to throw away an imperfect resume, candidates are likely to pass by your profiles. Engaging photos and complete descriptions (that sound “human” and are filled with more than corporate speak – remember, these are “social” profiles!) are the first tip off to candidates that your profiles are genuine, engaging and worthwhile. Once your profiles are set up, though, it’s up to you to keep them “social.” Guidelines can vary, but be sure to post to Facebook at least a few times per week, LinkedIn as well, and to Twitter a few times each day. Once you get a handle on these most popular networks, you might even want to consider looking at additional networks like Instagram or Snapchat. But be sure to post often: Content that is useful to your audience (eg. resume tips, interview advice, etcetera) or provides insights into your company (eg. holiday parties, birthday celebrations, employee recognition) help candidates feel “connected” to you before they ever speak to a recruiter or visit your office.
  3. Spamming candidates. Although your job openings may be great, exciting opportunities, the reality is that not every candidate is interested. Spam is universally abhorred, and when you spam candidates they don’t forget it (they also tell people…a lot of them). If you’ve sent LinkedIn InMail to a candidate and haven’t heard back, one or two follow ups within a few weeks is completely acceptable. Five messages over the course of a week (particularly with sales-y language) are not. And spam goes beyond frequency – if you’re sending sales letters to candidates on social media, you may as well be telling them not to apply to your jobs. It has been stated here several times but bears repeating – they call it “social” media, so be social! While it’s often impossible to craft custom messages for every candidate, be sure to do more than send mass emails to hundreds of candidates, all containing the same generic message. Block candidates into groups by criteria like age, experience level, alma mater, etcetera, then craft messages that offer personal elements to show that you’ve taken the time to reach out to them online. Candidates will absolutely remember you after you’ve reached out to them on social media – it’s up to you to make sure it’s not for the wrong reasons.
  4. Getting too personal. While social media can help you make stronger connections with candidates, be careful not to get too personal. Connecting on LinkedIn and (often) Twitter are acceptable and encouraged ways to stay in touch with candidates, but many candidates prefer to keep their Facebook profiles for friends and family. Avoid sending friend requests on Facebook, or any requests to connect on other social sites where you notice that posted content is strictly personal.

Here at Helpmates, our network of candidates across Southern California is engaged and ready to contribute to your bottom line. Contact us today to learn more about our staffing solutions.

Shorter Work Day? Maybe Not, But How About These?

Sweden is making headlines with its shift to a 6-hour workday. While cultural and economic differences between the workplace in Sweden versus the U.S. might be vastly different, the shift is definitely garnering attention from the media. Specifically, it’s opening up a discussion about how employers can create work opportunities that are more attractive to top talent.

Is your workplace attractive to top talent?december blog1

You may not need to reduce your work day to six hours, but you can create an environment that attracts and retains top talent. Here’s how:

  1. Be flexible. Flexible workplaces are no longer a luxury – in many specialties, locations and industries, they are an expectation. With the latest technologies, telecommuting is more convenient and productive than ever. Are there roles within your organization that could be handled either part- or full-time from home? Could your workday start at 8am for some and 10am for others? Can your employees take breaks and lunches on their own schedules? Look at ways to create a more flexible environment – whether large or small – and employees will respond.
  2. Invest in your team. When employees feel as if their employers are invested in them and their futures, they respond. Are you investing in your team? The latest technology helps employees do their jobs more efficiently and with less hassle (it’s time to trash those old CRT monitors and clunky PC towers!). On- and off-site training and learning opportunities help employees expand their skills and learn about potential career paths within your company, improving retention and helping you nurture and build your future organizational leaders. And when you invest in your current team, it also makes an impression on candidates – think about the impression you’d have of an organization if you walked through the building to an interview and passed outdated computers and a drab office. Now think about passing the latest computers, or an engaged team in a training or team building session. Investing in your team doesn’t just retain your current talent, it attracts top talent at all levels.
  3. Simplify your hiring process. We recently highlighted some ways companies turn off top talent, and hiring process is one of the most critical. Show you’re an attractive workplace to candidates by making their first experiences with you positive and seamless. How you present yourself during the hiring process often gives key indicators to candidates how it will be to work for you. If it’s disorganized and slow, would you want to work for you?
  4. Get active in the community. Today’s talent (especially millennials) wants to work with employers who have clear values. Giving back to the community – both through financial support and volunteering or other employee events – is a way to not only make a difference, but show talent that your commitment to them goes beyond the 9 to 5.

Employees respond to a welcoming, flexible and supportive work environment, but finding the right candidates is essential. Helpmates has an extensive network of talent across Southern California – we’ll find the right talent to jump in and make an immediate impact on your organization.

4 Ways Your Company is Turning Off Top Talent

Bloggers and the Internet spend a great deal of time sharing suggestions for attracting top talent (we posted some tips for attracting millennials this summer, actually). But while attracting top talent is critical, there is another recruiting key that is often forgotten.

Turning OFF top talent!

While you’re thinking of ways to attract talent, you could be simultaneously sending a subliminal message that you’re not the best place to work. And that message could be costly. Here are four common mistakes companies make that can turn off top talent:Untitled

  1. Boring job descriptions. Job descriptions are much more than a way to weed out unqualified candidates – they’re your first (and sometimes only) way of selling both the job and your company to talent. If your job descriptions offer little more than a bullet list of “musts” and “would like to haves,” you’re missing out. We share some keys for writing effective job descriptions in this blog post – print it out and hang it by your computer for some inspiration when creating your next job description.
  2. A drawn out hiring process. It’s a candidate’s market right now, with some industries fighting tooth and nail for top talent. You can’t afford to drag out the hiring process unnecessarily – when you do, your competitors are snatching up top talent. Take a realistic look at your hiring process and see where you can “cut the fat.” Do you really need four people in an interview (which can add days or weeks to coordinate schedules)? Could you conduct several interviews in one day to avoid bringing candidates in on multiple days? You’d be surprised how often one or two extra days in a few places can result in loss of your top candidates.
  3. Disconnected messaging and reality. This one can be a bit tricky. Building a strong employer brand is a critical part of the recruitment strategy for many organizations, and rightfully so. But spending hours and dollars on a strong employer branding message could end up a colossal waste if the reality of life within your organization doesn’t mesh with the reality you’re pushing in your messaging. Be honest about your company culture and identify its true strengths, not what you wish they were. Craft messaging that helps convey that message, so that when candidates meet with your team, that message is reinforced. Taking these steps can save you considerable recruiting costs down the line (and should also help your retention rate).
  4. Too much formality.  By all accounts, if your corporate culture is more formal, be sure to present yourself formally in all communications. But formality doesn’t mean a lack of humanity. Generic messages like “Your resume has been received” help you blend right in with every other competitor using an ATS (applicant tracking system). Are you excited that incredible candidates are applying to your company? You should be! Let them know about it so that when someone from your office does call or email them, they’re excited to hear from you. A shift from “Your resume has been received” to “We are so excited you chose to apply with us – we’re reviewing resumes for the next few days and will be in touch soon” could be a simple change that makes a massive difference.

Turning off top talent can cost you, but a sound recruiting strategy is also essential. That’s where Helpmates comes in. Our extensive network of talented professionals across Southern California trusts us to find them incredible jobs. We’d love to connect them with yours! Contact us today to learn more about how we can help you find top talent.

Image courtesy of nenetus at FreeDigitalPhotos.net

Writing Job Descriptions That Deliver

In many instances, job descriptions serve as your unofficial introduction to top talent. Many candidates are viewing your job descriptions before visiting your website or reading your brochure.

Are your job descriptions doing THEIR job?

Today’s candidates are more discerning than ever. They want to work for companies that align with their culture and beliefs, that offer a strong culture and possibly flexibility. Are your job descriptions selling them on your job and your company?

For many organizations, job descriptions are little more than a checklist of requirements used to weed out unqualified candidates. Changing your view on job descriptions and putting a bit more time and effort into their creation could make a big impact on the number and quality of candidates applying to your jobs.

Untitled

Effective job descriptions: A checklist

This checklist can help – print it out and hang it by your computer to help you truly create job descriptions that deliver:

  1. Sound like a human being. Are you hiring robots or people? Then why do most job descriptions sound as if they were written by a machine? Today’s job seekers are much more discerning about companies and opportunities they apply to – your job descriptions should be elevated to meet those needs. And the first way to do that is to add some “human” to them. If you’ve been writing job descriptions the “old” way for years, this might be hard at first. Here’s a tip: Record yourself talking about the job and its requirements as if a candidate was siting right in front of you. Type it up, format and you are done. It really is that simple.
  2. Sell your company. We’re in a candidate-driven market, and the notion that candidates should be grateful for any opportunities is an outdated one. Today’s job seekers have more choices than ever, and they need a reason (other than your job) to choose your company over the competition. So take the opportunity and sell your company in the job description. Were you named a best place to work? Is your break room fridge always stocked with great snacks? Now’s the time to share it! Anything you can do to differentiate your business from the competition, while building your employer brand, is going to help your job description stand out for the right reasons.
  3. Quick and easy. Remember the last time you were applying to jobs? Applying to jobs is in and of itself a full-time job for many people! Crafting unique resumes and cover letters, searching for jobs, then reading descriptions and applying to jobs (often with a fairly long and tedious process within the applicant tracking system) is exhausting for candidates. If you can convey the first two bullet points in a clear and concise manner, you’re much more likely to be on candidates’ good sides. Focus on the most important facts and points, and leave the rest to your hiring process. The simplification will make it that much easier for candidates to get to the “good” stuff (and will look much better on a mobile phone, where more and more candidates are reading and applying to jobs).
  4. Include a call to action. Want candidates to apply now using your ATS? Prefer that they send a resume to your hiring manager? Tell them! Be specific in next steps to ensure that candidates can clearly take the correct next steps in your hiring process. As a bonus, candidates who don’t follow these directions may not be as detail oriented as candidates you would need for certain roles, so you can potentially weed out those who don’t follow directions here.

Job descriptions are one component of a successful recruiting strategy, but there is much more to attracting and hiring top talent. At Helpmates, we have an extensive network of top candidates across Southern California. Contact us today to learn how we can help your business maximize its talent investment.

Image courtesy of patrisyu at FreeDigitalPhotos.net

How to Attract Millennial Workers

Millennials are a hot topic for employers today – and with good reason: Millennials will make up the largest generation in the US workforce this year. But while the millennial generation may be the largest, it can also be considered one of the most complex. Research shows they are motivated differently than several past generations, and understanding these differences could be key to landing top millennials for your workforce.Blogs_June3

Your organization’s success requires attracting talented millennials.

Millennials are driving innovation across multiple industries and are sure to be an essential component of your organization’s short- and long-term success. These tips can help you attract talented young professionals who will make an impact on your business:

  • Show them what you’re all about. While salary is the first thing people often think of when considering job opportunities, millennials today are more interested in who you are and what your company is all about. What do you stand for? Define your values and ensure your company actually lives up to them. Then be sure that message is clear in your employment branding tools and materials.
  • Offer clear career paths. Millennials are eager to jump in and make an immediate impact (23% of them said it matters most to them), but it can be difficult to feel important when you’re in an entry-level position. One way around this is to define and communicate clear career paths (and options) for new employees upon hiring (or even during job interviews). A “clear path for advancement” actually ranked as the second most important factor for millennials in one study (at 20%), so building a clear path and communicating how important employees are to the big picture is essential.
  • Be active on social media. Research shows that the best way to recruit millennials is on social media (42% – which is 50% more than the next highest method!). If your organization isn’t posting great content on social media and engaging with its audience, you are missing out on landing potential superstars.
  • Share feedback regularly. Performance reviews are an annoyance to some organizations, a requirement for others…and sometimes they’re used as an excellent retention and productivity tool. Millennials want and expect regular feedback from their managers, so if you don’t have a system in place for assessing employees and providing targeted steps for improvement, it’s time to get to work!

Searching for talented millennial workers? Helpmates has an extensive network of talent across Southern California. Contact your nearest Helpmates office to learn how we can help your business reach its goals.

Image courtesy of FreeDigitalPhotos.net/alexisdc

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