Recruiters everywhere are struggling to fill open positions these days. According to an August 2018 report from the Bureau of Labor Statistics, the rate of job openings is 4.6%, while the rate of unemployment is 3.6%. Basically, there are more open jobs right now than there are people to fill them. Organizations are having to rethink their recruiting strategies in order to attract qualified candidates. Part of this revised strategy includes targeting passive candidates, or people who aren’t actively looking for a new job. So how do you attract candidates when they aren’t even job hunting? Offer employee referral bonuses.
Candidate experience isn’t just about getting people to apply for your opening positions. It is also about getting them to continue to or start buying your products and services. In a recent candidate experience study by IBM, “candidates who are satisfied with their experience are twice as likely to become a customer of the hiring organization compared to unsatisfied candidates (53 percent vs. 25 percent).” So you may not care if an unqualified applicant applies for your openings, but you definitely want everyone to continue or start buying from you. With this in mind, communication is the most critical piece
I recently conducted an interview with a job candidate for one of our clients. During the session, the young lady answered all of the questions perfectly. As the conversation was coming to a close, I had one final question. I asked, “Why did you make the transition from your last position to your current one?” The resume was stellar, the interview had gone well so far, but her answer allowed me to easily make the decision to not recommend her for a call back. Her answer, you ask? “I was just late too many times, and they had to let
In writing about how to increase your candidate pool, multiple LinkedIn comments cropped up related to hiring workers over 50. For example, one comment read: “Don’t practice age discrimination or you could miss out on some rock steady workers. Those who give thumbs down to the over 50 crowd really do miss out on some great employees.” Through these comments, it was obvious I should have added a 5th way to increase your candidate pool in the article: Include Older Workers. Also through these comments, there were reasons included as to why hiring workers over 50 is a good idea.
We recently switched dentist offices. With three boys I always try to schedule their appointments at the same time and that normally means being handed a clipboard loaded with forms; one set for each child. To my surprise, when I walked up to the receptionist to sign in, she asked me to look at a computer screen on the counter and “fill out” their paperwork. On each screen, the information was pre-filled. All I had to do was make sure it was correct and click through the screens, then use an electronic signature pad to sign a few pages. It