Where are All the Good Workers?

January 22nd, 2021

Does your candidate pool seem to be missing some all-stars? Maybe the pool is large enough, and the top candidates on the list are okay…but they don’t seem like the best of the best. You expected at least a few applicants who would blow you away. But most of the resumes in the pool offer the bare minimum. What are you doing wrong? Here are a few possible answers.

You’re not looking in the right place.

If you’re just posting your ad on a generic job board, you’re doing the equivalent of putting a want-add in a local newspaper. Everyone can see it, sure, but most of them won’t. And the highly qualified and interested applicants you’re targeting definitely won’t, because they’re looking for postings on more specific sites. In fact, your all-star candidates may not even be spending their time looking online, and may instead be exchanging calls with recruiters and staffing agencies. The best candidates are usually the ones who don’t have to work as hard to collect options and opportunities—the opportunities come to them. So to attract their attention, you have to get there first.

Your post is not appealing.

If your post gives off an aggressive vibe with a long list of all the qualities you’re NOT looking for, that may be part of the problem. By the same token, a long list of demands may also work against you, especially if your demands are confusing. For example, don’t ask for more than five years of experience if you’re looking for an entry-level candidate. And don’t expect a candidate with more than five years of experience to accept an entry-level salary. Don’t ask for qualities that are vague or contradict each other (someone who “doesn’t follow the crowd” but is also a “team player”) and be as clear as possible about the requirements and parameters of the job.

Your post doesn’t offer meaningful information.

These days, you can assume candidates will ask a set of specific questions about the job, so don’t make them ask—Just offer this information upfront. For example, is the job full or part-time? Will the candidate be working remotely or not? (Because of the pandemic, this issue should be immediately addressed to avoid confusion and misunderstandings). And if you can’t give a clear picture of the salary, at least state a maximum that you can’t go above. Explain the title of the job, explain where the company is located, and explain what the company does.

You aren’t selling yourself.

To attract true superstars, you need to offer something…anything. You’re trying to entice a candidate who could work anywhere, so why should they work for you? Say something positive about the job or the company that might grab a busy job seeker’s attention.

For more on how to bring highly qualified candidates into your applicant pool, and eventually, into your company, turn to the staffing pros at PSU.

How a Staffing Agency Can Save Your Company Money

January 8th, 2021

When is the best time of the year to take a close look at your organization and find a way to cut costs? EVERY time of the year. There’s never a season, winter or summer when you won’t benefit by looking for new efficiencies and new ways to get things done. And this winter, it’s a good idea to consider partnering with a staffing agency. Here’s how that partnership can help you streamline your business and do more with less.

Staffing agencies gather candidates from sources you may not have considered.

Professional staffers and recruiters have a wide network of contacts and years of experience building relationships in your industry and your local area. They know where to find top candidates and they can quickly generate a pool of resumes that might take a long time to gather on your own. They often have access to local college and trade school job placement offices, and they have the tools and experience to target the exact candidates you’re looking for.

Staffing agencies screen candidates so you don’t have to.

When we collect resumes and applications from potential candidates, we subject them to an initial review and then a phone screening, during which we ask practical questions that can eliminate the first round of applicants and save you hours of time and hassle. If you’re looking for candidates who live within a geographic area, we can easily screen those who fall outside of that region. We can also have a quick discussion with each one about your must-have qualifications, including abilities, salary caps, and availability.

Staffing agencies reduce costs by reducing risk.

Personality match and cultural fit contribute greatly to candidate success. Sometimes even the most qualified candidate just doesn’t get along with the team or isn’t happy in the role. But hiring is expensive, and a change of heart by either party within the first few weeks can really set you back. Staffing agencies remove some of this risk because, during the initial period, the candidate works for the agency, not for you. If you need a replacement or you need to start over, we can take care of that for you.

Staffing agencies lift the burden.

Because the candidate works for the agency, we take care of tax withholdings, insurance, and other hassles that you may not want on your plate. We also help with background checks, drug screenings and other issues that can free up your time and take the pressure off your budget. For more on how our staffing agency can help you cut costs and save time, contact the experts at PSU today!

©Year Personnel Services Unlimited, Inc.
All Rights Reserved. Site Credits.