All posts tagged: staffing

Your Jobs On Indeed Are About To Disappear. Here’s What You Can Do About It.

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If you work in a staffing or recruitment firm, your jobs won’t appear in Indeed’s organic search results after January 6, 2019. You can learn more about the reasons for this in a blog post from Indeed.

Not surprisingly, many people are in a panic. But not everyone. Some firms have unleashed a force greater than Indeed that gives them a steady flow of top talent. More talent than they can place in jobs and assignments. Read on to learn how to access this force.

HOW TO INCREASE THE FLOW OF TALENT

In movies, we’ve heard about the concept of “force.” Some films use this idea for protection, as in a force field that repels. Then there’s the force that’s like a special positive power, helping the good guys defeat the bad ones.

In recruiting, there’s also a positive type of force related to sourcing talent. It’s called candidate gravity.

Candidate gravity is the “pull” that your firm has on talent. This pull may be weak, drawing in an insufficient supply of candidates; inconsistent, coming in ebbs and flows; or strong, generating a consistent stream of people.

Staffing and recruitment firms with strong candidate gravity always draw a stronger flow of top talent their way, leaving second and third-tier candidates for everyone else.

Only 10 percent of firms across the globe maintain strong candidate gravity. They’re able to do this because they maximize all eight of the talent streams that generate candidate gravity; the other 90 percent do not.

If you want your company to have stronger candidate gravity, you must first identify where your pull on talent is weak and improve those areas of weakness. When you do, Indeed’s decision to remove you from their organic search results will be irrelevant.

Here are the eight talent streams.

Advertising
This includes print and online ads

Automation
Technology options include job boards, career sites, applicant tracking systems, tools for finding passive candidates, and more being added every year

Candidate Mining
You mine your digital and paper files of previous candidates, looking at them as prospective candidates and referral sources

Market Presence
Drawing in talent using your online and physical presence

Networking
Includes the virtual and physical worlds

Referrals
Still the most potent stream, referrals consistently point you to the right people for a job

Talent Manufacturing
Education and internships are used to create new talent

Talent Scouts
Creating talent sharing agreements with other staffing and recruitment firms, including competitors

Each talent stream gives you access to a different group of candidates. Some of the talent streams provide overlapping access to the same candidates, but no single stream can secure every qualified individual.

If your company is experiencing an inconsistent flow of qualified candidates, you’re likely not using all eight streams effectively. Also, if you’re getting much of your talent flow from Indeed, you’re over-relying on the automation stream. Improving your flow from the other seven streams will make the loss of Indeed a distant memory.

To more effectively leverage all eight talent streams, take these three steps.

Step #1: Determine which streams have a consistently strong flow (and those that do not).
A talent stream is serving you well when it generates a continuous flow of qualified candidates, some of whom regularly become good hires on jobs and assignments. Those talent streams that don’t produce qualified candidates aren’t yet being fully leveraged.

Step #2: Improve the flow of talent one stream at a time.
It’s tempting to improve the flow of each of your weak talent streams at the same time. However, rapid changes like that rarely stick. Instead, improve the flow one at a time. Add resources or upgrade your recruiting methods to make that happen. Then move on to the next talent stream, and then the next. Improving talent flow one stream at time is how the most successful firms generate a consistent and sustainable strong flow of talent.

Step #3: Maintain the flow of each talent stream.
Regularly monitor the flow of each stream individually. Is that stream still generating a flow of qualified candidates, some of whom regularly become good hires on jobs and assignments? If not, quickly address the issue by going back to step 2. When you’re effectively using all eight streams of talent, you’ll have a surplus of quality candidates.

No one talent source is the do all, end all. If you’ve been relying too heavily on Indeed this is your chance to change that. I hope you’ll get started on improving your candidate gravity today.

 

Scott WintripYour Jobs On Indeed Are About To Disappear. Here’s What You Can Do About It.
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Frustrated By Your ATS Experience? Here’s How You Can Change That

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It’s common to love tech when it works and despise it when it does not. This episode of my podcast is an open conversation about one specific type of tech: applicant tracking systems. In particular, what everyone involved with them can do better. This includes the software companies who make the systems and the buyers who use it. Whether you’re a buyer or vendor, you’ll take away concrete actions that will improve the ATS experience. Joining me for this conversation is Jonathan Novich, Vice President of Product Strategy for Bullhorn.

Scott WintripFrustrated By Your ATS Experience? Here’s How You Can Change That
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Here’s How to Get More Word of Mouth Candidate Referrals and Lifelong Employees Who Are Raving Fans

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Getting referrals and retaining staff just got easier because of Matt Ward.  He’s the author of Amazon bestseller More…Word Of Mouth Referrals, Lifelong Customers & Raving Fans. In our conversation, he shares powerful and simple steps you can take to make referral generation easy and honest. You also won’t want to miss his care package idea (starts at 17:28).

Scott WintripHere’s How to Get More Word of Mouth Candidate Referrals and Lifelong Employees Who Are Raving Fans
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Hiring Staffing Salespeople? Look For These 5 Attributes.

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Making quality sales hires continues to be a challenge for leaders in staffing and recruitment. This episode of my podcast will help you accurately identify people who will be successful on your sales team.

 

Scott WintripHiring Staffing Salespeople? Look For These 5 Attributes.
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The Magic Question: How to Use 3 Powerful Words to Get Anyone Involved in Hiring to Change Their Mind

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There are no silver bullets to fill a job, but there is a silver lining when someone tells you “no.” Everyone in the hiring process hires is told “no” at one point or another. Hiring managers hear candidates reject rock-solid job offers. HR and staffing pros deal with managers who turn down well-qualified candidates. The silver lining in these situations is that you can ask people who say “no” a magic question that lets them talk themselves into a different perspective.

The magic question helps hiring managers see past their initial objections about a potentially good hire. This powerful query gives candidates the opportunity to consider shifting their point of view. The 3 words that comprise the magic question can even allow HR, talent acquisition, and staffing leaders to change their mind about adjustments to the hiring process.

Those 3 words are

Under what circumstances…

If there are circumstances under which someone will change her mind, she knows what those circumstances are. By letting her do the talking, you’re giving her the chance to convince herself while also informing you of the details.

The magic within these 3 words is this: the person who just said “no” always believes her own point of view. She may not believe yours. Because of this, she is the most qualified person to overcome the reasons why she said “no” in the first place.

How’s the magic question work? Here are four common situations.

Candidate has unrealistic expectations
Brad fit the job but wanted $10,000 more than Ivan, the manager, could offer. Ivan asked Brad

Under what circumstances would you take this job for $10,000 less?

He then let Brad do the talking. Turns out there was a circumstance. One that Ivan couldn’t have anticipated. Brad had a three-week family trip scheduled. He said it would be worth taking 10k less if he could take that trip as planned.

Ivan went on to use this question over and over again with success. When a candidate said “no” because of a long commute the magic question let the candidate talk herself into a flex schedule. Then there was the highly talented individual who objected to some of the job responsibilities. Ivan’s use of the magic question allowed the candidate to talk himself into the fact that every job comes with a mix of desirable and undesirable tasks.

Hiring manager has unrealistic expectations
A hiring manager having pie in the sky expectations had sunk many candidate submissions by a financial services firm’s HR team. That is, until they used a little magic.

Now, every time a manager makes requests that cannot be fulfilled, they ask “Under what circumstances…” about that request.

Under what circumstances would you consider someone with less experience?

Under what circumstances would someone from a different college be okay?

Under what circumstances would you pay a bit more in salary?

Under what circumstances could someone without a degree do the job?

Time and time again, these managers would talk themselves into changing their own mind.

Staffing team is stuck in counterproductive habits
Just because you’ve always done something the same way doesn’t make it right. Cecilia, the new COO of a global staffing company, discovered that many of the challenges of the firm were rooted in ineffective business practices. Many of these business practices, including feature-benefit selling and most placeable candidate presentations, had been in place for years. Even though these practices weren’t working, her management team was convinced it was a bad idea to abandon these “best practices.”

Rather than managing by mandate (“change this because I said so”), she asked the management team the magic question.

Under what circumstances would it make sense for us to change these business practices?

Over the next 30 minutes, the managers told one another, instead of being told by the boss, all the reasons it would make sense to change long-treasured parts of their process. Within 60 days, the ideas from this meeting had replaced the ineffective business practices.

HR or talent acquisition team is stuck in counterproductive habits
“Behavioral interviewing has made our hiring better,” said Gilbert, the VP of HR for a manufacturing company. When pressed for details, Gilbert couldn’t provide them. His department had never measured the impact of behavioral interviews. He believed in this style of interviewing. This and this alone was enough proof.

What happened next? The magic question (no surprise).

Under what circumstances would it make sense to change how your company interviews?

Gilbert responded, “Proof. I’d want to see proof there was something better.”

Proof is what he got during the next round of machinist interviews. One group of candidates went through behavioral interviews. At the same time, another group went through experiential interviews. The result? Gilbert said it best: “It was so clear and obvious who we should hire from the experiential interviews. We could see proof that the people we picked could do the job. Behavioral interviews never provided that kind of definitive evidence.”

Talk is cheap when we’re the ones doing the talking. When we allow others to convince themselves, their words are priceless. Everything they say, they believe. Next time you want a job candidate, hiring manager, staffing pro, or HR exec to change their mind, let the most credible person do the talking That’s them, not you.

Scott WintripThe Magic Question: How to Use 3 Powerful Words to Get Anyone Involved in Hiring to Change Their Mind
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Want Proof Someone Fits a Job? Do What Todd Bavol Does.

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Want proof someone fits a job? Do what Todd Bavol of Integrity Staffing Solutions does. He can get quick and accurate proof whether or not a candidate meets his needs. During this brief chat, Todd shares an example of how his company conducts the most accurate form of interviewing–the experiential interview.

 

Scott WintripWant Proof Someone Fits a Job? Do What Todd Bavol Does.
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Staffing Providers and HR Can Have a Better Working Relationship…Here’s How

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HR and staffing both impact the most important part of a company―it’s people. Yet, HR and staffing professionals continue to run afoul of one another, seeing the other party as the problem. In this podcast, I offer a way to improve this relationship.

Scott WintripStaffing Providers and HR Can Have a Better Working Relationship…Here’s How
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Think Your Staffing Firm is Competitive? Take This Test to Find Out for Sure.

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Lots of staffing owners and execs will tell you that their firm is highly competitive, when it’s not. In this podcast, I share a story of one such exec. I also walk you through The Competitive Test. By answering these 10 questions, you’ll learn the level of your competitiveness compared to other firms and know what to do next to make improvements.

Scott WintripThink Your Staffing Firm is Competitive? Take This Test to Find Out for Sure.
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