It’s a year-round-effort. This is a task with no end. Every day of the year, a good recruiter is finding new prospects, screening, vetting, progressing applicants, and working hard to maintain strong relationships with current employee, past employees and networking individuals….even during a downturn when layoffs are eminent.
Slow season = Time to get busy! When the company you recruit for is slowest is probably the best time to advertise for new applicants. If your company is slow, odds are others in your industry are as well. This is typically the best time to gather new applicant records. Also, make sure your friends and family know what you do! Don’t be afraid to use Social Media to gather applicants!
You are in the people business. Compensation, safety and good working conditions are critical to recruiting and hiring quality workers but never undervalue the power of strong individual relationships. Taking a moment to ask a worker how their day is and how are things going goes further than we think.
Be Positive! A positive attitude is contagious and will trickle through the workforce. It also makes it easy for workers to feel comfortable communicating with you. This alone may resolve a potential reason for someone quitting or help to correct a potential hazard on the job.
Keep the Supply Chain Moving! Make sure you are always progressing the applicants and past employees through the supply chain and try to get each stage of the progression as balanced as possible. If you notice you have a lot of applicants in the “call in” progression but few in the pending category, put an emphasis on the phone vetting and interview steps to keep a steady flow of potential applicants to the “available” section.
Be Proactive! There is a big job coming up next month that requires a substantial increase in workforce. Your database has the depth to support it but you cant progress enough workers to available by the start date on your own. Ask for help! Ask the company you recruit for or communicate the concern back to WX headquarters for some temporary back up. We have been in your shoes and understand the value of someone just helping make some calls can have on your success.
Details and Documentation! You will never remember every detail of every applicant, every worker, every job and every order. Use the tools we have to keep detailed notes on everything and everyone. It will pay dividends over the long term and will help eliminate mistakes, bad hires, bad fills and increase the likelihood of success.
Do Not OVER-Value Resumes! In most blue-collar industries resumes are no more valuable than a simple application. Many excellent, qualified workers are not good at formatting a resume or they may be working elsewhere and not actively seeking a new position. These are some of the best potential applicants. NOTHING replaces calling and speaking to the applicant about his job history and experience.
recruiter is finding new prospects, screening, vetting, progressing applicants, and
working hard to maintain strong relationships with current employee, past employees
and networking individuals….even during a downturn when layoffs are eminent.
probably the best time to advertise for new applicants. If your company is slow, odds
are others in your industry are as well. This is typically the best time to gather new
applicant records. Also, make sure your friends and family know what you do! Don’t be
afraid to use Social Media to gather applicants!
are critical to recruiting and hiring quality workers but never undervalue the power of
strong individual relationships. Taking a moment to ask a worker how their day is and
how are things going goes further than we think.
also makes it easy for workers to feel comfortable communicating with you. This alone
may resolve a potential reason for someone quitting or help to correct a potential hazard
on the job.
and past employees through the supply chain and try to get each stage of the
progression as balanced as possible. If you notice you have a lot of applicants in the “call
in” progression but few in the pending category, put an emphasis on the phone vetting
and interview steps to keep a steady flow of potential applicants to the “available”
section.
increase in workforce. Your database has the depth to support it but you cant progress
enough workers to available by the start date on your own. Ask for help! Ask the
company you recruit for or communicate the concern back to WX headquarters for some
temporary back up. We have been in your shoes and understand the value of someone
just helping make some calls can have on your success.
every worker, every job and every order. Use the tools we have to keep detailed notes
on everything and everyone. It will pay dividends over the long term and will help
eliminate mistakes, bad hires, bad fills and increase the likelihood of success.
valuable than a simple application. Many excellent, qualified workers are not good at
formatting a resume or they may be working elsewhere and not actively seeking a new
position. These are some of the best potential applicants. NOTHING replaces calling and
speaking to the applicant about his job history and experience.
Recent Posts
Recent Comments
Popular Categories
Archives