Here is some advice for the public on Coronavirus from the Centers for Disease Control. If any temps feel sick at work, please always notify your supervisor and agency.
We are so happy and humbled to announce that Whitman Associates was named one of the Top 3 Staffing Agencies in Washington, D.C. by Three Best Rated! Thank you to all of our incredible clients and temps who have made this possible. Whitman Associates has proudly provided the DMV with excellent staffing services since 1972 and we are thrilled to continue in that tradition today.
Each year, HR leaders anticipate learning about — and possibly adopting — a new crop of recruiting trends. It probably comes as no surprise that 2019 is brimming with its share of innovative hiring ideas and strategies.
Since recruiting has shifted so drastically over the past few years, it is more important than ever to keep up with all the latest industry inclinations to make sure you reach and attract the best talent to your organization.
Our recruiting specialists have discovered five trends to help you navigate and streamline your upcoming year in recruiting:
1. Employer Branding
There is no denying that hiring leaders are working in a candidate-driven market and must adjust accordingly. One way to meet this challenge is through the use of a focused marketing strategy to build your organization’s brand.
Forbes recommends working with a marketing team to come up with your ideal branding, using some of the following tactics:
- Define how you want your company to be seen in the eyes of prospective employees — in terms of company culture and overall mission.
- Make sure your reputation is in good condition, since 69 percent of jobseekers recently shared that they would decline a job with a company with a bad reputation, according to a recent survey.
- Develop an employee value proposition that provides appropriate benefits in exchange for the education, skills and experience that a candidate can bring to the organization.
2. Inbound Talent Recruiting
Marketing strategies have evolved to tap into the vast resources available online. Since 45 percent of jobseekers check their mobile device at least once each day for a new job, this strategy continues to gain traction. With inbound marketing techniques such as search engine optimization and search engine marketing, you can effectively use various media to attract, convert and engage the talent needed for a given position.
3. Candidate User Experience
Candidate user experience refers to your prospective employees’ overall experience with the recruiting and hiring process — from filling out the application to orientation day. Your talent’s positive recruiting process will ultimately help your organization build its brand.
A positive candidate user experience might include the following features:
- Simple and flexible application process: Provide a simple application process online and in your office.
- Allow for initial phone or Skype interviews: Offer to perform the first round of interviews via telephone or Skype for added convenience.
- Follow up with the candidate: A short note or form letter informing candidates of your choice of another candidate can spare your organization poor online reviews.
4. Text-Based Recruiting
Decades into texting, and many hiring managers have left text-based recruiting as one of the last media holdouts. However, given the employee shortage and the fact that today’s younger workers are texting devotees, it seems that HR representatives and recruiting specialists are ready to fully embrace this communications medium.
Here are a few reasons that text-based recruiting is highly likely to be a trend in 2019:
- Texting has become the top form of communication among generations actively seeking employment.
- Texting is quick and convenient while still personal and confidential.
- The Society for Human Resource Management reports that recruiters receive relatively high response rates when using texting as the prime communication mode with talent.
5. Collaborative Hiring
Collaborative hiring may involve your HR department, managers from other departments and a trusted recruiting team. Together, you can all work to find excellent hires and avoid high-turnover rates.
Are You Interested in Learning More About These Recruiting Trends?
At Whitman Associates, we understand that it can be challenging for busy organizations and their HR teams when it comes to keeping up with the latest hiring trends. We are here and happy to help you navigate how to find the talent you need for your vital temporary, permanent and temp-to-perm positions.
Contact us to discuss your candidate needs today.
It seems that just about every job candidate waits on pins and needles for a single and inevitable moment in the interview … that moment when the interviewer says, “So, tell me about yourself.”
It strikes fear in the hearts of fine jobseekers everywhere. In reality, though, the question is an excellent opportunity for job candidates to shine. It is just a matter of choosing, adopting and owning a strategy that highlights the candidate’s finest qualities, experiences and goals with confidence — without coming across as arrogant.
The Winning Answer Strategy
Are you facing a series of interviews with hiring managers who probably can’t wait to learn more about you via a disarmingly pointed question?
If you are, there is no reason to worry — you can handle this.
With the right strategy, you can ace this question, relieving you from stress and self-doubt while giving you handy tools to help you communicate important background information and desired professional traits for the interviewer that are essential to the position.
The Present-Past-Future Formula
Some time ago, recruiting professionals recognized the struggle that jobseekers consistently face when the “tell me about yourself” question occurs. Over the years, the present-past-future formula has become a leading strategy recommended to earnest job candidates by hiring professionals.
The formula is perfect because it provides you with a simple, three-part “script.” It is concise, comprehensive, easy to remember, and sure to fill you with confidence — which is often more than half the battle.
Most importantly, this strategy gives recruiting managers a panoramic image of who you are, how you work, and what your goals are — especially related to their organization — in a three-point snapshot.
Take a look at a few good present-past-future samples to get an idea of what might work for you:
- I currently work for a small business — with a staff of 30 — as the office manager. The whole team is fantastic, but I feel like I’m ready — and incredibly eager — to take on a busier office environment. Since you house 150 employees at this location alone, I think it is the perfect place for me to up my game.
- After receiving my communications degree, I knew I wanted to work in public relations. While searching for the perfect job, I worked as a server for a catering company where I made many great connections, including my last employer that owned an advertising agency. Although I have learned the finer points of marketing and advertising at my current position, I crave the experience of managing talent’s public images. I believe I could become a solid and reliable resource for your local media and sports clients.
While the second sample was not in the official order, it still hit all the same points of present, past and future. Mix it up, but make sure that it is something you can easily tap into.
A bad example might look like the following:
- • I have worked at my current job as a receptionist for three years and have built some good relationships. I learned a lot, too. In my spare time, I paint in watercolors and run long distance. I think I can easily learn the ropes here and help as an executive assistant.
This answer does not work for a number of reasons — including the issue that the answer seems disjointed, unprepared and disinterested. The interviewer might wonder whether this person had not prepared well or simply did not want the job.
Do You Need More Help Preparing for Important Job Interviews?
Do you feel like your job interview answers sound a little robotic, uncertain or insincere? If you are having problems with any phase of the interviewing process, our recruiting team at Whitman Associates is here to help hone your skills. We are happy to sit down with you to work out strategies tailored to your strengths and comforts while helping you avoid any pitfalls.
Contact us today to talk about interviewing issues, any of our listed jobs that interest you, or whatever else we can do to help you land your dream job.
Is it once again time to write a job description for a recently vacated or created position in your organization? Regardless, you may be exploring ways to maximize your job posting to attract the most-qualified candidate as effectively and quickly as possible.
By blending the facts you know about the position with some new strategies for conveying that information to awaiting candidates, you can certainly streamline the job description writing process.
First, Determine What You Want Your Job Posting to Accomplish
Following are five key points that you want your job post to accomplish, regardless of the nature of the position:
- It sells the position and your organization by sharing key information about both.
- It provides a list of technical requirements, soft skills and personality traits candidates need to prove they obtain.
- It homes in on candidates who will quickly adjust to their position and corporate culture by providing details about their respective nature. For example, more introverted job candidates may skip applying for the position if they see your company prides itself on its highly interactive culture.
- It is friendly and welcoming to anyone considering the role, whether a particular ad reader is ultimately the right candidate or not.
- It offers clear instructions on how and where to apply, along with the application deadline.
4 Steps to Writing an Effective Job Description
Review these four tips to see if they might help you enhance, debug or fully revamp your job description writing process to get the results you want:
- Define and summarize the position. In this step, you will gather the most vital information about the position. Set up a meeting with the department manager, requesting that he or she provides as much overarching information about the job as possible, as well as five or six day-to-day functions of the role. Here, you have the chance to paint a vivid portrait of the position for prospective candidates.
- List and clarify all experience and qualifications needed. It is important to let candidates know your requirements for a position early in the description, so they can either move on to the next posting or settle in to learn more about your organization and the job. List necessary qualifications — which may include the level of education completed, previous experience in the field, required certifications obtained and maintained, computer languages, data entry proficiency, writing and editing, and anything else crucial to performing the position and adding value to your business.
- Provide a detailed list of responsibilities and duties. Expanding on the overview of daily functions you provided in the summary, give potential candidates a more precise idea of what the job entails. For example, let candidates know whether their job is more teamwork-focused, or if they will regularly work independently. Additionally, let readers know how their position works within the larger framework of their department and the organization. This context informs prospects of the value that your organization places on their responsibilities.
- Use bullet points, numerical lists and strategic keywords for easy eye-scanning. Just like you end up reviewing multiple resumes and applications, your potential candidates spend countless hours reading through job boards, social media posts and employment forums. Putting the same volume of information into a tidy list is easier on the eyes for you and candidates. Also, make sure to use keywords germane to the position and the prospective candidates’ possible qualifications. For example, if you are a recruiter with an accounting firm and need a new accounting professional, season your job description with keywords such as “CPA”, “financial professional”, “certified public accountant” and “auditor”.
Would you like additional tips to tackle a particularly tricky job description in your queue? No matter what you need, our recruiting team at Whitman Associates features nearly five decades of collective recruiting success to help streamline your process and connect you with well-suited candidates.
Take the next step by calling (202) 659-2111 or filling out our staffing request form.
Whitman Associates, Inc. (WAI) would like to thank you for all of your hard work and continued support. With that being said, if you know of anyone who is looking for work, please let them know about Whitman! Whether they are between jobs, trying to get their foot in the door, new to the area or wanting to try out a company before committing, WAI would love to help them find that perfect job!
To show our appreciation for your thinking of us and referring your friend, WAI will treat you and your referral to a free coffee from Starbucks once your referral starts working! In addition, you have the opportunity to receive a $50 Amazon Gift Card!
The entire WAI team is immensely grateful for your outstanding efforts and we look forward to meeting your referrals!
According to some estimates, the cost of disengaged employees can be as much as $550 billion a year. It’s no wonder, therefore, that U.S. businesses are urgently committed to finding ways to get employees to buy into their jobs and to reap the benefits of full-on employee engagement.
Continue reading “Strategies For Getting Employees To Buy Into Their Jobs”
The process of hiring the right person for the right position often takes a significant amount of time that the majority of companies cannot afford. Most business owners wouldn’t mind such an investment if they could only keep their qualified candidates on the payroll.
Many occasions require human resource teams to look outside the confines of traditional staffing to fulfill optimal productivity. Thanks to plenty of ingenuity in the employment staffing arena, there are unique and adaptable solutions for just about any need, such as seasonal staffing.
In 2018, employers have greater access than ever before to an incredibly large pool of candidates. As a result, an increasing number of employers are embracing the luxury of taking their time to find the perfect new team member via hiring people on a temporary basis prior to offering permanent, full-time employment. While this may seem disappointing for those seeking full-time employment, that doesn’t have to be the case. As David Shindler, an employability specialist, explains: “It’s a two-way street, as employers can see how you perform and how you fit in. I know of people who have had jobs created for them as a result of the impact they have made.”