Concerning COVID-19, Whitman Associates has remained informed and compliant with national and local guidelines in order to support individual health and safety. We encourage our applicants, employees, and clients to do the same. For most recent updates on CDC and White House guidelines, please click here. Please find basic protective measures advised by the Centers for Disease Control here and local resources here: DC, Virginia, Maryland. If any employees are not feeling well for any reason and are not able to make it into work, please call Whitman Associates’ urgent line at Extension 1 or email us at: urgent@whitmanjobs.com. The health and safety of our employees and clients is our top priority. We will continue to post updates as the situation develops. Please reach out to us at (202) 659-2111 with any questions.
Author: WAI Staff
Congratulations to Sarah Martens for winning our Temp Referral Raffle! Thank you to everyone who participated in referring someone to Whitman Associates. We are grateful to meet such excellent candidates! Please continue to send your friends and loved ones our way.
We are so happy and humbled to announce that for the second year in a row 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.
In light of COVID-19, our Referral Promotion has been extended through May. See below for details:
Would you like to win a $100 gift card to the restaurant of your choice?
Whitman Associates is running a special promotion for one lucky winner to enjoy a dinner at their favorite restaurant on us! If you refer someone who registers with us and comes in to our office for an interview between now and May 31st, 2020, you will both be entered into a raffle to win a $100 gift card to the restaurant of your choosing! Don’t forget to make sure they list your name when they apply.
In addition to the raffle, if your referral completes 160 hours of temporary work or is placed through Whitman in a permanent position, we will send you a $50 Amazon gift card to show our appreciation, as well as a Starbucks gift card to both you and your referral.
Feel free to call the office at the main number with any additional questions. We can’t wait to meet your referral!
If you are actively interviewing for jobs, part of the process is being prepared for different types of remote interview possibilities. It is best to practice with the tools to insure you have the capability to interview via the most popular web conferencing platforms. It is important to verify your camera, microphone, and audio speakers will work with the device you intend to use for each collaboration system. In addition, your device may need to download plugins and grant permissions to the application in order to interact with the microphone, video, and speakers. It is your responsibility to support the client’s collaboration app and have it functional ahead of time. The company you’re applying to most likely has a specific one they use for all their internal and external collaboration.
We recommend you verify access to GoToMeeting, Cisco WebEx, Google Meet, Google Hangouts, and Skype for starters! You do not need to create an account in each of these collaboration platforms as you will be a guest on the client’s platform.
Whitman Associates will assist any of our candidates with a trial run of the client’s application platform so that you may prepare the collaboration tools in advance. We want our candidates to focus on the interview when the time comes and not be frustrated by the tools.
Excellent advice exists on preparing for phone and video conference interviews, but here are some key points:
- Insure the environment you’re using is appropriate:
- The background of a video chat is important. Bright lights from windows behind you can cause video of your face to be dark. You certainly don’t want the background to present your bedroom and all your belongings. It is best to sit in front of a blank wall or wall with minimal graphic distractions. You may need to turn on a light somewhere else in the room to insure your face is well lit.
- The audio is critically important. Many people will tolerate bad video to a certain extent, but clipping audio and background noises make it impossible for you to convey important responses. You need to make sure the environment is free from background noises (mowers, air conditioners, bathroom showers and toilets, construction, etc.). Find a quiet room where the background noise is minimal. Shouting over these background noises will certainly not make a good impression.
- Equipment used to perform the interview is very important. It is best to use a device with all the tools integrated such as a phone, tablet, or laptop. If you want to use a desktop, you need to make sure all the external components work well together.
- The integrated microphone of a laptop, tablet, or phone may be sufficient; however, it is far better to use a Bluetooth or wired attached headset. This will allow your voice to be clear, enable your hands to be free, and allow the camera to be placed at a distance from your face.
- It is important to set the phone, tablet, or laptop down on a fixed surface such that it is not moving. It is incredibly distracting for the camera to be waving around your head while you’re trying to explain how successful you can make your client.
- If you need reference material (resume, PostIt notes, website of the client), make sure this material is positioned directly above or below the camera. The client is not interested in seeing a profile of your face as you turn away to find material.
- If you need to make notes, place your notepad directly below the camera so that the client can see that you are writing information down. It is best to avoid T-Y-P-I-N-G notes while listening to the client as the keyboard noise is very distracting and may lead the client to think your doing something other than listening to their pitch – they are trying to sell you on how great a company they have.
- Be prepared! There are many reference materials available describing how to prepare for an interview. A phone call, chat session, or video collaboration is just as important as an in-person interview. In fact, it is more difficult to convey body language and capture voice inflections that might indicate your excitement for working with the company. Your goal is to make the next step happen – get an opportunity to meet the hiring managers face-to-face and get that job offer.
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.
How To Write The Perfect Job Description To Attract The Most-Qualified Candidates
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.