You are listening to Trinity employment’s, a player matchmaker podcast starring your host and the cofounder of Trinity employment specialists, Cory mentor.
Hello, hello and welcome back to the eight player matchmakers where I’m always trying to find different ways to add value to job seekers and employers. And today the podcast is titled 10 recruiting strategies for hiring great talent. Try and find an a player in this smorgasborg of talent that is out there for us. Let’s take a look at this. This is crazy. In April, 20.5 million people lost their jobs according to the labor department and many analysts believe that it could take years to recover. Let’s hope that’s not true. I like to speak positivity in the things that I’m doing. Um, and anticipating a big downturn is, is not generally what makes or helps me to be successful myself. So I’m going to expect that this is going to turn around, but if it doesn’t turn around, I’m still gonna make the best of it. And I hope you can see things that way to the U S to the U S unemployment rate jumped to 14.7% in April, the highest level since the great depression, Holy smokes. And as businesses began to shut down or severely begin to cut back operations to try to limit the spread of the virus, the department of labor said that 20.5 million people abruptly lost their jobs, wiping out a decade of employment gains in one single month for your OKC Medical Staffing company.
And that’s exactly what happened to Trinity. In less than two weeks, we lost roughly 70% of our gross revenue and it got really scary there for a while. Finally it bounced. We’re third. We’re our third week into the bounce where we hit the bottom. We started coming back up slow. But man, are we grateful? We’ve got some great customers. I’m literally trying to go out and find, I’m just going to send, I’ve got a buddy who owns a snow cone stand. I’m going to just send snowcones out to our customers. That helped us stay alive during then cause I’m so very grateful for them. But it really was it. It got, it got concerning. The speed and magnitude of the loss nationally defies comparison. It’s roughly double what the nation experienced during the entire financial crisis from 2007 to 2009 and that was a big, big deal.
So we might some recovery time here, but I mentioned this and I’m going to continue mentioning this in every single podcast I do about this coven. Every time I mentioned Covin, I’m going to remind everyone that every crisis brings up unprecedented or unexpected problems and it also creates unexpected, unprecedented opportunities. Wow. I’ve not got that mixed up tongue twister there, but I hope you understand what I’m saying that I’ve, I, I got some data from the Washington post. Recruiting top talent takes a combination of creativity and diligence and technology makes it even easier than ever to publish your job postings to different audiences for all the employers, but to connect with qualified candidates and drive excitement about the role in your company, you’re going to have to try to figure out a way to stand out. Even now when it’s an employer’s top of market, keep in mind you’re still trying to go after the a players in there. We got 20.5 million people who’ve lost their jobs. There’s a ton of talent out there
and there are going to be a lot of companies take advantage of this. So the first thing you’ve got to do is create a recruiting strategy. But what’s a recruiting strategy? You need to define this for your company, but in general it’s a plan of action to successfully identify, recruit and hire high quality candidates. We call them a players around here and these are the basic starting points that can help you attract job seekers that you’re looking for. And they range from basic methods like posting on job boards, having a referral program, you know, more advanced technologies, leveraging a recruiting agency like Trinity employment specialist. By the way, that’s what we do. We’d love to help you, but you can implement recruiting strategies at every step of the recruitment process. But you need to know where you’re going. Um, a mentor of mine told me, listen, if you don’t know where you’re going, how are you going to know when you get there with your OKC Medical Staffing company?
And that’s the importance of recruiting strategy. Um, I’ve got a few things here, 10 things I want to talk about. Better jump into, I’m probably going to run out of time here. Number one, treat candidates like customers. It’s really important that you do that because they get to pick and now it’s going to be less selective for a lot of employers. But I think that a lot of people have become to understand that money’s not everything and getting the right culture is almost everything. And so people are gonna start looking at that. Here are a couple of hints. Be respectful of their time, whether it’s a phone call, a video conference, or in person meeting. Always be sure that you’re on time. Listen, it’s real easy as an employer to go, well, I’m busy. They can wait for me. But listen, there are, there are, there are some psychology going on in their brain every minute that you are not there when you said you were going to be there.
So if you’re running late, make sure, let the candidate know personally, let them know, listen, I’m going to be here at this time. Just give me one second. Showing a general courtesy goes a long way. Be hospitable. Um, when a candidate arrives for an in person interview, ask if they’d like something to drink and show them, show them to the restroom if they need to, if they need to know, um, make sure that they feel as welcome as possible. In our waiting room we’ve got, now we’re, we’re having to socially distance, so let’s just uncomfortable in itself, but we’re trying to make it as best as possible by having a relaxing music playing and that sort of thing. Um, you want to make yourself available, provide candidates with your contact information so they can reach out to you with questions and make sure and update them on a general timeline for your OKC Medical Staffing.
One of the most frustrating things for anyone, I don’t care who you are is just waiting, especially when you want something. Number two, use social media. Social media is a fantastic recruiting tool. Trinity uses it. It’s one of our top recruiting tools. Um, social recruiting allows you to share job postings with your entire network. It encourages a two way conversation. Even if the people you reach are interested in the role you’re hiring, it’s very likely they may know someone who is, you know, also you can share photos, videos from company events, day-to-day office life and you can get potential candidates, a little bit of a glimpse into the window of your company culture cause that’s why they’re going to come anyway. Most likely. Number three, implement an employee referral program. This has just gone without saying. It is one of the top ways of recruiting when it comes to your OKC Medical Staffing.
Um, even if you’re a candidate, 80% of all jobs are found through someone, you know. Number four, create a compelling job description. I’m writing an attention grabbing and thorough job description is very important to engaging qualified candidates and it’s really easy to get lazy. I know this in a staffing firm, it’s really easy for us to get lazy in here. So here’s some quick little tips. Make titles as specific as possible. The more accurate, the better. Open with a captivating summary, give an overview that gets the job seekers attention. Include the essentials, corresponds ability, soft skills, day to day activities, keep descriptions, concise jobs, job descriptions. But statistically 702,000 characters receive up to 30% more applications according to indeed data. And make sure that your application process is very easy. Um, make number five, make use of sponsored jobs to stand out. You can do that if you want with your OKC Medical Staffing.
You can check, check out, you know, the different ways on the different sites. To do that. Number six, check resumes posted online. It’s really important to do that. You can set up a resume alert, you can sign into indeed resume and have it alert you when a resume comes available. Consider past candidates. You know, you can let them know. Um, and if you have a system of doing that, it’s very, very powerful. Tool number eight, claim your company page before applying to accompany job seekers often take time to research, employee reviews, salary data benefits, all this good stuff. All of this information can be found on indeed company pages. LinkedIn. You can find all sorts of information out there. Just Google. Um, you can respond to reviews, customize your page and add branding. Um, attend industry related meetups. There are all sorts of different meetups, especially right now during Covitz.
Zoom is a big, huge process in that. And the last thing is, is include peers in the interviewing process. Sometimes the best person to interview a candidate is someone who already is working in the same or similar role. And this employee already knows what it takes to Excel. They know what it doesn’t take to success and they know that if you ain’t got this, sorry for using word ain’t. If you don’t have this specific skill with a good OKC Medical Staffing company, it’s going to be hard for you. And they’ve got some really good advice for hiring managers. Listen, these are some things that I think can help our recruiters recruit during, you know, a crisis in different things that’s going on. If Trinity can help you and be the recruiting agency in your recruiting strategy, please give us a call. We would love to be that. We don’t have to be recruiter for every position, but we can be there to help nominate six two, two, two five, eight, eight or you can visit us firstname.lastname@example.org.