You are listening to Trinity. Employment’s a player matchmaker podcast, starring your host and the cofounder of Trinity employment specialists, Cory Minter. Hello, and welcome
To the A-player matchmakers, where we’re always trying to find different ways to add value to job seekers and employers. And the title of this podcast is 10 recruiting strategies for hiring great talent. The US department of labor put out the following stats in April. Now, keep in mind. We are now in July, but we’re dealing with the aftermath of April. Holy smokes, 20.5 million people lost their jobs in April. And the labor department said Friday, many analysts believed that it could take years to recover. I think we’re seeing that the US employment unemployment rate jumped to 14.7% in April without the best Tulsa Medical Staffing helping them. The highest level since the great depression, the Washington Post says recruiting top talent takes a combination of creativity and diligence technology makes it easier than ever to publish your job postings to a broad audience, but to connect with qualified candidates and drive excitement about the role to your company, you have to stand out.
So I wanted to bring some ideas of some recruiting strategies that can really help you immediately captivate seekers and create a memorable first impression so that you at least have a chance of recruiting some of the top talents in whatever your industry is. Um, so the first thing that, um, that we want to address is what is a recruiting strategy? Well, it’s, it’s a plan of action to successfully identify, recruit, and hire the best level of high-quality candidates that you can. These are basic starting points. It can help you attract the job seekers. You’re looking for. They range from basic methods like job postings, job boards, more advanced methodologies, such as, you know, leveraging a recruiting agency or staffing firm like Trinity, um, or, you know, creating a referral program. You can implement social media practices, um, and you can put strategies at every step of the recruitment process.
And it’s really important that you try to do that whenever you can, but I just want to bring up, you know, some really quick, simple things that you can do that shouldn’t cost you a lot of money. And I think it’ll help. Number one, you’re going to have to start treating your like customers. We are not in an employer’s market. You would think that we were though with our solid Tulsa Medical Staffing services, I just read you data about 20.5 million people losing their jobs. But I was at a, I was at a, um, an event last night where I was talking to one of the larger employers, a very great place to work, great benefits, all this stuff, good job with us for the best Tulsa Medical Staffing around. And he said, I just can’t get people willing to go to work with a great. Now, part of that is because the unemployment package that we’ve had is still going on and people are still wanting it.
It is difficult to get people to go to work right now. And it’s definitely difficult to get people to leave because everything is uncertain, but we’ve got a lot of companies that let go of employees. And now they’re trying to get them back. Now that business has come back and it really is just a crazy storm that employers are trying to figure out. So what you’ve got to do is you’ve got to start treating your candidates like customers and get them to want to work with you. And so whether it’s a phone screening or an in-person interview, you know, the candidate’s first impression of your company is important and it matters. It’s important that you make them feel that you’re as excited about getting to know them as they are about trying to look at a new role with our solid Tulsa Medical Staffing services to get a new Tulsa Medical Staffing services.
And one of the best ways, best couple of two or three ways to do this is number one, be respectful of their time. You know, whether it’s a phone call, video conference in-person meeting, whatever it is, show up on time. And if you’re running late, make sure you know that they think that you’re important. That they’re important. I’m sorry. Number to be hospitable. When a candidate Rives in person for an interview, make sure you ask him immediately, do you want to drink, um, the restrooms over here with a great level of Tulsa Medical Staffing? If you need it, you know, make them feel very welcome as possible. I’ll tell you, I try to put a huge emphasis on making our waiting room appear as welcoming as possible. Number three, make yourself available, provide candidates with your direct contact information. So if they are concerned, you can get them. You can answer the questions and invite them, to reach out if they have any questions.
Number two, use social media. Social media can be a free and fantastic recruiting tool. Social media or social recruiting allows you to share job postings with your entire network. A lot of times, it’s free on Facebook unless you boost it. Um, but it encourages a two-way conversation for a new level of Tulsa Medical Staffing. And even if the people you reach, aren’t interested in the role you’re hiring for, it’s likely they may know someone who is, it’s just a great wave recruiting, um, you know, by sharing photos, videos from your company, it gets people to get to see what a day in the life of Trinity looks like. Number three, implement an employee referral program. Listen, this is very cheap. It doesn’t cost you anything to implement it. It does cost you when somebody actually sends you somebody. So make sure that you put together a really good, um, you know, incentive for people to want to send people to you.
You know, great people usually ha hang out with other great people that are surrounding them. And they’re highly capable PR professionals. And although, you know, employees are probably already sharing open roles with qualified candidates, a well-developed employee referral program can really boost this behavior and get people to really share the word, share your posts, especially if there’s $500 in it for them. Number four, create compelling job descriptions. Your, your job descriptions need to have a sales component on it. If possible, uh, three or four things here make titles as specific as possible. So it’s very clear what the job’s doing. A number to open with a captivating summary about your company that gets people excited about the company include the essentials responsibilities, hard skills, soft skills day to day salary range, keep descriptions, concise job descriptions between 702,000 characters receive up to a 30% more applications, according to indeed.com data number five, make use of sponsored ads to stand out.
You can do this through Google, Facebook, any social media, LinkedIn, you can do this, um, make, make sure you do your own research on what it is that you would, that fits your industry. Best number six, check resumes, posted online, um, indeed resumes. They host millions of resumes. Um, you don’t want to just, uh, have a job ad on indeed. You also want to have, um, resume alerts that, that sort of thing, make sure that, uh, you are gaining access to people that are passive candidates if you get a better level of Tulsa Medical Staffing. Um, so to set up a resume alert, sign in to indeed resume, um, conduct relevant search and, uh, click the, get new resumes, uh, for this search by email, um, at the top of each result. So, uh, that, that’s how you do that. Number seven, consider past candidates, listen, go, and talk to them. They might know someone, especially if they left for a good reason.
Number eight, claim your company page before applying to a company job seekers often take time to research company reviews, salary data, um, benefits and more glass door reviews, Google reviews, all of these things. You’ve got to put some effort into it. Um, you know, you, you might take a look and visit indeed.com/r/company-pages. So you can see what, uh, what you can do to make sure your page is not only claimed but also, uh, optimized, um, number nine, attend industry-related meetups. I think this is really great. However, COVID is really thrown this off for me personally. This was where in my job at Trinity, this is where I shine at going into the industry-related meetup, you know, meet and greets, that sort of thing. That’s what I’m really good at. And this is really shut down a big chunk of those they’re starting to come back up, but who knows what that’s going to mean, um, later on, and then number 10, include peers in the interviewing process, you know, bring, bring in people so that they, the employees know kind of what a little bit about the company and what it’s going to be like with our solid Tulsa Medical Staffing.
And they can see the camaraderie happening. These are all really great things. If Trinity can help you in any way, we’re a staffing organization. We’re located centrally here in Tulsa, Oklahoma boy staff, all over the nation for nurses, um, industrial and, uh, and business and everything in the medical field if you get a new Tulsa Medical Staffing solution. Please give us a call. I believe we’re one of the best staffing firms in this state. Uh, you can go check us out on Trinity employment.com or just give us a call at (918) 622-2588.