Tulsa Staffing | 20 Staffing Challenges and Solutions Part 2

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Hi, my name is Corey mentor I’m with Trinity employment specialists. We are a staffing organization located central here in Tulsa, Oklahoma. We’re one of the top staffing firms in this area. If you go on to Google or anywhere else that you look and compare Trinity to any other staffing firm, please go and take a look at the reviews and what people say about our company, because we put quality over quantity and we help employers all over this state find talent that they weren’t able to find right now I’m going through, um, the top 20 common problems and solutions to recruiting right now. This is a part two of this. And I would like to just jump in and start going over some action items on what are some problems that employers are having, because there is a lot right now because of this COVID crisis when it comes to Tulsa Staffing.

We’re in the middle of July. We’re at the end of July in 2020. And honestly, I don’t think this thing is going to wrap up all of the craziness. I don’t think it’s going to wrap up until November. I think in November, we’re going to have all these crazy people who are saying all of this negativity. They should begin to settle down. I hope let’s hope. Are you not tired of the negativity? Are you not tired of all of these agenda things being shared with you? I sure am. I’m really ready to get back to let’s just go back to doing some business and getting things going on and stop all of these political, uh, backhands that we’re dealing with and the efforts to shut down our entire economy. Um, but here’s some things that we can do as employers to begin, uh, getting the most out of our recruiting efforts.

One of the things, the third thing that, uh, the first two things that I talked about were, let me, let me go over them real quick. Um, the first one is building a strong employer brand, and second is how to get over. Having a lack of qualified candidates. The third is expanding your, your candidate reach, listen, just relying on job ads because you’re not going to get qualified candidates on an indeed on indeed, uh, ad most likely, uh, most of all of our clients all use indeed trying to get it done on their own. Indeed has tripled their charge over the last little bit and the quality of their website has gone down drastically for the best Tulsa Staffing. Um, one of the things that you have to do is begin looking outside of the box. If you are in a specialty, go, go start attending some of the professional networking events.

Um, even if you have to do it online, um, this is one, this is a great way. If you’re looking for engineers, go find the Facebook accounts of all of these engineers and get on there and start interacting with them. Um, start networking with the people in the groups that, uh, that matter. You can also begin just asking people that, you know, asking your employees, having a referral program for your employees is a really great way to begin to give your employees incentive, to bringing in, uh, employees, into your company. Their social network is very, very powerful. You know, it’s very rare to find somebody that has less than 500 people on their Facebook, uh, friends group. And so, you know, at the, at a very minimum, you’re sending it out to 500 people strong, and that’s just one employee. What if you had 10 employees and each one of them blasted out and each one of them had 500 people on their, uh, on their Facebook page.

You can do the math to see what kind of power that would be well, that’s power worth paying for. And so you can set up this, this type of thing, um, use your own social network to let people know what it is that you’re applying for. And then off, ask your friends to share this out, such a powerful way to get, to get things out right now. I’ve I can’t even stand to be on a social networking site because of all the negativity, bring some positivity and change what people are talking about and, and get let’s get back to helping one another again, that’s what this whole thing was created for in the first place. And, and primarily it’s getting used to tearing each other down. You’re actually probably going to lift people up by doing this. Uh, the number four thing is targeting passive candidates with the top Tulsa Staffing around, passive candidates.

If you’re a recruiter, you know exactly what these guys are. Um, if you’re not a recruiter, you might not know, but this is what passive candidates are. Passive candidates are people who are open to hearing new opportunities. They’re currently employed. So they’re not actively looking. And these are the top employees. These are the people that no one wants to get rid of, but you never know. They might be looking at trying to shift in their career a little bit and going after passive employees is a great way to do it. One of the top ways to go after passive candidates are through LinkedIn, reaching out to your social networks, uh, letting people know about this, letting your friends know these are all ways of getting after passive candidates, but in general, 80% of your, of your correct hires are through passive candidates. Um, I want to read some statistics with you.

Um, the way things are going, um, there’s going to be no job seekers anymore with this unemployment thing, with them paying them. And they’re getting ready to add a new incentive. Um, you know, people are making, if you’re not working for any reason at all, even if you just quit you, no one’s fighting unemployment right now. You can make the equivalent of $50,000 a year with this unemployment package. There’s really no incentive for people to work that’s concerning. But according to LinkedIn research, 70% of the global workforce is made up of passive talent, talent who aren’t actively searching and remaining 30% are active job seekers. That’s a pretty scary statistic. The good news is, is that most up to 90% of these passive candidates are interested in hearing about new job opportunities, according to LinkedIn, LinkedIn, that that makes total sense because LinkedIn is the top way to go with a more greatful Tulsa Staffing experience.

After passive candidates, learn how to do this. You can go onto YouTube, Google, um, and figure out how people are searching for passive candidates using LinkedIn. It’s a great resource. Go check it out. It’ll help you out. Number five, attracting the right job candidates as reported by Glassdoor, 76% of hiring managers admit, attract attracting the right job candidates is their greatest challenge. They’re wasting their precious time by going through tons of applications for candidates that are not a good fit for their positions. It’s like what I said, if you’re going to be doing, uh, an indeed ad, listen, you are going to get a hundred to 200 applications and you might find 10 that you’re interested in. And of those 10 getting anyone to answer the phone yeah. Anymore is almost impossible. And then let’s say you get them answering the phones, right? Just last, just yesterday, we had seven, no call, no shows to interviews in our, in our, uh, for our recruiters seven now, I mean, each one of our recruiters are going to bring in about five interviews. We’ve got four recruiters working nonstop. So definitely we’ve got a lot of interviews coming in, you know, but these aren’t even interviews showing up at the office. Most of our interviews are doing, are done through zoom. We can’t even get people to show up at their house and just like a button to log in with our great Tulsa Staffing services.

It’s an interesting market out there and employers are really having trouble getting high quality candidates. Um, so, you know, as reported by Glassdoor, 76% of hiring managers admit that attracting job candidates is very, very difficult. You’ve got to do everything you can to get people to start looking at you. And, uh, you know, I’ve said it in each one of these points, but really reaching out, using a grassroots effort is really going to help you to attract the best candidates next building talent pools, proactively a talent pool with a more amazing Tulsa Staffing service. If you didn’t know of, it’s a database of all of the resumes that you’ve received. If you’re going to run an indeed, indeed ad, you’re going to get a good deal of really great information. If you think about it, you’re going to get a lot of people that are probably not really targeted towards that particular job.

However, they might be targeted to another job, keeping a talent pool and being able to research, um, these, uh, these resumes through an applicant tracking process is really helpful. Companies should be looking at some of these ways. If Trinity can help you in any way with your hiring, we would love to be a resource. We’ve got a great applicant tracking system. We’ve got a great way to reach out to passive candidates. We’ve got a great way to reach out to candidates that are, that, that are just working somewhere. Give us a call at (918) 622-2588. Or you can visit us online@trinityemployment.com.