Hi, my name is Cory Minter. I’m with Trinity employment specialists. We’re a staffing organization located locally here in Tulsa, Oklahoma. We staff all over the nations with travel nurses, um, all over the nation in medical clinics. We Stafford LPN, medical assistants, medical front office people, all of the general medical staff personnel that you see when you go into the doctor. That is what we stand for. We have another division in industry light. Industrial staffing is completely different, but it’s its own division and department. And, um, and then just basically basic administrative positions as well. Um, and so what we want to do today in this videocast is talking about revamping up. You’re hiring after this. COVID crazy layoff. I’ve mentioned this statistic in every videocast that I’ve done today. And that is that in the last three months, the department of labor has, um, has let us know, and the unemployment office that we’ve had 30 over 30 million people apply for unemployment benefits with us and what we have to offer without Tulsa Staffing.
So that means a lot of people have either been furloughed or they’ve been complete unit permanently laid off, and they’re gonna need to look for other work. And most companies right about now are beginning to bring everyone back. Now, Oklahoma is a little bit ahead of some of the other States that we work with. To be honest with you, there are some States that they still have not even returned back to the office. Um, a lot of it is scared people. Uh, the governor has a lot to do with that. Um, I’m, I’m really not sure at this point why someone wouldn’t be making the decision to get back to work because of the harm that that does to a state, but that’s just my opinion and I’m half crazy. So don’t listen to me. Um, but uh, I want to talk about how is it that you get everything back going again, and then if you’re getting ready to hire the title of this five ways to prepare for a post COVID hiring, the first thing, the first thing is, is contactless sourcing and hiring with us and our solid Tulsa Staffing service.
So one of the things that Trinity has done keep in mind that if you are not in an Oklahoma, um, those things, an Oklahoma I’ve already probably paved the way. One of the things that we noticed is we can do almost every interview we do online and we do it. Um, I believe it’s probably going to change the way that we do business moving forward. Um, and we have also been forced to create a digital Avenue for everyone to fill out their paperwork mine, uh, and send that to us digitally. Um, and so you want to make sure that this is a possible thing for you. Um, you don’t, you’re not going to know what your parameters are going to be. And one of the first top things that you can do is make sure that everything can be done digitally. So your interviewing process can be done digitally.
Your hiring paperwork can be done digitally. And even if you need them to work from home, you have a system set up for them to be able to work from home and access your, uh, companies, uh, software that you use. You know, everyone has a system that they, that runs their company, and you want to make sure that that is doable and that you know how that’s going to work and that you can set it up with new employees as you onboard them. So, that’s the first thing. The second thing is to leverage your existing talent community begins letting your Tulsa Staffing not offer the best solutions, uh, uh, the people that are familiar with your company and that work in your company. Um, let them know we are hiring for this, this, and this position. Please let us know if there’s anyone that you know of, um, generally you, a player in your company are not going to want to work with BNC level players.
So you’re not going to get a bad referral because their reputation is going to be on the line. And you, you can use that to your advantage. Um, I would also suggest that you set up a referral program inside your company. If you don’t already have one, you should, but if you don’t, you should go ahead and set one up, give your employees a strong incentive to referring people and let them go out and do a lot of your recruiting for you. One of the things that is, I think one of the most powerful tools for recruiting is social media. And when you can get your employees and when you can get it to be their idea, to share the job post on their own social media and with the number of people that they’re connected to, which likely is going to be hundreds, um, it’s really, really a great and free, um, advertising tool for the best Tulsa Staffing around.
Um, just so long as you pay your employees well for it. Um, number three, you know, get the word out yourself, um, use your social media platform forms to let the different people that are connected to your organization, know that you’re hiring for them, this, this, and that position may get the job descriptions out there and make them let them be visible online. You can also get them to post the job on your own website. A lot of times SEO search engine optimization will find that on your website and they’ll bring it up to the top of a Google search if your site is indexed properly. Um, and so these are some of the things that you can do to get the word out, and these are cheap options, but they’re the most effective. Um, last week I did a videocast on the power of networking is the fact that 80% of all jobs are found through networking, according to the glass store.
Well, um, this is the best way that you, as an organization can use, um, networking is getting it to be your employee’s idea and get them excited about sharing this in their own social media, number four, and in an increased emphasis on pre on pre-screening, you know, Kevin’s going to shape the way that you higher, you know, for, for Trinity, we’re doing a lot of video interviews. So we’re wanting to put certain parameters in place to make sure that we do a really good job of sourcing this individual that has a great Tulsa Staffing and screening this individual. Um, making sure that all things are, are addressed and we’ve, we’ve got some, uh, a certain system on making sure that they are very aware of our customer’s dress code because we’re not able to see them there. Um, and, and, uh, just all of the different details that our customer is going to want.
We make sure that we clarify those in writing so that they are aware of what our customer is expecting when they show up on the first day of the job. The last thing we want is their first day to be awkward. And, uh, one of the things that we could have missed as a staff is the way that they dress. Cause you’re really only seeing from here, there are certain things that you’re going to be wanting to look at like that, to make sure that you, um, have a quality hire and that you put quality at the top of what it is that you’re doing. Um, last thing here, employee training, um, now is the time to update and increase and perfect your onboarding and your employee, your new employee training system, make sure that you have a way for your employee to know what it is that they’re doing.
Be welcomed on their very first day. Make sure that that first week really goes well for them. I think it’s one of the most important things, because an employee’s belief system about a company, whether it’s good, or whether it’s bad is all going to be based one this first couple of weeks, the person that you assigned to that, a new employee to walk them through and kind of mentor them through the first couple of weeks is going to be really important. You’re not going to need to get Bob that sitting over in the corner in the accounting department that only wants to be looking at a spreadsheet all day long. Really. Didn’t like to talk to people. That’s not the person that you want to bring over with our good Tulsa Staffing service, to walk this person through. You want them to feel comfortable. Um, you want them to feel excited. You want their belief system to Blea to be that, listen, I think that and win inside this organization. And I really feel like I’m welcomed in this organization, not the odd man out in the unfortunate part is that because we’re going to be all ramping up so quickly, We’re going to be busy. We’re all going to have trouble,
Have a, have a struggle. I’m sorry, in not only keeping up with our own work in demand and making sure that there’s quality there but also taking the right amount of time to invest into this new employee so that they feel welcomed that they’re onboarded to where they get profitable for you quicker, that they learn their position and that they’re happier in it. It’s one of the most important things that I think you can do right now as you’re bringing people back, um, after this horrible pandemic that we all dealt with, if Trinity can help you in any way with your hiring or with, even with ideas on onboarding, please give us a call. We would love to be a great resource for you. We help other companies get players and retain them. Um, if you, if you would prefer to go check us out, go, go check out our Google Reviews, and see how to see what it is that we look like online and our online presence. And if you just want some general information about our company, go check out our website. We’ve got a great group of, uh, the information in there that I think can help anyone looking for a job. Uh, look forward to seeing you. Thank you so much for our great Tulsa Staffing services.