You are listening to Trinity employments, eight player matchmaker podcast, starring your host and the co-founder of Trinity employment specialists, Cory Minter. Hello,
Welcome back to the A-player matchmakers, where we’re always trying to find different ways to add value to job seekers and employers. The title of this podcast is for hiring trends that you need to know about in 2020. One of the things that Trinity does is we love partnering with hiring managers in small, medium, and large size companies and creating efficient and effective hiring systems that help companies find and retain a players. It’s one of the most important things that we do. It’s very helpful when we do it for a better Tulsa Staffing experience. And I love it when we, when we are able, when people give us an opportunity to do what we do, because when we get you a players, a players stay longer, they do one and a half times the work of your other BNC level players. And then eventually they will begin to bring other a players in your organization.
If you will commit to finding and retaining a players, eventually a players are going to want to come and work on your team because a players like hanging out with other a players, especially in a team of a players, uh, a big, a small group of a players will run circles around big groups of BNC level players, according to Steve jobs. And he coined that phrase when he built the division of Apple called Macintosh, which basically saved the company. And he did it with about, with a very, very small group of people. But going back to our topic of, for hiring trends, you need to know in 2020, 2020 has changed almost everything. Um, and it’s changed a lot of things in working patterns, according to most statisticians. And this, these stats are, these first stats are gonna come from the American staffing association. Um, gone are the days of the traditional nine to five, especially in this type of environment.
More and more jobs are, are showing up in the form of part-time in like an, a gig top of an economy. According to the American staffing association, 16 million temporary and contract workers are hard throughout the course of the year. So clearly temporary workers make temporary workers make up a big part of the U S workforce and working part-time or on a contractual basis gives employees freedom to balance their personal and professional lives, which is very, very important to people. See, this is so different from whenever I was trying to gain employment coming out of college. I mean, I just wanted a 40 hour job. I wanted some consistency with a great Tulsa Staffing service. I, to even today, I don’t understand the desire and the attraction to really not knowing where your next paycheck’s going to come from, unless that staffing firm works out for you. Like I really, you know, that’s why Trinity is formed into really helping people to find permanent placement.
We do a lot of temporary placement and a lot of gig work, but, you know, I don’t understand the attraction to it because it doesn’t really it doesn’t, it’s not going to lead to financial freedom for sure, unless you’re, unless your gig is paying ridiculous rates, which isn’t often sometimes the problem or the solution or what happens, but a study from TrueBlue and Insa, um, they, they claimed that the main reason why people take on gig work is to earn extra income, followed by a desire to get their foot in the door of a company with a top Tulsa Staffing. Most likely from what I’m talking about for a full-time permanent position. Additionally findings from staffing industry analysts show us that an estimated 53 million people took on gig work in the U S in 2018, with 34% of all us workers performing gig or contingent work last year, it’s beginning to be a big, big deal. Clearly the gig economy represents a shift in employment around the world, and professionals are opting to work on a contractual basis out of necessity and some by choice. What does that mean for your hiring efforts? Well, if you’re finding it difficult to hire a full-time employee, that’s really, really good. Sometimes you might have to look at gig working instead.
However, I don’t know how this is going to plan, plan out. This is going to be interesting to watch it playing out. The second thing is, is data driven recruitment, data driven recruitment, um, is a trend that all that most hiring professionals really need to keep on top of many organizations have turned to data to help them make smarter hiring decisions and avoid like an unconscious bias. You know, whenever you walk in, have you ever met somebody that at first, you really, really liked them and personally, they just filled the room with positivity, but then later on you realize, Oh my gosh, like this person is not at all. What I thought. In fact, I don’t like them at all. Well, SWAT data driven recruitment is really so helpful and it can, you could even use it as simply as the book topgrading suggests. And that is that you just write down the same questions. You’re going to ask each candidate and rate them one to 10 for each answer. You know, question one random, one to 10, question to one to 10. So on. And then at the end of the, at the end of your interview, you’ve got at least a number. And so you can, you can use that number to give you some, some level like a simply a simplistic quantitative measure to add to your, uh, your thoughts about them personally.
But an applicant tracking system helps you to be able to do this by taking a look at a lot of data. So here’s some things you need to think about. How long does it take people to complete your application forms? How many clicks on your job adverts convert to applications? How long does it take for your offers to be expected? How much ROI are you getting on your recruitment tools? These are things that you really need to be very aware of, because if it takes you too long to fill out a job application, do you know that if it takes longer than five minutes, it’s something like 70% of people just drop off. Say same thing happened with, uh, Vegas. When they, they took for a better Tulsa Staffing service, they took a look at people in the eighties, and they’re wondering how long are people willing to wait in line until they become frustrated? And we really need to bring them a drink. We’ve all been to Vegas. They bring drinks to suffice you and keep you there. Well, in the 1980s, it was like five minutes, sixties. It was like 10 or 12 minutes in 2015, it was like 45 seconds.
Kind of gives you a decent understanding of the patient’s level. We’ve got this, we want it. Now we want it quick type of thing. And listen, people will jump off of your application. It doesn’t make sense to me. It doesn’t, but apparently I’m starting to realize that the world wasn’t made for me, I think, I think I’m, I’m a little bit different for guy number three, the candidate experience, listen, your candidate experience starts with your application process, but it needs to move on to whenever you bring them in to your place, what’s your place look like? How do people treat them? They treat them well. What, what is their experience like when they walk through your place? Because no longer are people just looking for a job. They’re looking for a place that can truly relate. It’s really important. You’ve got to pay attention, their candidate experience to work with a better Tulsa Staffing company. I know that here at Trinity, not only are we going to do a phone interview, be very, very kind to them, but when they walk in, they’re hearing nice music, a good aroma, and the person up front is extremely friendly and aesthetics around is very colorful, bright, positive. We’ve got positive messages all over the walls. These are important things.
Listen, I hope that I hope that these are, you’ve kind of brought some ideas to you about some recruiting trends that you’ve got to sit and think about. If Trinity can help you in any way, give us call call. Our number is (918) 622-2588. We are one of the top staffing firms in our area to find the top Tulsa Staffing. We’re one of the top rated staffing firms in the state of Oklahoma. And we help hiring managers all over to create and develop efficient and effective hiring systems for bringing in a players. Give us call at one, nominate six two two two five eight, eight, or you can visit us online at Trinity employment.