Members of the military are hard-working, driven individuals. However, they can face challenges when returning to civilian life. One problem military members face while applying for civilian jobs is the gap between military language and the verbiage of job descriptions. It’s important to remember that while the language used to describe experience may be different, the job had the same key elements. In addition, they are likely to share the same characteristics needed to succeed in a role as their civilian counterparts. For example, a military nurse could transition to the same position in a hospital, doctor’s office, or become a home health nurse. Don’t shy away from hiring military personnel! Expand your reach to qualified applicants with these tips and job boards to attract veterans.
Make it Known You Want to Hire Veterans
Does your business have social media channels or an email list? Use these avenues to express your gratitude for service members and your aptitude to hire them. Social channels are a great form of free advertising for open positions. Even if you have a small following, a post that gets reshared or promoted could reach the right person!
Go Where the Veterans Are
When you recruit any specific group, it’s important to know where they are. If you’re hiring recent graduates, you’d want to attend college career fairs. For veterans, consider partnering with local veterans’ organizations to distribute materials or attend career fairs.
Run by the U.S. Department of Veterans Affairs, vets.gov offers a free platform to share job openings with veterans.
Offering job posting packages and career fairs, hireveterans.com begins their pricing at $99.
Primarily a news source, military.com offers a job board and career fairs for veterans. Participation begins at $95.
A free website for posting jobs, hireveteransfirst.com is a self-service platform for posting jobs directed at veterans.
Boasting over one million job seeker accounts, recruitmilitary.com connects veterans with companies seeking to employ them. However, this job board is the priciest, with fees starting at $299.
Hire Heroes USA
A paid site for attracting veterans, Hire Heroes USA aims to connect veterans with companies who are willing to support their transition into the civilian workforce.
These job boards vary from allowing free job posts up to $200+ for job posts. Select job boards mentioned above also offer virtual career fairs, training for human resources professionals on hiring veterans, and sponsorship opportunities. Additionally, these job boards are often advertised to military spouses as well.
Overall, making the effort to advertise open positions to veterans and their spouses is worth it. Using select job boards to attract veterans to your company is a great way to increase your talent pool with hard-working individuals.
Sprockets’ hiring platform is designed to assist managers and HR professionals in making the best data-backed hires. From knowing which interview questions to reducing employee turnover, the Sprockets system uses a breakdown of 55 characteristic traits to help companies make better hires. Below are interview questions to ask based on the characteristic traits that Sprockets analyzes.
Achievement-striving: When is the time you have been most satisfied in life?
Activity level: What is an average weekday for you?
Adventurousness: If you could take any vacation, where would you go and why? (Somewhere they have already been or somewhere new?).
Agreeableness: Do you enjoy working on a team or on your own? Why?
Altruism: If you saw someone drop a $20 bill on the street, what would you do with it?
Anger: Tell us about a time when things didn’t go the way you wanted— like a promotion you wanted and didn’t get, or a project that didn’t turn out how you had hoped.
Artistic interests: What are you passionate about?
Assertiveness: Tell me about a time you needed to get information from someone who wasn’t very responsive. What did you do?
Cautiousness: Tell me about a time you had to make a split-second decision.
Challenge: Tell me about a time when you had too much to do, but not enough resources (this could include staffing, time, money). How did you handle the pressure, overcome the deficit and/or achieve goals?
Closeness: Why did you move here/have you always lived in XYZ location?
Conservation: When is the last time you tried something new?
Cooperation: Talk about a time when you had to work closely with someone whose personality was very different from yours.
Dutifulness: Tell me about a time you have had to step up and take the lead on something to ensure it got completed?
Emotionality: What do you do to cheer yourself up or unwind after a long day?
Excitement: If you could go on a trip to any location in the world, where would you go and why?
Extraversion: Tell me about a time that you were put in an uncomfortable situation and you owned it.
Friendliness: Tell me about a time that one of your peers was upset and you helped to cheer them up.
Gregariousness: Describe a time that you came in contact with a famous individual that you were not expecting to meet. How did you react? What was discussed?
Ideal: Tell me about a time that you messed up and what you did to fix it.
Imagination: If you were an animal, what would you be and why?
Intellect: In 5 minutes, could you explain something to me that is complicated but you know very well?
Liberalism: What is an everyday ideal that you don’t agree with?
Liberty: What time period would you choose to live in?
Love: Who is your favorite person in the world and why?
Modesty: What are the top three factors you would attribute to your success?
Morality: Describe a time when you were asked to perform a task or spearhead an initiative that went against your values. What did you do? What was the outcome?
Orderliness: What do you do to stay organized?
Practicality: Tell me about a time you had to be very strategic in order to meet all your top priorities.
Self-consciousness: How do you like to receive feedback at work?
Self-discipline: Tell me about a time you were under a lot of pressure. What was going on, and how did you get through it?
Self-expression: How would you describe yourself in one word?
Stability: Why do you want to leave your current job?
Structure: What type of work environment do you thrive in?
Sympathy: Tell me about a time that you helped someone who was going through a hard time.
Trust: Do you prefer group or individual projects?
Vulnerability: What skill or expertise do you feel like you’re still missing?
Want more insights on these interview questions? Looking to improve your current hiring process and reduce employee turnover? Reach out to our team!
Recommended for you: How to Save Money While Hiring
We know that video captures the attention of target audiences over other forms of communication like text and images. In terms of recruiting, this translates to a 34% increase in application rate for job postings with video. With this kind of impact on drawing in audiences, their effectiveness also translates into attracting applicants to a company. For this reason, more companies should utilize video for recruiting new applicants and engaging their community! Let’s explore a few ways that video can be used for recruiting.
How to Utilize Video for Recruiting
#1 Show Off Company Culture
Using video allows you to showcase your company culture more than you ever could within a few lines of text. You can show what the work space looks like, what the daily activities entail, banter between coworkers, and even the company’s values.
#2 Social Media Outreach
How many followers does your company have on social media? Posting a job opening accompanied by a video showcasing your company is key to attracting applicants! In fact, videos generate 12x more shares than text and images combined. Once you take the time to create a video, be sure to spread it across all of your social channels for your audience to see!
#3 Insert in Job Ads
Whether you post jobs to Indeed, Monster, Snag, or Facebook, inserting a video/video link in your job ad is an effective way to promote your company. Remember, applicants aren’t the only ones who need to be impressive. When many companies are vying for the same applicants, you can make yours stand out with a video showcasing your company! Be sure to show off the fun parts of the business and perks to draw applicants in.
How to Make an Effective Video for Recruiting
In order for your video distribution to be effective, it’s important to make the contents of the video be attention-worthy. Use the guidelines below to create a video for recruiting applicants to your company.
#1 Make it Short and Sweet
While videos can captivate viewers more than text and images, it still needs to remain brief. Studies show that the average applicant spends 1 minute and 36 seconds viewing recruitment videos. Your recruitment video should contain enough information to draw an applicant in while remaining under three minutes.
#2 Keep it Casual
Applicants want to see a real view of the company where they are applying to work. Give them a real view with conversations with current employees, a look at the day to day operations, and a brief overview of why people love to work for you.
#3 Have a Call to Action
What is the purpose of the video? To get people to apply to your open position(s)! Be sure to verbally say/show this statement in the video. You will also want to include where and how to apply; whether that may be on Indeed, your company website, or text-to-apply.
Overall, using video to attract applicants to your company is an effective strategy to build your talent pipeline. Crafting a video that showcases your company and effectively promoting it can drastically increase your number of great applicants.
Check out a few of our favorite recruiting videos.
When you have an open position become available, most people want to get it filled ASAP. Open positions mean your business may be understaffed, paying overtime to remaining employees, and lost productivity. But, hiring through traditional means can take time. In fact, it takes over 20 days, on average, to hire a new employee. However, with the evolution of technology comes new solutions for this problem that so many business owners face. One new tool that is featured in many job boards and Applicant Tracking Systems is simple but effective. Texting. While this may not seem like a new advancement, utilizing texting to interact with applicants is a relatively new feature. Let’s dive into why you should be texting applicants to speed up your hiring process and be competitive.
Texting is Faster Than Other Communication Channels
How often do you check your email? How many spam messages are there? Chances are you only check a few times a day and that includes deleting irrelevant emails. This is where texting is a faster course of communication than email or phone calls. Text messages are less likely to get buried and get checked much more often. In fact, a recent study showed that “it takes the average person 90 minutes to respond to an email and only 90 seconds to respond to a text message” (ctia.org). By cutting down your time to interact with applicants, you can speed up your hiring process and stay competitive in getting top talent for your business.
You Can Reach Candidates Whenever
While you may not have the time to jump on a call with a candidate every time you are interested, sending off a text message can happen practically any time of the day. In addition, if you see someone apply at 8 a.m., it may be too early for a phone call. But, it isn’t too early to send a text message. By utilizing texting as part of your applicant communication strategy, it extends the hours of communication so you can actively keep candidates engaged.
It Promotes a Closer Relationship
Using texting as a communication channel can promote a closer relationship with candidates. While the messages you send should still be professional, they can be more relaxed than a typical email with a greeting and signature line. Having a sense of a closer relationship during the hiring process can invite applicants to be more candid during their application process. This may include being more upfront on if they are interested or not, or inviting them to ask any questions about the position.
Tips to Keep in Mind When Implementing Texting Applicants
Before you move forward with utilizing texting as part of your applicant communication plan, it’s important to keep in mind a few guidelines for it to be an effective channel. You should also keep in mind that texting applicants should be done from a job board or ATS, not from an individual’s number.
Give Candidates a Chance to Opt-In
Because texting is a relatively new way to communicate during the hiring process, it’s important to give candidates the chance to opt-in. Most job boards allow employers to ask pre-employment questions as part of the application. You can create a question that asks their preferred method of communication; phone call, email, or text. Based on a candidate’s preference, you’ll increase your likelihood of getting in touch.
While your text messages to applicants are coming from your job board or ATS, it is still important to introduce who the message is coming from. This may be generic such as “Hi, this is [Company Name] of [Location]. Thank you for applying to [Position Name].” Or, your introduction could be more personalized from whoever conducts the hiring process. An example of this may include, “Hi, this is [Hiring Manager Name] and I’m the [Position Name] at [Company] of [Location]. Thank you for applying to [Position Name].” By introducing yourself/your company through text message it sets the stage for why you are reaching out and reminds them that they applied to your position.
Even though you are communicating in a generally relaxed channel, it is important to stay professional in your word choice. While you may be inclined to use emojis and gifs — stay away. We recommend sticking to the same type of language you’d use in emails to applicants.
Overall, texting applicants is a great way to quickly and effectively reach applicants to fill open positions.
One of the simplest ways to get more applicants for your job openings is to be where the hourly workforce job hunts. Understanding where your applicants search for jobs is key to advertising your job openings in effective places. Most commonly, this includes posting to multiple job boards and other relevant sites, like Facebook and Craigslist.
Posting to multiple job boards doesn’t have to mean an increase in time and cost. Once you have the perfect job posting crafted, you can copy it to all of the relevant job boards! Luckily, most job boards for the hourly workforce also offer free job postings, with the option of sponsoring select posts.
Get started using these job boards for placing your job postings and let us know if you expand your applicant pool!
Common Job Boards for the Hourly Workforce
These are the most common job boards for the hourly workforce. Another large job board is LinkedIn. However, LinkedIn has not been found to be as lucrative for the hourly workforce. We recommend sticking to these popular job boards for the hourly workers in industries such as food and beverage, hospitality, and labor-intensive positions.
- Indeed: As one of the most popular job boards worldwide, Indeed sees over 250 million unique visitors every month. Indeed allows free job postings for employers and also offers a pay-per-click option for sponsored job postings.
- Snag: Touting themselves as the No. 1 job board for the hourly workforce, Snag has over 800 million registered hourly workers on their website. However, Snag does not offer free job postings.
- ZipRecruiter: The No. 1 rated job search app on Android and iOS sees over 7 million active job seekers each month. ZipRecruiter is free to use and offers paid posts as well.
- Glassdoor: Famous for providing reviews on each employer submitted by current and past employees, Glassdoor is a popular job board for all industries. Glassdoor sees 67 million unique monthly users and offers both free job postings and paid promotions.
Industry-Specific Job Boards
While these job boards may not have as many job seekers flocking to them each day, those that do visit have an increased likelihood of being qualified for your industry.
- Seasoned: A newer platform, Seasoned is designed for restaurant workers spanning from QSR to steakhouses. This platform also features training videos for common restaurant operations.
- Harri: Designed for the hospitality industry, Harri is built to manage and engage hospitality teams. This platform features profiles on relevant job seekers in your area that can be filtered by years of experience, type of experience, availability, and location.
Other Employee Sourcing Platforms
Expanding beyond job boards and into social platforms and referrals can be an effective way to bring in applicants.
- Facebook: Most famous as a social media platform, Facebook does also offer a way to post jobs. This does require you to have a Business Facebook page to post them from, which is free.
- Craigslist: Commonly known as a space to post for sale items, Craigslist should not be overlooked when you post your job openings. It’s simple and free to do!
- Company Social Media Platforms: Does your company already have social media pages that are active? Simply share your job posting link from one of your job boards and invite interested people to apply! This is a great way to reach out to those who are already familiar with and interested in your business.
- Partnerships with Local Schools: Do you have a local high school or community college? Try reaching out to these schools to advertise your jobs to their relevant students. For example, if your local community college offers courses on hospitality and hotel management, reach out to the relevant professor and ask if they will pass on your relevant job openings.
- Referral Program: Not to be overlooked is an employee referral program. Your happy employees spreading the word to their friends and peers is a great way to find people similar to them that you know will be a great addition to your team. Employees gained through referrals are more likely to retain longer!
After expanding your applicant pool, you’ll likely spend more time sorting through resumes and have to make tough choices on who to hire. That’s where Sprockets comes in. Our system matches applicants against your top employees, instantly showing you who to hire. Plus, ensure you’re executing a great candidate experience with these tips.
From healthcare to restaurants, franchisees from all industries must partake in marketing. Marketing fuels business growth, brand image and can even increase the number of job applicants you get. Investing in marketing and community outreach is especially important for new location openings. The messaging for each industry may be different, but the franchise marketing tools to deliver messaging are the same. Check out the franchise marketing tools our team recommends!
Did you host a giveaway when your location opened? Have you hosted any giveaways? Using this list of emails to remind them of new products, limited-time deals, and job openings is an effective way to stay top of mind. If you aren’t already collecting email addresses from customers, you can do so by asking for them on customer feedback surveys and offering an incentive for taking them, like a free food item or discount on a cleaning service). Many mass email platforms are free for up to a certain number of contacts or emails per month, such as TinyLetter, Benchmark Email, Constant Contact, and more. One of our free favorites is Mailchimp.
All social media websites are free. While your corporate office may operate their own accounts, it’s also important to have pages for each location you operate (if this is allowed). This is because you can use it to post job openings, announce events and support of non-profits, show off your company culture, or hold giveaways. In addition, more and more people take to social media for complaints. You want to be able to acknowledge these complaints head on and make them right. The essential social media platforms to be on are Facebook and Twitter, since they allow the most interaction. If you have pleasing pictures of food to post, consider adding Instagram to the mix.
Engaging with your community is an effective way to gain new customers and engage current customers. A few popular tactics are sponsoring local sports teams, reading programs with local schools and donating food or money to non-profits you support in the area.
Another idea is participating in local walks for a cause, which not only gets your brand out into the community, but also serves as a team-building event for employees.
Google Maps / Waze
One of the most important things to do is register your business location and phone number with Google. After completing this first step, people can easily put on directions to find your business. If you haven’t already completed this step, here are directions for doing so.
Waze, a newer alternative to Google Maps, offers an advertising feature for B2C companies that allows you to advertise your business as they are driving near the area the business is in. For example, if someone has their directions on through Waze and is half a mile from your restaurant, an ad can pop up and redirect them to the restaurant if they choose!
Before implementing any new marketing tactics of your own, it’s important to ensure your messaging and design adheres to brand guidelines set forth by your franchisor.
Plus, check out our guide for hosting a great grand opening event.
Closing a sale can be difficult and it can be even harder to find the sales applicants that are capable of doing so. A great candidate on paper may have been spoon-fed by a friend or relative in his or her previous position. Hiring great salespeople is extremely competitive. Even in the tech-savvy San Francisco Bay area, sales jobs outnumbered programmer jobs by 65,000 to 20,000 on a major job board. Let’s explore the common problems of hiring sales staff that can impede your hiring process.
Common Problems of Hiring Sales Staff
When interviewing for sales positions, there are a number of common mistakes that HR hiring managers make. Shrm.org posted an article that listed these common assessment errors:
Sure, it’s a cutthroat hiring environment in sales. However, that doesn’t mean that you should act hastily to hire a promising candidate. An unfilled position is better than making the wrong hire, which costs money and limits your ability to hire an even better candidate.
Trusting Your Gut Over Technology
Recruiting technology can help to narrow your choices and shore up traditional screening techniques such as checking references. It’s important to include all the steps no matter how appealing a candidate may be. Unless you’ve actually worked with a person, your gut instinct is practically worthless in sales. Salespeople can make a great first impression, but that needs to be reinforced by hard data.
Overselling the Job
Overselling is always taken as a sign of weakness. Great salespeople won’t be impressed, and lazy salespeople will misinterpret your efforts as an easy gig for them. Sales take extraordinary effort, and the work is never easy. Don’t sugarcoat the job or exaggerate the difficulties.
Hiring Like-Minded People
People are different. If you hit it off with an applicant, that doesn’t mean he or she will be successful. The candidate might have a sales background that’s comparable to yours, but he or she might not have learned the same lessons. Top producers approach sales in radically different ways, so don’t limit your hires to like-minded people.
Delaying Corrective Action
If a new hire isn’t a good fit, it makes no sense to delay taking corrective action – such as assigning a mentor, providing additional sales training or terminating the person.
Creating an Appealing Environment for Sales
Building a strong sales culture can help attract top salespeople to your company. Word gets around, and you can publicize your company’s sales culture to get even better results. Managing your salespeople so that can spend more time on selling instead of paperwork is a big draw for many salespeople. Giving them the tools that they need to succeed is also a critical factor in attracting talent.
How to Find Top Sales Talent
The most important recruiting strategy is to build a network of business contacts. The greater your network, the more qualified resumes will arrive at your desk. Keeping a pipeline of sales hiring leads is critical for any organization that relies on sales. Some of the top resources for building a sales referral network include:
Your Own Files
Using recruiting software and applications like predictive index software, which helps to assess a candidate’s strengths and weaknesses, you can search your own files for likely candidates that you might have passed on previously. It’s important to look for sales talent constantly even when you don’t have immediate openings.
Current Sales Staff
Your existing sales staff members likely know some talented salespeople in your industry. Staff referrals usually rank among the best hires because employees know the candidates and the company.
The strongest social media platform for business is LinkedIn. Top professional salespeople look for jobs and post resumes on the platform. LinkedIn allows you to search for candidates using keywords, demographic profiles, industry experience, and other criteria.
Inbound.org is an ideal resource for companies that want to hire indoor or inbound sales staff. Candidates on this platform generally have greater experience in digital technologies and software certifications such as Hubspot.
Local Business Groups
There are many local business groups in your community that make excellent sources of sales candidates. Join the local chamber of commerce and other business groups. Many cities have regular business lunches where people from different fields connect over lunch.
Niche Job Boards
Top job boards like Monster.com and others are great hiring resources. Niche job boards are also excellent resources for finding sales candidates. You can post your openings on job boards and check on people who are looking for jobs. Social recruiting is becoming increasingly popular, and you can use recruiting technology software to manage and screen your applications, which is especially helpful if you get too many from social media marketing.
Your existing customers are one of the strongest sources of referrals for sales jobs. Your regular customers know your company and its products, so they can make intelligent referrals for sales staff.
Business networks like BNI are a great source of sales candidates. BNI is the world’s largest business network, and the membership benefits include increased networking opportunities – such as the ability to attend 52 networking meetings a year – and access to professional development programs. You can get sales hiring referrals from all over the world.
Community groups, local colleges, churches, and synagogues almost always have a designated manager or jobs ministry that helps people find employment. Most colleges and universities have job placement offices. Reaching out to these offices is a simple way to expand your outreach efforts.
Offering incentives for referrals that result in a new hire is a great way to get quality hiring leads. Employees that come from referrals are proven to stick around longer and be better cultural fits.
Writing Appealing Descriptions
Writing the best possible job description generates substantial hiring benefits. Your descriptions can be posted in marketing, on job boards and on your website to attract top talent.
Salespeople Are Found, Trained and Cultivated
There may be a few natural salespeople, but you can’t rely on finding natural superstars. Good salespeople are developed using your company resources, product knowledge, and teamwork. Using recruiting software, arranging third-party assessments of candidates, and building a strong professional network and internal sales culture are the most important steps to successful sales hiring.
At Sprockets, we specialize in finding the right applicant for the job. Our affordable assessment services provide unlimited monthly assessments for just $99 per month. Unlike other companies, we don’t follow generic assessment guidelines but create a customer-specific assessment based on your business’s operating style.
Bonus: Before you begin your next hiring cycle, prepare for successful interviews.
We live in a world where artificial intelligence (AI) is applied in almost everything, including the process of recruitment. The use of AI for recruiting is only growing.
In our space, the key is to build lasting relationships. When you’re successful at establishing true relationships with applicants, you can make them look forward to your company’s goals and values. In turn, your new hires will become more invested in the company..
However, not all companies are successful in this endeavor.
The process of looking for new people, including establishing connections and retaining them is quite complex. Most companies receive a lot of resumes regularly, in addition to cover letters and recommendations. It can be quite difficult to determine which applicant is suitable for your office environment.
And with the fact that one bad hire can cost your company a staggering $50,000 or more, it’s imperative that you hire the right kind of people.
But imagine this: a technological advancement that allows you to assess people before they’re hired and predicts the success rates of applicants. It’s too good to be true, isn’t it?
But let me tell you this right now: in this day and age, artificial intelligence exists, and it can be used to make the hiring assessments and recruitment process much easier and more effective.
Such technology can perform the many functions of recruitment, including the pre-selection process, resume screening, and interview scheduling. When using AI for recruiting, you can spend more time on the most essential aspects of your company, such as building quality relationships with your best employees.
Adding artificial intelligence to the recruitment process will help you attract the right applicants for the job and make better choices on who fits best to vacant positions.
The Role of AI in Recruitment
In recent years, many articles and blogs have discussed AI and its feasibility in the workforce. AI for recruitment took the industry by storm, resulting in numerous HR conferences to tackle this technology’s benefits in the talent industry. Since artificial intelligence technology is one of today’s latest trends, it’s safe to say that we have so many years worth of enjoying what it can do.
Overestimating the capabilities of AI for improving the traditional recruitment process is a challenge. For example, companies can now make time-consuming and complicated tasks faster and simpler by employing virtual assistance. The future of artificial intelligence is so bright because it allows recruiters to complete unified profiles from monolithic data sets, which effectively matches the right skills needed for a vacant position based on the job profiles of the candidates.
How Artificial Intelligence is Changing Recruiting
First off, low-level tasks can be automated. It provides the HR team with more detailed information, reducing operational costs. Besides automating administrative processes, modern recruitment software has many other benefits. Other recruitment software can also allow recruiters to assess a candidate’s performance before getting hired.
Artificial intelligence startups make way for immediate value, altering the business model we are all used to. The process of recruitment is one area that creates value only for a very specific period of time, hiding some specific challenges for many tech firms. While they are used to unstable revenue streams, this model also means that recruiters will choose to pay per position over using the SaaS model.
By employing the workings of artificial intelligence, companies can now target specific elements when the recruiting needs are high. Additionally, using recruitment software can also help generate revenue.
4 Benefits of Using Artificial Intelligence in Recruitment
1. Automating tasks save time
We cannot stress enough how time is extremely valuable for every business, and the same holds true in the hiring assessments and recruiting industry. It’s possible to estimate the candidate’s skills using the many solutions provided by artificial intelligence. Software based on AI technology only needs a few seconds to analyze an incredible load of data and be able to come up with logical results. This, in turn, saves time, money, and resources.
2. Improved hiring quality
The HR department is responsible for selecting the right people out of many applicants. With artificial intelligence, the whole process can be automated and divided into several phases. To evaluate each candidate more effectively, recruiters can focus on collecting more data on each applicant. There are many solutions offered by the technology that help to assess experience and skills using special algorithms.
3. Fair decision-making
Regardless of how competent recruitment professionals are in your team, they can still make biased decisions, both consciously and unconsciously. This has become a common problem in many companies, but luckily, using AI in recruiting can counteract this. Business organizations are given the opportunity to hire only the best applicants that best fit what the available position requires due to the fact that all decisions are made based on the resumes and the information sourced from applicants and in their background checks.
4. Enhanced application of analytics
The recruitment and hiring team can now choose applicants based on their skills. This may seem basic but the analytics can show which specific position will use their full potential. Using this approach will increase productivity in the workplace. At the same time, it can motivate applicants to work on their skills. Additionally, using artificial intelligence recruiting technology has shown to have more accurate results compared to human recruiters.
Applications of Artificial Intelligence in Recruitment
Artificial intelligence has several applications to improve the whole recruitment process. Improvements include targeted advertisements that are shown to the right audience in the right timing. Using artificial intelligence allows for better analysis of users’ online activity by looking into the browsing history of potential candidates. To put it simply, you will have a way to check what your candidates have searched online and what websites are they known to visit. You can even see which of them have checked out your company website, Facebook page, and other social media accounts.
You can also use chatbots to improve more of your services and be able to talk to candidates and applicants. Advanced chatbots will not only hold a conversation, but they can also analyze the response of people using Natural Language Processing. This solution gives you information on whether or not that particular hire has the skills needed by your company.
You can also make use of virtual assistants to avoid repetitive tasks. These tasks may include posting job ads, choosing candidates, scheduling interviews, and selecting who to hire. This results in a lot of time saved, as well as information saved, so you won’t lose whatever details are necessary for the entire hiring process.
Final Thoughts on AI in Recruiting
No matter how advanced and innovative artificial intelligence is, there are still some people who are reluctant to use it. Some people have questioned whether these machines are better than people, going as far to suggest that artificial intelligence will eventually replace them.
The use of AI in recruiting helps hiring managers and HR professionals, not harms. Artificial intelligence is not competition, but a way to increase the value of jobs done by humans.
Hiring assessments and recruiting technology based on artificial intelligence and are a trend that won’t disappear soon. Eventually, the whole world will realize how new opportunities can be derived out of this technology.
We’ve all read the headlines about low unemployment and how available jobs outnumber job seekers. However, this isn’t a reason to give up hope in your recruiting process. People are still willing to change jobs and there are untapped portions of the labor market. Read on to hear our tips on attracting applicants in a tight labor market.
What people crave is work-life balance. Getting to spend time with their family, watching Netflix after work, having time to go to the gym. Offering flexible scheduling and hours that fit what the employee needs can set your business apart from others that are hiring. In your job ads, be sure to include which shifts you are hiring for and whether they are flexible!
Competitive Pay + Benefits
Those in the hourly workforce crave stability and a fair wage. A 50 cent/hour difference in pay may be the difference in choosing where to work. By offering competitive wages for your area – and advertising them – your business will stand out.
If you can’t manage to offer the increased wage to all new employees, consider outlining when and how a pay increase can be obtained. By giving people something to work towards, they begin seeing a future with the company and may be willing to accept a lower starting pay in exchange for long term gains.
What might surprise hiring managers is that applicants for hourly positions often want more than just a job. While it’s true that those ages 16-24 are often seeking a temporary position, those beyond that age range seek more. Applicants ages 25-34 seek a career path. Those who are 35+ want a long term job. By advertising on job descriptions what the potential career pathways are for an entry-level position, you are more likely to attract quality applicants.
Faster Time to Hire
The average time to hire for restaurants is 27 days, retail is 33 days. Most applicants are looking for a job ASAP. By speeding up your time to hire, you are more likely to get applicants to say yes to you before getting an offer elsewhere.
A few tactics to speed up time to hire are pre-hire assessments, which quickly weed out bad candidates, allowing you to immediately contact those who are recognized as a good fit. Another emerging tactic is utilizing text messaging to schedule interviews, so you don’t waste time playing telephone tag.
Go Beyond Job Boards
While the common job boards like Indeed, Snag, Monster, and ZipRecruiter are essentials to where job openings should be posted, it’s also important to get creative.
There are untapped sections of the labor market who are willing to work but are often overlooked. One of the largest is the aging population. Oftentimes they want to work, but are looked over in favor of younger workers who may be around longer. But, the aging population are good, hard-working people. By expanding beyond job boards and back into newspapers, senior centers, and community centers, you may attract an unlikely applicant pool.