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.
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.
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?
What makes a candidate unique from other candidates?
When seeking unique candidates, focus on what could set them apart in terms of skills and experience from other candidates. Look for answers that are relevant and that are inline with the job description. Additionally, vet how they can add value to the position and seek for specific examples. In their examples, you can see how they may use their unique abilities to solve issues, build teams, and interact in the workplace.
Want more insights on these interview questions? Looking to improve your current hiring process and reduce employee turnover? Reach out to our team!
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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.