Even under the best of circumstances, hiring can be challenging. That’s because finding the right job candidate is not easy. That’s especially the case when you’re hiring in a candidates’ market, when applicants and job seekers have the leverage. This is why using a...
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It comes as no surprise that non-profit organizations always need volunteers. This can be tough at certain parts of the year, or dependent on how the job market looks. An organization’s engagement with their audience can also fluctuate throughout the year, so they will always be in need of help in one way or another.
This is where driving prospects comes in. Volunteers come and go, move and retire, leave for another cause, experience life changes, etc. So how can you keep your volunteer count fresh and always reliable?
Here are some strategies to help drive new prospects:
A starting place for finding volunteers is to look where they already are! If you have already gained workers through different channels and have varying levels of rapport, there are good chances there for retention. Some may stay longer than others, but with the option for future contract work, they can still be made useful. Especially during times where remote work is possible, technology makes it easier to stay connected, stay productive with teams, and drive a mission forward!
Utilizing a staffing software helps streamline this process and helps keep your candidates managed in one place. With other features such as job boards, screening and onboarding tools, an applicant management system is really helpful when keeping tabs on candidates. So whether they stay or leave, they can always be reached via their stored contact information.
2. Utilize Technology
Running a contest or offering an incentive for volunteering is a great way to give back to those volunteers who donate their time. While they might do it out of the good of their hearts, this is something that might help get the word out initially to help bring them in. Having something such as a gift card giveaway to one volunteer or another prize could be really effective in getting people excited for helping a cause.
Another way to hype up your job opportunity is with the chance to get free swag. By that, I mean shirts, bags, mugs, keychains, etc. Anything free! People love free is stuff given away at a moments notice. These can also double as free advertising for your organization!
Last but not least, you can strive to do something incredible. Set a goal that is extreme, yet realistic. This can help gain attention among people, the media, and others around your organization. Making your event seem like a special and important opportunity will help volunteers stick around!
3. Word of Mouth
Someone being referred to a job or role is typically a better fit than a candidate just passing through and looking. The same goes for volunteers. Getting some word out to people about these volunteer opportunities can come in many forms and work wonders for driving applicants to your front door.
One of the first ways is to create some PR buzz. Traditional sources include the radio, TV and newspaper ads – however younger segments will be better reached on social media. Platforms such as Facebook and Twitter are key for these demographics, as this is typically a source of entertainment and news for the age group.
There can also be simple way to get more people to assist in your volunteer efforts. Just like referrals, someone can bring a friend or have donors volunteer. With things such as incentives to bringing volunteers that are friends, this can double and even triple your efforts. If they end up having a great experience, trying campaigns that can easily be shared on social media would benefit your organization by getting more free publicity out there.
4. Keep New Recruits Engaged
Sometimes volunteers will initially reach out, interact or even help out in some way. Engagement is important at this step because the more engagement they feel, the more likely they are to feel accepted and appreciated. This simple act of gratitude in the form of a text or email can help keep volunteers around for the long-term.
Using these tips can help you strategize when it comes to recruiting volunteers, as well as finding ones that engage with your organization. Following these tips and related ones will help keep volunteers driving to be recruited and helping out with efforts across the board.
In today’s world, there are many different hiring practices. There are full-time workers, part-time workers, contract workers who freelance, contract-to-hire and so on. With contract hiring websites such as Jobble and Upwork, some positions can easily be filled seasonally or only when necessary.
On the other hand, hiring a full-time worker could be more impactful in the long-term for a company. With someone who has the skillset and the longevity for a given role, they grow in value as the company retains them.
So which is better – a contracted worker or a full-time hire? Let’s find out.
When to go with a contracted hire
The pros to having a contracted hire is that they are a very flexible option for companies who want someone to fill a position. They help budgets, allow for trial, can be productive and can offer novel ideas. Whether you need a time-based or project-based hire, it makes for a very attractive option.
Giving a worker a project or two to work on rather than having a full-time employee busy some of the time is typically a cheaper option for companies with small budgets. Even when it comes to termination, typically that is done on the behalf of the staffing agency.
Hiring a contracted worker will allow you to get a good feel for a worker before committing full time. You want to make sure that a worker has both the skills and motivation needed for the job. With a trial, you’ll be able to gauge a sense of good-fit or not.
This hire also allows for new ideas. Say your employees are stuck in a groupthink situation where that fresh perspective has been lackluster. An outside hire can be really helpful in any situation to get some new ideas coming through the workflow funnel. Helping move projects and tasks that are in standstill is what makes companies succeed after all.
When to go with a full-time hire
On the other hand, some believe that contract roles are killing upward mobility and there should be a balance complete with full-time workers. Full time employees are a fixed-cost and are compensated in accordance with their skills and experience level.
Does upward mobility matter to the job candidate? Does it matter to the employer?
After a worker has had some experience in a position, they do also become sort of an asset of value to the company. With previous experience, knowledge and a know-how for processes, this can be of great value to a company’s core mission. If you have contract hires who are working a project, but miss out on key details because they’re unaware – there’s missed opportunities.
The Key details
There are a lot of factors at play when it comes to a company’s onboarding process. It seems that in the 21st century, many are looking to cut unnecessary costs wherever they can, which has led to more contract hires than ever before. With the internet as a tool, it is easier than ever to get some extra hands on a project. Full-time hires still obviously happen, and can prove to be very beneficial – to both the employer and employee.
So when it comes down to it, it is a matter of budget size and what you best believe fits your companies hiring needs. Do you need someone in and out, or do you need someone to stick around and embed themselves within your company’s mission?
In theory, Artificial Intelligence (A.I.) gives companies the ability to pass human recruiting tasks on to automated tools. Not only does this delegate the prescreening process to a robot, it can also prevent would-be candidates from even becoming applicants. This would effectively reduce the need for “turndown” or rejection letters, at least within the initial phase of the recruiting process.
In an effort to decrease the high volume some recruiting teams deal with, A.I. tools handle prescreening questions, skills assessments, and even administer challenges or tests that a potential applicant would need to pass before being moved on to the next step in the process. The next step being the part where they deal with an actual human.
Perhaps no other industry in the employment marketplace has been affected by the COVID-19 pandemic as much as the Hospitality industry. Due to the nature of the professions within this industry, you can understand why the pandemic has had such a detrimental effect.
But as anybody who works or has worked in Hospitality can attest, it was a unique and complex industry before the pandemic began. In fact, it’s unlike any other. As a result, HR is often plagued by challenges and obstacles not encountered by those working in other industries.
We’ve addressed the benefits and advantages job video interviews before in this blog. And of course, the COVID-19 pandemic has forced most employers to utilize video interviews when screening candidates for their open positions.
Here’s the good news. The video interviewing of the past was expensive. It required costly, bulky equipment, and required coordinating a time and place with compatible equipment on the other end. Now, almost everyone has the capability and access to conduct video interviews via phone, tablet or laptop.
Strong Employer Branding and Recruitment: Development and Positioning
Building a strong brand presence should be more than just a focus for the marketing team. Creating a positive employment brand is an important component when it comes to recruitment. Companies like Google and Salesforce have reputations for being great places to work, from their creative and collaborative work environments to excellent perks, like Google’s free cafeteria for employees. When a company has a reputation for being an awesome place to work, applicants come flocking.
What is employer branding?
But let’s back up for just a moment? First, let’s answer the question, “What is employer branding?”
In simplest terms, employer branding is how an organization is viewed by its employees and how it’s perceived in the greater employment marketplace. However, it goes deeper than that. Consider, if you will, that the people who are on the receiving end of an employer brand are a type of audience. There are three main categories of audience members:
- Employees who have been hired by the organization and who may or may not still work for it
- Professionals who have interviewed for a job with the organization, but did not land said job
- Other professionals in the marketplace who have neither worked for the organization not participated in its hiring process
For the first two categories, employer branding is tied directly to the experience that these professionals have with the organization. That’s because, as employees and job applicants, they’ve had direct interaction with its officials, including its hiring managers and other important officials. For professionals in these two categories, an organization’s employer brand is the experience that it provides for them. This includes the experience that it provides for applicants during the recruiting and hiring process and also the experience that it provides for those candidates once they’ve been hired as employees.
For the third category, employer branding is more reputation than experience. That’s because these professionals have little direct interaction with the organization outside of what they see on its website and its social media accounts. So, a more elaborate definition of employer branding could be the experience that an organization provides for both job candidates and employees and the reputation that it holds with other professionals throughout its industry and the employment marketplace.
Why is employer branding and recruitment so important?
As we all know, securing the best applicants is challenging in such a competitive market these days. Applicants will reference social media, online reviews and will weigh the benefits that a company offers. Get applicants excited about working for you! A strong employment brand can be the extra factor that makes an applicant come work for your organization.
Below are some of the main benefits of effective employment branding:
- Creates a sense of urgency and excitement about working at your company
- Engages the mind, heart and dreams of candidates
- Complements the company’s product/service
- Provides a clear, compelling reason to work at that firm
- Is consistent with what employees believe about working at that firm
- Evokes feelings of fun, prestige, challenge or rewards
This is why it’s important to understand what employer branding is. There’s a whole marketing team devoted to building a company’s brand image to market to customers. However when it comes to hiring, it’s also important to market to applicants who want information about the culture and work environment. A great product or soaring stock price doesn’t necessarily speak for a company’s internal operations.
Building a strong employer brand
While we’ve already established that employer brand development can apply to both job applicants and current employees, the focus of this blog post is on the former. Considering how tight the job market is right now and how qualified candidates are in short supply, company branding for recruitment is critical for employers seeking to successfully hire the best workers in the job market. And yes, it’s true that companies are also losing many current employees, so much so that it’s been dubbed the “Great Resignation,” but organizations must hire workers first before they can worry about keeping them.
With this in mind, good employer branding is a multi-stage process. First, you must attract the right job applicants. Then you must continue to engage those applicants through effective employer brand development strategies. And then, if all goes well, you hire the applicants and they become employees. Once again, though, the key to the entire process is the experience that you provide to job seekers and applicants. If your company provides a positive experience, then it will brand itself in a positive way. If it provides a poor experience, then it will brand itself in a negative way. It really is that simple.
As we mentioned earlier, there are three categories of audience members for employer branding. In addition, there are two types of employer branding positioning. One type is for job applicants and employees. The second is for the other professionals in the broader job market. As a company, you’re either positioning yourself with your employer brand in regard to the experience that you provide for applicants and employees, or you’re positioning yourself in regard to your reputation overall.
Ultimately, your employer brand positioning should send the message that your company is an “employer of choice” within the employment marketplace. When you’re viewed as such, more professionals will want to work for you, and once they become employees, they’ll want to stay with you.
What are employer brand positioning strategies?
So we’re targeting job seekers and applicants with a strong employer brand through proper positioning, with the ultimate goal of attracting, recruiting and hiring them. Which strategies and techniques are required for accomplishing this?
Below are five employer branding strategies for attracting qualified job seekers and applicants and positioning your organization as the employer of choice within your chosen industry. (While reading through these, think about your applicant tracking system (ATS) and other recruiting tools that your organization uses and how well they help you carry out these strategies. If you don’t use an ATS or other online applicant tracking software, then it’s high time that you do!)
#1—Create an easy and friendly applicant experience.
The applicant’s experience (once again, there’s that word) during the recruiting process sets up their expectations for how things will go as an employee. Let’s say an applicant applies to two comparable jobs at similar companies. At company A, the application process is smooth, the recruiter and hiring manager are friendly and the communication is seamless. At company B, the application process is disjointed, difficult and communication is lacking. The applicant will choose Company A without hesitation, based on their experience up to that point.
#2—Showcase company benefits.
While salary is a huge factor when applicants make a decision, it’s not just about the money. If you can’t beat the salary that a competitor is offering, it doesn’t mean you’ve lost the applicant. Promote the other perks that you offer. Do you allow employees to work from home, do you offer benefits or a 401K, do you have flexible vacation time or free snacks in the office? All of these things can add up and influence an applicant’s decision.
#3—Write a great job posting.
Freshen things up – don’t publish the same job postings over and over. Define your company’s style and culture. For example, if your organization is a tech company, write something edgy with “techy” jargon. Attract applicants that are a good fit with the company’s values and work culture. Finally, make sure to clearly state the responsibilities and qualifications for the job. This will help weed out unqualified applicants from applying.
#4—Build a strong online employment brand.
Leverage social media platforms like Facebook, LinkedIn and Twitter to develop relationships with applicants. This is a great way to communicate more about your company’s work environment and culture.
#5—Offer a strong careers page.
Stand apart from the competition by having a careers page that’s modern, sleek and catches the applicant’s eye. Market your company. Include information about your mission statement, values, perks and benefits. Make sure applicants can easily apply online and that the process is user-friendly. Don’t lose applicants because the application process is a multi-page effort that requires logins, requests for redundant information and unnecessary steps.
Strong employer brand positioning with recruiting tools
Since employer brand development includes the experience that you provide for job seekers and applicants, it also applies to the recruiting tools that you use during the hiring process. The same logic applies. If your recruiting tools help provide a positive experience for applicants, then your employer brand will be positive. If not . . . well, you know the rest.
And of course, your recruiting tools include your ATS or applicant tracking system. The Applicant Manager (TAM) has one of the most intuitive and easy to use online applicant tracking software on the market. In terms of creating an easy and friendly applicant experience, TAM can help to streamline the recruiting and hiring process. With an applicant tracking system like TAM, you can also create custom pre-screening and knock-out questions and provide a fully responsive site for applicants and users who are accessing the software through their smartphone or other mobile device.
An applicant tracking system like TAM can help your organization create a strong employer brand that is a perfect fit for your organization. Find out more today by requesting a live demo and seeing what TAM can do for you!
Put yourself in an applicant’s shoes. When they apply for a job at your organization what is their experience? Do they receive an acknowledgement that their application has been received? Will they be contacted even if they’re not a good fit or when they fail at a step in the recruiting workflow?
What some employers don’t realize is that not only do most candidates expect an automated reply that acknowledges their application, the majority also expect a personal email response and even anticipate a phone call.
In today’s technology-driven world, you might think automation and artificial intelligence (AI) will soon overtake the field of recruiting and hiring.
But slow down! Technology plays its part, of course, but human-to-human interaction is still the most important piece of the puzzle. Recruiting best practices are difficult to learn and apply, which is why you should strive to become a good recruiter, if not a great recruiter.