 We probably don’t have to tell you this, but it’s difficult to hire in this current market. There are more open jobs than there are job seekers interested in finding a new job.
These challenges are even more imposing for smaller companies. That’s because large companies and organizations often have more resources and personnel to help them locate, recruit, and hire the candidates they want to hire. The key for smaller organizations is to approach the hiring process in the correct fashion. The right approach and mentality can help you to “level the playing field” in your organization’s quest to hire top job candidates. With this in mind, below are four tips for more hiring success in this market for small businesses: #1—Don’t wait for the “perfect candidate.” As an organization, you can not afford to wait for the “perfect candidate.” First of all, that type of candidate does not exist, so it doesn’t make sense to keep waiting for them to show up. If you’re looking for a list of 10 skills and you come across a candidate who has seven or eight, then it might make sense to hire them, considering the current state of the marketplace and the lack of qualified job candidates. #2—Focus on positive employer branding. As a smaller company, you must make a concrete effort to “sell” your employment opportunity and the organization to job seekers during the hiring process. Once again, larger organizations have the additional resources to brand themselves to more people in more ways. This means you must “sell” the positive aspects of your organization as much as you possibly can. #3—Always be looking for great job candidates. Even if you’re fully staffed, you should still be on the lookout for professionals who are exploring the job market and looking for other employment opportunities. What’s important is to keep networking with job seekers and potential new employees. Networking, both online and in person, is free. Not only that, but it’s also one of the top ways that a company can be competitive in this tight hiring market. #4—Move quickly and decisively. If you find a job candidate that you think you’d like to hire, then make an offer of employment. Don’t wait for “the perfect candidate” (see #1). Don’t let too much time pass or you run the risk of the job candidate dropping out of the process. Being decisive is key to successful and sustained hiring in this market. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! Obviously, you’re not going to land a job every time that you interview. That simply is not possible. However, what you can do is ask for feedback following every interview, especially in those cases when you do not receive an offer of employment.
When you receive valuable feedback following an interview, you can use that feedback to make adjustments and improvements so you’re able to perform better in the future. And your next interview might just lead you to the job that you really want! With this in mind, below are three tips for asking for feedback following a job interview: #1—Ask for feedback in an expedient fashion. You’re certainly not going to ask for feedback as soon as the interview is over, but you don’t want to wait too long, either. The longer you wait, the less that the hiring manager and company officials are going to remember about the interview. So if you don’t get the job, you want to ask for feedback as soon as you receive notification that you did not get the job. Talking on the phone for five or 10 minutes is the best way to receive feedback, but if email is your only recourse, then it is certainly better than nothing. #2—Maintain a positive attitude. If you do talk with the hiring manager on the phone, don’t be negative. Of course, not getting the job is a negative situation, at least from your point of view. But if you strike a negative tone, the conversation is not going to last very long and you’re not going to get what you want out of it. Instead, be professional and be positive. Your goal is continuous improvement, not to “grill” the person on the reasons why you didn’t get this particular job. #3—Focus on improvement and the future. Asking for feedback and having a conversation about your job interview is not about “living in the past.” It’s about the future. Specifically, it’s about your professional future and the future of your career. So frame your questions accordingly. For example, don’t ask what you did wrong or the mistakes you made during the interview. Instead, ask the person what you can do to improve so that you can have a more successful interview in the future with another employer that just might have the perfect job for you. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! Obviously, you want to be successful in your current job. And more than likely, you want to be successful in your career, as well.
So why would you want to contribute to the success of other people on your job? Great question . . . and we have a great answer! For starters, think about a time on the job—either in your current job or a past job—where you needed the help of a colleague or co-worker. And if you didn’t get the help that you needed, then you were at risk for failing in what you were doing. And while failure is almost never fatal, it can be a setback for you in the professional realm, specifically in the workplace. More than likely, you would have wanted some help from you colleagues and co-workers. You probably did not think to yourself, “This isn’t their job. They have their own work to do. If I fail, I fail.” Now pretend that the “shoe is on the other foot.” What if a co-worker needed help from you in order to finish a task and be successful? Would you provide that help? Consider the fact that when you help others in your job, you’re actually helping yourself. That’s because when you do so, you’re proving that you are a team player. And from the point of view of employers, including your employer, an employee who is a team player is more valuable than somebody who is not a team player. When you help other people in your current job, you increase the chances that you will get noticed by your boss and by management—and in a positive way. It could be something as simple as sharing your knowledge or experience with somebody else. In other words, just sharing something that you know that another person does not. However, you must make sure that you still get your work done. Even though helping others is a proactive way to brand yourself in a positive way, it can be counterproductive if you don’t get your work done and continue to provide the high level of value that you’ve always provided. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! |
