Many companies are using recruiting texting in their hiring operations.
The open rates for marketing texts are legendary. Some studies put the text open rate above 90%! Compare that with around 45% for emails.
No Communication is More Immediate
Consider this: if a person has set up texting notifications, they can see a preview without opening the message. If the text is short, they can probably see the whole message in the notification window.
Many people allow notifications even when their screen is locked.
If you want immediacy, texting is clearly the way to go.
One caveat; you can’t apply all marketing texting statistics to recruitment texting. They aren’t the same thing. Yes, recruitment has a marketing component. But once a candidate applies, it becomes a form of business communication.
This fact should guide your recruiting texting policies.
How Do You Use Recruiting Texting?
Let’s discuss the specific ways recruiters use texting.
1. Hiring Process Updates
When a candidate has applied, they are in your pipeline. But your applicant has probably applied at several different companies. Interact frequently (but briefly) so you don’t get lost in the shuffle.
Hi Chase, this is Madison at Pro-Tech. Thanks for applying! Is it okay if I text you going forward?
2. Engaging With Your Talent Pipeline
You have a database of applicants in your ATS. Many of them almost made the cut the last time they applied. Keep your talent pipeline engaged for future opportunities. Each quick text strengthens your relationship.
Hey John. This is Lisa at Pinnacle Solutions. How are things? I thought you might enjoy our new ebook on IT interview tips. [LINK]
3. Appointment Confirmation
Recruiters who use self-serve interview scheduling should confirm appointments. You want your candidate to know that their interview appointment is on the books. They may prefer a text over an email.
Hi David. This is Brett at Springfield Home Health. Your interview is set for June 4 at 11:00 a.m. Let me know if you have questions. Thanks!
4. Day-of-Interview Instructions
The morning of the interview, send a text with a map link. Include parking or building access instructions.
Hello Charlotte, Amber from KBY. Here are the directions to our office. [MAP LINK] Use visitor parking on the north side. I will meet you at the main entrance. See you at 2:00!
5. Cold Texting Passive Candidates
Many companies don’t allow cold texting for recruiting. I included it in this list because some recruiters have success with it. You will have to decide if it’s right for your organization.
Tread carefully. Do you know anyone who likes cold sales calls?
This person has not given you permission to text them. Ask yourself these questions;
- Is this person actively searching for a job?
- Has cold emailing worked for this type of position?
- Am I willing to risk driving this potential candidate away?
- Is this a good time to send this?
Hello Katelyn—I saw you on LinkedIn. I’m Mark Shepherd, hiring manager at WCT Enterprises. Hope you don’t mind the text. We have a Data Analyst position open. Can I send an email with the specifics?
Create a Texting Policy
When everyone is going rogue when it comes to texting candidates, it creates more problems than it solves.
If your hiring team is using texting, create a formal policy. It will help you reap the most benefits from the communication medium without creating headaches you don’t need.
This article explains how to create a recruitment texting policy: 5 Best Practices For Recruitment Texting: How To Maintain Professionalism
Make sure legal signs off on your texting policy. (Better safe than sorry…)
Use an Applicant Tracking System With Texting
Advanced applicant tracking systems (ATS) with texting offer many advantages. You write and send your messages in the software. The system saves the conversations. Everyone on the hiring team can see the history.
Several members of your hiring team can communicate with one voice. If you prefer, you can use an actual keyboard and a large screen. This makes it easier to spot spelling or grammatical errors.
If your hiring team is not using recruiting texting yet, it’s time to consider this form of communication. It can shorten hiring time by several days. You can reach candidates that may not otherwise engage.
It’s unlikely you will be competitive if you don’t incorporate texting to some degree in your hiring process.
By Liz Strikwerda
Construction hiring isn’t going to get easier.
According to the BLS (Bureau of Labor Statistics), there were 263,000 open construction jobs in June 2019. This is the highest number since the recession.
It’s no secret that many construction employers are struggling to find workers.
Construction lost 600,000 jobs during the downturn. Many had been held by boomers who either retired or left the industry. Millennials are not as interested in construction jobs as previous generations.
The demand for construction and extraction employees will grow 10 percent from 2018 to 2028.
If the government continues to spend on infrastructure, the crisis will intensify.
If you own a construction company, you don’t need anyone to remind you of the situation. You’re living it.
You may have positions that have been unfilled for months. Your projects may be delayed because you can’t spread your staff any thinner.
Want to Grow in 2020? Focus on Recruiting.
It you want to grow while building is booming, get serious about recruitment.
Hiring Speed is Critical
In 2019 so far, construction has added an average 14,000 jobs per month.
Clearly, people are applying. Not enough to go around, but many firms are staying staffed.
Do you offer good pay and benefits? Do you support work/life balance? Do you invest in your employees with cross-training and advancement opportunities?
Firms with above-average pay/benefits and an employee-friendly culture are attracting their share of those 14K per month.
But there is another critical variable: time-to-hire. If you have a favorable Employment Value Proposition, you need to speed up hiring.
Did you know that the average time-to-fill in construction is 12.7 days?
How long does it take you to find a skilled tradesperson or project manager? 12 days? 15 days? 30 days? If your company takes longer than average, you are missing out on the best construction candidates.
12.7 days. That’s not a lot to work with.
Optimize Your Recruiting Infrastructure
It’s time to take a long, hard look at your construction recruiting operation.
5 Ways to Speed up Construction Hiring
Which processes can you speed up?
1. Post construction jobs faster
2. Improve construction job description management
3. Automate first-pass filtering
4. Schedule interviews with ATS calendar integration
5. Faster background and reference checks
Let’s get into the details.
A Quality ATS is Your Answer
Start with the foundation, your applicant tracking system (ATS). Recruiting without specialized software is like pouring a foundation without a cement truck.
An ATS speeds up everything. Everything.
Job posting. Creating an applicant database. Candidate scoring. Interview scheduling. Sharing hiring team feedback. Background and reference checks. Job offers.
Invest in the Right Hiring Tools
Even small firms can afford a sophisticated ATS. And ‘afford’ isn’t the right word. This is a critical investment. In a cutthroat labor market, you won’t have a chance without the right tools.
In a labor shortage, you’ve got to attract a huge pool of applicants. To do this, you’ve got to post your jobs everywhere. Job boards, colleges, trade schools, industry websites, and social media sites.
An ATS helps you cast a wide net. You post to all those job boards simultaneously.
Keep Construction Job Descriptions Organized
Managing specialized construction job descriptions is time consuming. Staying organized while posting multiple openings is a juggling act.
Store your construction job descriptions in your ATS. You’ll never need to start from scratch again.
Some firms are having success attracting and training veterans.
‘Offering training to veterans is a great way to fill the talent pipelines as vets often come with a sense of mission and have proven their value to the industry.’ John Wagner, national construction director at Gallagher.
If you haven’t tapped this promising demographic, craft job descriptions specifically targeted to veterans. Create training programs for the positions you have the most difficulty filling. Set up apprenticeships and internships specifically for veterans.
Build a Database of Construction Applicants
When the applications start coming in, they pour into your ATS database. You can see which job boards perform best. Then concentrate on those going forward.
You will have a pool of applicants. As you need to fill new positions, you can look first at your pipeline.
Make it Easy to Apply
Many construction job seekers use their phone to apply. An ATS is the best way to create quick, mobile-friendly applications.
Make sure you have an ATS that lets you create custom questionnaires (applications). Write one for project managers, one for engineers, one for estimators, one for electricians, etc.
The questionnaires have knockout questions that eliminate unqualified candidates. Think about that. Your ATS saves you tons of time by doing a first-run filtering.
Spend a Lot Less Time Reviewing Applications
You don’t even start reviewing applications until your ATS has isolated a pool of promising ones.
Your time is valuable. Don’t waste it on applicants that don’t have the construction skills and experience you need.
How Long Does it Take You to Schedule Interviews?
Are you doing interview scheduling the old fashioned way? Phone calls, emails, and texts?
Let’s talk about best practices for interview scheduling. The latest ATSs integrate with the most popular third-party scheduling calendars. Like Google Calendar and Office 365.
This is the low-hanging fruit when it comes to optimization. Don’t waste any more time with an inefficient scheduling process.
Construction firms with good ATS’ have whittled the scheduling process down. When you shorten time-to-hire by two or three days, you can make job offers before your competitors. It makes a world of difference.
Faster Background and Reference Checks
Background checks are a necessity in construction. ATSs integrate with background check companies. Your ATS triggers the process and the background check service keeps things moving.
Reference checks are also slick. When candidates apply online, they enter their references. If they advance to the job offer stage (hopefully just a week later), your ATS triggers reference check emails.
You don’t have to ask for their references. You don’t have to call any previous employers. Your ATS takes care of it.
Remove Every Hiring Bottleneck
Remember, you’ve only got a few days once you post a job. The firms that are finding good employees have squeezed out every inefficiency. Their hiring operation is lean, mean, and strategic.
Getting a capable ATS is the first step.
ApplicantStack for Construction
ApplicantStack is designed for both the beginner and veteran construction hiring manager. It accommodates small to large construction firms.
It scales with you. Up or down. It works great for seasonal construction businesses as well.
Professional construction recruiters use our software. Owner-operators use our software.
Get ApplicantStack and Follow Our Hiring Series
First time ATS users learn the basics quickly. With ApplicantStack, that doesn’t take long. Then they can follow our How To Hire Your Perfect Next Employee Series. The series focuses on each hiring step.
We have a video and article for each step. Plus a checklist to make it easy. Take it one step at a time. We’ve broken it down down into bite-sized chunks.
You don’t have to know recruiter-speak. It’s clear and straightforward.
By focusing on each hiring step individually, you’ll learn how to use the more advanced ApplicantStack tools.
Best Practices For Construction Hiring
Use best practices outlined in How To Hire Your Perfect Next Employee series to maximize ApplicantStack.
Our software and our series is your winning combination for overcoming construction hiring challenges.
Transform your construction recruiting and hit the ground running in 2020.
By Liz Strikwerda
An Employment Value Proposition (EVP) is an important hiring tool. An EVP can help you be more effective at attracting and retaining talent.
What Is An EVP?
Your EVP articulates the value you provide to your employees in exchange for their contributions. They contribute their skills, experience, time, and energy. Your value proposition is what you give them in return.
It includes both quantifiable and intangible elements. Quantifiable components include salary, health insurance, pension plans, and tuition reimbursement. Perks include things like flexible schedules, telecommuting, on-site gym, meals, etc. If your company has a charitable arm, the humanitarian work might be important. If you operate eco-responsibly, that could play a part.
Why Is It Important?
An EVP is a useful tool in any labor market. But it’s especially important now.
Power dynamics in the job market have shifted. In 2008, unemployment skyrocketed during the Great Recession. Employees who had been laid off from 100K/year jobs took whatever they could find—sometimes at half the salary. Many were unemployed for months or years.
The pendulum has swung the other way. The number of open positions has outpaced the number of available workers. Now job seekers have all the power.
It’s never been more difficult to find top talent. And it’s never been more difficult to keep top talent. If you’re lucky enough to hire them, they can always leave if they’re not happy at your company.
You Can’t Express What You Don’t Understand
If you don’t have clarity regarding your EVP, how can you convey it to prospective and current employees? Furthermore, how can your employees articulate it to passive candidates in their circle of influence?
How Do I Use An EVP?
- To market your company to prospective applicants
- To inspire existing employees to refer applicants
- To articulate the benefits of working at your organization
Employment Value Proposition stemmed from the concept of Unique Value Proposition. This is how marketers define the value you provide to your customers. It guides policies, marketing campaigns, and company messaging.
Similarly, an EVP is used to market your company to potential job candidates. It is used to create job descriptions, interview scripts, employee handbooks, and training materials.
Improve Employee Referrals
Your EVP plays a starring role in employee referral programs. If it’s well-communicated, your employees will internalize it. Then they can convey it to referrals and entice them to apply.
Employee referral hires:
- Are less expensive to hire
- Become productive faster (shorter onboarding time)
- Are better employees
- Stay with your company longer
And it gets better; an employee who refers a new hire will also stay longer at your company!
How Do I Create An EVP?
Start by figuring out your baseline. What implied EVP already exists? How do employees feel about your company? How is it perceived on the labor market? How is it viewed by competitors?
Conduct surveys of your workforce. Use exit interviews to figure out why employees leave. Scour Glassdoor and other workplace review sites. Read customer reviews. Talk to your customer service department. What feedback do they get?
You Can’t Spin It
You can only have a compelling EVP if your company is a great place to work. It’s only as useful as it is accurate. Which leads us to our next section…
How Can We Improve It?
Once you understand your current value proposition, determine whether or not it’s accurate. Are there misperceptions? Do your employees value what you currently offer? Does everyone know what’s available? Do they take advantage of your benefits and perks? In what ways is it lacking?
Improve Your Company First, Your EVP Will Follow
If your employees are loyal, but they can’t articulate why, you have a communication problem. Start getting the message out. You can do this with engagement programs and messaging in your HR portal.
If you have high turnover, it’s not just your EVP that’s weak, it’s the company culture upon which it’s based. If this is the case, it’s time to re-evaluate your employee experience. Create an ideal EVP to guide you as you work toward it.
By Liz Strikwerda
That’s what it cost Bass Pro Outdoor World to settle an EEOC case in 2017. Bass agreed to pay a class of Hispanic and African-American applicants who claimed they weren’t hired based on their race. The EEOC agreed.
As part of the settlement, the EEOC ordered Bass to proactively increase diversity hiring. The chain of sporting goods stores agreed to recruit at minority colleges/trade schools and post jobs in publications popular with underrepresented groups. (Note that Bass didn’t admit wrongdoing.)
Hiring laws should be taken as seriously as, well…a $10 million check.
Why Do Business Owners Violate Hiring Laws?
It’s hard to imagine that a business owner would willfully violate a hiring law. But plenty of employers are penalized every year. Are they ignorant of the laws? Do they just not care?
If you fall into either of these categories, you are on thin ice when it comes to compliance.
But we get it.
Compliance is complicated. Requirements change as your workforce increases. You are busy running your business.
Let’s look at your legal requirements per size of workforce.
Keep in mind that we are focusing on laws that affect hiring. Some regulations have a hiring component as well as many other implications.
How Large is Your Workforce?
As your company grows, there are milestones along the way. Your compliance burden increases as you add employees.
We recommend that you retain competent counsel. Employment law experts can help you navigate the byzantine layers of regulation.
But it’s important to be familiar with the hiring laws that affect you.
Here is a listing of the main hiring laws that apply to all employers. Keep in mind that your state may have additional ones. Union and government contracts may have special requirements as well.
Cumulative Hiring Laws
Your compliance burden never decreases. You are responsible for all the regulations that apply to one employee. When you hire your 15th worker, you are subject to additional laws. And so on.
1. Employers With At Least 1 Employee
- FLSA (Fair Labor Standards Act)
- Immigration Reform & Control Act (IRCA)
- Don’t hire employees who aren’t legally permitted to work in the U.S.
- Keep I-9 forms for all workers on the payroll.
- EPA (Equal Pay Act)
- Male and female employees must be compensated equally for the same job role.
- The Lilly Ledbetter Fair Pay Act (passed in 2009) expanded the EPA significantly.
- Uniform Guidelines for Employment Selection Procedures (under EEOC)
- You cannot discriminate on the basis of race, color, religion, sex, or national origin.
- EPPA (Employee Polygraph Protection Act)
- You cannot use lie detector tests in pre-hire screening or while the worker is employed. There are some exceptions for incidents when an employee is suspected of fraud. Consult your legal counsel if you have such a scenario at your company.
2. Employers With 15 or More Employees
3. Employers With 20 or More Employees
4. Employers With 50 or More Employees
- AAP (Affirmative Action Program)
- You must take active measures to recruit persons in designated classes: women, minorities, disabled, covered veterans. You must keep records of AAP hiring programs.
5. Employers With 100 or More Employees (May Apply to Government Contractors With 50+ Employees)
Remember that you have many other compliance requirements. FMLA, ACA, OSHA, and COBRA are some of them. As mentioned, these are the laws that affect recruiting directly.
If you contract with the federal government, you are subject to another layer of laws. They are similar to the laws mentioned previously but may kick in at earlier thresholds. Consult the DOL Office of Federal Contract Compliance Programs.
The following states have additional hiring requirements.
- New York—marital status can’t be a factor in hiring
- Washington D.C.—political affiliation can’t be a factor in hiring
Ban the Box
These laws are named for the ‘box’ on job applications that indicates a criminal history. Each of the following states have a law related to hiring applicants with a criminal history. If you live in one of the following states, consult your state department of labor for the details. Additional states have ban the box provisions for public employers.
- New Jersey
- Rhode Island
Protect Your Company
Are your processes compliant with hiring laws? We recommend that you:
- Provide compliance training for hiring managers and all members of your recruiting team.
- Use structured interviews with scripted questions.
- Consult your legal counsel when creating employment contracts.
- Stay on top of local and state laws.
- Maintain comprehensive records.
- Verify eligibility to work.
- Ensure applicants fill out I-9 completely, including signature, within 3 days of hire.
- Require supporting documentation for applicants with a temporary work visa.
- Review eligibility status frequently.
If You’re Serious About Compliance, Use An Applicant Tracking System
An applicant tracking system (ATS) makes it easier to comply with multiple layers of hiring laws. It helps you create compliant workflows with checklists to track progress and assign tasks. Manage structured interviews. Create compliant screening applications. Don’t sweat the recordkeeping requirements with powerful ATS databases and search functions.
An ATS protects your company from compliance violations as your workforce grows.
By Liz Strikwerda
In today’s post, we focus on manufacturing hiring.
The Great Recession took a heavy toll on this industry. U.S. production dropped 20% and 15% of manufacturing employees were laid off. Since 2008, the industry has had nowhere to go but up.
Manufacturing is Thriving
Despite outdated stereotypes, today the manufacturing sector is booming. In 2018, the industry added 300,000 new jobs. A study by Deloitte predicted an estimated 2.4 million manufacturing positions will go unfilled between 2018 and 2028.
While production has become increasingly automated, this hasn’t eliminated jobs. But it has changed the nature of skills needed. Yesterday’s factory workers need more advanced training for today’s manufacturing jobs. The net result is a critical talent shortage.
New Recruiting Methods for Manufacturing
Now’s the time to capitalize on the favorable business climate. Companies must adapt their hiring or fall behind.
The industry needs educated, skilled workers. Someone has to program those CNC routers and 3D printers. Someone has to set up fully connected IoT operations. And who’s going to troubleshoot the robots?
‘There are more computers on the manufacturing floor than machine tools and other types of equipment,” said Judy Marks, CEO of Siemens USA.
Last year, manufacturers advertised for software developers more than any other position except sales.
What does this mean for recruiters? You have to compete with many other industries.
Create Manufacturing Apprenticeships
‘Build a talent pipeline’ is always sound recruiting advice. An apprenticeship program goes even further. ‘Train a talent pipeline.’ An apprenticeship program can be a smart investment. Seek high school and trade tech students. Expose first-time employees to the opportunities available in your industry.
What if your manufacturing business is too small to afford a program? Partnering with local schools can provide a source of funding. There are also federal grants available. In addition, connect with local job re-training programs. They may provide funding as well.
Be the Manufacturing Employer of Choice
What do manufacturing employees want? They want what every employee wants:
- Competitive pay and benefits
- Work/life balance
- Advancement opportunities
- Better training so they can be more effective
- Recognition for their contributions
Companies that are great places to work attract great workers. Mutually-beneficial relationships last longer. Quality employees provide good job referrals. They help your business grow.
Improving recruiting methods will help get workers on your factory floor. Creating a first-class company culture will keep them there. This is especially true in rural areas.
If you’re not sure where to start, ask your experts—your employees Find out how you can improve. Conduct ‘stay’ interviews. Plus, create a way for employees to give suggestions anonymously. They will be more candid.
Spend the time and resources to create a better working environment. There are no downsides. It will help your recruiting efforts. You will experience lower turnover. Happy employees are more productive. Increased productivity means greater profitability. (There’s always a money angle.)
Post to Niche Sites for Manufacturing Workers
There are manufacturing forums on LinkedIn, Facebook, and Reddit. Target your job postings where workers interact online. Hiring software can help you post to several sites with single signon. You can also create a database of passive candidates. Your hiring system can help you build relationships with the potential employees in your pipeline.
The Most Important Manufacturing Technology: Recruiting Software
Boomers are retiring. To hire the next generation, change the way you engage. Applicant tracking systems (ATS) are leading the way. They provide end-to-end digital hiring. From application to interview scheduling to job offer.
Mobile-optimized recruitment marketing is de rigueur. ATS texting is one of the latest innovations. It allows you to engage with job candidates in a way that’s natural for them. We already mentioned talent pipelines. Hiring software makes it easy to capture and store information on hundreds of potential hires.
If you aren’t using an ATS, you will have a hard time engaging with job candidates.
Small Manufacturers Can Use Cloud-Based Hiring Software
We’ve mentioned the importance of updating the image of manufacturing employment. But there’s another misconception that is hurting companies. This is a misperception held by employers, not job seekers. It’s the idea that sophisticated hiring software is only for large manufacturers. This simply isn’t true today.
You don’t need deep pockets to purchase today’s ATSs. You don’t have to spend thousands for a developer to create custom premise-based software. Small manufacturers can afford cloud-based advanced applicant tracking technology. It works like a subscription service and has all the tools used by the big guys.
- Create and manage templates for:
- Manage multiple manufacturing job postings
- Create custom manufacturing hiring workflows
- Assign tasks to hiring team members with checklists to track progress
- Intelligent screening improves the quality of hires
- Track manufacturing hiring KPIs
- Create a manufacturing talent pipeline
- Maintain compliance with manufacturing hiring laws
Back to (Hiring) Basics
For a comprehensive guide to hiring techniques, see our How To Hire Your Perfect Next Employee series. We have articles and videos on every step in the hiring process. All manufacturing hiring managers should review best practices to ensure their processes are up-to-date.
By Liz Strikwerda
The modern workplace has experienced a two-fold transformation that affects talent sourcing. Namely, a sharp increase in both non-traditional employees and non-traditional working arrangements
It’s not surprising that technology is at the heart of this shift. It has both driven the sea change while adapting to its effects.
There are no losers here. Companies grow faster and make more money. Employees are happier. Society as a whole benefits when employers support work/life balance.
What types of employees and work arrangements are we talking about?
- Virtual positions and telecommuting
- Global hiring
- Flexible schedules
- Freelancers and independent contractors
- Post-retirement part-time working
- Non-linear career paths
Those who don’t embrace these trends will struggle to find workers. Unemployment is at a 17-year low. There are simply not enough talented employees to go around.
To leverage these trends, you must adapt. Our focus today is how to adapt your talent sourcing.
Let’s discuss how.
How To Adapt Talent Sourcing For Non-Traditional Employees
Create a Talent Pipeline
Without a passive candidate pool, you are always playing catch-up. A reactionary approach doesn’t result in quality hires.
If you start from scratch every time you need to hire, you are at a disadvantage. Companies who have developed relationships with potential candidates have the upper hand.
Hiring software with CRM-like tools allow you to cultivate a talent pipeline. The software makes it easy to engage with your passive candidates. Build relationships. They will be more likely to join your team if given the chance.
An applicant tracking system (ATS) lets you create and store detailed candidate profiles. Track schedule and work environment preferences. Plus unconventional skills, experience, and career paths.
Non-Traditional Job Descriptions For Non-Traditional Employees
Your job description is the first hiring touchpoint. If it isn’t written to attract non-traditional applicants, they won’t apply. You can’t hire a diverse workforce if you don’t bring them into the hiring funnel in the first place.
Rethink Job Requirements In Your Talent Sourcing
Traditional job requirements may filter out candidates who could succeed if given the chance. For example, applicants with resume gaps. Those who need a flexible schedule. Candidates who want to work offsite.
A good ATS can help you screen non-traditional candidates. Soften must-have qualifications. Adapt criteria to let more candidates advance to interviews. Create structured interviews that measure a wider range of soft skills. Consider candidates with unconventional career paths.
Adapt Your Culture To The Modern Employee
Take ‘cultural fit’ out of your recruiting lexicon. Non-traditional employees may not fit the mold. Hiring managers who make this subjective judgment are inserting bias into the process. More on that below.
Improve your employee experience by adapting your corporate culture to your workforce. Not the other way around. Today’s employee blurs the line between personal and work activities. Provide the technology and policies to support this style of working. They will be more productive and loyal. It will strengthen your employer brand which will improve hiring outcomes.
Update Candidate Filtering
It’s an ongoing battle to keep bias out of your processes. ATS’ allow you to hide unnecessary identifiers from applications. We’ve already mentioned screening questionnaires and structured interviews. Design these specifically to prevent unconscious bias.
Create An Inclusive Employer Brand
Non-traditional applicants need to understand that you are welcoming to all types of employees. Advertise work/life balance perks in your recruitment marketing. ATSs manage recruitment communications and help you reflect inclusivity.
Update Onboarding Programs
Adapt your onboarding practices to help all new hires succeed. Regardless of employee type, work schedule, or work environment. Teach both onsite and offsite employees how to collaborate with geographically-dispersed teams.
Provide An Innovative Candidate Experience
Trying to attract highly-skilled freelancers or independent contractors? If you don’t use modern hiring software, these candidates will never apply in the first place.
Make your websites mobile-friendly. Make sure your ATS has texting capability. Use video interviewing for job applicants outside of your geographic area. Use software that supports interview self-service scheduling. And, of course, you want e-sign for all paperwork that requires a signature.
By Liz Strikwerda