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Attracting talent won’t be any easier in 2020. Evaluate your 2019 successes and failures to ready your team for the new decade.
5 Hiring Trends for 2020
What trends will impact hiring in 2020?
- Improved screening for soft skills will expand your hiring pool
- Company culture still an important factor for applicants
- Gender pay equity and diversity hiring
- Older workers (65+) will eventually be the fastest-growing employee demographic
- Prepare for an eventual recession
Measure Soft Skills for Hard-to-Fill Positions
Soft skills are key behavioral characteristics. They help an employee succeed if they don’t initially have the hard skills for the job role.
Hire for soft skills and train for hard skills. Custom assessments can help you.
Use the structured interviewing tools in your ATS. Craft behavioral questions to measure soft skills. We addressed this in detail in our 2019 guide to structured interviews.
Be proactive about a positive company culture. It affects all of your business operations. Identify your culture, improve it if necessary, and express it in your recruitment marketing.
Gender Pay Equity
Identify whether your company has gender pay equity. If it doesn’t, you’ll have to work with your executive team to address it. There is no quick fix but you have to start somewhere.
Gender pay equity (or lack thereof) affects your culture, employer brand, and workforce satisfaction.
Is salary inequity kept under wraps at your company? Don’t assume it will stay that way. Review sites like Glassdoor exposed pay gaps at many companies in 2019.
If your company has achieved gender pay equity, congratulations! Feature this achievement prominently in your recruitment marketing.
Hiring bias (both conscious and unconscious) limit efforts to increase diversity. If your company wants to improve diversity, the onus is on your team. Increasing diversity at your company could be your teams’ greatest contribution in 2020.
Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians.
Baby Boomers Haven’t Disappeared
In 2019, we were constantly reminded about the importance of Millennials, Gen Y, and Gen Z. But don’t count out boomers just yet. They continue to have an impact on the hiring landscape.
This is good news for companies that haven’t been able to fill highly-skilled positions. You may find ideal candidates in this oft-overlooked demographic. Strategize with your team to attract and accommodate applicants from all generations.
The Economy Will Start Slowing Eventually
The question is not if but when. We won’t stave off a recession indefinitely.
When the recession hits, companies will have to adjust their hiring practices. Employers will be approached by more underqualified applicants. Effective first-pass filtering will be essential to isolate a qualified pool of applicants. Automate this process now with custom questionnaires and knockout questions. Your ATS should have this capability.
Strategize with company stakeholders to create a plan. Consider how outsourcing, gig workers, and part-time positions can help you survive the next downturn.
Our Knowledge Base Can Help You Prepare Your Team
In 2019, we addressed a wide range of important topics. They continue to be relevant:
Here’s to happy hiring in 2020 and beyond!
By Liz Strikwerda
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 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 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
Improve your hiring outcomes by improving your job requisition process.
Let’s discuss how.
What’s a Job Requisition?
When a department manager needs to hire a new employee, they submit a job requisition.
A job requisition starts the hiring process. With the requisition, the department manager asks for approval for the new employee. If the requisition is denied, the process doesn’t go any further. The denied requisition is stored in the HR software.
The job requisition standardizes the process of filling a position. Applicant tracking systems (ATS) have templates for creating job requisitions. Plus tools to manage the approval process.
A job requisition includes the following:
- Requisition reference number
- Job title
- Type of employment (full-time, temporary, contract, etc.)
- Name of hiring manager making the request
- Job description
- Department or team the employee will be a part of
- Salary, hourly wage, or pay grade, benefits
- Type of position: new hire or replacement
- Hiring budget approval
- Fill/start date
- Whether the job description is new or existing
Why Is It Important To Have a Formal Job Requisition Process?
Human Resources professionals understand the importance of standardization. Formalizing and documenting is vital for end-to-end processes and all the sub-steps.
The job requisition process is no different. And the fact that it comes first is not insignificant. Any multi-step operation needs to start on the right foot. Otherwise, it will need to be corrected down the line. At that point, you’ve wasted time and money.
Few things are as important as the quality of the employees on your team. Formalization ensures the process is done correctly. It sets expectations for everyone involved. And you can’t improve a process until you identify exactly what is going on.
Let’s talk about best practices for creating job requisitions.
How Do I Write a Job Requisition?
1. Follow The Approval Process
Job requisitions may need to be approved by Human Resources. In some companies, upper management needs to sign off on new positions. Follow your company policies before proceeding.
2. Justify The Need
Why do you need a new employee? Is it a new position? Is it because someone quit or was promoted? How is the position tied to KPIs? Make a timeline for the job responsibilities. Define exactly what is expected.
3. Write a Good Job Description
A job description is a detailed listing of required qualifications and experience, job duties, and other necessary information about the position. It also includes the salary range, benefits, and information about the company.
Will the requisition be filled by an outside recruiting agency? Remember that they don’t have your institutional knowledge. Include all the necessary details.
We cover how to create a job description thoroughly in our How To Hire Your Next Employee Series. Follow the steps to write a spot-on description for your requisition.
Job Requisition Glossary
If you are new to the hiring process, it’s helpful to understand the HR-speak as it relates to job requisitions.
Open Requisition: An active requisition that hasn’t been filled or closed.
Closed Requisition: A requisition that has been filled or closed for other reasons.
Core Competencies: The knowledge and skills that are essential to the job role.
Hard Skills: Skills, experience, or qualifications that are easily quantified. Examples; Certified Public Accountant, Python programming expertise, licensed EMT.
Soft Skills: Behavioral traits necessary to perform the job responsibilities. Examples; leadership, creative problem solving, conflict resolution.
ApplicantStack Manages Job Requisitions
Yes, we have a tool for that, too! The job requisition workflow automates the approval process. Assign tasks to the appropriate members of the hiring team. Complete and document each step in a centralized location. ApplicantStack brings transparency and accountability to your requisition process. When a requisition is approved, the open position seamlessly transitions to the next workflow in the hiring stage.
You can try out the ApplicantStack job requisition function (and all the integrated hiring workflows) free for 15 days.
By Liz Strikwerda
The thriving hospitality industry includes hotels, casinos, resorts, and restaurants. Recruitment has never been more important in this sector.
Here are some critical facts about the hospitality industry:
- Hospitality has an employee turnover rate of over 70%
- Brand loyalty has disappeared
- Technology has made it easier for small companies to compete
What implications does this have for hospitality recruitment?
- There is a huge opportunity to decrease overhead by retaining employees longer.
- To attract quality candidates, you must provide an exceptional employee experience. This means you need to focus on the employee experience as much as you focus on the guest experience. They are interdependent.
- Small companies who find and retain high performing employees can elevate the guest experience. This will improve online reviews, strengthen the company brand, and increase bookings.
Strategic hospitality recruitment has never been more important. But there are significant challenges.
The Challenges of Hospitality Hiring
- Ultra-competitive hiring market
- Significant employee shortage
- Employees need multiple hard and soft skills
- High level of transience and job-hopping
Recruitment and Onboarding Software for Hospitality Hiring
Online reviews and booking software have transformed the industry from the guest perspective. In a similar way, applicant tracking systems (ATS) have transformed hospitality recruitment from both the candidate’s and recruiter’s perspective.
Hospitality employers who don’t use recruitment software will struggle in several respects. Manual hospitality hiring processes can’t meet the needs of hospitality hiring in 2019.
- Manual hiring is slow (the best candidates are hired by your competitor before you can make an offer)
- Manual hiring can’t reach a wide candidate pool
- Manual hiring doesn’t create an exceptional applicant experience (which is essential for attracting top performers)
How Does Recruitment Software Improve Hospitality Hiring?
From job description to background checks, ATSs improve every aspect of the hospitality hiring process.
Reach More Potential Applicants
Hospitality hiring software allows recruiters to reach more applicants faster and cheaper. You can quickly advertise your jobs to thousands of job seekers on all of your favorite job boards. You won’t need to manage a separate account and password for each website.
Track Thousands of Applications
A large resort has to hire constantly to stay in business. There are multiple departments and dozens of job roles. Hiring software helps you collect and manage a large volume of applications efficiently. Search tools give you searching capability unheard of with a paper-based system.
Successful hospitality employers maintain a large pool of passive candidates. An ATS can work like a CRM for your candidate pool. Every company can benefit from targeting passive candidates.
Hospitality hiring software has tools for structured interviewing. With structured interviewing, you ask all applicants the same questions in the same order. Structured interviewing reduces confirmation bias (when the interviewer seeks to validate an initial bias or ‘gut feeling’).
Top performing hospitality employees need multiple soft skills. This type of interviewing is especially effective for evaluating the type of soft skills essential for hospitality work.
Structured interviewing allows you to maintain efficiency and consistency when doing high-volume interviewing. And it helps you comply with anti-discrimination laws. When your interviewers are instructed to use a uniform script for each position, they are less likely to ask an illegal interview question.
Hospitality Onboarding Software
A proven way to decrease hospitality turnover is to improve onboarding processes. Hiring and onboarding are interdependent. It doesn’t make sense to invest in hiring software without adding the onboarding tools. Is your onboarding process structured, lengthy, and employee-centered? If not, you risk losing your best employees.
What Makes a Great Hospitality Employee?
Veteran hospitality employers know that you ‘can’t teach personality.’ They place the most value on an employee’s demeanor, interpersonal skills, and being able to empathize with a guest. It’s easier to train someone on how to run the booking software than teach them how to deal positively with a rude customer.
When evaluating candidates, look for the following qualities:
- Creative problem solving
- ‘Hospitality’ personality—enthusiastic, positive, and attentive
- Self-starter and hard worker
- Ability to maintain composure in high-pressure situations
- Attention to detail
- Ability to work effectively with a team
See our Structured Interviewing: The Ultimate Guide to learn how to write interview questions to measure these behavioral skills.
How Do Top-Rated Hospitality Employers Retain Employees?
To attract higher quality employees, you need to improve your employer brand. A good wage and popular benefits are essential. But the underlying employer values create the foundation for everything else.
Let’s discuss two hospitality employers who are consistently recognized for being great places to work.
Hilton has been high on the list of Fortune’s best companies to work for several years. Hilton CEO Christopher Nasetta is committed to the company’s 60,000 employees. He has redesigned employee work environments, offered a free GED program, and created advancement opportunities.
Both Fortune magazine and Glassdoor have recognized this boutique hotel chain as one of the best places to work. Kimpton offers amazing benefits to all its employees. These include PTO, full medical, 401(k) matching, back-up child and elder care, tuition reimbursement, and employee discounts at hotels.
One Kimpton employee explained it this way: “The difference here is that Kimpton truly creates a culture where every person feels like family. For me, this is not about some poster in the back of the house stating that ‘you belong,’ it is about how people make you feel.”
ApplicantStack for Hospitality Hiring
ApplicantStack has the most popular tools for effective hospitality hiring. These include the features discussed in this post and many more.
Our How To Hire Your Next Employee Series contains additional valuable guidance for hospitality hiring.
Recruiting professionals understand how critical it is to avoid hiring mistakes. Especially right after launching your business.
Assembling a capable team can mean the difference between success and failure. Your new hires create critical foundational processes. You need employees with the skills, experience, and ideas to execute your vision. Your startup team will mentor future employees. They shape your company culture—for good or ill.
Clearly, you’ve got to avoid mistakes beginning with the first hire. Unfortunately, new business owners are tripped up again and again by common hiring pitfalls.
If you are a new business owner, follow our expertise to avoid these mistakes.
Mistake #1: Not Having A Structured Hiring Process
We get it. It may seem unnecessary to create a process at first. You only need to fill a couple of positions, right? You’re busy getting your company going. Who has time to outline a recruitment process?
You hope your business grows rapidly. If you are fortunate and that happens, you aren’t going to have any more time down the road.
A lack of process becomes the de facto norm. It contributes to a haphazard, disorganized company culture. Most importantly, it won’t be effective in finding the employees you need.
Model a process after established companies 50 times your size. That’s what you’re aiming for, right? Begin with the end in mind.
The Solution: ApplicantStack
ApplicantStack applicant tracking system (ATS) helps entrepreneurs avoid newbie hiring mistakes. It is designed for both recruiting professionals and new business owners. It doesn’t matter if you’ve never used hiring software before. In fact, it doesn’t matter if you’ve never used any type of business software before. The tools and interface are straightforward and intuitive. And we provide excellent support.
How To Hire Your Next Employee
Our How To Hire Your Next Employee Series shows you how to set up a hiring process. Then we walk you through each step. Our series explains the ‘whys’ and the ‘hows’ of recruiting.
It’s critical to start out with the best business software. When it comes to applicant tracking systems, you can’t do better than ApplicantStack. It will help you incorporate recruiting best practices from your first hire. It will grow with your workforce—from one employee to hundreds.
ApplicantStack is affordable and fits any budget. Investing in the top ATS is the smartest thing you can do when launching your company.
Mistake #2 Hiring Bias
Our brains are wired to seek people like ourselves. Though we don’t realize it, our brains are saving time—they don’t have to process as much information.
When we meet a job candidate we identify with—background, ethnicity, age group, personality traits, values—we feel at ease. We subconsciously assume there are more commonalities as well.
Legal issues aside, if you don’t actively combat this phenomenon, you can make many bad hires.
Have you ever noticed that successful partnerships are often comprised of two extremely different people? For example, one might be a persuasive salesperson and face of the company. The other might be a behind-the-scenes tactical thinker.
You don’t need a team of people who are exactly like you. In fact, you need people who have strengths you don’t possess. Maybe organization isn’t your strong suit. If you are looking for an administrative assistant or office manager, organization skills are critical.
The Solution: ApplicantStack Hiring Guidance
Our knowledge base is full of valuable guidance. Review our blog posts on hiring bias. The first step in mitigating bias is to understand it. Then you can use tools in ApplicantStack for the specific purpose of preventing bias. These include structured interview scripts and hiding EEOC data in questionnaires.
Types of Unconscious Bias in Hiring
6 Tips for Avoiding Hiring Bias
Mistake #3: Weak Job Descriptions
It’s common to focus on the skills and experience you’re looking for in a job candidate. This is important. But you can’t ignore the other part of the description: outlining exactly what the position entails. This is just as critical.
New employers don’t always understand job roles. Or they gloss over the negatives in the hopes of attracting more applicants. This is counterproductive. If the candidate doesn’t understand the nature of the position, they are more likely to quit when they realize the job wasn’t what they expected. You might think your awesome team will make up for any initial misconceptions. Don’t count on it.
Some entrepreneurs need to fill positions that haven’t yet been defined. Or they need someone to pitch in wherever they are needed. Be upfront about this. You want to target candidates who value this type of unpredictable, highly varied work. Some people are excited about shaping a new position. Look for applicants who have helped build companies from the ground up.
The Solution: How To Hire Your Next Employee Series: Job Descriptions
You aren’t the first new business owner to write a job description. Best practices are well-established and universally accepted. They have proven their worth. Our post on how to create a job description contains a step-by-step guide.
Take as much time as you need to write detailed, exhaustive job descriptions. It may take several paragraphs and many drafts to get it right. If you need to modify it, that’s easy. Your job description template is stored in ApplicantStack. You won’t have to start from scratch.
ApplicantStack Will Help You Recruit An Outstanding Team
Our recruiting expertise and smartly-designed hiring software is your formula for success. On behalf of the recruiting professionals at ApplicantStack, we wish you success with your new company.