How is it that staffing groups can hire so swiftly and accurately? Skilled trades recruiters have developed a number of habits that help the interviewing and hiring process go quickly. Best of all, they match high-quality candidates to workplaces that are a great fit. Plus, they're able to do this ahead of projects, so that nothing's last minute. What are the secrets that help this process go so smoothly?
1. Streamline the Application Process
Skilled workers with a number of job options will often put an application that's overly complicated on the back burner. If it takes the same amount of time to apply to two jobs that communicate in a clear and straightforward manner vs. one job that has a needlessly complicated application process, which application process would you choose?
2. Ensure Candidates Can Apply on Mobile Devices
People looking for work are on the move. They're going to interviews and often already working at a job. Making it easy to apply on mobile devices can increase your pool of applicants. It means people are able to apply on their breaks, on the commutes (bus, train, carpool, etc.), while picking up their kids - basically, wherever they are.
Most people don't have convenient ways to forward their resumes using their mobile phones, so you may need to shift that part of your application process to create greater flexibility. However, if they fulfill all the qualifications in your online application, their resumes are more a part of the verification process than the initial application process.
3. Treat Applicants Like Customers
Skilled trade recruiters know that an applicant should be treated like a customer in many ways. With a skilled trades shortage, job candidates often have choices. They may choose a job because it offers more flexibility, better pay, more benefits, a more cohesive culture, a safer environment, a longer contract, direct deposit, or growth opportunities.
Just like they'd choose a product that has more features, applicants will often choose the job that has more of their desired features. If the position you're offering involves some of these perks, then list them in the job. It will attract a higher quality of applicant.
4. Ask Your Own Employees
The experts on your hiring process are the people who have already gone through it. Your employees will be able to give constructive feedback about what you can improve in your process. They'll also be able to tell you about strengths and perks of the job you may not immediately notice. This gives you unique and authentic features that you can put in the job description to set the job apart from others.
5. Consider Referrals
You can turn your own employees into effective skilled trade recruiters. They've worked in the industry for a while. They've created their own connections. They know qualified candidates. Best of all, if you trust the employee who's referring a candidate, then that candidate's attitude and work ethic has already been vetted for you by someone in whom you have faith.
You can even incentivize workers by offering bonuses if applicants they refer get hired.
6. Don't Overlook Millennials
Why are millennials wary of the skilled trades? Think about when millennials graduated high school and college – right after the financial crisis of 2007 and during the Great Recession that resulted from it. The bottom fell out of the skilled trades industry. Construction slowed. As these millennials became adults, they were the first generation in an incredibly long time to view skilled trades as an unreliable job choice.
Don't perceive millennials as lazy, and don't be angry at their generation for skipping skilled trades careers. It's only going to make you overlook good candidates and further discourage that generation from embracing the industry. Plus, the ones who did choose the skilled trades certainly don't need to be chased out of their careers.
7. Source Talent Early
Many businesses do their hiring at the last minute. It's no surprise then that they end up with candidates who are less than perfect. Take the time to start the hiring process well before the job starts rather than right when the work is needed. It'll take the frustration out of the process. If you hire a week early, that's better than hiring a week late. It also gives your new employee time to adapt to your work culture and hit the ground running once the project does start.
If you find yourself struggling in your hiring process or find yourself hiring a number of new employees who just don't work out, consult with a reputable staffing group like Labor For Hire. We are among the most professional staffing groups with access to a large talent pool. Our skilled trades recruiters can narrow candidates down to the best and even handle the frustrating administrative tasks involved with the process. Contact us today!