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It’s no surprise to say that America is experiencing a hiring upheaval. Currently, there are around 11.3 million job openings and only 5.9 million job seekers to fill them.
At Juvo, we’re hearing employers say they are experiencing interview no-shows, a lack of initiative from workers, and high staff turnover. So, how can you get out ahead of these issues before they become your problem? How do you spot the red flags?
The rise of social media can be blamed for reducing our attention spans. The latest estimate is 8.25 seconds. This is carrying over into the hiring world. In fact, the average time someone spends reading your job posting is 49 seconds, meaning, if you’re not selling your business in those first few lines, you just lost your next hire.
We recommend cutting the long and (frankly) boring descriptions. Try filming a quick video to let job seekers know who you are and what you need. It’s simple. Video performs well on social media (if you chose to hire there) and it’s better at instantly engaging potential candidates. Get used to making videos now before everyone jumps on, and help your business stand out.
These days, no-shows happen because job seekers don’t feel like they’re connecting with a real person behind the business. It’s crucial that the first outreach is interactive. A quick video chat or phone call is a great way for you both to see that you’re the real deal. Did you know that 66% of job seekers prefer video interviews? Going virtual saves time and money, for you and the candidate, who may be commuting to interview at several different locations.
By reaching out virtually you also get ahead of the second biggest reason for no-shows- job seekers feel like you are ghosting them! Every day we hear job seekers complain about employer response times. The sense of urgency is real- they need a new job right now and the longer you wait the more chance you have of losing them to another employer.
Once you’ve made that initial connection it’s all about location, location, location! Discuss the commute. The closer your candidate lives to your business, the more likely they are to commit to the job. Employment is a two-way thing, the job has to work for you and the job seeker.
The “perfect resume” does not exist. As a business owner, you need to hire people, not pieces of paper. We speak with business owners who are frustrated because reading resumes takes so much time away from other tasks. They complain about how little these bits of paper actually reveal about the person they’re hiring.
Instead, use your time more wisely and ask candidates to submit a video application with a quick breakdown of their skills. Then, organize a call to get to know them properly. This way, the time wasted reading long resumes, emailing candidates, and arranging an interview (just to find out you’re not speaking to who you thought they were) can be eliminated.
What’s the biggest challenge employers are facing right now? Keeping their pay level competitive amongst rising hourly pay costs. Coming out of the pandemic and into a cost of living crisis, job seekers are understandably looking to be paid more, but, you can’t just keep increasing your wages. Get out ahead of this problem by offering other employee benefits.
Instead of increasing pay by $$$/hour, you can offer to pay for gas or cover childcare costs. You can work with neighboring businesses to offer your workers more flexible schedules by allowing them to work for you and across the street. You can also offer kindness and transparency to help employees better understand your business situation.
The biggest red flag in hiring: An employer who doesn’t understand their candidate demographic. If you’re not finding the right people then you need to change your approach. Communicate with candidates using channels they are familiar with, and therefore, more likely to respond to.
Think about it this way. Football coaches don’t recruit teams by posting flyers near their offices or by emailing prospects. They reach out to kids via social media because this is the most effective way to communicate with that demographic.
In your job descriptions, focus on the positives of the job. Turn “Front Desk Receptionist” into “Community Engagement Manager” to make the job sound more appealing. When you’re hiring your target employees, ask them about their interests and motivations, and about what led them to your company. This will help you understand what sort of people your business attracts.
Remember that you're not just hiring for yourself, but for the rest of your team as well. Ask your staff what they are looking for in a colleague and what sort of personality will fit into your workplace culture. Ultimately, happy workers mean they stay in the post longer and work better for your business.
Experienced any of these red flags when hiring? Ask your questions directly to hiring experts in the Juvo Community Group here!
