How to Attract Candidates With Job Descriptions

May 27th, 2016

Recruiting high-quality talent can seem like a never-ending process. There are so many ways to find the right people for your job opening that the hiring process can seem overwhelming. On top of that, budget and schedule demands can add constraints that turn an otherwise straightforward process into a high-pressure situation. Believe it or not, there are a number of actions you can take to simplify and optimize your search for the ideal employee. Working with a qualified staffing agency such as Search Staffing is a step in the right direction, but it is also important to really consider your marketing of a job opportunity.

The job description in particular is what will make or break the success of a hiring process. Today’s article goes in depth to provide you with the tools you need to craft and position a truly effective job description and attract the candidates who will benefit your organization in the long term.

Create Balance

One problem we come across often with unsuccessful job descriptions is overloaded content. An employer may be so eager to target their exact expectation of an employee that the job description becomes intimidating and unrealistic from the perspective of a candidate. To avoid this, we recommend balancing brevity with details. It’s important to really focus on what qualifications and requirements are relevant to the position. Then consider adding details that will describe what makes this position and the work it involves interesting and exciting to applicants.

By adding minimum and preferred qualifications (including education, certifications, and years of experience) you will tell readers what your expectations for the position are, but avoid going overboard because you will inevitably frighten off perfectly qualified individuals and find yourself left with candidates who simply didn’t bother reading through the job description.

Highlight the “Small” Benefits

Candidates look to job descriptions to learn what hiring managers are looking for but also what they are offering. While discussions of salary and financial compensation are often best left to a post interview conversation, highlighting the little things like flexible work schedules and a great company culture will help attract the attention of candidates who are in high demand. Noting your dedication to employee career development and salary growth will also help you attract choosy applicants.

Consider your Language

It’s important to remember that job descriptions are like marketing material. You are advertising your company as a place of employment, and should present the opportunity in an engaging and interesting manner. Putting the extra time and thought into the language or medium used to advertise an opening will help get your job opening the attention it deserves.

Just as you do in your product or service marketing material, use lively and engaging language to describe the position. Avoid using bland templates that are obviously not unique to the opportunity, and keep your audience in mind. The resulting job description will not only attract more applicants, but also a higher caliber of candidate.

For more tips on how to improve your job descriptions, or for help in finding the right candidate, contact the staffing experts at Search Staffing Group.

Hired a Temp? How Long Should Your Trial Employment Last?

April 27th, 2016

There is no doubt that temporary and contract employees are able to provide valuable support when your company needs it most. They are an ideal option when project needs are high but long-term resources are uncertain. Many temporary workers seek out contract work as it provides them with the opportunity to develop their skills, their network, and their resume in a relatively short period of time; not to mention temporary work can help pay the bills while they continue their search for a more permanent opportunity.

Given that temporary work is such a convenient opportunity, why then are there often hesitancies (both from employers and employees) to rely too heavily on short-term contracts? How long should an ideal trial period last before bringing a temporary worker on board permanently? These are all questions that employers are eager to answer, and in today’s article, we discuss the key issues.

Timing is Everything

The need for contract workers often stems from uncertainty in a company. This uncertainty can be due to a structural reorganization, budget ambiguity, or even a lack of qualified professionals in the job market. The result is the same: there is a need to find workers who can support business and project needs while holding off on a long-term hiring commitment. A good length of time for a temporary contract can be anywhere from 6 to 18 months, with some erring on the shorter side to avoid any conflict.

Getting the most from your temporary hires is all about timing. While it really is up to the employer to set the length of a contract, there is also a mental limit that most temporary workers are willing to remain under contract before expecting to be brought on full time. Recognizing that your short-term needs may not directly align with their long-term career goals is important, and seeking ways to bring the two perspectives into a mutually beneficial balance is key to a successful contract hire.

The Dangers of Hiring Too Early

It is true that employers can hire their temporary staff too early. Such situations can result in a bad hire when waiting a little longer could have resulted in a more informed decision. Don’t let the pressures of a competitive hiring market or urgency felt by an individual worker overly influence your decision-making process. Take the time you need to evaluate whether they will really be a good fit for the position and the team in a more long-term capacity before making them an offer of permanent employment.

The Dangers of Hiring Too Late

On the other hand, waiting too long to hire a high-quality temporary worker can result in frustration on the side of the employer or even legal action if contractors are misclassified and treated as an employee. If you don’t want your valued temporary staff to leave for another opportunity, wasting precious time and money invested in their training, and you want the piece of mind that comes with lower exposure to legal sanctions, consider bringing the employee on full time before it’s too late.

For more insight into hiring the best temporary talent in your area, contact the staffing experts at Search Staffing Group today!