A Passive Candidate Might Be the Best Job Candidate

July 16th, 2015

A Passive Candidate Might Be the Best Job Candidate
Looking for new employees? If you are like many hiring managers then your first step is researching resume databases to try to find someone suitable. This is a long and often frustrating process filled with disappointments. Candidate pools are filled to the brim with candidates who don’t have the skills or the experience needed to get the job done. Bad hires happen more often with these types of candidates.

Instead of hiring a “warm body,” why not take the time to find an outstanding candidate from those who are not actively searching for a new job, but whom may be open to a better opportunity? We’re talking about passive candidates here. Find out how a passive candidate may be your ticket to success in recruitment.

Passive candidates have a solid career track record

When considering the value of passive candidates look at their career history, and you will see it almost immediately. They tend to stay in their jobs for longer periods of time, are focused on developing all their talents in a meaningful career, and they have solid references.

Passive candidates have current working knowledge

Many passive candidates have taken specialized training to get where they are. Therefore, your company can benefit from this because they have current industry and technology knowledge. Choose candidates who are actively pursuing advanced degrees, certificates, or whom have the knowledge your company needs to go after better projects.

Passive candidates help elevate your current team

The idea of hiring a passive candidate is to select someone who is a leader in their chosen industry. When you find such a candidate, and convince them to work for your company, it raises up the entire team because this is someone who comes from a strong background and can lead others. Whenever you can add talented employees, it will benefit your entire organization.

Passive candidates care deeply about the culture

One of the reasons that passive candidates can make better employees is because they care less about having a job and more about making a difference. An Undercover Recruiter study found that passive talent is 120 percent more likely to want to make a positive impact and 56 percent more likely to seek out a corporate culture that they feel they fit in. These candidates don’t switch jobs without careful consideration, so they want to ensure it’s a great fit and do their part to help with the culture.

Passive candidates may need more time to start, but this can be an advantage

Something that may deter companies from hiring a passive candidate is the fact that they may not be able to start right away. However, this can be a positive thing because it gives the company time to design a job that’s perfect for the candidate while accommodating their need for a few weeks to transition from a former job. This type of situation can be ideal when succession planning.

If you are looking for great candidates to add to your company this year, be sure to reach out to our expert recruitment team at Davis Staffing for support. We are one of the best staffing agencies in Chicago and are ready to help you today!

How to Effectively Use Mobile Recruiting

May 29th, 2015

How To Effectively Use Mobile Recruiting
This year, mobile recruitment became more important than ever before. Why? Because everyone and their grandmother is using a mobile device to get information and this includes candidates who are looking for great career opportunities. If you want to improve your recruitment strategy, then the use of mobile recruitment methods should be at the top of your priority list. Here’s some facts on mobile recruitment from Kelton Research: 

  • 50 percent of all people check their mobile phones at least 25 times per day
  • 55 percent of job seekers prefer to upload their resume to a career website
  • 70 percent of active candidates like to apply via mobile devices
  • 86 percent of active job seekers use their smartphone for a job search

If you want to attract top talent to your company, then you must know how to effectively use mobile recruitment. Here are some tips to get this right.

Set up a branded presence on a mobile-friendly career website

Establishing yourself and your recruitment agency means having a presence that helps you stand out from others on mobile networks. Make sure your career website is mobile friendly with the latest updates for adapting to a variety of mobile devices, and create content that’s simple with easy to find information.

Use social networks consistently to educate job seekers about career opportunities

Take your brand further by extending this effort to social networking. Add regular valuable content to professional networking platforms like your blog, LinkedIn, and other social networking avenues where your best candidates are likely to be found. Creating a presence on those outlets allows you to make a first impression to future job candidates.

Make it simple for candidates to find and apply for your open positions

Your online advertisements and career site are only as good as the ability for candidates to apply for them. Make sure this is a simple one-step process that allows job seekers to share their resume and contact information with your recruitment team. Don’t provide any reason for job candidates to not apply and go to another firm.

Stay connected with passive and active job seekers through mobile apps

Use mobile apps in a variety of ways to stay connected with the talent you want to reel in. Use recruitment apps to create introductory videos, add job postings, and search for talent online. Communicate and follow up promptly with candidates.

Get used to evaluating profiles rather than resumes and cover letters

Leave your “old school” recruitment methods at the door as you venture into mobile recruitment. Instead of spending your days hunting down resumes and critiquing them, spend time evaluating the profiles of candidates and see their merits clearer.

When you are ready to begin recruiting, you want to find a search firm that values mobile recruitment and has made a commitment to harnessing this powerful sourcing method.

For any of your recruiting and staffing needs, contact Davis Staffing today for jobs in Chicago!

Questions to Ask to Find the Right Staffing Firm

May 22nd, 2015

Questions To Ask To Find The Right Staffing Firm

As a job seeker, you are already aware that a staffing firm can support your efforts of finding a great new career. There are many benefits of working with and through a staffing agency. But, how can you choose the right staffing firm for your type of background and interests? In this article, we will look at some questions to ask when selecting a staffing firm, so that you can get the best results.

Are they well-connected and respected in the area?

One of the first signs that you are working with the right staffing firm is that you have heard great things about them. People will talk about companies they had great experiences working with as they want to help their friends have the same experience. They are well-connected in the industry where you want to work, and the recruiters know most of the companies in your area through strategic networking and community involvement.

Is it easy getting registered and alerted of new jobs?

A great staffing agency is focused on the candidate experience. From the time you apply for work through the online portal to the ease in which you can conduct job searches and take assessments, all of these actions contributes to your success. Staffing agencies that care about you (and want to work with you) as a candidate will make it simple for you to sign up for email and text alerts of new jobs too.

What companies are partnered with the agency?

You will want to ask if the staffing agency works with the companies you want to work for. Check around and call the agency to find out if they know of opportunities at your targeted companies before working with them. You may find several agencies staffing for the same companies. Work with the agency that offers the best job assignments with the company that you want to add to your resume.

Does the agency offer a large variety of temp and perm assignments?

When it comes to the work you do, you may be looking for many types of work arrangements and experiences. For example, you may be looking for a permanent replacement job for the one you have now, whether part time or full time. Or you could be seeking contract work in your area, with greater flexibility. You may just need something temporary to fill a gap in your career skills or during a seasonal period between college classes. Look for an agency that offers a variety of work options, and the right salary rates and perks.

Ask the above questions when evaluating the right staffing agency for your career goals. Then contact Davis Staffing, one of the best staffing agencies in Chicago, to access premier career opportunities.

Should You Only Place Large Amounts of Employees?

May 15th, 2015

Should You Only Place Large Amounts Of Employees

Recruiters often ignore small number placements in favor of large volume employee placements. Why? It can be easy to make money on large placements because it’s about the numbers, and recruiters can become overly focused on numbers and ROI. However, don’t get caught in this trap as a recruitment professional. Placing one or two high-level employees into assignments can bring a significant amount of money too, and it can always lead to bigger and better things in the future.

Read on to learn more about the benefits of small placements and how your recruitment efforts can soar when you have a good mix of volume vs. small employee placements.

Income safety in smaller placement numbers

There’s something to be said about the money that can be made from small placements, including those that are for executive-level employees. This includes a certain amount of safety too, because the fees are more steadily arriving, and the small placements are less taxing on recruiters. When large placements are made, which take a lot more time and effort to manage, the placement fees can take a lot longer to earn too. Companies often sit on volume placements longer, meaning there’s less money in your pocket.

Shorter and more efficient staffing cycles

When staffing in smaller reqs, it’s possible to shorten staffing cycles so that you can focus on efficiency between the times that you get an order to the time you place the right candidate. This equates to more money over time. Large staffing orders increase the length of staffing cycles because they take up more time and money to manage, or involve extra recruitment team members.

Higher fees associated with small placements

You may think that large placements generate more placement fees, when it’s possible to make higher fees with more focused small placements. For example, you could place 20 entry-level workers into a manufacturing facility, or you could place two high-level executives in a financial firm. The numbers would be far better in a smaller placement.

Low-volume placements are easier to manage

Smaller placements are generally easier to manage because you are working one-on-one with candidates and the companies that want them. The entire recruitment cycle slows down and you have the chance to find the right fit for a more successful placement.

Quality of smaller placements build relationships with companies

Most importantly, your goal as a recruiter is to develop lasting networks and relationships with the companies you serve. Small placements give you the opportunity to learn more about each company, develop long-term connections with the people you place and the HR department for many future placements.

The answer to the original question then is to have a good mix of large and small volume placements that help to create a quality of placement and a growing recruitment practice.

Davis Staffing helps with placing jobs as one of the best staffing agencies in Chicago. Contact our team today to get started!

How To Post Job Listings To Social Media

April 16th, 2015

How To Post Job Listings To Social Media

The business use of social media has exploded during the past handful of years, and its common for companies to post their job openings to various social media sites. Recruiters are having an easier time finding candidates for open jobs because of the access to millions of people via social media. Sites such as Twitter, LinkedIn and even Facebook make it easier for companies to find their next employees.

Here, we will discuss how to post job listings to social media effectively so they are noticed by the right job seekers.

Use Hashtags # Appropriately

If your company decides to use Twitter as a way to post job listings, make sure each tweet is using an appropriate hashtag or two. You cannot just include a hashtag for the sake of including one in a tweet. With social media recruiting, you need to make sure that the hashtags are reaching the right audience and do not cause your tweet to get lost in a sea of other tweets. Misuse of hashtags will be very ineffective for finding a new employee.

Utilize Paid Advertising

Facebook offers businesses a popular feature called paid advertising. Businesses can promote their page on the social network by purchasing advertising spots that can be posted all over Facebook. They not only promote the business page of the company on Facebook, but they also can be used to link to the careers section or specific job listings the company has on its website. Using paid advertising will help you attract a specific group of people, which is very important for companies looking for candidates with a certain set of skills or experience.

It is also a good idea to create a separate tab on your business’s Facebook page that is dedicated solely to careers at your company. Even if there are no job openings at the time, the page should still be active, providing visitors with information about the company and when job listings are usually posted so they know when to return.

Use LinkedIn’s Recruiting Tool

LinkedIn has a paid recruiting tool called LinkedIn Recruiter. Companies use this tool because it has an algorithm that follows the pattern of the company and helps find candidates on the social site that match the company’s needs. The tool also helps track the applications sent to the company, which makes it easier for companies to monitor how many applications have been sent and who has sent them.

Have You Considered YouTube?

Have you thought about using YouTube for your job listings? This is a little out-of-the-box, but can be very effective. Many companies have YouTube channels now, so why not use it to find a new employee. Make a short video that describes your company and the jobs available. Spice it up a little bit with some humor, and you might just find the right candidate for your company.

Social media has become a go-to resource for recruiters and hiring managers when looking for candidates for open jobs today. Make sure your company is using social media correctly in order to find the best candidates for your open jobs. For any of your job needs, contact Davis Staffing and our recruiting experts.

Tech Tools Recruiters Can Use To Land Candidates

March 27th, 2015

Tech Tools Recruiters Can Use To Land Candidates

Recruiting is an established profession that’s been around for years. In the old days, recruiting used to solely rely on pen and paper to get the job done. A lot has changed and mostly for the better. Now, recruiters can use a host of technology to recruit the top candidates within their industries.

This week, we will discuss the best tech tools out there recruiters can use to secure top talent on the market for open jobs.

Cross-System Awareness on LinkedIn

Companies that recruit the best candidates will likely find a large portion of them on LinkedIn. While using LinkedIn, companies should also perform cross-system awareness in order to find out which candidates are already in the applicant tracking system of the company. This technology will also allow the company to automatically update the contact information of the candidate and contact them using LinkedIn’s mail feature, InMail.

A Combo of ATS and CRM

Applicant Tracking Software (ATS) and Customer Relationship Management (CRM) software are being combined more often by recruiters when it comes to searching for and landing top candidates for open jobs. When recruiters use these two software programs together, they find it easier to track candidates through the hiring process. By combining these two programs, recruiters also will be able to cut down on duplicate data, which helps to streamline the process.

Email is Better

Even though email is not new to the technology game, it is still very important to recruiting the best talent out there for open jobs. Recruiters must be able to integrate their email with the ATS they use to track candidates. When this happens, the company does not appear to struggle with communication with candidates and it helps prevent sending out duplicate messages to candidates. Conveying a consistent and organized method makes the company appear that it has a plan and knows how to execute.

Access to More Mobile Applications

As technology continues to expand, recruiters must be using mobile applications in order to land the best talent within their industry. The application can be something created by the company or by a third-party. Candidates want to apply for jobs quickly, from wherever they are located, which is why mobile applications are becoming increasingly important to the recruiting industry. Candidates will also want to log into those applications to track their progress.

The Cloud Expanding

Companies that truly want to attract top candidates must use data managed virtually over the Internet in the cloud – in some form or another. When companies move systems to the cloud, it enables employees to access documents and other items from wherever they are located. This means that recruiters can find out which candidates have applied for jobs at their company even when they are no longer in the office.

Data Mining

As a recruiter, you need to perform a little data mining in order to find the best candidates for open jobs. Data mining involves research, which should be done to find out which companies are struggling to fill jobs. Companies tend to need specialists, especially in the technology field. By doing a little data mining, you will be able to figure out which ones are hurting the most to find candidates.

Davis Staffing, one of the top staffing agencies in Chicago, can help your company with its job search. Contact our staff today to get started on filling your employment needs.

How To Optimize Your Job Postings

February 26th, 2015

How-To-Optimize-Your-Job-Posting

When jobs open up, companies like to advertise for new employees as quickly as possible in order to begin the hiring process without much of a delay. Job postings are published in newspapers, magazines, on bulletin boards, in online forums, with internet job sites and on social media sites. However, often these job postings are not fully optimized in order to attract the best talent.

Use these tips to post job advertisements that are outstanding and will get you the right results.

Use a Custom Job Posting URL

An excellent way to optimize your job postings is to use a custom URL for each posting. The custom URL should include the city where the job is located and either the job title or the target keyword for the job. You can do this on your career portal or have your staffing agency create a featured job listing on its recruitment website.

Utilize Keywords in the Post

Make sure all of your job postings, from now on, utilize keywords. Do a little bit of research to find out which keywords are used the most by job seekers when searching for jobs like the ones you offer. No longer can you simply write a standard job description and hope that it will catch the eye of a job seeker. Use keywords that incorporate the city where the job is located, the job title, certifications needed and more.

Include a Video Introduction

Job seekers and search engines love videos. Videos not only help your company get noticed by search engines, but they also keep job seekers on your page for longer periods. To go along with the video, include a transcript of it to add even more SEO (search engine optimization) material to your site.

List the Salary Range

It is a good idea to start listing salary for your available jobs whenever posting ads online. Many companies refrain from doing this, but when you list the salary, you will likely receive a larger group of applications.

List the Same Job Multiple Times

Take the extra time and list the same job multiple times using different job titles and different content for each posting. This will help the job get noticed by search engines and by job seekers. Some people refer to one job in three different ways. For example, a job could be called a secretary, an administrative assistant or an office assistant. If you are trying to fill this job, post the ad three different times using all three job titles.

Make it Easy to Apply

An important aspect to optimizing your job ads is to make the application process as easy as possible. Job seekers do not want to spend an hour filling out a questionnaire online. Have them answer a couple of questions and then let them upload or email their resume and cover letter to the company.

Optimization is more important than ever these days when it comes to publishing job ads. Make sure your company is doing everything possible to have their job ads noticed by search engines and job seekers alike.

Davis Staffing, a local and experienced staffing firm, has a number of job postings to reach a wide variety of candidates. Contact us today to learn more information!

Should You Ever Hire An Overqualified Candidate?

February 13th, 2015

Should-You-Hire-An-Overqualified-Candidate-

Companies have plenty of decisions to make when choosing a candidate for an open job. One of those decisions is whether or not to hire an overqualified candidate. Some companies will say absolutely, while others will refuse to bring an overqualified candidate on as an employee and won’t back down from that sentiment. We will discuss both sides of the argument here so your company knows how to go about making such a decision the next time it needs to hire.

Is the Candidate Actually Overqualified?

The first thing a company must determine is whether or not the candidate is actually overqualified for the position. You determine this by researching his past experience, talking to his references and bringing him in for a job interview. The candidate might be overqualified, but still wants the job because he is relocating to a new state, looking for a new work-life balance or moving into a new industry.

Does the Candidate Show Passion for the Company?

One way to determine if an overqualified candidate should be hired by your company is by his passion for the company itself. If the candidate exhibits passion for working at your company, then it might be a good idea to hire this candidate. If there is no sense of passion for your company, then he will not be a fit at your organization.

Would You Hire Same Candidate Without Their Experience?

An excellent way to figure out if an overqualified candidate is right for your company is by asking the following question:

Would you hire the candidate without his experience? This question helps the company look at other areas of the candidate, including his personality, their fit into your culture and other intangibles. Hiring a candidate for an open job should not be based solely on his resume, which is why this is an excellent question to ask of yourself during the process.

Did the Candidate Go Above-and-Beyond in Their Application?

If the candidate took the time to put together a stellar application even though he is overqualified for the job, then he might be the right person for the job. An overqualified candidate who does not follow the directions or who does not take the time to send in a stellar application will likely exhibit the same work ethic if hired for the job.

Does the Upside Outweigh the Downside?

If the upside of hiring an overqualified candidate outweighs the downside, then it is a good idea for your company. This means the candidate will work hard, want to solve problems, tackle deadlines with ease and want to help the company succeed as much as possible.

Hiring an overqualified candidate all comes down to the preference of the company looking to fill an open job. If none of the problems discussed in this post are evident, then it is a good idea.

Davis Staffing, a top staffing firm in the Chicagoland area, can help you find a job placement today. Contact us to get started!

Temporary Or Direct Hire: Which Should You Choose To Fill Your Position?

December 26th, 2014

Deciding who to hire for an open position at your company can be very difficult. No matter how many people you interview, or how in-depth you research a person, there is no guarantee that the hire will pan out and be with you long-term. Because of this, an argument has come about that asks how you should fill an open position. Should it be done using a temporary hire or a direct hire? We will take a look at both sides below.

Make it a Temporary Hire

Some business professionals, including those working in human resource departments, will argue adamantly for filling an open position using a temporary hire. The main reason for this is that companies can use temporary hires to their advantage. A temporary hire does not have to be provided health benefits through the company, only needs to be hired when the company requires extra help and can be removed from the position when the project is complete.

Another added benefit of a temporary hire is that the staffing agency you use will do all of the legwork for you. This means that you do not have to read through hundreds of resumes, sit through countless interviews, or spend time posting job ads. The staffing firm will remove a lot of the overhead from the process and even help the company save time and money.

Possibly the most important benefit of hiring a temporary worker is that you can test the employee for a specific amount of time. If you only require their help for a month, then so be it. But, if you want to eventually offer the temporary worker a full-time spot with your company, the time they are working for you can be a test period without them knowing it.

Make it a Direct Hire

What is the difference between a temporary hire and a direct hire? A direct hire is a hire made to fill an open position at a company without the use of a staffing agency. This means that the company will need to conduct the entire hiring process on their own, from posting the job ad to sifting through the resumes to conducting the interviews to making the offer of employment.

When making a direct hire, you are involved in the entire process, which many companies prefer. The reason for this is that they are responsible for researching the potential employee and learning about their background. If the employee turns out to be a bad hire, it is on the company and no other entity. If the hire is a good one, the company is the reason for the success.

Choosing between a temporary hire and a direct hire can be difficult, but as we have outlined, it looks as though using a temporary hire to fill an open position is the best way to go.

The Benefits Of Pairing With A Staffing Agency

December 12th, 2014

Staffing firms have been helping companies find extra workers for decades. Not every company out there takes advantage of the services offered by a staffing agency, but many more are beginning to do so. There are plenty of reasons for this and we will discuss those reasons in this post. The benefits far outweigh the negatives, of which we really cannot find many.

Find out why it’s wise to make Davis Staffing your recruitment partner.

Save Time and Money

Right off the bat, two benefits of working with a staffing agency are the ability to save time and money. It costs close to $58,000 to hire a new worker, according to the U.S. Bureau of Labor Statistics. This number does not include benefits, 401(k) match, the cost to advertise an open job and cost of recruiting. When you use a staffing firm, the firm will help you save money on overhead costs.

Partnering with a staffing firm will also save you time. The average time it takes from a job interview to a hire is roughly 22-25 days. This number does not include posting a job ad, acquiring resumes, sifting through those resumes and then interviewing candidates. Staffing firms will remove some of these aspects for you, helping you save time.

Flexibility of Employees

Pairing with a staffing agency makes it easier for the company to be flexible when it comes to the scheduling of its employees. Temporary workers can be brought in for a job that can last one day, one week, one month, six months, one year or multiple years. You can bring in temporary employees when busy seasons hit, during the holidays, when employees take vacations or when you lose an employee to sick or maternity leave.

Quality of the Hire

When a company pairs with a staffing agency, it will always be provided high-quality hires. Staffing firms are tasked with weeding out the undesirables or inexperienced candidates for all available openings. This means that your company will experience a drop in turnover rate for employees when working with a staffing firm.

Increased Productivity

If you are worried about the workload of your employees and their stress levels, then it might be time to pair with a staffing agency. This will help you spread the workload evenly amongst employees by bringing in new workers. This can be done during the holiday season, when there is an influx of work, or when a major project comes across your desk that needs to be completed quickly using high quality work.

Find Full-Time Workers

Many companies pair with staffing agencies for the sole fact that they can test their temporary workers to see if they will be a good fit with the company on a full-time basis.

Pairing with a staffing agency is an excellent idea for companies of all sizes, because of the above reasons and many more. If your company has not paired with an Illinois staffing agency yet, it might be time to move in that direction to save time, money and drop the employee turnover rate.

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