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Enhance the Appeal of Your Listings with Inexpensive Job “Perks”

July 26th, 2014

July 7th HR Managers

Gone are the days when hiring managers simply hung a “help wanted” sign on the front door and ended up with stellar employees. In today’s world, due to the high number of average candidates out there looking for work, it is actually more challenging to find the best person for the job. This can mean spending too much time trying to weed out unqualified candidates and too little time focused on candidates who have the right skills.

In order to attract great candidates, oftentimes it is necessary to create a job listing that has more street appeal to your target candidates. This can mean thinking outside of the box to add inexpensive “perks” to the job description to bring in qualified professionals. Here are some suggestions, even if you have a small company or limited resources to offer job seekers.

Create an atmosphere appealing to the candidates you want to attract. Some of the most successful companies landed super employees because of a unique corporate environment. For example, many technology firms allow a very casual dress code, free meals and on-site recreational outlets. To attract brilliant job seekers who may work well in these types of atmospheres, be sure to list this as an emphasis in any job postings published.

Offer candidates work-life balance as part of the benefits. In sharp contrast with the past, today’s best candidates are looking for jobs that will allow them more balance in their personal lives. This can mean flexible schedules, healthier work environments, and earning paid time off for high performance on the job. Increase the chances of attracting better candidates by being open to these things and offering flextime or work at home options to sweeten the deal.

Provide a corporate discount program. Your business may not be able to include such benefits as an on-site daycare center, a gym or a food court, as some of the big companies do, however you can add things that have value to potential employees. Try offering perceived benefits like discounts to local attractions, sports and fitness membership vouchers, and employee savings plans, which include the option to use funds for daycare, gas or other work related expenses. These can appeal to candidates who are already struggling to make ends meet, without actually adding to their salaries.

When developing your job advertisements, it is always a good thing to get input from recent hires on what would be most attractive for job candidates. Consider carefully what makes your business a great place to work, and emphasize these aspects during your recruiting process. By thinking from the perspective of job seekers, you can easily identify additional perks that will not cost your company anything extra.

Want more support with your recruiting program? Please visit Concorde Personnel’s Employer Portal for helpful advice, and feel free to contact us directly for more information.

 

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Leveraging Technology to Find the Best Candidates

July 22nd, 2011

Image: tungphoto / FreeDigitalPhotos.net

Today’s innovations make it possible for hiring managers to streamline hiring practices by embracing technology to find quality candidates. In sharp contrast to the old ways of recruiting candidates from newspaper advertisements and paper application forms, recruiters have a full toolbox of technology at their disposal. Read on to learn more about how your company can harness the power of technology to source great candidates.

Develop a web-based career center. Every company has the ability to design a fully online job portal, built into the corporate website. By adding a career section, information about the company’s hiring process can be described so that job seekers can determine their suitability for placement early on. Additionally, the career portal can include access to an online application form, and lists of open positions. When used effectively, an online career center can eliminate candidates who do not take the time to complete the online application, yet be convenient to attract quality candidates to fill specific roles.

Take advantage of online networking. A great way to find the best candidates are to participate in networking communities found online. This can range from social media channels like Facebook, LinkedIn and Twitter, to actual niche communities where experienced professionals may hang out. Use social media by posting updated job listings with links to the career center, asking for candidate referrals, or sourcing candidates by descriptive job keywords. LinkedIn and some online forums allow advertising of job postings for little to no fee. Just be careful to not dig too deeply into candidates’ personal profiles when using this method.

Give online resumes a closer look. One of the possible pitfalls of career related technology is the emergence of resume analyzing software and resume directories. Oftentimes, this technology can eliminate an otherwise fantastic candidate, due to errors in the programming or the way the pre-formatted resume looks when it is retrieved. As hiring professionals, it is easy to skim through resumes that do not look good on first glance. When utilizing technology such as this, be sure to give online resumes a better look over to discover excellent candidates who may otherwise be missed.

Focus efforts on high-yield recruiting portals. The best place to find quality candidates are generally within your company’s resume database, as well as online career websites. Search through previous applicants to find candidates who closely match your objectives, and take the time to contact them despite how old their applications may be. You may find a few candidates still seeking great assignments from your internal resume list. This method will likely result in a higher yield of qualified candidates than just posting random help wanted ads on advertising sites.

Need more help with your recruiting efforts? Visit The Concorde Personnel Employer’s Portal for more helpful tips and contact us for additional support!

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