Recruiting trends for 2019 follow a basic theme: candidates have the power. Gone are the days where a company took as long as it wanted in making a decision. To find and keep the best talent, you need to focus your strategy on why they should choose you and sell your company. To keep up with this trend, consider implementing the following recruitment strategies on the rise.

Provide a good candidate experience

In today’s recruitment climate, you have to treat your candidates like customers. This means thinking about what they want and need and working with them whenever possible. If you keep the candidate updated throughout the process and extend an offer quickly, you’ll create a better experience.

Taking too long to make an offer or failing to update them at all could do more than cost you qualified people for this position – it could keep more candidates from applying in the future. One post on Glassdoor or negative conversation can sully your brand reputation.

Speaking of brand reputation

How you present yourself is almost as important as what you have to present. Your brand is an applicant’s first introduction to your company. Every choice, from logo to colors to website layout, affects their opinion of you. A strong brand combines both compelling visuals and a strong mission. When your mission is supported by your work and actions, you’ll see more candidates wishing to be a part of it.

Build up your talent selection

A LinkedIn study found that 90 percent of professionals around the world are open to learning about new career opportunities, but less than 40 percent of them are currently looking to make a change. It’s up to you to find the talent you want and woo them into joining your team.

Build your talent pool based on people you feel would fit into positions within your company. Cultivate these relationships, so you stay up to date with your options.

Trust our recruiting expertise

The top recruiting trends and methods may change, but our commitment to delivering you the best won’t. We keep up with changes to the staffing industry to make sure we’re doing what works for your company. Our goal is simple – make your business as profitable and productive as possible. Find out more about our methods today!

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Selecting the candidate you want to extend an offer to after the long hiring process is a moment of relief after weeks of stress. You’re ready to fill the open position so everyone can go back to the regular duties and the rhythms can go back to normal around your office. Everything is finalized with HR and at last you reach out, congratulating the candidate and sending your offer.

To your great surprise, you don’t immediately hear back. There’s nothing the next day or a day after that. Finally, after a week, you reach back out and still it’s silent. After everything, you’re left wondering why you haven’t heard back from your top candidate, these following reasons may explain their lack of response.

You Took too Long

At the end of the day, the likely answer is you took too long to make a decision. If the candidate went through too many rounds of interviews without hearing an answer, they probably decided to go with another option.

No matter what the process is like on your end, you need to be in frequent communication with your candidates and keep them informed of what’s going on. Weeks without word could leave them confused, unsure, and more likely to accept another offer.

They Received a Better Offer

Sometimes it comes down to an opportunity they wanted more, so they accepted an offer without letting you know. Or that they knew the salary for the position at your company and chose a job with something higher or better benefits.

Because of this, it’s always important to make sure your salaries are competitive with the market. Failing to offer what someone is worth, especially compared to others in similar positions could mean the loss of your top talent. You can’t control a person’s interest, but you can control how much you pay them.

They Changed Their Mind

Maybe it’s as simple as after, a few interviews, they decided your position wasn’t something they wanted. Instead of taking a job they knew wouldn’t work out, they’re going to ignore future communications. If this is the case, be grateful you didn’t go through the lengthy and expensive process of onboarding, only to lose them anyway.

Hold Onto Top Candidates

Next time you’re looking for employees in the light industrial, manufacturing, or clerical fields, partner with Workbox Staffing to get the right candidates when you need them. We take the time to make sure we’re presenting you with the top talent you know isn’t going to disappear. Learn more about our services and getting new employees today!

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One of the best problems to have as a hiring manager is two standout candidates you want to hire. Too often, you have the opposite problem when you don’t have a single star from your search and you’re forced to settle. With two great options, you know no matter what, you’re getting an exceptional employee. Use these tips to make the decision between two candidates.

Think About Your Culture

At the end of the day, you know both applicants are qualified, so you need to find the one who will fit in best with your company culture. One of the easiest tests is to think about an after-hours work event. Which candidate seems like they will fit in the best in this environment with the rest of your team?

Decide What You’re Actually Looking For

Break down the position by skills, team members, cultures, etc. Create an ideal version of the employee you’d like to hire and see which candidate aligns best with what you envision. This way, you’re looking at them from all angles and matching them to who you feel would be the perfect fit.

Talk to Your Teammates

This works in two ways: First by talking to those who were also in the interview to gauge their opinion, and second my discussing the matter with the new hire’s team. When you do this, you’re bringing in new insight that may help you see the matter more clearly and come to a decision faster. Plus, you’re including their teammates, which will make them feel more involved and more like they had a say in who joined them.

Consider Your Offer

Even if a candidate has made it this far with you, it doesn’t mean they will automatically say yes when you extend an offer. Additionally, the fact you really want them might mean they’re equally desired elsewhere. Once you’ve made your choice, it’s important to make sure your offer is competitive, and expresses how much you want to hire this person.

Failing to tailor an offer or go higher than you anticipated might mean they pass for another opportunity or reject what you initially present, causing the process to go longer. If you really want this candidate, you need to prove it.

Find Top Candidates With Workbox Staffing

When you want to find the best, don’t settle for your usual methods or other staffing companies. Trust Workbox – not only do we promise the best, we deliver. Every employee who comes into our system has been thoroughly vetted to make sure, without fail, we’re presenting the absolute top-tier talent to you. Find out more about our areas of specialty and what we can do for you today!