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The One-Two Punch of Recruiting

September 13, 2023

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When you look at Webster’s definition of a one-two punch, it says "two forces combining to produce a marked effect." So, what is the one-two punch of recruiting that creates a marked effect?

 

  1. Engaging qualified applicants - when and how they are most accessible.
  2. Hiring quickly – not waiting days.


Recruiting is tough. It's definitely not for the faint of heart because it takes consistent focus and tenacity. Talk with any business owner or hiring manager and they will share the woes of finding the right people for their open positions. The desires for these new hires are rather simple: someone who shows up every day, on time, with a positive attitude, ready to ask questions; and hopefully he/she is a good “culture fit” for the organization. It's simple to know what you want but not easy to find.


One has to stand out at what they do to get the top applicants. Engaging qualified applicants is not just calling them and asking some questions. It’s much more. To engage them effectively and thoroughly, the mindset needs to be holistic.

 

Some critical actions to win top applicants for your organization:

 

  • Texting applicants on their cell phones. Take it outside of the typical platforms like LinkedIn or Indeed.
  • Being willing to talk outside of standard business hours - after 5pm or Saturday.
  • Consistent and professional follow up. Be willing and able to try them again if you haven’t heard a response – think like a hunter/salesperson.
  • Calling references and then getting back to the applicants about having successfully reached them. People appreciate the communication.
  • Concluding the correspondences – wrap it up with a nice bow; don’t leave the applicant hanging. Text or email them to wish them well and to reach out if they have further questions.

 

Keep in mind that people who are in demand, hard-working, and competent often have a job and no time to talk during a regular business day. Be it attorneys or laborers – the good ones are busy in the day. Texting them and offering to talk after 6 p.m. or Saturday morning can be the difference between your organization gaining this person and not your competitor.


One of the biggest complaints of those who are being recruited is the fact that recruiters are not very good at follow-up. They want top talent, but they don’t treat them as if they really want them. It is important that whoever is calling applicants that they are willing to meet applicants when and how they can be available for a conversation.


Finally, remember to be quick but thorough in your process. By keeping engaged with the applicants as they move through your process, it is more likely that you won’t lose them along the way.


Keep these TIPS in mind to be swift in hiring qualified applicants:

 

  • Have a detailed process that your organization embraces and all hiring personnel follows.
  • Have a timeline for when each step needs to occur. (e.g.: If a hiring manager sends a candidate to the manager whom will be the applicant's boss if hired, make sure everyone knows that the manager needs to get back to the applicant within 24 hours, or whatever amount of time you decide.)
  • If another person whom you are sending the applicant to next, does not respond in a timely manner to set the day and time for the next step, kindly remind them of the process and that it’s important to strike while the iron is hot.


If you would like to learn more about how Qualified Applicants works with locally owned and operated businesses to find new employees for growing teams, call us today at (678) 682-4819 or visit our website at GetQualifiedApplicants.com.

March 24, 2025
Understanding The Impact of Culture in Home Services Understanding the impact of culture in home services is crucial for fostering a thriving work environment - especially when their work is done in customers' homes. A positive organizational culture enhances trust and reliability in an industry where employees often work independently. When team members feel valued and supported, their commitment and morale increase, leading to superior service delivery and customer satisfaction. A strong cultural foundation encourages open communication, teamwork, and a sense of belonging, reducing turnover and attracting talent motivated by shared values. Employees with a positive culture exhibit greater initiative and responsibility, which is essential for operating in varied service settings with confidence. Moreover, a healthy culture can mitigate conflicts and misunderstandings, creating a harmonious environment for staff and clients. Culture shapes reputation, influencing client perceptions and loyalty. Key Elements of a Positive Workplace Culture A positive workplace culture in home services hiring is characterized by several key elements. Effective communication is crucial, ensuring that team members feel heard and understood and fostering a sense of belonging even though they often serve customers in the field. Trust and transparency also play vital roles, creating an environment where employees feel confident in management and their colleagues. Recognition of achievements is important, as it boosts morale and motivation by showing appreciation for hard work. Opportunities for growth and development allow employees to advance their skills and careers while feeling supported. Inclusivity and respect for diversity are fundamental to promoting diverse perspectives and innovation. Lastly, work-life balance is a significant factor, enabling employees to maintain personal well-being, which enhances productivity and reduces burnout. These elements collectively create an environment where employees thrive and contribute positively. The Link Between Culture and Attraction of Top Talent A positive culture is crucial in attracting top talent within the home services industry. When an organization fosters an environment that emphasizes respect, collaboration, and mutual growth, it naturally becomes more appealing to potential job seekers. Today's professionals are looking for more than just a paycheck; they seek workplaces where they feel valued, supported, and engaged. A strong and positive culture conveys to prospective employees that the company invests in its people, prioritizes their well-being, and empowers them to succeed. This reputation can be a significant differentiator in a competitive job market, drawing skilled individuals who are looking to advance their careers and contribute positively to a company that shares their values and work ethic. At Qualified Applicants, we discuss our client's culture as a top priority in our screenings with potential candidates. This conversation about culture is a part of our five-point process because employers aim to find candidates who possess the necessary skills and the right personality, goals, and values to thrive within the organization and contribute to its overall success. When a client has a well-defined and widely embraced culture, this resonates with those likely to be the most qualified candidates and who will naturally move forward for an official interview with our client. Strategies For Nurturing and Maintaining a Positive Culture To nurture and maintain a positive culture in home services hiring, it's crucial to begin with clear communication and establish core values that align with the company's mission. It is vital to hire individuals who not only possess the necessary skills but also resonate with these values. Encouraging open dialogue and feedback can create an environment where employees feel heard and valued. Recognizing and rewarding achievements fosters motivation and a sense of belonging. Providing ongoing training and development opportunities ensures employees feel invested in and capable of growth. Additionally, promoting teamwork and collaboration can enhance relationships and build trust among staff. Focusing on these strategies can foster a positive and enduring workplace culture, leading to higher job satisfaction and improved service delivery. If you'd like to learn more about our services, please contact us at Qualified Applicants today. We are here to help you articulate and promote your company’s culture to attract top talent.
March 9, 2025
While we work with our clients on many issues, there are three that continue to come up again and again during conversations and meetings. Employee Engagement and Retention Most of our clients focus on employee engagement and retention. Some see this as a high priority, and others realize they need to develop a plan to help retain their best employees. Managing employee engagement and retention is especially critical in trades, where we all know there is a shortage of skilled workers, such as electricians and plumbers. Some of our clients are better than others at engaging employees, starting with how they onboard new team members. We encourage all our clients to build a strong culture and emphasize employee engagement to achieve employee retention. We encourage all our clients to understand and practice good employee engagement, especially when hiring Gen Z and Millennials. Competitive Compensation Across all industries and trades, clients are often frustrated by not knowing what competitive compensation will be considered. Salaries or hourly rates vary by trade, but employers are struggling with what the "sweet spot" is to attract and retain quality people. Depending on the level of responsibilities, some of our clients compete against fast food companies, paying $19-$20/hour to start and with benefits. Some of our clients can't afford to offer employee benefits. They are in flux about whether they should pay more money to help offset their medical benefits, add reimbursement to their costs, or even offer a 1099 vs. W-2 option. We support our clients in their compensation offer decisions. But it really comes down to the value a candidate brings to the company and then negotiating a competitive compensation package. Remote/Flexible Work Options Deciding on remote/flexible work options is another struggle employers are experiencing. Obviously, this is less of a concern with skilled trades/labor, where they work at various locations. However, administrative positions and project managers want the flexibility to work only in a business office occasionally. Some of our clients are looking to have more hybrid options, while others are hard-pressed not to. Reinventing how to conduct business and effectively service customers is a never-ending pursuit. With technology, more can be done in non-traditional work settings if it makes sense for the bottom line. These three issues will likely continue to be priorities to manage in 2025. Be sure to contact us to find out how we can help you with your recruiting and hiring needs. .
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