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.