Job Applications Drying Up? HIRECLICK Can Help!

Hiring is tough. Application counts are down. Hiring activity is slow. But, this is not the case for everyone. In fact, HIRECLICK clients are seeing a flat, not downward, trend. In addition, those HIRECLICK clients eager to tackle this hiring challenge head on are seeing successful hiring results, despite the lower application numbers. Why is this? 

It’s simple… the reality is that 80% of all employed workers would be interested in moving jobs but would not be considered “active” job seekers. These job seekers are not necessarily going to visit local and national job boards to search current openings. Instead, they are going to search for you on Google, visit your career site, and do in-depth research BEFORE they apply. The biggest question is…what will they find? Are you clearly communicating why you are an employer of choice versus the competition?  Does your careers site display this message clearly on a mobile device? 

The bad news is that filling jobs is not as easy as posting to job boards.  Exposure of your job listings is part of the equation, but that only addresses the active job seekers. More importantly, you need a system that applies “constant pressure” to your hiring drought.  

HIRECLICK addresses all the necessary components to finally tackle and solve your biggest hiring challenges.  For one low, monthly price, your HIRECLICK subscription includes the technology tools and partnerships to gain more exposure for your job listings, create a custom branded, mobile friendly careers site and application process, and a dashboard to manage, rate, and share candidates.   

For as low as $99/month, HIRECLICK is the hiring tool that you simply cannot live without. Give us a call, take a self-guided product tour, or request a custom pricing quote.  Find out how you can get started with NO ACTIVATION Fee or NO Long-Term Contracts.

Call 605.305.5033 or visit www.hireclick.com to get your account activated in less than one hour! Don’t take our word for it. See what our clients say about HIRECLICK! 

If You Are Struggling With Hiring, Chances Are You Are Missing At Least One Of The “Big 3”

We can’t find any applicants. No one is looking for jobs right now. Unemployment rates are just too low.

Sound familiar? We hear these comments from employers every day. If your hiring strategy needs a boost, we recommend to examine the three most basic elements of any employer’s hiring strategy:

1. Reaching the right audience with the right job advertisements. With HIRECLICK, you have unlimited job slots, unlimited user accounts & unlimited applicant storage. HIRECLICK submits your jobs instantly to ALL the job boards and social media pages that matter. Our trained hiring consultants can advise you how to build job advertisements that attract the best candidates.

2. Improving the application process from ANY device. Successful hiring starts with a streamlined, mobile friendly careers site. In less than one hour, we’ll have your custom careers site built and activated. Jobseekers will easily be able to find and apply to job listings from ANY device.

3. Creating hiring workflows that make your process more efficient. Big companies with big budgets have always had an advantage in hiring…until NOW! Create custom hiring workflows, auto email responses & manage applicants with ease. Control all of your hiring from a single, easy to use dashboard…just like the big companies.

Luckily, HIRECLICK provides a framework to instantly improve all 3 facets of your hiring process.  We work with employers like you every day to optimize their process and improve applicant flow.  Best of all, it has never been easier to get started with HIRECLICK.  We are offering special monthly pricing AND a FREE, 1-Hour activation for new HIRECLICK accounts.  You’ll be up and running with a complete turn-key hiring system for as low as $99/month. If you are hiring, put HIRECLICK to work. Call 605.305.5033 or visit www.hireclick.com to get your account activated in less than 1 hour!

HIRECLICK’s Midwest Job Network Expands into Iowa

Recruiters in the Hawkeye State no longer have to guess which job boards to use to connect with potential job applicants. HIRECLICK, a Sioux Falls-based all-in-one hiring solution, has continued its energetic growth by expanding across the state of Iowa in three key job markets.

CedarRapidsjoblist.com, DesMoinesjoblist.com and IowaCityjoblist.com are now live and ready to serve as a launchpad for new jobs, careers and talent. Combined with HIRECLICK’s already strong presence in Sioux City and the Quad Cities area, Iowa jobseekers will now have access to tens of thousands of the best and latest available jobs across the state. 

Powered by HIRECLICK, the new portals will serve as a central hub and help connect job seekers throughout Iowa with the right career opportunities and information to help navigate their job search or a search for a new professional direction. Using an easy-to-use interface, job seekers can quickly refine a wide variety of job opportunities down to those that meet their criteria.

“HIRECLICK’s Midwest Job Network empowers employers to center their job recruitment strategy around the candidates they’re looking for by combining all channels into one place,” said Scott Petersen, co-founder of HIRECLICK. “Together with recruitment technology best practices to connect jobseekers with companies that are hiring and the reach provided from our other distribution partners, employers are able to pull in a more qualified stream of candidates through their job postings using HIRECLICK’s vast Midwest Job Network.”

By utilizing HIRECLICK’s large stable of job distribution partners, employers and recruiters in Iowa can get their job openings in front of the right targeted audience at the right time. The result is a significantly faster, more efficient and engaging experience for candidates and hiring teams throughout the end-to-end recruitment life cycle. 

And with news reports this week that Iowa employers, like the rest of the U.S., are struggling with a shortage of available employees in industries like construction and hospitality as the economy picks back up, HIRECLICK’s new job boards are available when employers need them the most.  

“We’ve been keeping an eye on the Midwest recruitment industry and have been listening to what our current clients and others have been discussing for some time,” Petersen added. “We’ve heard all of the feedback and are now more than ready to bring our hiring platform to Iowa to help connect job seekers to job vacancies, especially during this time of COVID-19 recovery. 

In recent months, HIRECLICK has also added Monster and LinkedIn Limited Listings to its stable of job distribution partners, giving clients the ability to get their jobs in front of millions of candidates. All with a single click.

“For years, large companies have had the luxury of implementing turn key hiring systems. HIRECLICK aims to provide similar tools to small to mids at a very affordable price point and no long term contracts,” Petersen added. “We specialize in providing an ‘All in One’ hiring tool to Midwestern based companies, and these three Iowa job boards are a natural extension of our existing job network that spans across the upper Midwest.

HIRECLICK is thrilled to now offer a more robust online service to interested applicants in Iowa that is available 24/7 by smartphone, tablet, or computer. 

Not using HIRECLICK? Click here to request a demo and talk with one of our Hiring Solutions specialists about your current recruiting needs. The HIRECLICK Hiring Solutions team has decades of combined experience in providing streamlined technologies that result in the connection of great companies with great people.

Starting at only $99 per month, HIRECLICK is the answer to your hiring challenges. Get started today. No activation fees, no contracts required, unlimited job postings and application storage.  

Don’t take our word for it. See what our clients say about HIRECLICK!

Things to Consider with Your Prospective Employee Experience Strategy

The prospective employee experience has become table stakes for leading an effective recruitment effort. But, many companies struggle with building a candidate experience strategy that works. Solving these employee needs can be challenging and it can be difficult for recruiters to recognize the moments in the employee experience that are the most critical.

When thinking about your company’s employee experience, you must consider each and every moment in an employee’s journey, including the time before they start at your organization and when they begin the application process. 

According to the experts, the recruitment process incorporates three key mechanisms: attraction, selection and appointment. This journey involves several key moments for a prospective employee.

Attraction

We’re not talking about sparks between two people. Attraction refers to how a position is marketed to a potential candidate. This raises questions like:

Is this the type of company I want to work for? Would I be proud to tell others this is the place where I work or wearing company-branded gear to the grocery store? Could I be successful in this role?

A prospective candidate typically studies three primary areas to see if the company will be a good fit for them. First, they look at the company website or careers page for key information, including the employee value proposition of working for the organization. International employer brand strategist Brett Minchington defines an employer value proposition as “a set of associations and offerings provided by an organization in return for the skills, capabilities and experiences an employee brings to the organization,” meaning that the employee value proposition must be unique, relevant and compelling if it is to truly be a key driver of talent attraction, engagement and retention for your company.

Prospective job applicants are also likely to look at the organization’s mission and values and the skills and competencies that are most essential to the role. A friendly reminder: make sure that your company’s mission, vision statement and core values are highly visible on the company website. 

Most prospective candidates are also savvy enough to search for client/employee reviews of your company on Google and Facebook and search for any red flags on websites like LinkedIn or Glassdoor. While you don’t have control over what a former disgruntled employee says in a Google review, or if a media outlet publishes an unfavorable story about your company, you should always be aware of what is being said in case something comes up in an interview with a job applicant. Management and monitoring your online reputation with potential employees is just as important as how you manage your company’s social media channels, perhaps even more critical. 

Other things a prospective applicant will investigate to determine the attractiveness of the position include: salary and benefits, commute to the office, flexibility (do you offer flextime, opportunities to work remote) and other perks that come with working for your company (free gym membership or childcare, bring your dog to work days, catered lunches).

Remember that the salary (or at least a range) and benefits must be clarified during the attraction phase of the recruitment process. You don’t want to hire someone who starts unhappy with their paycheck and leaves three months later, so it’s best to be open and upfront from the start to avoid wasting anyone’s time.

Selection

Selection refers to the entire process of determining the right candidate for the role. This process is primarily concerned with your company interview process but includes crucial moments before, during and after the interview. Questions include:

Did the company set me up for success in the interview, or was I doomed from the start?

The way that a prospective candidate feels about a job opportunity begins in the application process and continues as they make their way to the job interview. The applicant is likely already nervous or anxious about the meeting, and there are several steps you can take to make them feel that you care and want them to be successful.  

Provide precise directions and parking options well before the interview is scheduled to take place. Give the candidate with a list of items they should bring with them (extra resume copies? work portfolio?) and the expected attire: there’s nothing worse than feeling anxious and embarrassed because you’re under-dressed for a job interview.

Also let the applicant know who they will be talking to (potential direct supervisor? CEO?) and how long the interview is expected to take. Be respectful of the applicant’s time to help ensure that the interview isn’t a waste of time for either of you. 

One of the most important moments for a prospective candidate is when they meet their potential manager or teammates because it gives them a sense of whether or not they would enjoy coming to work every day for your company. If you can, involve both the supervisor and team members that the applicant would be working with in the hiring process. Ask team members to craft a few questions or share their work experiences to give the applicant insight into “a day in the life” within the company. If a candidate connects with potential teammates, they will feel comfortable and that they will be a good fit for the job. Knowing they would fit in with team members is one of the most important moments for a prospective candidate.

Do they respect my time and effort in terms of being interested in the role?

This moment all comes down to the follow-up. When all is said and done, be sure that you are clear about when you will contact the candidate after their meeting with you and that you follow through on that promise. With sites like Glassdoor and LinkedIn, it’s easy for candidates to vocalize their dissatisfaction with how they were treated during an interview and discourage others from applying, which affects your reputation as a company. Millennials, who represent three-fourths of active job seekers, are especially quick to share their experiences online and pay particularly close attention to reviews from their peers. When candidates are ghosted, you lose out on possible talent, and your employer brand takes a hit.

Appointment

Appointment refers to the process of making a job offer to the candidate and it being accepted. One of the final questions a candidate will consider is:

Is the company/manager/department/new co-workers excited that I am joining the team?

New employees are encouraged about a new position when their new manager and teammates let them know they are thankful the person accepted the role and excited for the opportunity to work with them. A quick phone call, email, handwritten note or a team Zoom call is all it takes to make a new employee feel welcome. It is one of those moments that goes a long way in solidifying with a candidate that they made a good choice, and they will fit in well with their team.

It’s easy for organizations and human resource professionals to overlook these major moments in the recruitment process because they believe an employee’s journey doesn’t start until they sign the offer letter or show up for their first day. This could be one of the reasons why many companies battle a high turnover rate with people leaving after less than 90 days

By understanding these key moments, you as the organization or manager can ensure the employee’s journey begins on the right foot and make the best possible first impression.

HIRECLICK has been passionate about providing streamlined technologies that result in the connection of great companies with great people for more than a decade.

Not using HIRECLICK? Click here to request a demo and talk with one of our Hiring Solutions specialists about your current recruiting needs. Starting at only $99 per month, HIRECLICK is the answer to your hiring challenges. Get started today. No activation fees, no contracts required, unlimited job postings and application storage.  Don’t take our word for it. See what our clients say about HIRECLICK!

HIRECLICK’s Midwest Job Network Heads North, Expands into Minnesota

Recruiters in the North Star State no longer have to guess which job boards to use to connect with potential job applicants. HIRECLICK, a Sioux Falls-based all-in-one hiring solution, has continued its ambitious growth by expanding into the Minnesota market.


TwinCitiesjoblist.com, Mankatojoblist.com, StCloudjoblist.com, Rochesterjoblist.com and Duluthjoblist.com are now live and includes tens of thousands of the best and latest available jobs in the state of Minnesota. 

Powered by HIRECLICK, the new portals will help connect job seekers throughout Minnesota with the right career opportunities and information to help navigate their job search or a search for a new professional direction. Using an easy-to-use interface, job seekers can quickly refine a wide variety of job opportunities down to those that meet their criteria.


“HIRECLICK’s Midwest Job Network empowers employers to center their job recruitment strategy around the candidates they’re looking for by combining all channels into one place,” said Scott Petersen, co-founder of HIRECLICK. “Together with recruitment technology best practices to connect Minnesotans with companies that are hiring and the reach provided from our other distribution partners, employers are able to pull in a more qualified stream of candidates through their job postings using HIRECLICK’s vast Midwest Job Network.”

The HIRECLICK Midwest Job Network

By utilizing HIRECLICK’s stable of job distribution partners, Minnesota employers can get their job openings in front of the right targeted audience at the right time. The result is a significantly faster, more efficient and engaging experience for candidates and hiring teams throughout the end-to-end recruitment life cycle. 

In recent months, HIRECLICK has also added Monster and LinkedIn Limited Listings to its stable of job distribution partners.

“We’ve been keeping an eye on the Midwest recruitment industry and have been listening to what our current clients and others have been discussing for some time,” Petersen added. “We’ve heard all of the feedback and are now more than ready to bring our hiring platform to Minnesota to help connect job seekers to job vacancies, especially during this time of COVID-19 recovery. 

HIRECLICK is thrilled to now offer a more robust online service to interested applicants in Minnesota that can be available 24/7 by smartphone, tablet, or computer.

“For years, large companies have had the luxury of implementing turn key hiring systems. HIRECLICK aims to provide similar tools to small to mids at a very affordable price point and no long term contracts,” he added. “We specialize in providing an ‘All in One’ hiring tool to Midwestern based companies, and these five new job boards are a natural extension of our existing job network that spans across the upper Midwest.

HIRECLICK has been passionate about providing streamlined technologies that result in the connection of great companies with great people for more than a decade.

Not using HIRECLICK? Click here to request a demo and talk with one of our Hiring Solutions specialists about your current recruiting needs. Starting at only $99 per month, HIRECLICK is the answer to your hiring challenges. Get started today. No activation fees, no contracts required, unlimited job postings and application storage.  

Don’t take our word for it. See what our clients say about HIRECLICK!

Spring Cleaning Tips for HR Professionals

The groundhog might have predicted six more weeks of winter, but spring has finally sprung and it will be summer before you know it. Spring is the perfect time to clean up, get organized, and let some fresh air into your human resources or recruiting department. Over the course of a busy year, policies, processes, and daily routines get “dusty” as regulations change, staff turns over, and technology is updated. If you’re not sure where to start, here is a list of spring cleaning tips to help you straighten up.

1. Policy Check

Are all of your policies and the employee handbook up-to-date and compliant with current federal and state laws? Review procedures and manuals, and update them where it’s necessary. You’ll thank yourself for taking the initiative at the end of the calendar year.

2. Benefits Audit

Conduct an internal benefits audit for your company. Match benefit elections with the benefit carrier and payroll deductions. No matter what time of the year it is, health insurance renewal season always seems to sneak up on human resources professionals, so prepare early.

3. Meet with the Recruitment & Marketing Departments

Talk to your marketing person or department to make sure company profiles are up-to-date with open positions and recruitment social media posts. For example, has marketing created new recruitment social graphics or is recruitment running a specific promotion to garner the interest of more job applicants? Communicate with them to establish a process for keeping HR in the conversation when it comes to organizational branding.

4. Job Description Updates

Ask employees to review their job descriptions in case their daily work tasks have changed over the past year. Have new responsibilities been added? Old tasks fallen off? Take note of anything that needs to be updated. Need help with job descriptions? HIRECLICK has a guide to help you write the perfect job description

5. Internships

If your organization hires interns over the summer months, now is the time to begin your search for the cream of the crop since most college spring semesters end in late April or early March. Schedule a meeting with each department to learn if an intern(s) would be a good fit, decide what interns will be offered (stipend, hourly wage, academic credit) and start recruiting at colleges and technical schools.

6. Vacation Schedules

With summer vacations approaching, time-off requests are going to start rolling in. Be prepared and review your time-off scheduling systems and processes to avoid having an entire department on vacation at the same time.

7. Clean Out Old Files

Companies are required to keep employee files and candidate applications on hand for a certain length of time (typically three years after termination for employee files, one year for applications). While these laws can protect employers in the event of a lawsuit, they can also lead to a backlog of old employee files. Spring is the perfect time to check the dates and purge the system of all the old files.

If you store your files electronically, purging old files can be a simple process that takes just a few clicks. If you haven’t converted your paper files to digital ones, but are considering doing so, going through your files and scrapping the old and unnecessary ones is a great first step to take. Whether the files you are purging are paper or digital, be sure to take security precautions and dispose of the information in appropriate ways.

8. Evaluate HR Compliance

Depending on the location of your company, there are likely some forms, reports, posters and other printed materials that should be managed in a certain way to ensure compliance. For example, posters with detailed information regarding workers’ compensation, child labor laws, and FMLA laws should be posted in conspicuous places to be compliant with Department of Labor laws. Forms and documents required for HIPAA authorizations, COBRA notices, and legal employment should also be well organized and accessible to employees.

9. Rewards & Recognition Check

Double-check the calendar for upcoming spring and summer employee birthdays, work anniversaries and other work-related celebratory events. Schedule any company picnics, off-site employee events, or team-building exercises to keep yourself ahead.

10. I-9s

Review your I-9 forms. If any are expired, either renew or terminate the ones you no longer need. Remember that inaccurate I-9 forms can lead to hefty fines up to $1,000 each.

“As far as HR ‘spring cleaning,’ my advice would be for recruiters to connect with their HR Business Partners to learn about upcoming budget changes to see how staffing will be impacted. Also, they may look into the current job openings and work with management to clean up old requisitions or update current ones. I know that in the corporate world, they track how long it takes a job to be filled so old reqs could have a negative impact on their numbers.”

Denitza Colores, SHRM-CP


Make the effort to “spring clean” your policies and procedures. It will save you time in the long run and improve your human resource department’s effectiveness.

With HIRECLICK’s all in one hiring platform, every client receives an array of anti-ghosting tools that make it easy to keep your applicants informed of their status in your hiring process. Bulk email tools allow you to select targeted recipients, then create and send thoughtful, customized emails to applicants. Starting at only $99 per month, HIRECLICK is the answer to your hiring challenges. Get started today. No activation fees, no contracts required, unlimited job postings and application storage.Don’t take our word for it. See what our clients say about HIRECLICK!

HIRECLICK adds additional firepower to its expanding Midwest Job Network with the launch of RochesterJoblist.com

HIRECLICK has launched a new online resource for job seekers in Rochester, Minnesota. Rochesterjoblist.com is now live and includes thousands of the best and latest available jobs in the Rochester area.

Powered by HIRECLICK, an all-in-one hiring solution based in Sioux Falls, the comprehensive, user-friendly portal will help connect job seekers with the right career opportunities and information to help navigate their job search or a search for a new professional direction. Using an easy-to-use interface with convenient functionality, job seekers can quickly refine a wide variety of job opportunities down to those that meet their criteria.

“This job board leverages our network and is designed to connect employers and job seekers in Rochester and the surrounding areas,” said HIRECLICK co-founder Scott Petersen. “We know that companies can struggle to find good talent, and we are excited to be adding a local recruiting resource in addition to the reach provided from HIRECLICK’s many other job distribution partners.” 


By utilizing rochesterjoblist.com, area employers can get their open jobs in front of the right targeted audience.

“Simply stated, we want to provide a complete hiring solution, including local and national distribution of job listings, for a fraction of the price,” Petersen continued. “Human resource and recruitment professionals have more than enough on their plate, especially during the pandemic, and our goal is to provide them with an easy way to distribute jobs to all the major job sites and receive placement on this new valuable, local resource.”

“For years, large companies have had the luxury of implementing turn key hiring systems. HIRECLICK aims to provide similar tools to small to mids at a very affordable price point and no long term contracts,” he added. “We specialize in providing an ‘All in One’ hiring tool to Midwestern based companies, and rochesterjoblist.com is a natural extension of our existing job network that spans across the upper Midwest.

HIRECLICK is thrilled to now offer a more robust online service to interested applicants in Rochester that can be available 24/7 by smartphone, tablet, or computer.

In recent months, HIRECLICK has also added OmahaJoblist.com, DesMoinesJoblist.com, Monster and LinkedIn Limited Listings to its stable of job distribution partners.

Not using HIRECLICK? Click here to request a demo and talk with one of our Hiring Solutions specialists about your current recruiting needs.  

Don’t take our word for it. See what our clients say about HIRECLICK!

HIRECLICK continues to expand its Midwest Job Network with the launch of DesMoinesJoblist.com

The “Hartford of the West” has just gained a valuable resource for connecting local jobseekers with area job listings.

DesMoinesjoblist.com is now live and includes thousands of the best and latest available jobs in the Des Moines area.

Powered by HIRECLICK, an all-in-one hiring solution based in Sioux Falls, the new portal will help connect job seekers with the right career opportunities and information to help navigate their job search or a search for a new professional direction. Using an easy-to-use interface, job seekers can quickly refine a wide variety of job opportunities down to those that meet their criteria.

“Our new job board leverages our network to connect jobseekers in Des Moines and the surrounding areas looking for work with those companies who are hiring. For area employers, we are happy to be adding a local recruiting resource in addition to the reach provided from our other job distribution partners.” said Scott Petersen, co-founder of HIRECLICK.

By utilizing omahajoblist.com, area employers can get their open jobs in front of the right targeted audience.

“Simply stated, we want to provide a complete hiring solution, including local and national distribution of job listings, for a fraction of the price,” Petersen continued. “Human resource and recruitment professionals have more than enough on their plate, especially during the pandemic, and our goal is to provide them with an easy way to distribute jobs to all the major job sites and receive placement on this new valuable, local resource.”

“For years, large companies have had the luxury of implementing turn key hiring systems. HIRECLICK aims to provide similar tools to small to mids at a very affordable price point and no long term contracts,” he added. “We specialize in providing an ‘All in One’ hiring tool to Midwestern based companies, and desmoinesjoblist.com is a natural extension of our existing job network that spans across the upper Midwest.

HIRECLICK is thrilled to now offer a more robust online service to interested applicants in Omaha that can be available 24/7 by smartphone, tablet, or computer.

In recent months, HIRECLICK has also added OmahaJoblist.comMonster and LinkedIn Limited Listings to its stable of job distribution partners.

Not using HIRECLICK? Click here to request a demo and talk with one of our Hiring Solutions specialists about your current recruiting needs.  

Don’t take our word for it. See what our clients say about HIRECLICK!

Ghosts are scary (especially to your employer brand)

Ghosting Part 1 – the Disappearing Application Pipeline

The Urban Dictionary defines ghosting as “when a person cuts off all communication with their friends or the person they’re dating, with zero warning or notice beforehand.” The practice of ghosting has also made it into the talent acquisition world, where recruiters are the ones guilty of radio silence without explanation, leaving applicants in the dark, never to know what could have turned the relationship sour.

Recruiter ghosting isn’t necessarily something new, but we finally have a name for it. And it needs to stop for the benefit of both parties.

Almost every candidate who’s tried to find a job in today’s fast-paced market has been ghosted by a recruiter along the way. Whether the recruiter said they would call but didn’t or the candidate was ghosted after the interview, these are detrimental to your employer brand. On the employer’s side, nearly every recruiter has been too busy with other tasks to dedicate time to engage every unsuitable candidate and explain why they weren’t a match for the company.

HIRECLICK took a rather unscientific poll (posed the question on Facebook, have you ever been ghosted by a recruiter after applying for a job) and it seems that nearly everyone has been ghosted after clicking ‘send’ on a job application.

“I’ve been ghosted *after interviewing.* More than once! Blessing in disguise is how I see it, because obviously they suck.” – Alex

“Yes, I’ve been ghosted several times after interviewing for a job, even after I followed up. I’ve also been ghosted after applying so much more often. Don’t even receive so much as a generic ‘thanks but no thanks’ email.” – Casey

“I’ve had this happen a lot of times over the last few years and it absolutely causes me to lose all respect for these institutions.” – John

“A no reply following an interview always changed my perspective of their culture and employee valuation.” – Deanna

“Yes. To me, it’s not professional, feels lazy and makes me feel that they don’t handle difficult conversations well. This translates to a work environment I wouldn’t want to be in. Especially as it relates to performance levels once inside the company.” – Kesha

Job seekers begin to form an opinion about a company, as an employer AND as a business, the very moment they begin the application process—and that opinion is difficult to change.

According to a 2018 report by the Human Capital Institute:

60 percent of job seekers report a negative candidate experience with the employers they engage.

72 percent of job seekers report sharing their negative candidate experiences online.

55 percent of job seekers report avoiding certain companies after reading negative online reviews.

Think about how quickly a single negative candidate experience could create a snowball effect, like if someone had a bad dining experience. To illustrate the point, imagine walking into an Italian restaurant and the following takes place: you must wait despite having made a reservation, the appetizer was cold, the server was rude when you asked for extra parmesan cheese and you found a Band-Aid in the chicken alfredo. Disgusted, you write a scathing review on Yelp and share it on social media channels to encourage others not to dine at that restaurant.

It’s the same for job candidates who suffer an overall negative hiring experience. With sites like Glassdoor and LinkedIn, it’s easy for candidates to vocalize their dissatisfaction with how they were treated and discourage others from applying, which affects your reputation as a company. Millennials, who represent three-fourths of active job seekers, are especially quick to share their experiences online and pay particularly close attention to reviews from their peers. When candidates are ghosted, you lose out on possible talent, and your employer brand takes a hit.

While the typical candidate spends about 3-4 hours preparing and submitting one job application, the typical employer spends less than 15 minutes reviewing that application.

You know that creating a positive recruitment experience is crucial, but how exactly can you get there? What should you do to ensure your company’s hiring process stays out of the spotlight for all the wrong reasons? Though they may seem obvious, let’s start with a quote from—what else, Ghostbusters.

Peter Venkman: “Spengler, are you serious about actually catching a ghost?”
Egon Spengler: “I’m always serious.”

And so are we. Let’s catch some ghosts.

Follow up after an interview

Communication is important in any setting and it’s crucial to create a good interview experience. But it’s rare for most candidates even to receive an automated rejection email. 65% of job seekers say they never or rarely receive a rejection notice from employers.

If you’re able to create a personalized interaction for every candidate, it’s sure to help you stand out. If you want to go the extra step, try to give your candidate feedback. Many candidates appreciate knowing how they can improve in future job applications. This also encourages candidates to reapply again in the future.

Recruiters also need to be clear about the interview process so that candidates are aware of what to expect. Companies need to set clear interview processes and communicate effectively in order to create a better interview experience.

Respect is a two-way street

According to CareerArc:

Nearly 60% of candidates spend at least one hour on research and preparation before they even start the online submission process.

70% of employers believe candidates spend one hour or less in researching, preparing for, and submitting their job application.

Candidates take the time to refine their resume, sift through several job postings and complete the application process. If they already have a job, they often need to take PTO or vacation time to interview for a new position. Companies often expect candidates to arrive early, be extra prepared and be mindful of time. But they should do the same thing for candidates: if they are taking time off from their jobs, and showing genuine interest in your company by applying, the least you can do is be respectful of their time and follow up afterward.

Employers often have expectations out of candidates, but it’s important that they show the same respect. When companies create a positive interview experience, they leave a good impression on candidates who may consider applying again in the future and encourage friends and family to keep the company on their radar.

When all is said and done, be sure that you are clear about when you will contact the candidate after their meeting with you and that you follow through on that promise. And if you need to “close” the candidate, i.e., you determined they weren’t a right fit, be clear about it. Assign someone to contact that candidate to close the door, share feedback if you have it, and wish them well in their ongoing search.

Eliminating the “ghosts” and managing candidates with care tells the world what it’s like to work for your company. And as job applicants take to social media to share their positive experiences, their engagement with you as a potential employer will boost your employment brand and help you to attract and keep the best talent.

With HIRECLICK’s all in one hiring platform, every client receives an array of anti-ghosting tools that make it easy to keep your applicants informed of their status in your hiring process. Bulk email tools allow you to select targeted recipients, then create and send thoughtful, customized emails to applicants. Starting at only $99 per month, HIRECLICK is the answer to your hiring challenges.

Get started today. No activation fees, no contracts required, unlimited job postings and application storage.

HIRECLICK adds additional firepower to its expanding Midwest Job Network with the launch of OmahaJoblist.com

The “Gateway to the West” has just gained a valuable resource for connecting local jobseekers with area job listings. Omahajoblist.com is now live and includes thousands of the best and latest available jobs in the Omaha area.

Powered by HIRECLICK, an all-in-one hiring solution based in Sioux Falls, the new portal will help connect job seekers with the right career opportunities and information to help navigate their job search or a search for a new professional direction. Using an easy-to-use interface, job seekers can quickly refine a wide variety of job opportunities down to those that meet their criteria.

“Our new job board leverages our network to connect jobseekers in Omaha and the surrounding areas looking for work with those companies who are hiring. For area employers, we are happy to be adding a local recruiting resource in addition to the reach provided from our other job distribution partners.” said Scott Petersen, co-founder of HIRECLICK.

By utilizing omahajoblist.com, area employers can get their open jobs in front of the right targeted audience.

“Simply stated, we want to provide a complete hiring solution, including local and national distribution of job listings, for a fraction of the price,” Petersen continued. “Human resource and recruitment professionals have more than enough on their plate, especially during the pandemic, and our goal is to provide them with an easy way to distribute jobs to all the major job sites and receive placement on this new valuable, local resource.”

“For years, large companies have had the luxury of implementing turn key hiring systems. HIRECLICK aims to provide similar tools to small to mids at a very affordable price point and no long term contracts,” he added. “We specialize in providing an ‘All in One’ hiring tool to Midwestern based companies, and omahajoblist.com is a natural extension of our existing job network that spans across the upper Midwest.

HIRECLICK is thrilled to now offer a more robust online service to interested applicants in Omaha that can be available 24/7 by smartphone, tablet, or computer.

In recent months, HIRECLICK has also added Monster and LinkedIn Limited Listings to its stable of job distribution partners.

Not using HIRECLICK? Click here to request a demo and talk with one of our Hiring Solutions specialists about your current recruiting needs.  

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