Are Candidates Ghosting You? Here’s How to Keep Them Involved
In 2018, a few interesting trends are leaving their mark on the job market. For example, unemployment numbers are low, and managers appear to be hiring. But at the same time, many of the “jobs” on offer are not full-time jobs that pay a competitive market wage. These roles are often part-time or contingency positions, which is great news for candidates and employers who seek flexible, easy-come-easy-go relationships. But it’s not so great for managers who need reliable, dedicated candidates who show up on time…or at all.
“Ghosting”, the act of simply exiting the relationship with no warning and no notice, appears to be on the rise. Candidates in 2018 are more likely to walk out of interviews, not show up, or accept job offers and then fail to appear on the scheduled start date. To managers, this behavior can seem rude and odd. But to candidates, it may simply be a natural side-effect of weakening commitments between employee and employer. Regardless of the reasons, the trend is on the rise. Here’s how to keep it from happening to you.
Keep candidates close.
If you review resume and decide to schedule an interview, do it quickly. If you like the interview, let the candidate know. If you need two weeks to make a decision, keep the candidate informed. If two weeks become three, send the candidate a message. Keep them in the loop, and if you experience a delay, explain and provide updates.
Treat others as you’d like to be treated.
Don’t want to be ghosted? Don’t ghost your candidates. Respond to all resume submissions with a form letter at a minimum. Thank every candidate who attends an interview. And always provide closure and a yes-or-no answer after you make your decision. Don’t just disappear. Your reputation on this point will precede you.
Respect the position.
If you want your candidates to take the position and the offer seriously, demonstrate the same attitude. If you don’t seem to care about this job and you plan to offer a low salary, no benefits, and very little in return for this person’s labor, don’t expect reverence on the candidate’s part. If they feel like showing up, they will. If not, who cares? Respect yourself, your company, your time, and the candidates who respect you enough to apply.
Don’t drop the façade once the papers are signed.
Too often, hiring managers radiate warmth and smiles until the offer is accepted. Then they treat their new employees like cattle. Don’t do this. Under at-will agreements, employees aren’t obligated to stay on board a single minute longer than they choose. If your relationship sours after one week, expect the candidate to be gone by week two. Again: In order to get respect, give respect first.
Work with a top staffing agency in Scottsdale
For more on how to attract and retain talented team members, contact the team at the ACCENT Hiring Group.
Arizona’s Economy is Growing: How Big Is the Growth Since 2007?
While Arizona’s economy lags behind the rest of the nation in some respects, including a higher unemployment rate, and wage growth still stagnates at about $48,621 statewide per year, many economic indicators suggest that Arizona lies in a very healthy position for future growth.
According to Arizona’s Joint Legislative Budget Committee, government revenue reached 10.1 billion this year, just over the prior record of 9.6 billion in 2007, immediately before the recession. This indicates that over the past 11 years, Arizona has officially climbed back from the global economic downturn.
So, what does this mean for job opportunities in the state? Plenty! Hiring is on the rise across the state in both the public and private sectors, and signs indicate that healthy wage growth may soon follow. Hiring managers are taking on new staff in almost all industry sectors, from agriculture to infrastructure development, and job opportunities are available and growing.
Are you looking for work or expecting to hire during the coming year? Here are a few things to keep in mind.
Contingency staffing is a winning bet for both parties.
Staffing on a part-time or temporary basis can help employers grow their businesses while keeping costs low. And flexible schedules allow employees to stay in control of their time as they search for full-time work and lifestyles that protect work-life balance. Do you need employees to handle short-term projects or one-time rollouts? Consider taking on staff members who can be reassigned once your project comes to an end. If you’re an employee looking for new opportunities, contact a staffing agency that can keep you connected and busy.
Staffing agencies manage talented, skilled employees in every field.
Are you looking for web developers, coders, cybersecurity pros, trained instructors, marketing managers, leaders, engineers or creative experts? If you’re having trouble finding the skills you need, a professional staffing team can help. Our talented pros can handle skilled tasks at every level of training and experience. In an earlier era, contingency staffing suggested low to middle-skill talent only, but that’s no longer the case.
We have a wide reach and a strong network.
Are you looking for a full-time, part-time, or flexible job in a field that supports your career goals? Talk to our team! You can always sift through job posts on your own, but when you add the power of a staffing agency, you travel farther and reach your goals faster. We can connect you with the employers you’re looking for.
We do the heavy lifting so you don’t have to.
Are you ready to find the right talent to help take advantage of the Arizona economic growth? Contact the ACCENT Hiring Group and we can help you find and maintain the talented employees you need.
Elevating Digital Capabilities Can Improve Company Retention
Here’s a study we found interesting, but not at all surprising: https://www.randstadusa.com/about/news/a-companys-reputation-as-a-digital-leader-greatly-impacts-their-ability-to-attract-and-retain-talent-randstad-us-study-finds/. According to the results of this Workplace 2025 survey conducted by Randstad, only 10 percent of enterprises are considered “digitally superior” by employees, potential employees, and C-suite executives. This means that only one company in 10 can truly impress these study subjects with fully implemented modern technological platforms, including appropriate forms of automation, AI, and workplace collaboration tools. This 10 percent figure also includes companies that invest in strategies that train workers to be digitally savvy.
Why does this matter? Because the companies in this narrow category reap significant benefits in terms of reputation, and employees feel greater confidence in their present and future success. Survey respondents perceived these companies as far more likely to achieve business goals, build revenue, save cost and see returns on their investments.
And if current workers and future applicants express confidence in a company’s digital infrastructure, they’re more likely to respond with the following behaviors:
They compete for jobs with the company.
If your company falls into this exclusive ten percent, candidates will want to choose you simply because…you’re you. Just having the name of your company on a resume will feel like an accomplishment, and most candidates will expect their tenure with you to be a positive experience. This means you’ll attract more candidates and sift through more and better resumes for each open position. It also means candidates will see your name as an employment perk, which can provide leverage during salary negotiations.
When they come on board, they stay.
Digital frustrations often push employees toward the door. Especially when these frustrations prevent them from being able to achieve success with their tasks and may potentially stall the growth of their careers. Good carpenters don’t blame their tools, but if their tools are truly faulty and limiting, good carpenters leave the company in search of work elsewhere. Give your teams the platforms they need to excel at their work.
They engage more fluidly with each other.
Excellent digital platforms ease and enhance communication, which in turn can ease and enhance teamwork and relationships. Employees work harder and stay longer if their teams and coworkers feel like family, and technology helps to make this happen.
They can focus more on innovation and less on day-to-day survival.
When the company provides weak scheduling technology, employees spend too much time troubleshooting the system and finding workarounds as they struggle to plan meetings. With seamless, effortless scheduling technology, they can focus on the content of those meetings. Upgrade your systems before they desperately need it, and your teams won’t waste a moment of mental energy on the wrong kinds of problems.
Find Talent in Scottsdale Today!
For more on how to keep your workplace buzzing and your valuable employees on board, contact the experts at the ACCENT Hiring Group.
Automated Interview Scheduling: Why it Saves Time and Helps You Hire Faster
Imagine yourself in the position of a job-seeking candidate. You’ve been submitting resumes and cover letters for days or weeks, scouring the landscape for job posts, and looking for ways to impress employers and align your skills with their needs. When a prospective employer calls to offer you an interview, regardless of how you feel about the job, how will you answer?
Chances are, you’ll accept the interview. And the odds are high that you won’t excessively about the time and date; you’d like to move forward, you’re already in flexible, job search mode, and when it comes to small details like this, you’re happy to be accommodating. Your answer will probably be, “Just choose a time; I’ll work around you.”
So as an employer, anticipating this response can save time, hassle, and extended communication for both of you. Automate your scheduling software and you’ll be doing yourself— and the candidate—a favor. Here’s how:
Automatic calendar review
Your scheduling software can scan your calendar and choose a time when you’re available. And as it sends an invite to the candidate, her own calendar can scan and let her know if she has a conflict in place. If she’s okay with the day, she can send a response that will automatically insert into your own schedule and close out that appointment time.
If something more important comes up—for you or for the candidate—your automated calendar can make the adjustment easily. Simply resend her a new invitation and move quickly through the process again. The old appointment will automatically disappear from your calendar and hers.
Your automated calendar feature can integrate smoothly with your candidate database or applicant tracking system. This means that your notes and the content you draw from the interview session can be connected to the date and time of the meeting. You’ll never have to scramble through your notes and resumes and piece together who you met with on which day. And your team members can share all the information you collected about—and during—your appointment.
Find the right employees for your team in Scottsdale
Do you need help with finding the right candidates? Looking for a recruiter in Scottsdale to handle the interview scheduling? Contact the team at the ACCENT Hiring Group today to get started!
Lack: The Reason Your Employees are Quitting
Far too often, your star employees — the small percentage of your employees who complete the highest percentage of the work — are handing in their resignation notices without warning. You rely on these team members to inspire others, pick up the loose ends, come up with the best ideas, and hold the workplace together. But for some reason, you struggle to hold onto them. What’s going on? How can you change your culture, procedures, or leadership style so you can stop losing your most valuable assets?
Chances are, your problem can be summarized in one word: lack. It’s not what you’re doing; it’s what you AREN’T doing that’s pushing your teams out the door.
Lack of flexibility
Your employees may be workers and assets, but they’re also human beings. And as human beings, sometimes they need to take to take time off beyond their available PTO days. Sometimes they need to work remotely. Sometimes they need a break or a word of encouragement. Sometimes they need additional training or performance improvement plans, not threats of termination. If you can’t build flexibility into your workplace, hire robots. Otherwise, your employees will leave as soon as the opportunity arises.
Lack of trust
Again, you hired people to run your business, not machines. And you hired them because their educations, knowledge, and skills allow them to make smart decisions. So if you don’t trust them to make decisions, use their judgment, or work without hovering supervision, you’re just wasting your own money. You’re also making your teams feel alienated and undervalued. A little bit of trust goes a long way. Step back and let them apply their hard-earned skills and experience.
Lack of promotion chances
If your best employees can’t leverage their hard work and dedication into promotions and growth opportunities, they’ll probably seek these opportunities elsewhere as soon as they’re ready. If you’re a small company with limited positions, but you want to hold onto an ambitious employee, consider giving the employee a change in title and salary without removing her from her current role. For example, if she’s a “manager” in charge of your only other five employees, promote her to “senior manager” and increase her salary, even if her actual place in the company system doesn’t change.
Lack of leadership
Employees who feel abandoned, manipulated, mislead, unsupported, or exploited by their leadership will likely have an eye on the door as soon as their patience expires. If you sense that your teams don’t trust their managers and leaders, make some institutional changes or provide leadership training before they decide to go.
Find the right employees for your team in Scottsdale
For more on how to regain a lost sense of trust, flexibility, and autonomy in your workplace, contact the top recruiters in Scottsdale at the ACCENT Hiring Group.