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How to get better candidates faster. To improve your hiring process and get better, faster results, ask each applicant how they found out about the position. It sounds basic but it’s oh so powerful! As a business owner, how many times have you stopped doing something that was working because you simply got busy and forgot about it? And you knew that if you kept doing stuff that was working to get you results, you'd keep getting more and better results right? So, find out how candidates are finding you and focus more time, money and effort on that recruiting channel. WARNING: sometimes you have to dig deep on this one. Most candidates will be lazy and say something like “Indeed”. When in reality it was a friend who told them about the job and they went to Indeed to apply. Or they saw the job on Facebook and then went to Indeed to apply. Let’s take the two examples from above. What would happen if you took the candidate at their word and started shoveling $5k - $6k per month into Indeed? You’d end up with very few decent candidates and a very expensive lesson. Bottom line… …find out what's working... ...and do more of that. Then set up SOP’s and accountability systems to make sure you and your team don’t forget. I know this process works because this is exactly how I built Technician Find over the last 6 years. This process will work for you too. #Jobs #Staffing #Employment #StaffingAgency #Repair #Auto #Hiring #Automotive #Mechanic #Technician #TechnicianFind #AutoRepair #AutoRepairShop

How to get better candidates faster. To improve your hiring process and get better, faster results, ask each applicant how they found out about the position. It sounds basic but it’s oh so powerful! As a business owner, how many times have you stopped doing something that was working because you simply got busy and forgot about it? And you knew that if you kept doing stuff that was working to get you results, you'd keep getting more and better results right? So, find out how candidates are finding you and focus more time, money and effort on that recruiting channel. WARNING: sometimes you have to dig deep on this one. Most candidates will be lazy and say something like “Indeed”. When in reality it was a friend who told them about the job and they went to Indeed to apply. Or they saw the job on Facebook and then went to Indeed to apply. Let’s take the two examples from above. What would happen if you took the candidate at their word and started shoveling $5k - $6k per month into Indeed? You’d end up with very few decent candidates and a very expensive lesson. Bottom line… …find out what's working... ...and do more of that. Then set up SOP’s and accountability systems to make sure you and your team don’t forget. I know this process works because this is exactly how I built Technician Find over the last 6 years. This process will work for you too. #Jobs #Staffing #Employment #StaffingAgency #Repair #Auto #Hiring #Automotive #Mechanic #Technician #TechnicianFind #AutoRepair #AutoRepairShop

In 2004, when Executive Recruiting found me, I wasn’t given anything other than time. I was given 3 months to EARN my permanent, commission-only phone and desk. We were taught that a “3-Star” approach would almost certainly guarantee a placement. What this meant was that for every role we had to set up 3 Hiring Manager Interviews which took between 6-9 Recruiter Interviews to achieve. The math was simple but the job was arduous, time-consuming, and frustrating…but I fell in love with the industry. The roles, tools, and processes may have changed but the "3-Star" approach is still fundamentally successful despite the level of role. Today, the battle for Manufacturing Talent is more difficult than it’s ever been. Organizational Leadership is choking on the cost of attrition because today’s Machine Operator or Elector-Mechanical Technician has 2.3 jobs that will pay another $2-$3 per hour. At PeopleLift, our candidate “distillation” process yields high-quality candidates through that executive "3-Star" approach. #HappyHunting #ManufacturingTalent #RecruitmentStrategies #RecruitmentInsights #ManufacturingTalent

Opportunity

You don’t use recruiters because they can do something you can’t, you use them because they can do it quicker than you can. With enough time and resources you can probably fill that vacancy. It’s not rocket science. But the time you spend you spend doing it is highly likely to cost you more. In terms of hours spent, projects/business lost and strain on the existing team. Now this doesn’t go for all roles, certain roles you 100% are better of doing internally, as they don’t take up much time and wouldn’t be critical hires. Think of it like this. If my car tyres run out of air, I’m not going to go to a mechanic because I can easily fill it up myself. But if I need an engine rebuild, I can probably spend weeks and months trying to learn how it works, getting the parts, ordering the tools, trying and failing till I eventually get it. Or…. I can take it to a mechanic who can get my car back up and running within a matter of days. Just food for thought. #recruiters #recruiting #hiring #recruitment #time