Gaining insight and perspective from a conference speaker is something all attendees hope for and at Staffing World 2017, Stacy Zapar of Tenfold, a recruiting consulting and training company, didn’t disappoint. She proved why she has been named as one of the best social human resources experts by The Huffington Post.
Zapar gave some excellent tips that staffing firms can use to improve their response rate to job ads and improve their brand reputation.
Be Human in your Social Media
If you are trying to reach out to passive candidates, use conversational language that is short, sweet, and engaging. Zapar mentioned in her presentation that her response rate is 85% simply by making the outreach not sound automated and distant. When it comes to social media, the more direct the better: long job descriptions need not apply. Actually, with long job descriptions on social media, don’t plan on many applying!
Have Ads that Answer the “WIIFM” Question for the Applicant
Everyone wants qualified candidates to apply. And skills and requirements are certainly important, but Zapar believes that an ad should be more about what a company can offer to the employee and how the job can advance that applicant’s career. Ads that use “if…, then” statements generally get a stronger response rate. For example, “If you are interested in helping people change their lives by helping them find their future career, then becoming a placement specialist with SmithStaffing.com is the perfect job for you!”
Provide Value to your Applicants
Build trust and relationships with candidates. Even if candidates are not likely to get a job that you are staffing, still find the time to provide them feedback on their resume, LinkedIn profile, etc.
“We aren’t selling cars, here,” said Zapar. “These are actual people’s lives we are affecting – and their families’ lives…I take that responsibility very seriously.”
By honing these relationships, it’s not just the right thing to do but also makes excellent business sense. For example, you are further developing the candidate and they could ultimately be perfect for a future position that you are staffing. It also can help with future referrals and improve your company’s brand reputation.
“I’m a big believer in the pay-it-forward, give-first attitude,” Zapar said. “I really believe whatever you put out to the world will come back to you tenfold. That’s one of the reasons I named my company Tenfold.”
Recruit Where Your Candidates Are
Are you in search of an interior designer? Instead of exclusively using job boards, consider perusing Houzz.com, which is a website and online community about architecture, interior design and decorating, landscape design and home improvement. In other words, “think outside the box.” Visit online resources that cater to the community where a good candidate for a specific position is likely to belong.
Be Intuitive With Email Addresses
Most email addresses follow a pattern that matches their company website. If you are trying to reach John Smith at SmithStaffing.com and you know the email address for a different contact such as Jane Doe (email@example.com), you can likely surmise that firstname.lastname@example.org will be a valid email address for John. This will allow you to outreach to most people in an organization.
Zapar’s ideas are relevant and useful. And yet another reason why attending a national or state conference or symposium is a great investment of time and treasure.