Innovative Hiring Strategies for Remote Recruiting

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MP: Good afternoon, everyone, and thank you for joining us today for an MP webinar on innovative hiring strategies for recruiting.

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MP: i’m amy women, the head of marketing here at NP and for those of you joining us on a webinar for the first time.

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MP: MP, is a full service human capital management company offering a complete suite of products and services to support employers, the entire employee lifecycle including recruiting hr.

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MP: payroll benefits administration time and attendance and compliance assistance.

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MP: We support our clients with cutting edge technical solutions, as well as proactive reliable service and deep HR and payroll expertise at MP, we are wired for HR and help our clients succeed by aligning their people strategy with their business goals.

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MP: I am thrilled to introduce your presenters for today to have MPs top recruiting experts Maureen harrington and Tracy wescott.

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MP: Maureen harrington is a lead talent acquisition recruiter with MP her areas of expertise include sales retail and finance.

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MP: Maureen has been a recruiter for pj’s wholesale club and middlesex savings bank.

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MP: Prior to working in human resources, marine spent 12 years as a development consultant to local and national.

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MP: nonprofit organizations, she holds a master’s degree from northeastern university and a BA from the State University of New York new POPs she’s a member of neurons North northeast human resource association.

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MP: Tracy is the talent solutions manager for our PO recruitment process outsourcing here at MP.

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MP: she’s been in the talent acquisition field for nearly two decades and acted as a talent acquisition lead at public partnerships for nine years she holds a bachelor’s degree from St michael’s college in Vermont and has received her phr professional human resources license from HR ci.

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MP: And, just a quick disclaimer before we get started today.

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MP: Well, we hope you learned a lot this training is intended for educational and informational informational purposes only, and it should not be construed as legal advice.

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MP: And just quickly before we get started, we will be sending out a recording as well as the slide deck later today, and if you have a question during the program please use the Q amp a feature at the bottom of the screen and with that I will hand the MIC off to Tracy.

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Tracy Westcott: awesome Thank you so much amy I appreciate that and so today Maureen and I are going to talk about recruiting in this new and ever changing recruiting market.

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Tracy Westcott: Primarily, focusing on different ways to attract remote talent, right now, so to start we’ll start talking about some best practices.

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Tracy Westcott: To ensure remote recruiting success will talk about creating a positive candidate and employer experience throughout the hiring process.

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Tracy Westcott: we’ll talk about how to optimize your tech stack in a remote environment and then also different ways that you can promote company culture in a remote environment.

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Tracy Westcott: So just to kick it off, I want to talk a little bit about hire and retain me if you can go back to that last slide.

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Tracy Westcott: So, to get started, I want to talk about just some different shifts within talent acquisition in hr.

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Tracy Westcott: In general, so the first thing as a recruiter or hiring manager or any HR professional really in something that we need to think about.

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Tracy Westcott: Is understanding the need for a shift in that traditional mentality of hire and retain and make that shift to attract and provide.

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Tracy Westcott: So, from a recruiting perspective, you know thinking about what you’re doing from a marketing and recruiting.

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Tracy Westcott: perspective to really attract candidates and to really stand out in the marketplace to attract the right types of candidates that you, you know, want to bring in.

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Tracy Westcott: to your organization and from the provider perspective that’s really where you know the HR piece comes in, in that you know.

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Tracy Westcott: HR is there to provide them, you know with the resources and with that you know we’ve really kind of reinvented the the traditional function of.

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Tracy Westcott: of human resources and change more of you know, the people approach or people teams and this shift, as I said, is really.

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Tracy Westcott: kind of happened, you know with the idea of focusing on talent and your people on an HR is kind of moving away from you know that.

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Tracy Westcott: You know primary focus of being you know, mostly compliance and you know decreasing liability and really you know, focusing on you know the people aspect of it.

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Tracy Westcott: And so, however, the idea of people teams, you know, is really to maximize the value of the people in the employees who work there, by providing them with those resources to be successful.

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Tracy Westcott: and obviously with that you know being so successful it ultimately you know drives up revenue and becoming an employer of choice, and you know so from a candidate perspective.

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Tracy Westcott: It really attracts you know candidates to want to work for you and, if you look at some of the top employers, you know with tenured employees and happy employees.

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Tracy Westcott: You know they are more successful because they’re given the tools and the support and the opportunity to be successful, there.

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Tracy Westcott: And then, as it relates to recruiting I think the power as we many people know in recruiting or if you’re trying to hire right now at all.

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Tracy Westcott: You know the power has really shifted from the company to the candidates candidates have more power over their career and where they want to go right now, so they really have the ability to be selected so we’ll talk about some of those ways to really stand out.

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Tracy Westcott: And then it’s really just about again getting involved, you know in in the development of new teams to from a recruiting perspective it’s become much more.

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Tracy Westcott: evident that you know recruiting needs to get involved or should be involved a lot sooner, as opposed to being more reactive.

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Tracy Westcott: You know, in their hiring approach so throughout the webinar we’ll go over you know some of the different details about you know how companies in recruiting and HR you really focus.

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Tracy Westcott: On their current processes to be able to attract the best candidates in this very competitive primarily remote market so as we all know, the first impression is recruiting.

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Tracy Westcott: You know so it’s really important to really focus on, you know what you’re doing to really attract candidates from a recruiting perspective, you can go to the next slide.

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Tracy Westcott: So in this section, we will talk about some of the best practices to ensure remote recruiting success, so the kind of questions that.

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Tracy Westcott: You know that I asked clients and that you know I you know we talked about internally to is you know, do you have a plan in place to attract candidates, you know what are you offering them to provide for them, you know how are you communicating to stay engaged.

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Tracy Westcott: So do you have a plan in place to attract So the first piece, you know is that I want to talk about is remote hybrid or office based positions.

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Tracy Westcott: And, and this can be really tricky and I think that you know now more than ever, you know, there really can’t be any blurred lines.

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Tracy Westcott: And it’s important to really create defined policies and guidelines around those expectations, you know the work from anywhere mentality isn’t always the case if it’s remote.

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Tracy Westcott: As we know, there are compliance implications as it relates to where the employee is working, you know, depending on what state they’re working in there’s different tax.

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Tracy Westcott: compliance is that need to be taken into effect so it’s really important to make sure that those guidelines.

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Tracy Westcott: and expectations are clear for hybrid if they’re you know expected to be on the office certain days a week, really just.

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Tracy Westcott: Having a clear defined guideline, you know around what that looks like so that you know your employees can be successful.

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Tracy Westcott: And then for employer branding and you know what does your web presence look like from a recruiting perspective, you know, ensuring that your last door your website and D linkedin career builder.

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Tracy Westcott: All of those job boards are consistent and matching to your branding if you don’t have that maybe you’re a smaller company and you don’t have a full.

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Tracy Westcott: You know HR recruiting department, I mean you can assign somebody to focus on, you know curating the that employer brand.

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Tracy Westcott: You know, building content on there to showcase your company culture highlight the benefits, how you embrace diversity, how you serve the Community Those are all things that candidates are looking for.

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Tracy Westcott: And it is you know it’s, the first thing that they’re doing when they’re you know doing their due diligence when they’re looking at you, as a company and whether or not they want to work for you.

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Tracy Westcott: And then the other thing with reviews and with you know, for example, you know glass door, and you know what are you doing you know when you receive a bad review.

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Tracy Westcott: I think that you know if you are receiving a bad review.

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Tracy Westcott: You know, are you responding to it in a tone that isn’t defensive and thanks to review or for their feedback.

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Tracy Westcott: Let the candidates know or the previous employees that their voices heard it says a lot about your culture and people are looking at that.

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Tracy Westcott: they’re looking at that, when they are looking at you know whether or not they want to be considered, you know at your company.

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Tracy Westcott: um and then also how are your employees supporting each other online right congratulating promotions or other successes, you know publicly is really great to build your brand and your employer brand online.

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Tracy Westcott: And then, lastly, really, the diminishing quality of direct applicants, I mean that’s really the number one you know thing when I talk to clients right now.

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Tracy Westcott: You know the posting post mentality is really a thing of the past, but there are things that employers can do to really increase their candidate pool.

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Tracy Westcott: You know, for example, a job description research has shown that job descriptions with too many requirements.

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Tracy Westcott: And nice to have can actually turn people away rather than focusing on what is expected to be accomplished in that role.

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Tracy Westcott: So you know, this can be this can really encourage and attract more people with non traditional experiences to apply to your positions.

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Tracy Westcott: And then, with that you know as you’re you know getting these different skill sets it might be applying for positions.

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Tracy Westcott: That are a little outside their you know their skills you’re still building that pipeline within your applicant tracking system, and they have they have expressed interest within your company.

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Tracy Westcott: So it really just helps you more long term to to really build that you know pipeline so.

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Tracy Westcott: i’m Actually, I want to bring more mean a little bit in here cuz I know Maria you talk, you know.

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Tracy Westcott: With our clients on a day to day basis, so I mean what are some of the ways that you’ve seen some of you know, our clients, or you know just in general people shift their focus and becoming a little bit more flexible with their job descriptions, as it relates to this specific requirements.

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Maureen Harrington: yeah thanks Tracy we definitely have seeing a shift in in with our clients that that are starting to start thinking about asking different questions and incorporating different aspects in the job descriptions.

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Maureen Harrington: One of the questions I see asked a lot is you know are answered in a job description is what will you do and it talks a little bit gets to your point earlier.

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Maureen Harrington: About talking about the job and what it is that we’re looking to accomplish.

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Maureen Harrington: And and clearly a candidate can check off that list and say okay oh i’ve done that, before i’ve done this before i’ve done that, before.

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Maureen Harrington: And that’s really a really great way to showcase and talk about the job versus, as you mentioned that the requirements and really looking at traditional or non traditional candidates and.

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Maureen Harrington: kind of reducing those requirements, if you will think about that, when you’re doing your job descriptions of do you need a list of.

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Maureen Harrington: Five to 10 requirements or can you just a few the other piece, I see often is preferred requirements right it’s the other than nice to have so it’s not that you have to have experience in.

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Maureen Harrington: You know CRM software it’s a preferred.

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Maureen Harrington: requirement, so you know again listing that as a preference, but not, not a deal breaker.

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Maureen Harrington: Sometimes can help separate that out so being able to list those a little bit differently in keeping like like Tracy shared.

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Maureen Harrington: Those down to a minimum right, you should never have more than three or five at most.

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Maureen Harrington: For a candidate to check off and the other thing I recently learned in in chatting with people online to and through my networks.

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Maureen Harrington: is something that not everybody knows, but it probably can resonate with a lot of people on the call today is that women in particular when they see all those requirements are less likely to apply for jobs.

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Maureen Harrington: So i’ve shown that there are 50% less likely than then men to apply for jobs that they feel that they haven’t checked every box.

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Maureen Harrington: So, think about that, when you’re putting up your job descriptions about what kind of candidate you like to retract and if you’re attracting a woman who might think she has to check every requirement box.

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Maureen Harrington: what that would mean so that really reduces your funnel when you think about it, your candidate funnel.

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Maureen Harrington: and your your pipeline pool of people to be able to pull from when you’ve got you know, a group of people that are just opting out from applying altogether.

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Maureen Harrington: Another thing that I hear a lot about and talking about women is that we have a lot of them still out of the workforce right, it was a huge opportunity to hire them back into the workforce.

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Maureen Harrington: Who, especially for those that were forced to leave due to childcare, we know that nearly 1.8 women million women have dropped out of the Labor force during the pandemic and are grappling on how to return to work in this very different landscape that we’ve returned to right.

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Maureen Harrington: Returning to work for them, for many of them and for parents in general they need to find a new form of childcare and that can be challenging.

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Maureen Harrington: Taking into account the Labor force was growing pre pandemic right when we had plenty of candidates.

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Maureen Harrington: we’ve lost 2.3 fewer women working now than before the pandemic happened.

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Maureen Harrington: So when considering you know, women are considering a lot of things regarding their career and a lot of them are leaving the workforce all together.

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Maureen Harrington: we’ve seen a number of firms, including delete and mackenzie that have done those surveys and they found nearly three and five women plan to leave their employers in the next two years or less citing the lack of work life balance.

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Maureen Harrington: So again, thinking about being flexible is something for employers to consider Small Medium large sized businesses.

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Maureen Harrington: You really have to think about where that flux can happen in a day, one thing I think about often is you know from a start to finish, of a day, can there be that FLEX time to either drop off a child or pick up a child during the day from school.

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Maureen Harrington: Another thing to consider when looking at candidates are potential gaps in resumes you’re going to see a lot of particularly parents and women in general.

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Maureen Harrington: who are going to have gaps in their resume over the course of the early part of the pandemic or the last 18 months so really thinking about.

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Maureen Harrington: That when you’re recruiting and not maybe putting a hat on a little bit differently when you look at those candidates who don’t have any work experience in the last 18 months because they’ve taken time out to care for their families and care for children at home.

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Maureen Harrington: So something to think about.

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Tracy Westcott: wasn’t Thank you Marie and I know you’ve actually you know, been doing quite a bit to help too, as far as you know, just updating job descriptions and really kind of just.

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Tracy Westcott: You know, making them more attractive to a wider you know candidate pool has just been you know we’ve seen it, you know just within our team it’s been successful and making those you know updates, you know, can you make it a.

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Tracy Westcott: You know 30 hour week job, instead of a 40 hour week so thinking about that just to attract you know more candidates, so thank you for sharing that morning.

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Go George.

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Tracy Westcott: The other thing and actually This is something you know that Maureen and I talked about a lot, as it relates to you know remote recruiting success and just recruiting in general right now.

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Tracy Westcott: is really you know the conversations around benefits we actually have a great ebook that we released a couple weeks ago.

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Tracy Westcott: Around around benefits and different ideas, but that is a conversation now that has really been you know front and Center people are asking about benefits.

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Tracy Westcott: what’s in it for me outside of their pay rate.

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Tracy Westcott: You know why again it’s another thing that you know they’re asking for you know why should they take this job over the other three offers that they have.

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Tracy Westcott: You know so really looking at that, so I don’t know Maureen if you want to add anything to that piece just around benefits and some conversations you’ve had with candidates.

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Maureen Harrington: yeah certainly those conversations Tracy are happening a lot sooner, I know we’ve talked about that, before, so I know as a recruiter.

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Maureen Harrington: On my initial phone screens with candidates in reaching out to them oftentimes when we get to that do you have any questions for me part of that conversation.

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Maureen Harrington: i’m getting those questions about benefits right, what do you offer, what does the employer offer in terms of the benefits package and they’re not looking we’re asking me about medical or dental benefits they’re asking about.

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Maureen Harrington: Work life balance, flexibility they’re asking it, especially the younger generation, the pet benefits, do we have those you know.

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Maureen Harrington: they’re asking about paid family medical paint family leave we know that’s on the forefront of.

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Maureen Harrington: A lot of different states, right now, but it is something as an employer, that you can think about putting policy in place.

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Maureen Harrington: Their office often asking about professional development and growth on those conversations happen, a lot earlier in the discussion.

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Maureen Harrington: And so, when you’re thinking about recruiting and you’re talking with candidates right off the BAT you have to be prepared for those types of questions and how you respond to them, because they speak to the culture of the company that you’re working with.

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Maureen Harrington: and

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Maureen Harrington: You know the work life balance that they may may have their.

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Maureen Harrington: Other item that comes up, especially with remote is the the the stipends piece we’ve heard of a number of different employers that are offering a stipend for the remote workers.

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Maureen Harrington: whatever that may be to help them with purchases for things they might need for their Home Office to make them, maybe feel more comfortable whether that’s a second monitor.

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Maureen Harrington: A more comfortable chair other things in their office space at home that they would normally have in an office but but i’m need to accommodate it at their Home Office so we’ve seen employers offering those remote stipends both on a yearly basis or a monthly basis.

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Maureen Harrington: And and that’s something that that candidates now are starting to work, think about.

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Maureen Harrington: And thinking about collaboration is another thing that comes up a lot to.

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Maureen Harrington: It.

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Maureen Harrington: folks are looking for those opportunities to be able to collaborate with other TEAM members when they’re remote they’re craving for that connection so thinking about how collaboration plays a part in your culture as well.

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Tracy Westcott: yeah and I think the biggest thing to this piece of it Maureen is just, you know as far as a takeaway is that.

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Tracy Westcott: The conversations that are happening sooner, so it really just goes to really show you know the importance of it and really developing and putting together a good plan.

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Tracy Westcott: And and really just being able to you know, promote that on the front end too, so thank you for sharing that we go to the next slide.

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Tracy Westcott: So the next piece just, you know as far as how you’re communicating in really staying engaged, you know with the candidates throughout the process.

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Tracy Westcott: You know, and again creating a clear and concise process having transparency, you know define next steps in in timelines.

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Tracy Westcott: It sounds pretty simple but it’s just it’s so important to make sure that they that they have that throughout the process, to really keep them engaged.

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Tracy Westcott: You know, I know, for us, you know, one of the things that we do is, we have a you know our intake form we use it internally we use it for clients, but really it gives us.

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Tracy Westcott: Everything that we need to be able to provide to the candidate to let them know what they can expect going forward and again very simple, but often forgotten.

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Tracy Westcott: You know which which takes me to the next two points, really, which is really just being available, you know, to the candidate so having that communication, you know constant communication with them right now will set you apart.

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Tracy Westcott: Another I mean I know a lot of people use this but.

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Tracy Westcott: You know the booking tools right, so you know for initial meetings, sending a link, so that the you know recruiters and the candidates don’t need to go back and forth to just determine you know when they could do a screen, you can cut down a day or two.

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Tracy Westcott: You know, with that back for another thing you know for transparency around you know being available, you know for the candidate between the recruiter and the candidate.

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Tracy Westcott: Having a 15 minute you know booking link available to that so that they can schedule a time or reschedule.

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Tracy Westcott: As needed that they that they feel that they’re in know that they’re you know, still in process and still you know being engaged throughout the process, because they are still getting.

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Tracy Westcott: You know in males they’re still getting responses to their applications and getting reached out to so you know just just keeping them engaged and having that transparency.

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Tracy Westcott: And the other thing is just go the extra mile and stand out, you know, do you have culture videos that you can share with them.

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Tracy Westcott: early on in the process it’s going to make them remember that phone screen that they had maybe they had 510 phone screens that day but they’ll remember it if they saw the culture videos.

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Tracy Westcott: And then just it again, it really just kind of gets them excited and then the other thing you know that you can implement to that i’ve seen kind of more recently.

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Tracy Westcott: Is video responses to replace an email so there’s you know a few different.

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Tracy Westcott: You know platforms that can do it, but you know, instead of sending an email send them a quick video response a live video response from you, it really again, it makes you stand out and it keeps the candidate fully engaged throughout that process.

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Tracy Westcott: And then, as it relates to stay engaged and communication.

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Tracy Westcott: You know, I just want to talk a little bit about you know, creating a positive experience.

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Tracy Westcott: For both the candidate and the employer throughout that hiring process I think it’s equally as important to think about the employer, as it relates to.

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Tracy Westcott: You know the hiring manager keeping them engaged things like that, so I do think to you know it’s really a balancing act between.

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Tracy Westcott: Technology and personal connection right now, where we’ll get into we’ll get more into this a little bit later.

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Tracy Westcott: About you know talking about you know different tech stats but really understanding, where technology can replace say a phone call and where a phone call should replace technology.

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Tracy Westcott: Right so it’s there still needs to be some personal connection, but I think technology can help do a lot of a lot of the back end stuff.

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Tracy Westcott: For you, I just think of you know, the everybody has heard of someone that this has happened to but maybe there’s been a candidate who.

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Tracy Westcott: You know, spent hours on end or a full day gave a presentation, or even traveled for an interview spend hours and hours you know.

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Tracy Westcott: Going into this interview will need to get a generic email that they weren’t chosen for the job so things like that, as far as again it’s promoting your culture, though.

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Tracy Westcott: Providing feedback again it’s important to get that feedback from the hiring managers to to be able to share with that.

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Tracy Westcott: You know, but i’ll say, on the other, note when it comes to technology, and if you think about you know if you just if you have a phone screen as a recruiter you have a phone screen with someone.

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Tracy Westcott: You know, do you need to schedule another 30 minutes you know called let them know why they didn’t get the job I don’t necessarily think so.

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Tracy Westcott: And I think that an email can take place for that, however.

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Tracy Westcott: I think the important piece of that is setting the expectations with the candidate, so the candidate knows that they are going to get.

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Tracy Westcott: an email notification from them as a next step and really just making sure that you’re closing the loop.

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Tracy Westcott: On you know every interview and phone screen again it seems very simple right now, but just because they weren’t a fit for that one job.

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Tracy Westcott: doesn’t mean that they won’t be a fit in the future, and you know they’re going to tell their friends are going to tell their colleagues about a really bad experience or a really good experience, so you really want to you know be mindful of that, now more than ever.

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Tracy Westcott: So in creating a positive, you know experience throughout the process, as we go back to the you know thought of attract and provide you know from an attract perspective.

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Tracy Westcott: You know how can you differentiate the interview process for a candidate again standing out sending the culture, video so one of the things that I actually love that our HR services team.

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Tracy Westcott: implemented a long time ago that we’ve since taken over as well there a best practice that they do is right before they make an offer to a candidate.

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Tracy Westcott: And they set up what they call a team interviewer meet and greet so the purpose of that you know they’ve already determined that this person has the skills.

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Tracy Westcott: But they really gives them a chance, the entire team will get on a zoom.

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Tracy Westcott: meeting and just really talk to them, you know less about specific skills that really just give them a sense of what it’s like to work with them work with their team.

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Tracy Westcott: And you know you can talk about things like what are you most passionate about if it’s an HR position, what are you most passionate about about HR you know what rattles you what you know attracted you to this position or this company.

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Tracy Westcott: You know, as a current employee like, how can you share your experience that you can get to know each other and just keep it more confident.

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Tracy Westcott: conversational and it just again, it gives you a sense of whether or not you know they would want to come work for you, and vice versa, that it’s a mutual fit.

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Tracy Westcott: And then, again as far as attracting again share the benefits early on sharing you know they want to see it, you know talk about the culture, you know you don’t want there to be any surprises, you know talk about whether it’s a remote hybrid you know what the expectations are.

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Tracy Westcott: And then, once the candidate is hired send a swag box right away right again they’re still getting responses from their applications, most likely so set yourself apart and just get them excited.

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Tracy Westcott: And really just continue to engage them throughout the process, even after you made that offer you have the accepted offer.

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Tracy Westcott: And then, from an employer article and a candidate perspective.

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Tracy Westcott: And you know if there’s a long period of time before they start schedule a zoom meeting or in person lunch, or whatever you can to keep them engaged they.

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Tracy Westcott: You know, have four weeks between now and when they start with what are you doing in those four weeks to keep them engaged.

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Tracy Westcott: Again it it, it seems pretty simple, but it really goes a long way and I know that once we get so busy in our day to day things like that you get forgotten.

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Tracy Westcott: But it’s but it’s really it’s really important um and then, when it comes to like hiring managers, you know just in general, as far as setting up.

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Tracy Westcott: Different processes and interview processes to you know just again kind of keep them engaged in it is is setting up a having a defined process.

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Tracy Westcott: across the board for interviews and and you know that could be you know, in the outlook invite you have all the sourcing details, you have a you know.

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Tracy Westcott: history of the interview timeline so who they met with you know when if they’ve taken any assessments.

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Tracy Westcott: Some assessments have you know behavioral based interview questions that you can ask based on those results, it gives the hiring manager everything right there so that they can go into that interview prepared.

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Tracy Westcott: um You know, as we all know, sometimes that’s a minute before the interview that’s the first time that they’re looking you know at their at their resume so give them everything that they can have.

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Tracy Westcott: You know to be prepared going into that interview, and then the last thing as far as attracting candidates.

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Tracy Westcott: And we could probably do an entire webinar on this, but as it relates to remote work for us, you know thinking about a hub strategy, which is a newer kind of term or strategy.

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Tracy Westcott: And it’s very different from the idea of of work from anywhere right, so I think it’s you know beneficial for both you know candidates current employees.

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Tracy Westcott: Employers and that’s really just you know, while you might be a remote workforce, maybe focus on certain cities right, so that it provides you the opportunity to be able to meet in person.

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Tracy Westcott: You know whether that’s for current employees or for interviews.

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Tracy Westcott: You know cross functionally I know that’s something that you know, for those who have hub strategies, you know there they might be able to have somebody you know meet face to face with somebody from a different.

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Tracy Westcott: function for a interview which again it really kind of brings cross functional collaboration by being able to do that.

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Tracy Westcott: And then, it just really again it really builds out culture, and you know I know you can like I know for companies that do that they’ll you know they’ll have their leadership team travel to those different locations.

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Tracy Westcott: periodically, so that you know they can do you know any type of you know, professional development, or just you know, social, for social reasons, what have you but, again, it just brings a little bit more collaboration, even though you know it could be primarily remote workforce.

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Tracy Westcott: And then throughout the hiring process as it relates to providing you know those were obviously ways that you know you can attract candidates to the company.

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Tracy Westcott: You know throughout the process and as you’re building out, you know you are recruiting strategy, but again back to what are you doing to provide for them.

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Tracy Westcott: Setting up a timeline for both the candidate and the hiring manager um you know set a timeline for feedback and no feedback is probably.

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Tracy Westcott: From a recruiting perspective, one of the most could be one of the most frustrating parts of.

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Tracy Westcott: You know, being a recruiter because you have this really great candidate they came in to interview.

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Tracy Westcott: But you’re just not getting feedback we all know how enter or how emails can get.

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Tracy Westcott: You know so schedule a 10 minute debrief with the hiring manager after the interview, or if they have a couple interviews back to back you know schedule a time with them for 1015 minutes to be able to get that feedback.

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Tracy Westcott: it’s just it’s really, really important and again it’s setting expectations with both the hiring manager and the candidate.

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Tracy Westcott: If hiring manager wanted somebody yesterday for this position it’s important for them to commit 10 to 15 minutes to you.

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Tracy Westcott: As a recruiter to move things through the process, whether that’s a good interview a bad interview it’s important to share that feedback, so that the recruiter can be more successful when they pick up the phone and call someone, the next time.

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Tracy Westcott: And i’ll just say over communicate versus under communicate, if you want to keep a candidate engaged.

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Tracy Westcott: And then, lastly, you know how are you providing a new hire with a remote work setup I know Maureen talked about this a little bit.

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Tracy Westcott: But you know, providing them with the details that they know you know what they can expect if they’ve already been hired let them know you know what’s going to be in their remote kit.

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Tracy Westcott: You know, and then some other you know more in touch on this a little bit, but.

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Tracy Westcott: You know there’s there’s different ways to also you know, be able to cover their you know remote setup you know I know some people might do a.

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Tracy Westcott: You know $500 lump sum or monthly stipend another another thing that you know I think is.

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Tracy Westcott: fairly unique in that you know they might give you a certain percentage, you know, up to a certain amount.

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Tracy Westcott: That way, you know you’re really buying something that you know is useful to you if they have a little bit of skin in the game, so to speak, and if they’re you know paying for a little bit of that out of pocket.

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Tracy Westcott: And then, as I mentioned, we wanted to get into how to optimize your tech stack in a remote environment.

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Tracy Westcott: And I think you know a lot of people are doing some of this and utilizing some of it, maybe bits and pieces of it, and you know, obviously, video tools are on run right right now do virtual hiring events are great.

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Tracy Westcott: I also just think it’s more of like the day to day that can be really, really important.

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Tracy Westcott: and building out your tech stack so that it’s a good smooth.

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Tracy Westcott: Transition every step of the way for both the candidate and from an HR hiring and onboarding perspective, and you know so for recruiting is building out templates in your ATMs you don’t have to you know.

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Tracy Westcott: Keep typing the same thing over and over again, you know, take the time to build the templates out in your ATMs I know, one of the things that our team.

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Tracy Westcott: has done is we, you know we include the culture videos or the who we are, what we do and that initial email asking to meet with you again, it sets you apart and it’s not just words on an email there’s there’s something to watch right.

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Tracy Westcott: And then building templates within your bookings tools again.

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Tracy Westcott: Putting those booking tools within the templates that initial email that candidate can schedule schedule can reschedule if they need to it’s seamless it’s easier for the recruiter and integrating your calendars with the applicant tracking system that is hiring managers.

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Tracy Westcott: I know you know you could also have the hiring manager going into the applicant tracking system to provide feedback or next steps you can put timelines on that again it just cuts down the back and forth in less than males less items things like that.

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Tracy Westcott: And then automating your employee referral program these are so important, you know if you love I love working at empty, and I want.

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Tracy Westcott: Everybody I know to want to work here too right like I, I think it is so important it’s where.

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Tracy Westcott: The best employees come from from employee referral So what are you doing for your employee referral program depending on you know what industry you’re in or what.

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Tracy Westcott: types of you know candidates you’re looking for that might look different so it’s really strategizing around what that looks like making it transparent for employees.

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Tracy Westcott: to know that it exists to know how to refer somebody to know how to get credit, how much money or what incentive programs, you have.

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Tracy Westcott: The other thing is reference tools, you know calling up references is really you know, can be a thing of the past, I think, reference tools are great they provide.

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Tracy Westcott: You know, really great you know feedback it’s all confidential, you know somebody would much rather you know do a quick 510 minute online survey and then get a phone call.

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Tracy Westcott: So you know that’s another great tool to consider and then assessment tools.

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Tracy Westcott: Assessment tools, as it relates to personality tools, you know I know we use predictive index i’ve used a bunch of other ones as it relates at different cognitive or skills based assessments.

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Tracy Westcott: And even a you know if it’s a entry level payroll position do you have an excel all day you know, using excel do you have a basic excel skill based assessment there’s a lot of tools.

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Tracy Westcott: fairly inexpensive inexpensive you know, all things considered, so definitely something to think about.

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Tracy Westcott: And then choosing your sourcing tools, based on your industry so there’s a lot of different sourcing tools out there there’s a lot of different applicant tracking systems.

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Tracy Westcott: What is it that you need in it, and where do you want to find people or need to find people, whereas your candidate pool and building out that those sourcing tools from there.

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Tracy Westcott: The other thing is texting capabilities, you know, be able to text candidates, you know confirmations things like that a lot of times you can do that, you know directly through the applicant tracking system there might be like a.

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Tracy Westcott: You know chrome extension that you can use, but I think most at this point, you know applicant tracking systems have that function but definitely recommend using that function as well.

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Tracy Westcott: As to you know the tech stack in general, I mean, I think the most efficient way think especially if you’re a smaller company.

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Tracy Westcott: it’s setting it up correctly at the beginning, like from the start making sure that you have the processes, because it’s a lot easier to build out.

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Tracy Westcott: Processes from scratch and then then fix something that might be a little bit messy so you know does your.

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Tracy Westcott: You know talent acquisition applicant tracking system, you know where you’re sourcing we’re getting your applicants your references.

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Tracy Westcott: Assessment tools, you know accepted offer letters onboarding is that.

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Tracy Westcott: Is that tool then implemented with your HR and payroll does that, like does the you know, once you hire somebody does that create their onboarding profile for your HR team.

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Tracy Westcott: And then, once that you know the candidate is on boarded you know that’s where they are going to you know enroll in their benefits and again this is all single login from when they initially started it’s a very.

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Tracy Westcott: Smooth easy transition if everything is integrated and then you know once they’re an employee again their workforce management, where are they if they need time cards, where are they putting in their time cards or work for scheduling or you know expense management.

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Tracy Westcott: And then also as it relates to talent management so performance reviews engagement surveys stay interviews, you know learning grow, so you know you’re learning and development tool.

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Tracy Westcott: Different community service initiatives and then on off boarding you know, once a candidate, the candidate decides to leave.

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Tracy Westcott: You know how are you, you know getting that equipment back so you know, there are plenty of tools, where you know you can have all that integrated and you really don’t need to have everything piecemeal at this point.

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Tracy Westcott: In order to have a you know seamless transition and it just makes things, as we all know, it makes things easier for both the candidates employees HR and so on, to be able to have everything integrated within your tech stack.

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Tracy Westcott: And then the last piece, you know, is really moving away from making that shift away from the idea of selling your company culture and shifting it to promoting your company culture.

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Tracy Westcott: and selling just feels a little bit more like you’re you’re pushing it on them right as opposed to if you’re promoting your company culture, then you’re really excited about what you do and what your company does.

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Tracy Westcott: And what you stand for again it’s that culture video you know your values and missions, you know are are they important to your company.

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Tracy Westcott: You know, are your you know is your throat your interview process are you interviewing you know, based on the core values of your company.

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Tracy Westcott: Again, why I work at, for example, and P, you know share those types of stories about why you love working there you know, on you are, you know linkedin platforms and so on.

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Tracy Westcott: And so that you know you are again really promoting your company culture, you know, without you know just selling it to people, so to speak.

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Tracy Westcott: And then just work for workplace involvement.

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Tracy Westcott: So you know, bringing people you know together virtually or in person, if you can.

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Tracy Westcott: You know, not as much right now, of course, still but you know what are you doing to bring people together, I know you know we have a client that you know just did a great video on who they are, and what they do.

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Tracy Westcott: And it was really just a powerful you know video that they did, and it really again it just it promotes their company culture and it’s a great way to the next point of building out your web presence.

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Tracy Westcott: To be able to promote that culture and then the other thing you know from a web presence perspective praise your staff publicly.

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Tracy Westcott: You know, employee driven content.

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Tracy Westcott: You know, and then again going back to the employee referral program and having an employee referral program really can build out your your company culture and your brand.

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Tracy Westcott: And and yeah I just you know I just think that there’s so many you know ways to just really proactively, encourage and promote your company culture.

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Tracy Westcott: And now we’ll amy if you want to take a look and bring any questions if we’ve gotten any questions happy to you know take some time to answer some questions.

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MP: I don’t see any questions in the Q amp a Tracy if anyone would like to submit a question now, or are there any common questions that you and Maureen received from clients.

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Tracy Westcott: What are the things that we didn’t you know get into a ton more, and if you want to touch on it a little bit just about employee referral programs I know we kind of went back and forth, of how much to put in that, but so if you want to touch a little bit on employee referral programs.

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Maureen Harrington: chore Tracy.

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Maureen Harrington: Really Tracy really talks about how important they are which is great, and it can really depend on the type of role that you have but we’ve seen some really good examples of earpiece out there.

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Maureen Harrington: Especially ones that could be as Tracy mentioned connected in your in your tech stack.

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Maureen Harrington: Something we use here at MP or weekly email promotions, there were able to customize those to include highlighted jobs.

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Maureen Harrington: And referral bonus for each of those roles and share that directly with everyone in our company and they go out on a weekly basis and it’s a one click share from there for those folks to then go out into their networks and share that post.

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Maureen Harrington: So it’s it’s really a great source and as Tracy said, you know referrals from existing employees is one of the best sources of getting great employees as well, so something else that we’ve also seen is.

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Maureen Harrington: You know, running contests based on number of clicks number of applies on those links and the number of folks hired.

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Maureen Harrington: Also, you know how many how many referrals did an employee get this month or this quarter and giving them a shout out at the company meeting for those referrals.

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Maureen Harrington: constantly having that top of mind from leadership is really important, and making those those pitches at those.

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Maureen Harrington: You know company meetings, especially in a department meeting if you’ve got a department that’s hiring us it’s certainly to remind people to share those posts, with their with their networks.

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Maureen Harrington: The other thing we’ve seen is promotion referral program through business cards, especially in the hospitality general Labor market customer service type of roles.

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Maureen Harrington: In business card program could be used when thinking about passing out business cards with that referral piece on it.

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Maureen Harrington: Whether it includes a link on there or qr see clothes for people to scan and it brings them right to that referral site on a website and is easily.

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Maureen Harrington: able to type in someone’s name that was that referral for them so think about putting that out in your salesforce and with your existing employees or out in the field meeting people and being able to hand them a business card that which a lot of us have and don’t use frequently enough.

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Maureen Harrington: to let them know hey I had great customer service experience with you and I think you could be a great addition to our team, you know here’s here’s a way to apply, and you know feel free to list me as a referral.

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Maureen Harrington: So something that’s been really successful with those types of companies, just a couple of ideas to out there to share.

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Tracy Westcott: I think yeah more, and I think that goes back to just kind of understanding and like building out your strategy based on like your candidate pool right, so you know if your candidate pool is not you know.

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Tracy Westcott: You know they’re not active on the dead, you know go the business card card route right so really just getting creative in different ways.

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Tracy Westcott: You know that you can you know, come up with different ways to be able to you know get good people that you would otherwise not be able to because people love to promote their their own company right if they love working so it will get those people excited to more work for you.

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Maureen Harrington: Absolutely, I agree it’s it’s definitely one of those things that you want to create that energy and and continue to spread that energy and you see it here at MP, a lot.

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Maureen Harrington: If you follow us on linkedin and other Facebook and other media’s as well we do a really good job, promoting and talking and it’s really about promoting not selling but promoting so it’s really kind of builds that culture and and and camaraderie here.

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Maureen Harrington: even just the likes I received when I do a post for a job, from my own teammates, even though it has nothing to do with the roles that they’re working in just to see the support they’re really great way to kind of spread the word and see that camaraderie.

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Tracy Westcott: We actually did.

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MP: get to be about it.

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Tracy Westcott: probably going to ask the same so we did get a question come in, can you please redefine tech stack so i’m and i’m, thank you for asking that so.

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Tracy Westcott: So when I think of tech stack i’m thinking of you know your applicant tracking system what different types of technologies are you using.

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Tracy Westcott: You know, primarily for the purpose of this webinar really to talk about what you’re using from a technology standpoint.

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Tracy Westcott: for recruiting so you know, an applicant tracking system some companies are smaller so they don’t have an applicant tracking system.

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Tracy Westcott: If you’re looking to grow and your smaller now i’d suggest that the first place, I would suggest to start implementing an applicant tracking system to start to build out the type of pipelines.

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Tracy Westcott: Other different types of you know tech stack is like what sourcing tools are you using outside of your applicant tracking system to reach other candidates.

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Tracy Westcott: And you know that’s mostly from a sourcing perspective and then, when it comes from, you know more of the recruiting perspective.

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Tracy Westcott: From a tech stack you know we’d be looking at those reference tools, the assessment tools, you know things like that, based on again what you’re looking for that might look a little bit different, so I hope that was helpful.

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Tracy Westcott: So, the last thing you know we’ll just talk just a little bit about so I lead our.

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Tracy Westcott: rp our recruitment process outsourcing team, also known as NP talent and what we do is we’re a little bit different than a staffing agency and that you know we work primarily with smaller and mid sized companies.

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Tracy Westcott: To partner with their team from a recruiting perspective, so we would work on a certain number of positions at any given time and then whether you have an applicant tracking system or sourcing tools or not.

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Tracy Westcott: We have our own so we would utilize those and help you know your team as you continue to grow and higher.

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Tracy Westcott: So you’ve worked directly with a recruiting partner as part of that subscription model, as opposed to you know, working on one position at any given time.

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Tracy Westcott: As you would an agency, where it’s less of a kind of long term I guess committed relationship, so to speak.

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Tracy Westcott: And so, then, as far as our seo services who considers it usually you know it’s really I mean we work with some larger companies i’d say primarily at smaller and mid size but.

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Tracy Westcott: If you if you don’t have a full time recruiter we are, we can be your recruiting.

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Tracy Westcott: resource companies without sophisticated you know recruitment for sourcing tools organizations, without an applicant tracking system but need that outreach.

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Tracy Westcott: We can do that businesses with in house talent acquisition team, but they just need more hands on deck because, as we know, right now, it’s.

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Tracy Westcott: You know it’s it’s competitive and and then companies who need more resources, just to proactively recruit manage pipeline take over the day to day things like that so.

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Tracy Westcott: And if anybody, you know, wants to reach out to me on this, my contact information definitely feel free to reach out happy to provide a free consultation after this webinar.

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MP: Thank you Tracy marine great great program many good ideas for recruiting and this this interesting recruiting environment right now.

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MP: Please join us next week we’re doing a deep dive into the employee retention tax credit on Wednesday at one.

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MP: Many businesses who are impacted impacted by coven the pandemic or finding significant relief from this program, even if they already received the PPP loan many, if not most businesses are.

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MP: eligible for this significant tax credit so visit our website to register and you’ll see our full calendar of events and resources as Tracy mentioned last week released a great new ebook.

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MP: detailing many of the things that Tracy talked about today around remote recruiting and also really important compliance considerations that employers need to be mindful of as a recruiting and multi states.

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MP: you’ll find this all on our resources tab on our website so thanks again for joining us and let us know if you have any questions we’ll be sending out a recording and the full slide deck later today have a terrific day.