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Hiring Archives - Harbor America

Returnships: What You Need to Know

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While the younger generations have been overwhelming the general workforce, there are still individuals that are returning to work. Whether it is an individual returning from a medical condition, someone coming out of retirement, or a parent returning to the workforce, sometimes a period to reacclimate to the work environment can assist these individuals with a smoother, more successful transition.

Returnships are programs that can range from a few weeks to a few months that help individuals returning to the workforce develop relevant skills, build professional experience, and expand their networks. Returnships can offer a unique, alternative approach to recruiting strategies. Some industries require a depth of knowledge and experience in a field, which can create rifts in hiring new or entry-level employees to fill the voids.

While some companies may view this as a delay to their onboarding, returnships offer minimal risk because while employees may learn at a slowed pace, they are able to develop a deeper understanding of the company mission and ethos.

Returnships also do not guarantee employment. For example, if an individual finds that returning to work isn’t feasible, or the company does not think the candidate is the right fit, the individual does not have to accept or be presented an offer.

Although returnships are revolutionizing the way new or returning workers can reenter the workforce with ease, there are some loopholes in the implementation that need to be addressed. One hurdle to address is the difficulty of implementation of returnship programs due to the new concept. Many industries do not know how to design or implement returnship programs into their business structure. This also influences determining compensation for such programs.

Lastly, returnship programs are vastly different from company to company. It is important for individuals looking for such a program to do their due diligence to find a returnship that best suits their needs. Perhaps those that have already implemented or planning to implement a returnship program should look into varying levels to address various needs among their top candidate pools.

Returnship programs can assist in recruiting efforts at organizations of all sizes. However, not all organizations are equipped for returnship programs. As such, it is important to weigh the benefits these programs may offer to your company before advocating and implementing them. Not sure if you’re ready or equipped for this? Contact Harbor America, your partner PEO, who can provide insight into a business solution that best suits your needs.

Source: HR Insights: Returnship Programs

The Benefits of Internships

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There are many reasons people seek internship opportunities and unlike popular belief, are available to people of all ages and experiences. They offer great benefits to both the employer and the intern. Creating and implementing an internship program can open numerous doors to your business including increased employee retention, quality candidate pools, increase productivity and presence, and foster leadership skills, just to name a few.

Benefits for Interns

Gain work experience.

While internships aren’t necessarily age-restricted, they typically target recent college graduates. In doing so, college graduates are able to establish skills that help set them apart from other potential candidates. Internships are resume builders for those either just entering the workforce or perhaps looking to start a new career path.

Internships provide invaluable hands-on experience that cannot be taught in a classroom setting or textbook. Internships expose the day-to-day operations and expectations of roles within their respective field. While learning job-specific skills, other mobile skills like communication, teamwork, and computer proficiency can be beneficial upon entrance into the workforce post-graduation.

In the process of being groomed for the field, internees typically receive feedback from supervisors and other established industry professionals that can assist in developing and refining skills. They are also great resources for invaluable lessons and wisdom for making the most of the internship experience. Between the feedback received and hands-on training, internships allow internees to experiment and gain confidence in their abilities.

Chance to explore.

Internships provide a platform for college students who wish to explore a different career path, gain an understanding of their field of interest, and determine if they wish to pursue that career path. This can lend confidence in a student wavering between two fields in their decision. It can also provide exposure to potential problems or shortcomings of the field that they may not have expected or discovered until they entered the field.

A great reason to implement internships is the chance to network and connect with established professionals in the field. Networking with people in the field can open doors to future employment and advancement in the field. For example, if a college graduate’s greatest aspiration is to be a project manager, attending network events, such as seminars and business expos for related fields would be beneficial for the college graduate. It could present an internship opening or other advancements, such as a connection and developing a relationship with an established and/or leading industry professional could be a foot in the door for a full-time position. Nurturing the connections made through networking during an internship is critical for future prospects in the field.

Fiscal perks.

Not all internships are paid, but for the ones that are, it can serve a dual purpose. College graduates are typically eager and willing to work for lower wages to grow their professional repertoire. For example, the 2019 national average wage for interns was about $19, whereas the average wage for full-time employees was about $27. Paid internships offer greater incentives for internees to take advantage of the opportunity and earn money (or extra spending money) while building skillsets and knowledge. Internship programs could offer a higher quality candidate pool to choose from.

Internships can also lead to a potential job offer. Most employers utilize internships as a means of both grooming future employees, as well as trial runs for future employment openings. It can save them money and time they would spend in training. However, even though a job offer isn’t guaranteed, impressionable interns could receive an offer at a later time or their experience obtained at the internship company could lead to employment prospects at other companies.

Benefits of an Internship Program

Increase presence and productivity.

Creating an internship program is a mutually beneficial relationship between an inexperienced individual looking for ways to build their skills and knowledge, as well as connect with professionals in their desired industries, and the employer looking to groom a future employee and offer resources to aid the growing talent pool. An internship program can also create a stronger presence within the communities you serve. For example, local colleges and universities may look to you as a competitive internship and as a result, may garner more interest from prospective employees or clients. It showcases your dedication to both serving your community with invaluable products and services, as well as your commitment to aiding college graduates.

Forward-thinking solutions.

With current students and recent college graduates filling internship roles, you can test technology solutions as many will be tech-savvy and eager to provide any insight that might improve them. Another forward-thinking solution internship programs can offer is fostering leadership. Many people who lead the internship programs need leadership skills to provide all the facets of resources needed in internships. For example, an employee can mentor the intern and thus gain leadership skills through feedback from both the intern and company leaders to improve future processes.

Reputation builder.

Through implementing an internship program, you’re offering students and young professionals the opportunity to gain experience in their field(s) of interest. This can help close the skills gap for particular fields that may lack quality candidate pools. In bringing in younger generations, interns can provide ways to build social media presence and lend perspective on outdated or ineffective business models and strategies for landing prospective clients. Internships can create new avenues of conducting business, as well as ensuring you stay competitive in your respective industry.

With all the advantages internships can provide, you definitely do not want to miss out on what it can bring to your company. Eager to incorporate an internship program, but not sure where to start? Harbor America specializes in PEO solutions such as human resources management, which can include onboarding, compliance, employee handbook development and more. We value our community and understand the impact an internship program can offer. Call Harbor America today to discuss ways we can help you give back to yours.

Who to Hire: Contractor vs. Employee

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When it comes down to the hiring status, between a contractor and employee, most employers have a preference or at least a policy to help govern the designation of these hires. “The IRS and Department of Labor pay close attention to worker classification issues to ensure that employers are making the right determinations”[1] when it comes to employment.

Here are the main differences between employing a contractor or an employee:

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Interested in learning more? Contact Harbor America to get started.

[1] The CPA Journal: Employee Versus Independent Contractor

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The Three T’s of Hiring Farm Labor

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Finding reliable employees can be a struggle in any industry. For the farming and agriculture industry, however, employers should find the time and energy to commit to reviewing the hiring process to ensure the right candidates are hired.

Traits

Identify the type of role for which the employer is hiring to determine whether the candidate needs to exhibit more labor or machinery skills. Based on that information, construct a job description highlighting those specific traits.

Trial

As many businesses in the agriculture and farming industry are family owned and operated, many times employers are hesitant about hiring an outside candidate for immediate assistance. Consider hiring a candidate for a short-term trial. The employer and trial employee will be able to test the position to ensure it is a good fit for all involved parties. As the trial period ends, the employer and trial employee can discuss the working relationship and come to an agreement about investing long-term.

Training

An employer may run into a situation where the open position requires a laborer with very specific skills. However, characteristics of a good employee often include a positive attitude, a strong work ethic, and a shared passion for the industry and work. The employer will need to decide beforehand if a promising candidate could be trained to perform the specialized skill. Developing a candidate’s skill through on-the-job training will require considerably more time to be invested in order for the candidate to hone the skill.

Take the struggle out of onboarding a new employee by letting Harbor America do all the legwork. From electronic onboarding and tax documentation to employment verification, the experts at Harbor America will keep any business current, compliant, and operational. Get started today.

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The Multi-Gen Workforce and Why It’s Critical to Your Business

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When gauging the direction and growth of your company, consider also evaluating the staff you’ve charged with steering the ‘ship.’ The experience, motivation, and loyalty of your employees will determine the pace of your company growth. Each generation of workers presents variable facets and strengths that you could be leveraging. Today we’re discussing how to take a closer look at what your current teams are bringing to table and why it’s essential to incorporate multi-generational staff into your growth plan.

The Baby Boomers Can Still Bring the ‘Boom!’

The only generation officially recognized by the US Census Bureau, Baby Boomers are a force to be reckoned with in the workplace. Born between 1946 and mid-1964, this group has been a driving force of change over the last 40 years. This group is the largest of the generations meaning they also represent a large portion of the buyers market. Who better to reach these mature buyers than Baby Boomers themselves!

If your staff includes this responsible and mature segment of the market, you have a team of loyal, hard-working individuals who can help you reach others like them in the marketplace. Tap into their knowledge to best connect with your Baby Boomer buyers. These workers are also ideal leaders and will often be your best assets when it comes to establishing processes, structure and setting the work pace for the generation of workers who come in after them. They are wise and have proven successful in former, non-digital times through the present. They offer work lessons, business lessons and can often be the best trainers and mentors in your business. While this generation may be approaching retirement soon, make sure you allow them to pass along their knowledge and expertise to the upcoming generations.

Generation Y = Yes We Can!

The Gen Y group is unique in that it represents the group of individuals who were brought up prior to the digital age, but also have been able to ride the wave of new inventions and technology into existence. Change is their middle name and embracing transition and change comes as second nature. Charge your Gen Y-ers with facilitating your company upgrades and changes and watch as they bring a level of enthusiasm and leadership in company-wide engagement. They work hard and can be the best resource for establishing best practices as they will take notes from their wise predecessors and help shepherd growth, connecting with their younger, Millennial counterparts.

The Millennial and Gen-Z Movement

This passionate group of new idea masters often gets a bad rap, publicly. Don’t believe everything you hear about unmotivated Millennials or Gen-Z employees. In fact, this is where you may find your best workforce. Driven by personal growth and contribution, this generation of workers will inspire your other generational staff with a sense of purpose and change inefficiency. As a company, you can leverage the knowledge of this group to help tap into your Millennial buyers as well. If you’re not talking to your Millennial staff about how best to manage your company’s social platforms and brand, you could be missing out on reaching a pivotal group of customers and buyers. Big ideas and critical enhancements will come from these employees. Make sure you’re listening and have fostered an environment of suggestions to keep the latest ideas fresh in your company growth strategy.

Regardless of your business platform, product or service offering, staffing your team with a multi-generation workforce can be the advantage you need. Learning from the veterans, empowering the doers and implementing the latest, most relevant efficiencies are just a few of the benefits of cross-generational learning.

Harbor America is Here to Help Your Business Grow

Take a look at your company direction and make sure you’re maximizing the talent you have on board. Consider the generational additions to augment existing staff and build the dream team that will help your business grow today and into the next twenty years. If you need help with creating your multi-generational dream team, contact us today!

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8 Ideas for Boosting Employee Loyalty and Retention

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Fortune called it the biggest problem facing employers in 2017: employee retention. The truth is, considering the high cost of recruiting, hiring, and onboarding new talent, this is a timeless concern that followed us into 2018—and will follow us beyond this year.

When an employee doesn’t feel loyal to your company, you get, at best, a lackluster effort that results in low productivity. You may even find you’re paying someone to browse job listings for a few hours a day. When that employee has finally had enough and leaves, you’re stuck: you need to devote time and resources to finding the right person and then getting him or her up to speed on the job duties. And there’s an unfortunate chance that person might not work out, either.

Even though a PEO can help you with recruiting and hiring, it’s much wiser to retain the employees you have. Here are eight ways to help you do that:

Invest in Employee Development

Your top talent wants to continue to learn and grow. When you offer opportunities to do that, whether via in-house training, seminars, and conventions, or even an allowance for purchasing books or online courses, your employees learn skills that will help them be better at their jobs. They also know you value them enough to provide such opportunities.

Respect Their “Other” Lives

They are more than just workers: your employees are human beings with families, hobbies, and goals that have nothing to do with the workplace. Offering benefits and perks that acknowledge this is one way to build their loyalty to your company. People striving for a work/life balance are inspired to work for someone who gives them space to achieve this. This could mean onsite childcare, flexible work hours, the option to telecommute, wellness programs (which could include gym memberships, healthy workplace snacks, etc.), and more.

Put Safety First

This seems obvious, but a lack of concern about safety is immediately felt by employees. It’s hard for them to trust you if you’re not looking out for their health and well-being, and it makes sense for them to move on to another job if they feel like they’re putting themselves at risk every day.

Provide a Career Path

There should be opportunities within your company for promotions and raises as merited. Those who have the ambition to climb higher should understand the path to do so. When that path is murky or littered with unexpected roadblocks, morale drops quickly.

Pay Them What They’re Worth

A higher salary for the same job somewhere else is an easy choice for someone who’s already dissatisfied with his or her working situation. Provide a competitive salary and top-notch benefits to encourage top talent to stay with you.

Trust Them

They’re adults, and you hired them for a reason. Micromanaging is deflating. If you don’t trust their work, you shouldn’t have hired them in the first place.

Have a plan in place for when someone’s work starts to slip. An appropriate warning and a game plan to help them get back on track shows them you care about the work they do, and you want to keep them around to do it.

The “trust” theme may also include keeping employees up-to-speed on company developments, even the difficult ones. When it’s time to make changes within the company, ask your employees for suggestions and include them in the decision-making process when appropriate.

Give Back

Many employees today want their employers to be environmentally and socially responsible. It’s a source of pride for an employee to say, “Look how much my company cares,” and they enjoy getting involved in the process. Get involved in your community, and look for opportunities to give back in ways that align with your vision.

Show Your Appreciation

Don’t assume your employees know what a good job they’re doing. Everyone wants to feel valued and appreciated, and this may be as simple as writing a quick email congratulating someone on a recent sale or a handwritten note thanking someone for coming in early this week to finish a project. Bigger gestures might include surprises like a catered lunch, a party or outing, or a gift.

Building employee loyalty is all about creating a culture of teamwork and appreciation where employees know their work matters. Implementing some of these tips may take time and money initially, but they will save both in the long run when your company is full of happy, longtime employees.

Let Harbor America Help You Boost Employee Loyalty and Respect

Harbor America can help you with employee benefits packages, as well as payroll, HR, and more, so you can spend more time nurturing a positive company culture that encourages retention. Contact us to learn more about our services and how they may help you build employee loyalty while saving time and money.

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Does Your Company Need a Stronger Harassment Policy?

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Harassment is a serious problem in many offices. If your employees are struggling with harassment, whether they are being harassed on the basis of race, gender, or religion, they aren’t in a productive working environment, and chances are, they aren’t engaged with their daily job tasks, either.

The right harassment policy makes employees feel more secure and comfortable at work, allowing them to be more productive and boosting morale. Does your company need a stronger harassment policy? Check out these signs that your harassment policy isn’t meeting your employees’ needs:

Sign #1: There Are No Consequences for Harassment

Bill in marketing made yet another racist joke, and it’s been reported–for the third time this month. He’s pulled into another meeting with HR, but everyone knows that nothing is going to come of it, and frankly, most of his coworkers have stopped bothering to report it at all. Sound familiar? If your harassment policy doesn’t include consequences for harassment, it’s not going to be effective. Make sure, instead, that your employees know what will happen if they engage in harassment–and that you follow through on the consequences.

Sign #2: The Average Employee Doesn’t Know How to Report Harassment

What steps should your employees take if they are victims of harassment in the workplace? Do they know how to report harassment–not only where it should start, but who they need to inform if things don’t change? Your harassment policy should include clear steps for reporting that harassment to ensure that your employees know exactly what their rights are and what they should do if they’re being harassed at work. The policy should be shared with employees beginning with their new hire onboarding.

Sign #3: No One Can Explain What Harassment Is

No, this doesn’t mean that you have to have endless training sessions titled, “How to Avoid Harassment in the Workplace.” It does mean, however, that you should have a clear definition of harassment and what type of conduct is considered unacceptable in the workplace. In some cases, this may be as simple as offering a refresher course once a year or leaving a clear definition in the employee handbook. In others, you may need to have more extensive training for your employees.

Sign #4: Your Employees Fear Retaliation for Reporting Harassment

Not only should harassment be reported by individuals who are experiencing it, but employees who witness harassment should also feel free to report it, as well–and they should know that they have the ability to do so without needing to fear potential repercussions. Does your harassment policy include an assurance that employees won’t experience retaliation, including worsening job circumstances or potential job loss if they report harassment? Make sure that employees feel safe at work by offering them those reassurances.

Sign #5: Your Employees are Harassed By Non-Employees Regularly

Have you observed harassment taking place, not between your employees, but between employees and individuals outside the company structure? Make sure that your employees know they can count on you to take care of them. If they’re experiencing regular harassment from anyone, the company’s actions should be swift and decisive, whether that means kicking out a customer who is treating the staff unfairly or dissolving relationships with vendors and other companies that are mistreating your employees. After all, your employees should come first–and they should be able to count on your company to protect them.

Eradicating harassment from the workplace is an ongoing process. By taking the right steps, you can create a significant impact on the way your employees feel about coming to work, their overall engagement, and their ability to take care of their daily work tasks. Is your harassment policy up to par, or are you leaving the door open for your employees to become victims of harassment? If it’s not strict enough, it’s time to revamp your harassment policy and create a more effective policy that will protect your employees.


Need more help managing HR matters at your company? Check out our website to learn more about the great services offered by Harbor America.

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Hiring Seasonal Workers During Peak Construction Seasons

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Depending on your market, your seasonal peaks for construction may vary. Your workforce availability may be different in your area as well. However, there are a few constants in the construction industry every company can agree upon. One such common ground aspect of the business is the need for additional workers during seasonal upticks. Today, we’re highlighting four tips for hiring those seasonal and temporary construction workers.

Plan Ahead of Your Peak Seasons

The key to being fully staffed with quality construction employees during your peak season is to plan ahead and start your process before your peak season begins. Allow yourself at least two months to prepare for recruiting, interviewing, onboarding, training, and solidifying your crews.

Know that you may struggle to find the right candidates and be prepared for turnover by building a backup list of potential hires. Don’t wait and try to execute this process the week or two before your busy projects are scheduled to start. Create a timeline for yourself for each step of your hiring process. Allow enough time to fill your crews to capacity and complete all hiring documentation accurately.

Consider a Staffing Agency or PEO

To relieve yourself of the additional work and hassle of bringing on seasonal crews, consider partnering with a temporary staffing agency or Professional Employment Organization. Agencies will offer every service from recruiting to payroll and can be a time and money saver for a construction company with a seasonal influx. Instead of paying payroll taxes, workers’ compensation insurance coverages, drug screens, background checks, and unemployment for your temp workers, place them through the agency and only pay the agency a percentage add-on to each workers’ weekly pay.

This can protect you from long-term compliance costs of I-9 verification and W2s at tax time while also saving you a ton of money. The agency will carry all employment responsibilities for those workers and will be on call to send replacement candidates should you experience turnover. You might even find one or two seasonal workers who do such a great job that you choose to hire them on full time. Most staffing agencies offer free conversions for candidates who have worked temporarily for a seasonal period of time.

Consistency Among the Ranks

Remember when bringing on seasonal workers that the best practice is to treat them no differently than you do your full-time crews. Because it’s temporary work, you may find yourself offering incentives, bonuses to complete the season or other perks. Don’t forget your full-time crews are loyal and may resent any special incentives the temporary workers may be offered.

Be consistent with your onboarding process as well and make sure your short-term hires are being held to the same standards as your long-term crews. You’ll find that with equal treatment throughout, your temporary workers will feel more included on the teams, thus presenting the potential for better productivity.

Safety & Equipment

In construction, PPE (Personal Protective Equipment) is a staple on the job sites. You know the importance of enforcing safety best practices with all your crews, so don’t forget to reinforce the safety requirements with your seasonal hires. Because they have less experience working for you, your temporary staff will need to be trained on safety restrictions and codes of conduct on the sites. Consider creating a safety orientation specifically for your new seasonal hires to help coach them on how to identify unsafe practices, contingency planning, and required equipment before starting.

Harbor America and Your Construction Strategy

Many construction companies have needed to augment their working crews during the peak seasons. The most successful companies have solid plans in place for managing those influxes. Tap into a few of these best practices mentioned here or contact us for more ideas on how to streamline your process. If you need a partner to review your current strategy and help save you valuable time and money, Harbor America can help. Call today to learn how!

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Avoid Bad Hires With These 5 Tips

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Ideally, interviewing a candidate would tell you immediately whether or not they were a good fit for your company. Unfortunately, it doesn’t always work out that way. Sometimes, the candidates who give the best interviews simply lack the skills to be a good fit once they’re really on the job. If you want to bring better candidates into your workplace, try following these tips to help improve the quality of your hires.

Tip #1: Bring in the Team They’ll Work With

Sometimes, you have different teams or departments that accomplish different tasks throughout their day. By bringing in the specific members of those teams–or even construction site superintendents who will be working directly with these employees–you can ensure that the questions asked will accurately reflect what is actually asked of the individual on the job site every day. Bringing in people they’ll actually be working with can also help establish rapport and ensure that they’ll be a good personality fit for the team.

Tip #2: Assign Candidates a Task During the Interview

If you want to see whether or not candidates have the specific skills for the job they want, use the interview as an opportunity to conduct a simple task. This might be as simple as putting a printer back together in order to join your IT department, organizing a handful of files in order to become a secretary, or completing a basic construction task when you’re hoping for a new member of your crew.

When you set a task during the interview, you not only get to see whether or not the candidate is capable of completing the task, you get to see how they react under pressure–both valuable windows into the candidate’s suitability for your open position. You’ll also be able to determine whether or not your candidate is following basic safety procedures as they complete the task, which could make the difference between a good hire and a bad one.

Tip #3: Let Candidates Ask Questions

Many times, candidates are the ones who know best whether or not they’ll be the right fit for your company. Let them ask their own questions during the interview. Be honest about what it’s really like to work for your company, from the hours you typically put into the types of jobs you usually take on. If you’re a construction company that ends up doing a lot of dirty work, make sure the candidate is aware of it! This gives them the opportunity to walk away during the interview process, rather than after you’ve already made an offer–or worse, started their training.

Tip #4: Listen to Your Instincts

Sometimes, a candidate who looks great on paper just doesn’t leave you comfortable making the decision to hire them. Even if you find yourself unable to define what it is about a particular candidate that makes you uncomfortable, listen to those instincts, especially if they’re shared by other members of the interviewing team. It’s better to wait for the right candidate than to be disappointed in your hiring choice.

Tip #5: Look for Career Dedication

When you’re hiring, you want a candidate who is committed to their career: someone who is interested in learning more, bettering him- or herself, and taking their job skills to the next level. Ideally, you want a candidate who is excited to be noticed by the quality of their work, not just someone who is out to punch a time card in order to get a paycheck. By finding candidates dedicated to their careers, you’ll get candidates who are more interested in giving their all to your business.

Finding the right candidates for your open positions can be a challenge. Let us help! Contact us today to learn more about how we can help you get the perfect candidates into your open positions–and how you can screen out the ones who simply aren’t a good fit for your business. Harbor America offers full-service HR solutions designed to save you serious time and money.

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5 Reasons You’re Getting Turned Down by Job Candidates

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You’ve gone through the recruiting process. You’ve interviewed candidates and sorted through the ones who are the best fit for your business. Now, it’s time to make a job offer–and your top candidates are turning you down. While it’s not unusual to have a candidate occasionally decide to decline, if you’re noticing that highly qualified candidates regularly turn down your job offers, you might need to adjust your hiring approach.

Reason #1: Your Hiring Process is Too Long

You can offer candidates the best hiring package they’ve ever seen, but if they’ve recently accepted a job somewhere else, candidates may be unwilling to make the move to your company. A hiring process that stretches out for weeks or months is a surefire way to lose even the most interested candidate–especially if they’re some of the best talent in the field. Instead, look for ways to streamline your hiring process so that you’re able to move quickly from interview to job offer.

Reason #2: You Aren’t Offering Reasonable Compensation

Most candidates in your field have a pretty good idea of what industry-standard compensation should be. They know what salary they should expect, and while workers who are eager to get into a job as soon as possible may be willing to stick with you short-term, they’re going to keep looking for another job, too. Check your industry standards to make sure that you’re offering reasonable compensation. Keep in mind that it’s not all about the money, either! Great businesses that are able to attract the best talent in their industries also offer excellent benefits, including good health insurance, enough vacation days, and financial wellness benefits.

Reason #3: Your Team Displayed Unprofessional Behavior During the Interview

When you bring candidates in for an interview, it’s not just your opportunity to evaluate them. They also have the chance to evaluate you and see whether or not they feel that they’ll be a good fit for your business. Make sure that when candidates come in for their interviews, they’re treated professionally.

While it’s fine to try to get to know candidates on a more personal level, you don’t want to ask questions that are excessively personal. Try not to leave candidates waiting unnecessarily; stick to your schedule, and treat them with respect. Savvy job candidates know that the treatment they receive during an interview reflects the treatment they’ll receive when they sign on with your company.

Reason #4: Your Company has Poor Work-Life Balance

One look at your schedule tells candidates that they’re going to be spending all of their time at work, with no time left over to play–and that’s not the type of lifestyle most candidates are looking for. While they’re willing to dig in and work hard for your company, they want to put just as much time and energy into their own lives. A company that offers great work-life balance has much more appeal for most candidates.

Reason #5: Your Online Reviews Look Bad

What are other people saying about your company online? From the experience that other candidates have had during their interviews to the information posted, even anonymously, by current and past employees, your online reputation precedes you–and candidates are doing their research, too. Take the time to check through your online reviews and try to build a positive reputation. This simple step will help convince many candidates that your job will be a good fit for them.

Finding the right candidates for your open positions is only one step of the process. Convincing them that your company will be a great fit for them is equally important–and can, in some cases, be just as difficult! If you need help streamlining your hiring process and finding more great candidates for your open positions, contact us today to learn how we can help.