3 Tips For Writing Better Job Descriptions

Writing stellar job descriptions is one of the first steps a company can take to give job seekers a great candidate experience. After all, these preliminary interactions set the tone of the working relationship. Set the right tone by showcasing your opportunity in a candidate-friendly way with these three tips for better job descriptions.

Use Clear & Straightforward Job Titles

A job title should be like a great headline— short, sweet, and to the point. The best job titles also use relevant keywords that applicants are likely to enter into search engines such as Indeed. Thus, it’s wise to avoid cute or weird job titles since they are less likely to turn up in search engine results or get clicks. Not to mention they can be confusing to job seekers. Use “Personal Trainer”, not “Fitness Ninja” or “Wireless Sales Consultant”, not “Rockstar Sales Guru”.

Make Job Descriptions Easy To Read

Although it’s tempting to list every position requirement and exhilarating detail about your company, job descriptions should be clear, concise and scannable to the reader. In other words, get down to business but don’t overwhelm applicants. To do so,

  • Limit job descriptions to 400-800 words
  • List 3-4 qualifications
  • State 5-10 of the most important responsibilities and/or requirements
  • Clearly state the key objectives or outcomes for the position
  • Break up text with bullets and subheads for easy readability
  • Use action words to keep blocks of text engaging and focused

Sell The Opportunity

Always keep in mind that the high quality candidates you are after have a lot of options. That means you can’t forget to sell your company in your job description. Why would a motivated, career-driven top performer want to join your team? What makes your company unique and interesting? What do your current employees say they love about coming to work? Write those things down and add them to the job description to attract more great candidates.

PS – Don’t forget that top candidates care more about health benefits, training and advancement opportunities and your company values than they do about the office ping pong table and beer Fridays.

Build A Talent Magnet

Taking the first steps to give applicants a great candidate experience is crucial if you want to attract top talent and ultimately build a talent magnet. The long-term effects of a strong talent magnet can positively impact the growth and profitability of your company.

Want to learn more about creating a talent magnet? Download our free ebook today.

How The Job Search Process Has Changed

Ahem, The Job Search Process Has Changed

Remember when it was common for companies to hang a “Help Wanted” sign in their storefront when they were looking to hire? Ya, a lot sure has changed in the last ten years. In today’s fast technological times, where one can order a car or food instantly from their smartphone, it’s hard to fathom the job search process of the past. Thankfully, modern technology has changed the job search process for the better. However, how job seekers apply isn’t the only thing that has changed.

What Else Has Changed?

Jobs Are Now Online

The internet has revolutionized how job seekers and companies interact in the last decade. Job seekers can now access dozens of opportunities in just a few clicks of their mouse. Gone (but not forgotten) are the days of the “Help Wanted” sign.

Job Seekers Are Now Applying From Their Phones

The smartphone has enabled job seekers to easily apply for a job within seconds with minimal effort. While it’s a wonderful thing for candidates, this has created yet another issue for HR managers to overcome to continuously attract top talent. In short, companies have had to Go Mobile or Go Home. Making career pages mobile-optimized has become essential to attract quality candidates and rank higher in search results thanks to a clever algorithm put in place by Google.

Job Search Engines Offer More Opportunities

A decade ago, job boards like Monster and CareerBuilder were the go-to platform for job seekers. However, with the rise of platforms like Indeed job seekers now can search instantly across multiple company career pages with just one click of their mouse…err… smartphone.

How Employers Can Deal With The Ch-ch-ch-changes

So what can companies do to consistently attract superstar talent in today’s technology-driven job search process? Companies must make sure their virtual “Help Wanted” signs are seen on high-traffic job boards and then they must make it easy for applicants to apply from their phones by mobile-optimizing their job postings.

Want to learn more on how your company can attract superstar talent in these techy times? Download our free ebook now.

How to Recruit Personal Trainers

Why Certification Matters

The popularity of personal training and fitness classes is on the rise as Americans take initiative to become healthier. As gym memberships increase, it becomes even more important that employees are well-equipped to work directly with gym members. Fitness instructors operate in a capacity that holds the organization liable for potential harm that befalls clients. In Indiana in 2003, an injured gym member attempted to sue both the personal trainer and the gym for bodily injuries. The health risks involved with working out highlight the importance of hiring quality fitness trainers. A successful organization needs experienced professionals to reduce risks for both clients and the gym itself.

Finding Certified Trainers

Certified personal trainers hold certifications and knowledge that enables them to assist their clients in the case of an emergency, such as CPR and AED certifications. Certified fitness trainers know how to recognize signs of bodily distress and prevent physical harm of clients. Also, customers feel more at ease working with trainers who are certified and are knowledgeable about nutrition, exercise, and safety.

Anyone familiar with the hiring process understands the difficulty in finding the right candidates. A good employee will be familiar with proper exercise etiquette and have a passion to help  people improve their physical well-being. One way to make the process more efficient is by specifying minimum standards for fitness applicants. This can be done through the use of pre-screen questions that weed out applicants who don’t meet the minimum requirements, such as CPR/AED certifications. Pre-qualifying certified candidates allows you to fast track the most promising trainers through your hiring process, empowering you to make an offer before your competition. 

Making the right hire for your gym, classes, and members

Identifying the most qualified trainers goes a step further than trainers’ certifications. Finding instructors who have the right mindset for the job is important as well. Using personality assessments allows you to reveal insights beyond the resume and find instructors who have the qualities needed to work with a  range of different gym members. By administering personality assessments to applicants, you can easily identify trainers who have competencies such as optimism, emotional stability, and achievement striving. Being able to pinpoint fitness applicants strengths gives you an idea of how they would best fit into your team. For example, you may want more encouraging and patient trainers working with beginner-level members and tougher trainers working with athletes and advanced members. You wouldn’t necessarily want to hire a former Crossfit trainer to head up a level one spin class – even though experience and certifications may pre-qualify the candidate, the training and communication style may detour beginners. Remember that you’re seeking a great fit for both your business and your members.

CareerPlug Simplifies Hiring for Over 4,000 Gyms

CareerPlug works with about 4,000 fitness club locations in streamlining the hiring process, including Planet Fitness, Crunch Fitness, Orange Theory, and many other franchised and non-franchised chains.

To learn more about how CareerPlug can help with your hiring needs, request a demo today or download our free ebook!


Building a Talent Pipeline for Your Fitness Club

Fitness Industry Turnover

It’s not the latest fad. Both fitness club memberships and fit club employment demand have been rising across the industry for years. According to the Bureau of Labor Statistics, fitness memberships grew 18.6% between 2008 and 2014. These fitness and recreational sports centers employed 533,200 people in 2014, and jobs are expected to grow 8% by 2024. Pair that growth with the high turnover seen in the industry, and you’ll understand how staffing is a growing challenge. To effectively combat turnover, we’ve helped savvy fit club owners build pipeline recruiting processes to ensure that top talent is always being recruited.

Pipeline Recruiting Helps Combat Turnover

So what is pipeline recruiting? It’s a proactive approach to hiring that enables fit clubs to passively attract and qualify the top candidates in their local job market, and it supercharges future recruiting with a qualified talent pool to draw from when turnover occurs. If there is a new spot to be filled, or if there is a recent loss of an employee, pipeline recruiting allows you to draw from a list of pre-approved candidates from which one can immediately be hired. While this may seem like “jumping the gun”, it’s simply resolving an inevitable problem in a high-turnover industry. If pipeline recruiting is not leveraged, two main problems can arise as a result. Firstly, less qualified candidates are hired because hiring managers end up finding themselves in a time crunch, where the main objective is to fill a position quickly. Secondly, if rapid turnover occurs, not only will retained employees become overworked trying to pick up slack, there won’t be adequate staff to teach classes or train club members, leading to losses in revenue.

How to Build and Utilize a Candidate Pipeline

Luckily, there are always simple practices that fitness clubs can take advantage of in order to be in recruiting mode even when there isn’t a job to fill. Fitness clubs are in a unique recruiting position, in that their clientele may have skills or even certifications that the business prioritizes in the hiring process. Put simply, your customers may be great candidates for employment. Consider using a flyer that communicates that your gym is always looking for personal trainers. Review all the ways you already communicate with your customer base to identify the right time and place to announce your opportunities, and before you know it, you’ll be including your “regulars” in your candidate pipeline.

Another instance where pipeline recruiting can be utilized is when you find more than one great candidate when there is only one position open. If you ever find yourself in this position, put the qualified candidates, you weren’t able to hire at the time, in the candidate pipeline. If other positions open up in the future, the candidates you put in the pipeline may stay be available to fill them.

The benefits of pipeline recruiting are long-term and offset the work that is done upfront. Pipeline recruiting allows fitness hiring managers to get familiar with the best candidates so that when new positions are available, they can be hired immediately. Drawing upon a pipeline of qualified candidates is much easier than scrambling to make last minute hires and perpetuating the cycle of turnover.

Build Your Talent Pipeline with CareerPlug 

CareerPlug works with over 4,000 fitness clubs to establish effective recruiting processes and attract high-quality fitness candidates. With the right tools, gym owners and managers are empowered to implement effective hiring practices and make the right hiring decisions for their fit clubs. To learn more about how CareerPlug can help with your hiring needs, request a demo today!

If you would like to learn more about the approach we take to hiring, download our free ebook.

How to Make Your Job Descriptions More SEO-friendly

As any HR professional can tell you, attracting top talent in today’s competitive job market is no easy task. Nowadays, it’s no longer enough to simply write a compelling job description and hope for the best. With so many opportunities available to job seekers, your first step must be to ensure that your posting can be easily found in online search results.

Just as marketers try to optimize their web pages to rank highly in Google, savvy recruiters optimize their job postings to rank highly in job search engines when candidates do job searches. Therefore, to get the most out of your job postings on Glassdoor and elsewhere, you’ll need to start thinking like a search engine and following best practices for search engine optimization or SEO.

How does that work? To get the inside scoop on what employers can do to optimize their job descriptions, we sat down with the head engineer in charge of Glassdoor’s job search engine, Bhawna Singh. Here are 6 SEO tips to jumpstart your posting performance:

1. Make your job title easily searchable

Most job seekers search by job title, so knowing how to optimize your title is the first step to getting your job posting in front of qualified candidates. To perform well, keep your title straightforward and consistent with the language typically used in your industry. Steer clear of creative titles like “Excel Wizard” or “Coding Ninja,” as these tend to rank poorly compared to frequently searched titles like “Software Engineer.”

Singh, Senior Director of Engineering for Glassdoor’s job search engine, tells us, “Our algorithm will rank your jobs higher if the job title closely matches what the user typed in the search box.” Singh adds, “Additional phrases in the title, like ‘apply now’ or ‘competitive salary,’ make it less likely that your job will match well to the user’s query. These types of modifiers are best saved for the job description.”

2. Watch your abbreviations

When it comes to abbreviations, most search engines are advanced enough to recognize commonly used abbreviations such as “Sr.” for “Senior” or “RN” for “Registered Nurse.” However, things start to get tricky when the same abbreviated term may be used among different positions in different industries. To prevent your description from getting advertised in the wrong place, make sure to expand your abbreviations to specify whether your “PA” job is referring to “Physician’s Assistant,” “Production Assistant,” “Personal Assistant,” or “Personal Accountant.”

3. Keep location out of the title

Unlike Internet search engines such as Google or Bing, which filter queries through a single generic search field, all major job search sites feature two fields, one for job title and the other for location. When these search engines try to match your job to the user’s query, they match title-to-title and location-to-location.

Users search for specific job titles more than any other group or combination, including location. If your job title is “Assistant Manager North Canton Store” and your location is “North Canton, OH,” including the location within the job title only makes it a less exact match to a job seeker’s query of “Assistant Manager.” To help boost click-through rate, ditch redundant information like location so that your title will more precisely mirror what the job seeker is searching for.

4. Front-load your title

A 2014 eye tracking study conducted by Mediative revealed that the way people view search results differs from the way we read other kinds of text. As opposed to reading a piece of text line by line from left to right, people consume search results vertically, scanning the beginning portion of results from top to bottom. Applying this to job search results, job seekers scanning through dozens of job results are likely to view just a fraction of job titles, focusing their attention at the beginning.

To make sure that important pieces of information don’t get passed over, orient your job titles so that the most relevant words fall within the scanning window of the first 1-2 words. In the image below, you’ll find an example of a job title not optimized for search result viewing. Because the first two words don’t include any job title related terms, it’s more likely that a job seeker will skip over it. Avoid this mistake by beginning your title with the most pertinent words.


5. Keep an eye on character count

When crafting the right title for your job posting, it’s useful to keep length in mind. At Glassdoor, the job search engineering team has found that among the site’s millions of job postings, the most typical length for a job title is between 12-20 characters. What’s more, titles within this range also have the highest click-through rate. Think titles like Product Manager (15 characters); Sales Associate (15 characters); Business Analyst (16 characters); and Non CDL Truck Driver (20 characters).

If your title’s character count falls on either extreme of the range, you run the risk of experiencing a significant decrease in your number of click-throughs. For example, on Glassdoor, job titles over 60 characters get clicked on about half as often as titles in the 10-20 character range.

If this is the case for you, consider either shortening or extending your job title to fit within the 12-20 character range. Look into what titles are most commonly used in your industry for the level and skill you’re looking for. If you’re worried about your title not being detailed enough, remember that you can always provide more detail later on in the description.

6. Formatting matters… a lot

Job seekers tend to skim job descriptions, so it’s crucial that yours is easy to digest. However, beyond simply making your description easy on the eyes, there is an SEO incentive around formatting as well. Singh says, “Good search engines take into account the quality of the job title and description. Misspellings and bad formatting can negatively impact how your job ranks.” To give your description a well-defined structure, break up your text with separate paragraphs, section headings, and bullet points where appropriate.

Paying close attention to formatting is particularly important when advertising the same job on multiple sites. Be cautious when copying and pasting descriptions that your posting doesn’t convert into a single blob of text. Singh advises, “If you’re using multiple sites, it’s always a best practice to check how the formatting of each one looks.” Be aware that some job boards do a poor job of preserving your original formatting, which will reflect poorly on you as the employer.

When developing your job posting, remember that your goal is to craft job titles and descriptions that will match a job seeker’s search query as closely as possible. Try putting yourself in their shoes and think about how you would conduct a job search for your particular position. The more you can imitate the way job seekers interact with search engines, the better your job posting will perform.


This guest blog post was written by Lizzie Jeffrey, a content writer and business development specialist for Glassdoor. As one of the fastest growing jobs and recruiting sites, Glassdoor is dedicated to helping people everywhere find jobs and companies they love.

If you want to read more of Glassdoor’s content, check out their blog.



Insurance: Attracting Millennials

Millennials are Shaping the U.S. Workforce

Millennials are a generation that will shape the economy for decades to come. Today, the insurance industry is facing a challenge of recruiting millennials to replace retiring baby boomers. By 2020, 46 percent of all U.S. workers will be millennials. It is essential now more than ever for insurance employers to build a recruiting strategy centered around mobile-friendly applications and a digital hiring process to be able to attract and evaluate a new generation of educated workers.

Benefits of Attracting Millennials

Millennials current view of the insurance industry is not very positive. According to the Insurance Journal, 53 percent of millennials perceive the insurance industry as not being innovative and as having a poor public image (65 percent). Moreover, 71 percent of millennials want to work with people in their age group yet they perceive the insurance industry as predominantly employed by older workers.

Most millennials are considered tech savvy multitaskers, which is a huge benefit for an insurance agency. In addition, millennials are motivated by more than just making money. Most millennials want to work for a company that practices social responsibility and gives back to the community. Millennials have the education, tech-savviness, and passion to improve your agency’s processes and culture.

If agencies try to avoid hiring millennials, they may be inadvertently hurting their long-term sales. When an entire industry is unattractive to millennial workforce, it can be an indicator that the industry as a whole is less likely to appeal to millennial customers as well, perhaps forgoing the traditional insurance sales process in favor of self-service online or through an app. Like every generation before them, millennials are more likely to listen to their peers, and a millennial insurance salesperson will have much more first hand insight into how to connect with this audience and deliver an effective message.

Using Technology to Attract Millennials

There’s a pretty simple answer to the question, “where do I even begin with recruiting millennials?” Start by formalizing your hiring process with an applicant tracking system, or ATS. There are many applicant tracking systems out there, but agencies will benefit most from a system that empowers hiring managers to attract millennials to a mobile-optimized careers page, showcasing company culture and open positions right on an applicant’s smartphone. Agents and recruiters stand to benefit greatly from prioritizing a great mobile candidate experience and distributing job posts to search engines and social media. In fact, job searches from a mobile device have increased dramatically over the past few years. In 2014, 50 percent of job searches in the United States were done on a mobile phone.

Social media sites like Twitter and Facebook should be constantly updated and have frequent posts and links to the agents’ careers page in order to let job seekers know there are open positions. It is important for recruiters (or agents who manage recruiting themselves) to update their LinkedIn profile as well to let their connections know they are hiring. Millennials are mostly visual learners and rely on reviews before making a purchase on the internet. Similarly, these job seekers will look up the employers they are interested in on LinkedIn to get an idea of who they will work for. From our experience, most online job seekers will apply to jobs on Indeed, the job search engine that produces 50% of hires made online in the US. Therefore, it is crucial for insurance agents to build a strong online employment brand and begin recruiting the growing millennial workforce.

Recruiting Millennials Made Easy

CareerPlug can help insurance agencies attract the millennials they need. CareerPlug makes the hiring process easier and attractive for millennials with our specialized Careers Page and hiring tools. Moreover, CareerPlug works along with job boards like Indeed in order to help agencies attract more applicants. To learn more about how CareerPlug can help you turn your agency into a talent magnet, request a demo today!

To learn more about the approach we take to hiring, download our free ebook, How to Build a Talent Magnet.

Home Healthcare: Fast Track Recruiting

There are over 12 million patients requiring more than 428 million patient visits each year by home healthcare agencies. There are also more than 35,000 companies vying for that business, that means there is A LOT of competition out there when you are looking to hire.  Hiring top quality home health aides for your agency can mean hundreds of thousands of dollars in increased revenue. Hiring someone that you need to replace in six months costs you much more than just their salary.

As a home health provider, you may often feel overwhelmed when you need to hire a new team member. “It’s expensive…I don’t have time…there’s no good candidates,” are things we often hear. While hiring is not easy, like any job, you need the right tools to do it efficiently and effectively. After all, you wouldn’t hire a contractor to build a house without a hammer and a saw, would you?

Ask the Right Questions  

It all starts on the front end by asking the right questions. Questions relating to communication, listening skills, and an applicant’s general attitude are more appropriate for an in-person interview, but there are certainly insights you can gain during the application process by learning basics about them on the front end.

For example, if you are hiring for a home health aide, you would want to know more details regarding the candidate’s experience level and education. What licenses do they hold? What types of patients, specifically, have they treated? How many years of experience do they have?

Reach Out to Star Candidates Promptly

While receiving information upfront is great, it’s only half of the race. In an industry teeming with opportunity and dealing with a shortage of talent, a truly qualified applicant has plenty of options for employment. Applying to several positions is the norm and applicants have the power to choose a position based on fit, rather than necessity.  As the hiring authority, following up with quality applicants right away is critical and ensures you are not letting those star candidates slip through your fingers.

CareerPlug helps you follow up with highly qualified applicants promptly and make better hiring decisions with our Fast Track program. Using Fast Track gives you the ability to quickly identify high caliber individuals earlier in the process to help you get a jump on your competition. For example, if a candidate applies that has experience as a Home Health Aide and is a CNA, you can receive a real time notification to engage that person.

Contacting your quality applicants faster and starting the hiring process sooner could prevent you losing them to a competitor and ensure your agency continues to win. This also helps to reduce the time that you are spending with the wrong candidates, helping you to get your positions filled faster and ultimately allowing you to serve more patients and grow your client base.

Start Fast Track Recruiting with CareerPlug

CareerPlug helps thousands of businesses and franchise systems institute and leverage effective hiring practices to provide drastic returns on investment. We can help your home healthcare agency build a strong team with the potential to deliver great  long-term value to your business. To learn more about how CareerPlug can help you turn your home health agency into a talent magnet, request a demo today!

To learn more about the approach we take to hiring, download our free ebook, How to Build a Talent Magnet.

Franchises: Custom Hiring Processes

Imagine you are in the process of hiring for both an Operations Manager and a Technician. Each candidate makes it through an assessment step, a phone screen, an in-person interview, and each are extended an offer.

The hiring process is one of the most important strategic plans your company can develop, but does evaluating these two candidates using the same hiring process actually help you make a better hire? These two positions require different skills and experience and as a hiring manager, you would most likely have more success evaluating the two candidates separately with their own unique screening and interview process. These employees will take thousands of individual actions on your behalf and you need to approach your hiring decisions strategically.

At CareerPlug, we work with a variety of clients and each one has the ability to create their own custom hiring process. Typically the process looks like this:


While the overall flow might stay the same, a client might have additional actions in each one of the steps. A client like ServPro hires a very specific type of candidate and to ensure they make the right hires, they might have multiple levels of interviews and recruiting sessions in their hiring process.

 Operations Manager  Technician
Prequalify & Review
View resumes and filter by responses to pre-screen questions.
Personality and Cognitive Assessment Technical and Skills Assessment
Evaluate candidate assessment scores against assessment scores of your current top performers to identify the best matches. A technical skills assessment can reveal insight into whether an applicant has the knowledge needed to perform the role.
Phone Screen
A phone screen gives you the chance to ask high-level questions and expose some of the intangible qualities about the applicant.
1st Round Interview
Schedule a face-to-face interview with the hiring manager to go over the specific role and responsibilities.
2nd Round Interview  Technical / Shadowing  Interview
Use an additional interview round with other team members (other managers or colleagues) to meet and evaluate the candidate. Your opinion matters but it is only a quick snapshot so increase your chances of finding a good hire by asking for those other opinions.  This in-person interview with the hiring manager can include a chance to go out into the field with a current technician to go over the specific role and responsibilities. A role-play or simulation out in the field can differentiate the candidates who have the necessary skills.
Finalize the process with a step to confirm work history, performance, personality, and insight into whether they would rehire a candidate.

Customizing Franchise Workflows

Within your ATS, you can create these custom, but still consistent, workflows to ensure that you are building a repeatable process that can lead to better hires.

We make it easy for franchisors to create a default hiring process for franchisees. Franchisees have the option to use that process or opt into customizing their own. This way the franchisee can establish and manage their own hiring process and franchisors will stay compliant with joint-employment regulations.

Becoming a true talent evaluator can only happen if you have a consistent hiring process. Developing a role-specific hiring process can help you avoid the costly setbacks of a bad hire and can help you identify your top performers efficiently. Better employee hiring leads to an increase in company performance so invest your time in developing your approach and you will see results!

Cleaning Services: Unclutter Your Hiring Process

The cleaning services industry has suffered from high employee turnover rates for a long time now. Given the nature of the work, the varying work hours, and the low pay typically offered by the positions, it can sometimes be difficult to retain members of a cleaning staff. In a survey conducted of cleaning industry professionals by P&G, employee turnover was listed as one of the top three challenges that cleaning managers face when managing their staff. With continued issues with high employee turnover customers will constantly have encounters with workers who have less expertise and likely minimize the customer’s overall positive experience with the cleaning services business. Whether your company offers residential or commercial cleaning services,it is clear that a structured hiring process is needed to develop a strong team that will help your business succeed.  

Hiring the Right People Based on Personality Traits

In the cleaning services industry it’s important you are able to recruit workers who have the right mentality to face the challenges presented from working on a cleaning staff. Identifying certain personality traits such as integrity, optimism, and persistence, would be beneficial given the nature of the work. Top performers in cleaning services likely have these competencies since a sense of trustworthiness as well as an overall positive attitude about the work is necessary to be a successful part of a cleaning staff. Hiring the right people can start with administering personality assessments to all candidates. A personality assessment is designed to measure certain personality traits that can be important predictors of successful job performance. It’s possible that someone or several people on your team already encompasses all these traits. Benchmarking incoming applicants against the best people on your team is an easy way to find others who have the same or similar personality traits and are more likely to contribute to your business the way your current A-team does.

Pre-Screen Questions to Quickly Identify Qualified Applicants

To compete for talent in the cleaning services industry, you need to act quickly when you identify qualified candidates. Top talent doesn’t stay on the market for long, and if you’re too slow in reaching out you could lose the opportunity to secure a more experienced cleaner. Utilizing tools like pre-screen questions can help you immediately spot skilled applicants and gain an edge on the competition. When you use pre-screen questions in the first step of the application process you can filter out unqualified applicants and make it easy to contact candidates who meet your requirements. An example of a pre-screen question might be whether or not the applicant has previous cleaning experience. The ability to Fast Track applicants who meet all or specific job requirements will give you the edge over competitors and increase the chances of employing the best from a diverse talent pool.

Develop a Candidate Pipeline

Most business owners have experienced a time when a position suddenly opened up. Since there was no one on had to fill the position you were likely forced to begin the hiring process from the very beginning. The best way to ensure that you are always staffed up with the best workers is to develop a candidate pipeline. Ongoing recruiting ensures you never have to start from square one of the hiring process because you will always be on the lookout for top talent.

If you come across a qualified candidate, but they are not the right match at the time, you can add them to your candidate pipeline and reach out to them for future opportunities. Developing a candidate pipeline is essential to your hiring process so you never find yourself scrambling to fill a job.  

Let CareerPlug Help  

CareerPlug can help give you the advantage with your cleaning services hiring process. We give you the ability to standardize your hiring process with the administration of personality assessments, the ability to benchmark your top talent and Fast Track qualified applicants, and an ongoing recruiting program to ensure you are always staffed up. We can help set your cleaning services business up for success. Connect with a hiring expert today!

Chick-fil-A Case Study: A Recipe for Hiring Success

Walk into any Chick-fil-A location and you will enjoy not only a delicious chicken sandwich, but an unrivaled customer service experience.  How has Chick-fil-A created such an enduring culture of service? By focusing on their people.

As Chick-fil-A founder Truett Cathy stated, “Our people are the cornerstone of all that we do at Chick-fil-A. As a chain, we believe that attracting great people helps create an unforgettable experience for our customers.” With this philosophy in mind, it’s not surprising that operators across the country utilize an ATS to help them develop a successful hiring process.

CareerPlug’s partnership with Chick-fil-A began with a single operator in Raleigh, North Carolina: Rally DeLeon of Chick-fil-A North Hills. DeLeon’s location received plenty of applications from walk-ins and employee referrals but he was looking for a way to cast a larger net into the applicant pool and find quality applicants faster. CareerPlug would provide a single system for all applicants – no matter the source – and a consistent process that would lead to better hiring decisions.

Besides casting a larger net, DeLeon needed to:

  • Build an employment brand
  • Quickly identify top applicants
  • Create a consistent process

Partnership Goal: to make long-term hires by building an employment brand and a consistent process for attracting, screening, and identifying the highest quality applicants.

The Ingredient List for Making Better Hires

Our relationship started with the creation of a consistent employment brand. Without a centralized application and tracking system, creating a uniform experience for multiple sources of applicants is difficult. With CareerPlug, Chick-fil-A North Hills is now able to showcase their career opportunities and highlight core values, benefits, and their location’s culture on a customizable Careers Page. This allows them to automatically make a great first impression for potential applicants. And whether an applicant is coming from the job boards or accessing the link from a sign at the store, they land on the same application.

As stated previously, finding applicants isn’t difficult for Chick-fil-A North Hills. They have a great reputation in the community and a successful employee referral program. CareerPlug gives them a way to efficiently screen the large applicant pool and narrow it down to the quality applicants worth interviewing. They screen applicants by asking questions about previous experience, availability, and personality and then Fast Track these quality applicants to contact them before competitors.

Once applicants are in the interview stage, DeLeon uses the Chick-fil-A core values to develop interview standards and guides to evaluate not only a candidate’s ability to complete the day-to-day tasks of the position but to evaluate their culture fit. He is an avid user of the personality and intellect assessments CareerPlug provides to let you benchmark your top performers and evaluate candidates consistently.

As an operator, DeLeon has an investment in the hiring process. He knows what it takes to be in each position and because of this, has developed an intense recruitment and training program for team members. These are the people who interact with your customers on a daily basis and are the ambassadors of your brand. Making a bad hire can affect your business’ reputation taking the time to build a consistent process for attracting, and screening applicants is worth it.

Since partnering with CareerPlug, DeLeon has interviewed hundreds of applicants and grown his team. With a centralized platform, he is able to scale consistently and continuously make better hires.  

More and more Chick-fil-A operators and managers began to work with us to improve their hiring process. They’ve quickly realized that advertising openings with “Now Hiring” signs and utilizing open interviews as the only step in the hiring process resulted in poor hiring decisions. Building a strong employment brand and instituting an effective hiring practice is a true investment in the long term growth of your restaurant.

For more information on how CareerPlug makes hiring easier contact us today!