Recruiting

3 Essential Components of a Superstar Hiring Process

At CareerPlug we know that our people are the heart of our business. It is our people who execute our mission and vision and live our values every day. Having the right people in place has empowered us to innovate, explore, and grow as a company. And this isn’t unique to us – HR leaders across many industries understand the impact people have on their organization. From top to bottom, people set the pace and pulse of a workplace, ultimately impacting the culture, growth, and reputation of the company.

So why it is so easy to fall short when it comes to hiring the right people?

There are many common answers we can insert here: Hiring managers don’t have enough time. The hiring market is too tough right now. This person seemed perfect during their interview… it’s not our fault they left two months later.

There is no formula for making perfect hires 100% of the time, but there is a path to predictable hiring results. It’s true that hiring rarely comes at an opportune time for hiring managers. They have full workloads before the hiring responsibilities of reviewing applicants, conducting interviews, and then devoting days or weeks to training land on their plate. When a team is understaffed there’s even more pressure to fill a position as soon as possible. Maybe the hiring manager skips a reference check to expedite the process. Or settles for someone they would’ve passed on if they had the leisure of another week. It seems like a Catch 22: We rush through the hiring process to fill the seat quickly and save time, but then risk that new hire leaving sooner than expected (or having to show them the door) and starting the process all over again. And again. And again.

To stop this cycle of turnover, organizations need to develop a consistent hiring process and give hiring managers the tools and resources to execute it. It’s common for individual managers to develop their own process, and maybe some of them have a knack for always making great hires… or maybe they don’t. By removing the uncertainty and adopting consistency, companies can make predictable hiring decisions to build stronger, lasting teams.

Build Your Process

Start by standardizing job descriptions for every position. Job descriptions are the core of performance management. Before the hire is made, job descriptions attract the right applicants, lay out the expectations of the job, and set the hiring criteria for hiring managers. After the hire is made they guide training plans, set the foundation for performance reviews, and can even indicate when employees should be on performance improvement plans. While every job description will differ based on the role, first consider what key components each job description should have to help attract the right applicants. Remember that your job postings should not be a bulleted list of responsibilities, but rather communicate the purpose and impact of the position. Highlighting growth-potential, training opportunities, and other company benefits and perks will make your job descriptions more attractive.

Next, outline the essential steps each hiring manager should execute during the hiring process. While this could differ by position, it should not differ by hiring manager. At CareerPlug, we have a standard set of hiring steps across all our departments which include a phone screen, personality and cognitive assessments, multiple in-person interviews that involve in-depth interviews that uncover career aspirations and motivations, and reference checks. We also incorporate a “role play” exercise, or a job shadow, depending on the position.

Our more comprehensive process is a recent development; many of our seasoned employees were hired with a quick phone screen and in-person interview (or less). As a smaller company we definitely made our share of “gut-feeling” hires and were fortunate to get some truly talented people on our team. But that luck doesn’t last forever, and we have since shifted our hiring process to make more predictable hires. Focusing on building a consistent, effective hiring process has made our hiring managers more efficient and has enabled our teams to confidently add new, high performing team members.

Train Your Team

Not every hiring manager is going to have experience interviewing. Taking the time to train managers on how to run an effective interview is crucial. Clear hiring criteria in job descriptions, identified competencies for the position, and standard interview guides will set managers up to make better hires. When I sit down with new hiring managers, they often don’t know what to expect from the hiring process. Providing them with resources to execute and thrive is essential to success. Pre-screen questions and assessments save time on reviewing resumes; interview guides cut down on interview prep and help make the selection process more objective. We use our ATS to centralize email communication and move candidates through the interview and verification process. In the end, having a set process brings peace of mind to hiring managers and saves them time, all while helping them consistently hire great people.

As you consider what hiring steps make the most sense for your positions, consider these 3 essential components to a superstar hiring process:

Component #1 – Assess

Resumes are a great indicator of job history, but often fall short of digging into what you really need to know upfront about a candidate. Using prescreen questions on the initial application gives you immediate visibility into the most important questions that are relevant to your open position, such as certifications, work availability, or years of experience in the industry. Make sure these questions are consistent each time the job is posted. This way, hiring managers can expect the same info and evaluate applicants on the same criteria.

Once you’ve collected the initial information from applicants, use assessments to learn more. Personality assessments can measure soft skills like assertiveness, emotional intelligence, sales potential and service orientation, while cognitive assessments can be an indicator into problem-solving and verbal skills. Evaluate each of your positions and consider which competencies are most important to be successful in the role. Then, have current top performers in each role take assessments so you can benchmark their scores against potential hires. By utilizing assessments hiring managers can begin to see which candidates would complement their current team.

Component #2 – Interview

Interviews are the backbone of the hiring process. They are a chance to truly get to know a candidate, ask specific questions about their experience, and learn if they are a professional and cultural fit. But again, if hiring managers are not consistent in how they interview the evaluation process will be for naught. When all hiring managers ask the same questions to every candidate, it’s easier to evaluate on the job criteria and make more predictable hires.

Here’s a more detailed look at CareerPlug’s interview process:

  • Phone Screen – This is a short interview hiring managers conduct first to learn about a candidate’s current position and what they’re looking for in their next role. We use this interview to screen for basic qualifications: skill set, salary expectations, and ideal work environment.
  • Assessment – All candidates complete a personality assessment and a timed Math/Verbal assessment. Because we have benchmarked these scores against current employees, we have learned which scores are indicators for success in certain positions.
  • In-Person Interview – Lasting between 30 and 60 minutes, the first in-person interview validates the assessment results and explores in-depth behavioral and culture fit questions. This interview indicates whether the candidate has the experience and potential to perform well in the role. Their responses should also demonstrate alignment with our values (i.e. Communicate Openly and Innovate & Grow Every Day).
  • Life Story Interview – This interview takes a deeper look at a candidate’s professional history and asks them to reflect on past jobs and education. By learning about their highs, disappointments, and lessons learned, we can see if CareerPlug makes sense as the next step in their professional story.
  • Motivational Interview – The motivational interview digs into the question “where do you want to be in 5 years?” We ask candidates to expand on their motivations and goals for their career, finances, and other personal ambitions. This interview is essential to establishing CareerPlug as the right company to help them achieve these goals.
  • Leadership Interview – As a small, collaborative company, most positions work closely with multiple departments. It’s important to get leaders involved in the hiring process to offer perspective and to support incoming hires. Leaders of adjacent departments conduct short interviews with final round candidates to further explore company fit.

While we make slight adjustments based on the job, like adding a role play or a technical interview, we never sacrifice the core components of our process.

Component #3 – Verify

It only takes one time to regret not verifying a candidate. I approach hiring with the assumption that people are generally trustworthy, but that doesn’t make reference checks and criminal background checks any less mandatory in our hiring process. Reference checks should verify your assumptions about a candidate and give you an opportunity to learn how to best manage someone if they are hired.

At CareerPlug, all our offers are contingent upon completing a criminal background check. Rather than just another hoop to jump through before the hire, verification instills confidence in the hiring manager – and the company – that the right person is joining the team.

How CareerPlug Can Help

Creating a consistent hiring process that speaks to our values and culture has helped make CareerPlug’s team what it is today. We’ve seen the benefit of investing time in our hiring process played out in the dedication, service, and innovation of our employees in every department, and we are passionate about helping other companies build the hiring process they need to grow their business.

To learn more about how you can build a hiring process to get the right people in place, request a demo of CareerPlug’s hiring software today.

The Best Places To Post Your Jobs

Fishing for the Perfect Hire

The right candidate will rarely walk through your front door right when you need them.  That would be like a fisherman waiting for the catch of the day to jump into the boat!  A skilled fisher knows that having the right equipment and the right location matters in making that big catch. Similarly, recruiters and hiring managers need to know where to “fish” for candidates and use the right recruiting tools to tap into that applicant pool.

Here are a few places you should be casting your net:

Job Search Engines

Job Search Engines, like Indeed.com, aggregate job listings from job boards and employer websites. Because they reach a larger audience than just a job board (where employers have to specifically post to that site, usually for a premium fee), Job Search Engines increase your applicant flow to help that right candidate find you.

Social Media

Use your company’s online presence to your advantage and share opportunities on your social pages (LinkedIn, Facebook, Twitter, etc) to expand your pool of applicants. This gets your openings in front of people already familiar with your company. You can also have your employees or other connections share with their individual networks to multiply your reach.

Referrals

Referrals are the most valuable and often the most overlooked applicant source. Alongside your professional connections, your current employees can be your greatest recruiting asset. They already understand the company and know what kind of person will be a great fit in regards to culture, values, and work style. Design a referral program that works for your employees — for example, will an employee receive a bonus if you hire their referral?

How CareerPlug Can Help

CareerPlug’s hiring platform helps get your jobs in front of the right applicants.  We work with sites like Indeed – the #1 job search engine in the world – to broadcast your postings, integrate with your social media to post openings in one click, and make it easy to track employee referrals.   To learn more about attracting the right talent, download our free ebook.

Product Update: Partnership With ZipRecruiter

We are excited to announce a new partnership with ZipRecruiter. ZipRecruiter is one of the leading job search platforms in the country, serving millions of job seekers each month. ZipRecruiter’s platform includes the #1 rated job search app on Android and iOS and 40 million+ job alert email subscribers.

How Does It Work?

Step 1: Post a job on CareerPlug’s Applicant Tracking System
Step 2: You’re finished! Your job will be on ZipRecruiter within 24 hours.

ZipRecruiter adds to our list of organic job feeds, joining a list of the largest job search sites in the country, including:

  • Indeed
  • LinkedIn
  • Glassdoor
  • Direct Employers

Together, these free job listings help our clients hire thousands of applicants every month. ZipRecruiter’s addition to this list makes it easier than ever to attract the right applicants and achieve your hiring goals.

To unlock the full power of ZipRecruiter’s extensive publisher network, which will distribute your job ads to over 200 of the top online job boards, sign up and subscribe to ZipRecruiter’s monthly job posting service.

Build Your Talent Magnet With CareerPlug

Automatically listing your job postings on major job search engines is a must if you want to compete for top talent. In fact, clients switching to CareerPlug can see a 5x increase in applicants from our automatic job listings on sites like ZipRecruiter.

Interested in learning about how CareerPlug can help you increase your applicant flow? Request a demo of CareerPlug’s Applicant Tracking System today.

Need More Applicants? Make It Easier To Apply

Why Complex Applications Are Deterring Applicants

A job application is like a handshake: an introduction that can leave a lasting first impression for hiring managers and candidates. While hiring managers are looking for the right candidate, job seekers are looking for the right company. It’s reasonable to expect candidates to put their best foot forward at step one of the hiring process, but is your company doing the same?

What’s Going On

It’s tempting to want to learn as much as possible about a candidate as early as you can. However, when this desire manifests into six page paper applications or 30 screening questions, you’re doing more harm than good. You would never burden a potential customer with hours of upfront paperwork, so why would you do the same for a potential hire?

These lengthy, complex applications don’t just annoy candidates, but deter them from applying all together. According to Indeed, there is a direct correlation between the number of screening questions and the reduction of applications. For example, there is a 17% reduction in applicants with 10 questions, a 50% reduction with 30 questions, and an 88% reduction with 45+ questions. Job seekers aren’t lazy, they just have other options as more and more employers simplify their process.

Creating the right candidate experience can dramatically improve your talent pipeline. 61% of candidates with a good experience said they would encourage others to apply. On the flip side, 27% of candidates with a bad experience would actively discourage others from applying (via The Talent Board).

What You Can Do

  • Start with what’s most important. As a first step, have applicants submit their resume and answer 3 – 5 of the most important questions. Asking the right questions up front will make it easier to identify top candidates and increase your applicant flow. Once you have this key info you can follow up with a formal application.
  • Make applications mobile friendly. Over 50% of job seekers now use their mobile device to search and apply for jobs. Without mobile-optimized applications, you could be missing out on the perfect candidate.

How CareerPlug Can Help

We work with clients to streamline their hiring process and easily attract, evaluate, and hire top candidates. For more information about how CareerPlug can help your business, download our free ebook

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.

glassdoor-pic

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.