Pipeline Recruiting for Financial Institutions

Utilizing Pipeline Recruiting in Financial Establishments

The recruiting process for franchise financial institutions is dated and often results in turnover, sporadic hiring, and a lack of diversity. There have been very few technological innovations in the banking and financial services industry in franchises that are not part of the upper echelon of firms that have the ability to dedicate resources to it. Having a process that can tailor candidates to the specific needs of your firm will leverage a consistent channel from which to hire and give you a pool of readily available active candidates. 

Benefits of a Pipeline Recruiting Process

Whether you are running a bank, credit union, financial sales firm, or insurance agency, your sales force represents your brand, and the channel through which your organization will bring in revenue. To maximize the satisfaction of customers, and ensure that they will continue to transact with your company, it is important to have the best-suited employees to interact with your clients.

Identifying candidates who have sales and other client-facing job experience is going to be the most beneficial to your business because they know how to interact with clients. If you want to try to innovate your financial institution’s online presence, it may be beneficial to hire candidates who have a background in I.T., or technological sales. All of this criteria can be met by implementing a pipeline recruiting process.

Taking a proactive approach to hiring can ensure that there is less stress put on your recruiting process and that you can attract more high-quality candidates. Also, with a sufficient amount of time dedicated to thoroughly evaluating candidates, you can improve retention rates among new hires.  Filling critical open positions more rapidly will be made easy, once you have developed a pool of qualified candidates ready to enter your organization promptly.

Your Recruiting Process Made Easy

CareerPlug has worked with over 6,000 financial services branches including First Command, New York Life, Liberty Mutual, and State Farm. With the experience and tools needed to hone in on the specific candidate profile needed, evaluate, and supply a pipeline to recruit from, CareerPlug can streamline the way you hire. To learn more about how CareerPlug can help your business make hiring easier, request a demo today!

Hiring For Your Regional Grocery Store

Regional grocery stores face a unique set of hiring challenges.  From stockers to cashiers to deli workers, employees are the face and voice of your company brand.  But with turnover at 39%, those faces might be changing too often to make a positive impact.  Putting care into who you hire – from considering your ideal candidate, tailoring your hiring process, and understanding the affect great employees have on your business – you can build a talented team and a loyal patron base.

The Ideal Candidate

Filling positions for each store and each department involves more reflection than hiring the first person who walks through the door.  What are the specific requirements of each position? Will a hire be routinely lifting heavy boxes? Do they need to be able to upsell customers? How flexible does this employee need to be when it comes to working late/early hours or on weekends?

After you have the requirements outlined, you can consider soft skills necessary for each position.  A cashier needs to rank high in service-orientation and emotional stability, where other roles you might focus more on detail-orientation or sales potential.  Taking a look at current top performers is a good place to start.

The Hiring Process

The hiring process should be tailored to the position you’re hiring. Pre-screen questions and personality assessments are two steps that will likely be helpful when recruiting for any position. Pre-screen questions allow managers to only focus their efforts on evaluating candidates who meet the basic qualifications to perform the job effectively. Personality assessments can help managers get a better sense of who the candidate is and if they have similar characteristics of other employees who have been valuable to your regional grocery store.

A successful hiring process is neither based on gut feeling or uniform across all departments.  While your stores should have common pillars in the process, take the opportunity to use your knowledge about the ideal candidate and the position to tailor the process.  For example, would the evaluation benefit from a job shadow or a role play? What step can you add to your process that ensures you are hiring the right candidates for that department?

Once you’ve decided what a successful hiring process looks like, stick to it.  Consistency in hiring – from the questions asked to the competencies measured – helps you predictably make better hires.  When you take the care to make better hiring decisions upfront, you reduce your turnover and ultimately impact your bottom line.

CareerPlug Can Help

CareerPlug works with numerous multi-location businesses to streamline their hiring process to make better hires and reduce employee turnover.  Learn more about the impact CareerPlug can make on your business here: 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.

 

 

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: Providing Employment Resources Without Being a Joint-Employer

Defining the Franchisor-Franchisee Employment Relationship

At the beginning of a franchise relationship, franchisors spell out the conditions of franchising in the Franchise Disclosure Document (FDD). These conditions affect most areas of the franchisee’s business, but one area that can lack clarity is with regard to hiring and employment decisions. There are good reasons why franchisors typically avoid directly providing hiring guidelines to franchisees, the primary reason being to remain agnostic to the franchisees hiring practices and, by doing so, avoid being considered a joint-employer to franchisees. However, franchisors have a tremendous amount of insight and value to provide franchisees on hiring and recruitment – so how can franchisors surface these insights to their franchisees while staying out of employment decisions? Let’s start with a background on co-employment.

What is Co-Employment Regulation?

Co-employment regulation put forth by the National Labor Relations Board (NLRB) all comes down to the question of who is employing the employee. Recent NLRB decisions have obscured the answer for some franchisors and their franchisees. We hear from franchisors all the time, wondering how they can support franchisees with hiring best practices and software without encroaching on their freedom to make independent employment decisions. Typically employment decisions, such as offering 401(k) or health care benefits, are made independently by the franchisees. A franchisor would only have a hand in employment decisions if it was a joint-employer with its franchisees. For the most part, franchisors have little interest in being joint-employers with their franchisees, but they are likely interested in avenues to improve franchise success and support. Ignoring franchisee employment success is short-sighted; franchisors should support their franchisees with optional best practices but should not mandate adherence to those guidelines.

National Labor Relations Board’s potential changes of co-employment standard

The topic of co-employment resurfaced after a decision by the National Labor Relations Board to consider McDonald’s a joint employer of its franchisees’ employees, following claims of discriminatory employment practices on the part of a franchisee – a decision that only added to the ambiguity around how franchisors should support their franchised stores. As a result, the industry is becoming more conscious of the risks of co-employment and the effects it could have on the traditional franchise business model (Entrepreneur). Robert Cresanti, Executive Vice President of Government Relations & Public Policy at IFA, said the NLRB’s decision could be damaging to franchisees, “because it creates this uncertainty, it creates a questions of who owns responsibility for the employees… So it leaves the franchisee in a quandary of who’s actually in control and what new labor responsibilities they may have” (Franchise Times).

Just this month, however, McDonald’s released a statement regarding the NLRB’s decision, saying that it does not ‘direct or co-determine the hiring, assignment, wages, hours, or any other essential terms and conditions of employment of our franchisees’ employees.” (Fortune). A spokesperson reminded the press that the decision could impact thousands of McDonald’s franchisees who provide millions of jobs, and it could set a precedent for the entire franchise industry if upheld. Other franchisors are also warning of the potential impact of the decision, which the industry at large considers to be overreaching, but franchise groups are not the only entities standing up the the NLRB. State legislatures, such as Wisconsin’s, are joining the franchise joint-employment discussion and passing bills in defense of the franchised business model. Several other states have considered passing similar laws or have already done so following the decision which the franchise community claims upends decades of legal precedent. While the impact of the NLRB’s decision is still unclear, the franchise industry is becoming more vigilant about what it might mean.

Offering optional hiring guidelines without becoming a joint employer

Franchisors are now exploring options on how to stay compliant with joint-employment regulations, while still ensuring their franchisees are set up for success. Offering a careers page portal, for example, is one solution franchisors can provide without assuming liability for franchisees actions. Freshii, a fast-casual restaurant chain, offered its franchisees a careers page portal on their website, but did not mandate any recruitment policies or procedures. They were involved in a case that determined its actions were compliant with the law and were not considered a co-employer under any NLRB standard. By making it clear in franchisee agreements that franchisors will not dictate or control matters of employment, franchisors can offer optional human resources tools and best practices. Franchiors who take this approach can provide value and optional structure to franchisees without infringing on the employment practices of the individual business.

Recommendations

CareerPlug specializes in working with franchisors across industries, from fit clubs to quick serve, and we have compiled several suggestions for navigating co-employment issues:

Franchisors should

  • Clearly define the relationship between them and their franchisees regarding employment policies.
  • Provide best practice insights, but avoid mandating rules related to job descriptions, steps in hiring process, etc.
  • Be able to offer the optional benefit of an applicant tracking system that incorporates brand standards, while preserving independent ownership, management, and configuration by the franchisees.

Franchisees should

  • Educate themselves on avoiding discriminatory hiring/firing and comply with all employment laws and regulations.
  • Establish and manage their own accounts with recruiting and applicant tracking software providers directly, but they should leverage resources/providers that ensure a consistent brand experience and provide best practices when possible.
  • Adhere to to recruiting and hiring practices that they believe will best benefit their business

Next Steps

While the franchise industry is uncertain about how co-employment regulation will evolve, savvy franchisors are seeking to provide proven hiring processes that franchisees can choose to adopt. We know that most franchisees did not get their start in recruitment, and a little help from the franchisor can go a long way in ensuring that stores are hiring effectively. It’s easy to see how consistent effective hires can empower a franchisee to grow and produce more revenue, and, as more franchisors offer optional hiring insights and tools to their franchisees, they can expect to garner the profits associated with efficient, effective franchisee hiring practices. It’s a win-win.

To learn more about hiring best practices that you can offer your franchisees, download our free ebook today:

How To Build A Talent Magnet

Please note: The information in this blog post is intended to provide useful information on the topic covered, but none of the information herein should be construed as legal advice or a legal opinion.

 

Sources:

[1] Addady, Michal. Fortune. The McDonald’s Business Model May Be in for a Big ChangeMarch 10, 2016

[2] Kaiser, Tom. Franchise Times. NLRB: McDonald’s Joint Employer of Franchise Employees.  

[3] Taylor, Kate. Franchise Industry Strikes Back at  NLRB’s ‘Joint Employer’ Decision. September 23, 2014

[4] Franchising.com Wisconsin Passes Pro Franchisee Bill.

 

Testimonial: Soccer Shots Knoxville

It’s always gratifying to hear from happy clients! Recently we heard from Sarah Kerr at Soccer Shots Knoxville about the ways CareerPlug has made a huge difference in their hiring efforts.  From finding and hiring qualified coaches to saving time on recruiting, Soccer Shots Knoxville’s hiring has never been easier.  Sarah, take it away!

“At first, I was a little overwhelmed by the program, BUT I QUICKLY got the hang of it and am SO thankful we started using it! The “process” of finding, screening, and interviewing people for our coaching position has been incomparable to any process we have been able to design ourselves. It is so simple, and each step has a PURPOSE and is useful. There is no wasted time or energy; if you follow the steps, you will only get CLOSER to your goal of getting great coaches!

The organization, customization, and ease of the program has been a HUGE time and energy saver. But something CareerPlug has provided us that we had not gotten ANY other way, is volume of applicants! … CareerPlug has recently given us a pool of applicants LARGE enough to where I felt the freedom to be picky and to STICK to our standards, pursuing ONLY the best potential coaches.

Our Coaches ARE Soccer Shots, and CareerPlug has made it possible to stick to our standards, sift through the pool, and discover some AMAZING talent! THANK you to Katie and the CareerPlug team! We are looking forward to adding even more great talent to our team as we need it!”

-Sarah Kerr, Knoxville Director at Soccer Shots