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  • In today’s competitive job market, it takes more than just a job offer to attract and retain top talent. Job seekers have endless options and are looking for more than just a salary. They want to be treated as valuable assets and have a positive experience throughout the hiring process. This is where creating a winning candidate experience becomes crucial. Companies that focus on delivering an exceptional candidate experience not only attract the best talent but also increase their chances of retaining them in the long run.

    The Importance Of A Positive Candidate Experience

    Creating a positive experience for job candidates is more than a simple courtesy; it’s a strategic move that can significantly influence your company’s success in attracting and retaining high-quality talent. A positive candidate experience is the key to unlocking a treasure trove of benefits, from fostering strong employer-employee relationships to enhancing your employer brand reputation.

    Imagine walking into a job interview and immediately feeling respected, valued, and welcomed. This positivity not only makes you more inclined to accept a potential job offer, but it also forms an early yet impactful impression about the company’s culture and work ethos. This first impression could be the deciding factor for a candidate choosing between multiple job offers.

    In addition, a candidate’s perception of your company isn’t formed in isolation. Today’s digitally connected world means that their experiences, both good and bad, can quickly spread across social media and employment review sites. A positive experience could result in glowing recommendations that draw more top talent to your door, while a negative one could deter potential applicants.

    Creating a positive candidate experience isn’t just about being nice – it’s about strategically building an appealing employer brand that resonates with your target talent pool. It’s about showing candidates, right from the start, that your company values its people and is committed to their growth and satisfaction. It’s about cultivating an atmosphere of trust, respect, and mutual benefit where potential employees can see themselves thriving.

    Continue reading to dive into concrete strategies you can adopt to enhance the candidate experience, including clear and open communication, an efficient recruitment process, and excellent onboarding experiences. By adopting these strategies, you can take the candidate’s experience from merely satisfactory to outstanding, winning over top talent.

    Clear, Honest, And Open Communication

    Establishing a culture of transparency during the recruitment process is fundamental to creating a positive candidate experience. In today’s fast-paced world, candidates appreciate being informed about their application status. They want to know if they’re being considered seriously or if they should continue their job search elsewhere. 54% of candidates have abandoned a recruitment process due to poor communication from the recruiter/employer. Hence, regular communication about where they stand in the hiring process, the expectations from their role, and the values and goals of your company can go a long way in setting a positive tone for their experience.

    Transparent communication not only keeps candidates informed but also builds a level of trust between the company and the candidate. When candidates feel valued and respected, it positively influences their perception of your company and aids their decision-making process. In this regard, direct, open, and honest conversations are key. If there are potential hiring delays or the role requirements have changed, communicate these changes immediately. Ensure the candidates are not left in the dark about any aspect of the job or the hiring process. This demonstrates your organization’s commitment to fairness and respect, which are important factors in attracting top talent.

    In addition, the manner of communication also matters. Ensure that your communication style is consistent and personable. Personalized emails or phone calls can make a candidate feel valued and demonstrate that your company views them as more than just a potential hire. Remember, clear, honest, and open communication is not just about sharing information. It’s about listening too. Encourage candidates to voice their questions or concerns. This two-way communication will give them a clearer understanding of the role and your company, making them more likely to accept an offer if one is made.

    Smooth, Efficient Recruitment Process

    Nothing can be more off-putting to a potential hire than a sluggish, disorganized recruitment process. This is where the magic of a streamlined, efficient hiring process comes into play. A smooth onboarding process improves new hire retention by 82%. Your ability to conduct this critical phase seamlessly creates a positive impression about your organization’s overall efficiency and respects the candidate’s time, a factor that applicants greatly appreciate.

    Utilizing technology is an effective way to quicken the pace of your recruitment process. Automation can be employed in various stages, such as screening applications, scheduling interviews, and even sending timely updates. Imagine the convenience and the positive impression you create when your candidates can select their interview slots digitally or when they receive automated yet personalized updates about their application status. This usage of technology doesn’t just improve efficiency; it also speaks volumes about your company’s adaptability and modern approach, attributes that are attractive to candidates.

    However, speed should not compromise thoroughness. Maintaining a comprehensive recruitment process that delves into the important aspects of a candidate’s suitability for the role is essential. Balancing speed and depth may seem challenging, but it is very much achievable with the right strategies. For instance, structured interviews can help cover all critical areas systematically while saving time. Incorporating technology such as AI-powered tools can help to accurately evaluate skills and fit within a shorter period of time.

    In addition, creating a smooth candidate journey involves removing any hurdles that may delay progress. Excessive paperwork and a lack of clear guidelines can frustrate candidates and affect their experience. It’s essential to aim to create a clear, straightforward path from the application stage to the job offer. In the grand scheme of things, a smooth, efficient recruitment process is a powerful tool to attract top talent. By respecting the candidate’s time, demonstrating your company’s efficiency, and ensuring a hassle-free journey, you’re effectively showing them that your organization is a place where they would love to work and grow.

    Candidate Engagement And Feedback

    Engaging with candidates throughout their recruitment journey is vital in fostering a positive candidate experience. It’s not just about the company assessing the candidate but also about the candidate getting to know the company better. By giving them the space to express their thoughts, ask questions, and voice any concerns, you allow candidates to make an informed decision about their potential role and future in the company. This reciprocal exchange underscores your organization’s interest in their professional goals and personal needs, which ultimately fosters a deeper sense of connection.

    Feedback plays an invaluable role in shaping the candidate’s perception of your company. It’s important to remember that even candidates who aren’t offered the job can still be ambassadors for your brand. Candidates with a negative job interview experience are 185% less likely to be willing to refer other job seekers to your company. Constructive feedback can be a valuable gift to those not selected, offering them guidance for future job applications. It’s about extending respect and courtesy, reflecting your company’s commitment to nurturing talent even beyond your organization’s boundaries. This can leave a lasting positive impression, encouraging these candidates to reapply or even recommend your company to other potential applicants. Furthermore, encouraging feedback from candidates about their experience can provide valuable insights for improving your recruitment process. It’s not uncommon for top talent to be involved in multiple interview processes at once, and their unique perspective can help highlight any shortcomings or areas for improvement in your company’s process. Whether it’s a simple survey or a more in-depth conversation, gathering this feedback emphasizes that your organization values continuous learning and improvement, characteristics attractive to ambitious and high-achieving individuals.

    Excellent Onboarding Experience

    Welcoming a new team member goes beyond a handshake and a desk assignment. It’s about fostering a sense of belonging and providing the necessary tools to thrive from the get-go. That’s where a meticulously crafted onboarding experience shines as an indispensable element of an exceptional candidate experience. It serves as the new hire’s first real taste of life at your company and can significantly influence their enthusiasm, productivity, and long-term loyalty.

    Imagine walking into your first day at a new job, and instead of feeling overwhelmed or lost, you’re greeted with a structured onboarding program that seamlessly ushers you into the team. It would include interactive training sessions to familiarize you with your role, introductions to key team members, and perhaps even a mentor to guide you.

    New hires want to feel valued and respected from the very beginning. You’ve been a new hire at one point, so you understand that feeling. But beyond making a positive impression, an effective onboarding program also sets a trajectory for success. It provides clear expectations for the role, builds a solid foundation of knowledge about the company’s operations and culture, and paves the way for effective collaboration with team members.

    But, an effective onboarding experience doesn’t stop after the first week. It should include regular follow-up meetings to address any concerns, provide additional guidance, and gauge the new hires’ comfort level in their new role. Offering continuous support and feedback during this critical phase ensures a smoother transition and helps the new hire quickly become a contributing team member.

    Maintaining Connection Post-Hire

    The candidate journey doesn’t end with accepting a job offer – it continues well into their tenure with the company. Keeping this connection alive and meaningful is pivotal in curating an unparalleled candidate experience that not only wins over top talent but also nurtures their long-term commitment to your organization.

    Post-hire engagement is a multifaceted endeavor that transcends beyond a simple ‘How are you doing?’ It involves a genuine interest in the new hire’s adjustment to their role, their satisfaction levels, and their future within the company. Regular check-ins can serve as powerful touchpoints that keep the lines of communication open, allowing new hires to share their experiences, voice any concerns, and seek guidance if needed. This continued dialogue fosters a sense of belonging and strengthens the bond between the new hire and the company.

    By regularly seeking feedback about their job satisfaction, growth opportunities, or any aspect of their work life, you show the new hire that their opinion matters and that their experience is valuable to the company. An initiative like this provides you with critical insights into their experience and underscores your organization’s commitment to continuous improvement. Illustrating a clear path for growth and learning within the company can have a profound impact on the new hire’s perception of your organization. Whether it’s through structured career progression paths, professional development opportunities, or mentorship programs, showing them that your company is invested in their future can significantly boost their loyalty and commitment.

    Partner With A PEO

    Partnering with a professional employer organization (PEO) is the secret ingredient to sculpting an exceptional candidate experience for small business owners. By harnessing a PEOs expertise in HR management, streamlined processes, and access to cutting-edge tools, a PEO cultivates an environment where talent is not merely recruited, but inspired to thrive.

    GMS’ Recruitment Specialist Haley Smith expressed, “An efficient recruiting process is vital for success as candidates have hundreds of options when job searching. Typically, these candidates are usually encouraged to apply as much as possible to increase their chances of getting a response. Our job as recruiters is to grab candidates’ attention and retain their interest in your position, while also ensuring they’ll be a good fit. We want to work together with these candidates to ensure it’s the best option for everyone because that’s how we secure forever employees.” 

    From refining recruitment strategies to offering competitive benefits and fostering a culture of support, a PEO ensures that every interaction with potential hires reflects the values and vision of your business, paving the way for a successful and fulfilling journey for both the candidates and the company. With Group Management Services (GMS) by your side, you’re not just attracting talent, you’re inviting them to join your flourishing team. Contact our HR experts today to learn more!

  • Recruiting top talent is crucial for the success and growth of any business, but it’s especially vital for small business owners. For small business owners, the stakes are high, and every decision can make or break the future of your business. And when it comes to securing the right talent, there’s simply no room for error.

    Unfortunately, many small business owners make critical recruiting mistakes that can hinder their ability to attract and retain the best employees. However, we’re here to provide insights on the top recruiting mistakes that small business owners should avoid and how to steer clear of them.

    Lacking A Clear Job Description

    One common recruiting mistake is not having a well-defined job description. Without a clear understanding of what the job entails, you’ll have trouble finding the right candidate. To avoid these mistakes, create detailed job descriptions that include responsibilities, qualifications, and expectations. This will attract candidates who genuinely understand and are interested in the role.

    Rushing The Hiring Process

    Oftentimes, small business owners face pressure to fill a position quickly. However, rushing the hiring process can lead to poor choices and costly turnovers. Take your time to vet candidates properly, conduct interviews, and assess their fit with your company culture. A thorough process will pay off in the long run.

    Ignoring Cultural Fit

    Your company culture plays a vital role in employee satisfaction and retention. Ignoring cultural fit can lead to a disconnection between employees and the business. Ensure that you assess candidates not only for their skills but also for their alignment with your company’s values and culture.

    Neglecting A Diverse Workforce

    Diversity in the workplace brings different perspectives, ideas, and problem-solving approaches, which can benefit your business immensely. Failing to prioritize diversity in your recruitment efforts can limit your company’s growth and innovation potential. Make it a point to create a diverse talent pool and cultivate an inclusive workplace.

    Underestimating The Importance Of Onboarding

    Recruiting doesn’t end once you’ve hired someone. Effective onboarding is essential to help new employees acclimate to their roles and the company. Neglecting this phase can result in disengagement and a lack of job satisfaction. It’s essential to create a structured onboarding process to ensure a smooth transition for new hires.

    Not Leveraging Technology

    In today’s digital age, small businesses that avoid leveraging recruitment technology are missing out on valuable tools for streamlining the hiring process. Applicant tracking systems (ATS), job boards, and video interviews can make your recruiting efforts more efficient and effective.

    Neglecting Employer Branding

    Your employer brand is what sets you apart from the competition and can influence a candidate’s decision to work for your company. Failing to build a strong employer brand can limit your ability to attract top talent. Showcase your company’s unique qualities, values, and success stories to make your business an attractive option for potential hires.

    Overlooking References And Background Checks

    Failing to check references and conduct background checks can lead to hiring individuals who may not be a good fit for your organization. Don’t skip this crucial step, as it provides valuable insights into a candidate’s history and character.

    Look No Further, GMS Is Here To Help

    Being a small business owner comes with many challenges; however, a professional employer organization (PEO) can help you navigate these challenges, especially with recruiting. You didn’t start your business to specialize in recruiting, but with a PEO like GMS, and its comprehensive suite of HR services, you can avoid the recruitment mistakes discussed in this blog.

    GMS’ HR Account Managers specialize in crafting well-defined job descriptions, ensuring you attract candidates who genuinely fit the role. They excel in creating efficient and streamlined hiring processes, saving you valuable time and resources while finding you top talent. At the end of the day, PEOs understand the importance of cultural fit and can guide you in aligning candidates with your company’s values and culture. When it comes to onboarding, GMS offers structured, effective processes to ensure new employees seamlessly transition into their roles, thereby reducing the risk of disengagement or early turnover.

    By partnering with GMS, you’re not only avoiding common recruiting pitfalls but also ensuring that you secure the best talent for your small business while freeing up your time and resources to focus on what you do best. Invest in your business’s future, embrace the assistance of a PEO, and watch as your small business flourishes and achieves the remarkable success you’ve envisioned. Contact us today to learn more.

  • Finding quality and proficient workers has always been a challenge for businesses. However, since the COVID-19 pandemic, talent scarcity has increased across industries. In fact, 55% of business owners and recruiters struggle to find qualified applicants for open positions. In addition to the talent shortage, generational transitions with Gen Z stepping into the workforce have significantly shifted employee expectations, leading to dramatic events, including quiet quitting and the Great Resignation. In light of these circumstances, finding quality talent that will be committed to your business is more challenging than ever.

    As the U.S. faces one of the most alarming labor crunches it has ever seen, your recruitment efforts must be as streamlined as possible. On average, hiring expenses amount to nearly $4,000 per new hire, and the process itself takes approximately 42 days. With the advancement of technology, recruitment software has become essential for finding top talent. Recruitment automation tools streamline the hiring process, enhance candidate attraction, and improve engagement. These tools leverage cutting-edge technology to automate repetitive tasks, allowing recruiters to focus on building meaningful connections with potential candidates.

    Moreover, in the face of talent scarcity and shifting employee expectations, candidate experience has emerged as a pivotal factor in recruitment success. Recruitment automation tools enable personalized and tailored interactions with candidates, ensuring they have a positive experience throughout the hiring journey. From intuitive application processes and automated status updates to prompt and customized communications, these tools enable recruiters to deliver an exceptional candidate experience that fosters engagement and sets the stage for a long-term commitment. We understand the difficulties in managing the hiring process, which is why we’re making a case for automated recruitment software.

    The Importance Of Automated Recruiting Software 

    Businesses are rapidly adopting recruiting automation tools to help streamline their hiring process. One of the most significant benefits of using recruiting automation software is that it saves you time by automating tedious tasks, which include screening resumes, scheduling and conducting interviews, and engaging with candidates throughout the hiring process.

    As a business owner, the multitude of tasks to handle within a single day can be overwhelming. However, leveraging recruiting automation software can alleviate some of this burden and make your workload more manageable. Implementing automation tools allows you to swiftly identify top talent, resulting in faster hiring processes and quicker onboarding of new candidates.

    Reasons why you should leverage recruiting automation tools:

    • Increases productivity: Recruiting automation tools streamline various tasks involved in the recruitment process, such as job posting, resume screening, interview scheduling, and candidate communication. You can focus more on strategic initiatives by automating these time-consuming and repetitive tasks. 
    • Improves quality of hire: Recruiting automation tools often with features such as applicant tracking systems (ATS) and pre-employment assessments that help evaluate candidates more effectively. These tools enable you to identify the most qualified candidates based on specific criteria, leading to better hiring decisions and ultimately improving the quality of the hires. 
    • Bias-free hiring: Leveraging recruiting automation tools can help mitigate unconscious biases often influencing the hiring process. By implementing standardized procedures and using objective evaluation criteria, these tools minimize the impact of discrimination, ensuring a fair assessment of candidates based on their skills, qualifications, and experience.
    • Assesses candidate skills effectively: Many recruiting automation tools provide skill assessment features, allowing recruiters to evaluate candidates’ abilities accurately. These tools may include coding tests, cognitive assessments, or behavioral assessments tailored to the job’s specific requirements. By utilizing these assessments, you can make a more informed decision about a candidate’s skill set.
    • Reduces the time to hire: With recruiting automation tools, recruiters can automate and expedite various stages of the hiring process. By eliminating manual tasks and streamlining workflows, these tools significantly reduce the time required to identify, evaluate, and hire suitable candidates.
    • Reduces the cost per hire: Traditional recruitment methods often involve significant expenses, such as job postings, travel costs for interviews, and recruitment agency fees. You can minimize or eliminate many of these costs by leveraging recruiting automation tools. Automated processes reduce the need for manual intervention, decrease administrative overhead, and optimize the recruitment process, leading to cost savings in the long run.
    • Enhances the candidate’s experience: Automation tools can provide a seamless and user-friendly experience for candidates throughout the recruitment process. Features such as online application forms, automated status updates, and self-scheduling interviews empower candidates, making the process more transparent and convenient. A positive candidate experience can improve the organization’s reputation and help attract top talent.
    • Increases diversity: Recruiting automation tools can contribute to diversity and inclusion efforts by promoting fair hiring practices. They can help identify and eliminate biases in job descriptions or selection processes, ensuring honest candidate evaluation.

    Recruiting automation tools ultimately help you attract and engage candidates by giving them a positive experience. In today’s competitive market, ensuring you’re providing an excellent candidate experience is essential. While many recruiting tools are available, it’s important to research to find the right tool for your business. Additionally, it’s vital that you take the time to understand and define your goals before implementing automation software. This approach not only assists in selecting the right tool but also simplifies your responsibilities in the long run, as you have a clear vision of your objectives and what you aim to achieve.

    Onboarding Process

    Hiring a qualified candidate is just the first step. A well-executed onboarding process is essential to ensure a seamless transition for the new hire. In addition to streamlining the hiring process, specific recruiting automation tools can assist you beyond recruitment efforts with features such as onboarding modules. The modules simplify onboarding by automating paperwork, providing relevant resources, and guiding new hires through necessary steps. These tools help to facilitate the smooth integration of your new hires.

    The implementation of such tools can have several benefits. First and foremost, it reduces the administrative burden on HR professionals, allowing them to focus on more strategic aspects of talent management. Moreover, a simplified onboarding process enhances the new employee’s experience, immediately making them feel valued and supported. In turn, this increases employee engagement and loyalty toward your organization.

    Lastly, a well-structured onboarding process accelerates the new hire’s time to productivity. By providing them with the necessary tools, information, and guidance, they can quickly grasp their responsibilities and make meaningful contributions to the team. Overall, leveraging recruiting automation tools with comprehensive onboarding modules can assist your business in creating a positive and efficient transition for new hires.

    Let’s Find The Candidates You Want And Need

    While the right candidate is out there, it’s up to you to wow them from start to finish. With GMS as a partner, you can find the candidates you want and need. We understand that finding, hiring, and developing the right people for your business requires extensive time and effort between ongoing training and employee recruitment services. GMS provides the necessary tools and resources to take on these responsibilities while improving your recruiting, hiring, and training efforts. We work with you to create enticing job descriptions that will attract top talent, conduct the initial interview with candidates, and provide you with training software to set your employees up from the beginning. Stop wasting valuable time in areas that GMS specializes in. Contact us today!

  • Are you struggling to find the right talent for your small business? Are you tired of sifting through countless resumes and conducting endless interviews? Well, what if we told you that there’s a powerful tool that can help you attract top talent, improve retention, and reduce the time and cost associated with the hiring process? Enter the employee referral program – a simple yet effective way to tap into the power of your existing workforce and find your next superstar employee.  

    It’s time to learn how to create an employee referral program for your small business that will engage your employees, increase your chances of finding the right candidate, and ultimately help your business thrive. So, whether you’re just starting out or looking to revamp your existing hiring strategy, continue reading to learn how to create an employee referral program that works for your business.  

    What Is An Employee Referral Program? 

    An employee referral program is an organized and structured program employers use to ask existing employees to recommend candidates for open positions. It’s a method used to find and hire the best talent from your current employees’ existing networks. Research shows that 88% of employers rate employee referral programs as the best source of new job applicants.

    The following are the benefits of offering an employee referral program:

    • Improves the quality of hire 
    • Reduces turnover rate 
    • Improves employee retention
    • Reduces time and cost per hire
    • Improves company culture 
    • Better employee engagement

    Now The Challenging Part, Or The Exciting Part (For Us)

    Since an employee referral program can be a powerful tool for companies looking to attract top talent, you may be asking how you can create this program within your business. We’ve made it easy for you to implement a referral program within your business by following these simple steps:  

    1. Define your goals: Before your start building your referral program, defining what you hope to achieve is important. Do you want to attract more diverse candidates? Fill certain positions faster? Reduce turnover? Clear goals will help you determine the most effective incentives and rewards. 
    2. Create a process: You’ll need a clear and simple process for employees to follow when referring candidates. This should include details about what kind of candidates you’re looking for, how to submit referrals, and how the selection process will work.
    3. Offer incentives: Offering incentives is a great way to motivate employees to participate in your referral program. These could be monetary rewards, such as a bonus or percentage of the new hire’s salary, or non-monetary rewards, such as extra vacation days or a special recognition program.
    4. Communicate with your employees: Make sure your employees are aware of the referral program and its benefits. Consider hosting informational sessions, sending regular updates and reminders, and offering training on identifying and referring great candidates.
    5. Monitor and measure success: It’s essential to track the success of your program so you can make adjustments as needed. Keep track of metrics such as the number of referrals received, the number of hires made, and the cost per hire.
    6. Keep it fun: Referral programs should be engaging and enjoyable for employees. Consider hosting friendly competitions or offering additional incentives for referring multiple candidates.

    Are There Other Options? 

    Creating a referral program may seem like the right fit for your business, but it may also seem like a lot of work, right? What if we told you there was a simpler way for you to have an employee referral program all while you can continue growing your business? At GMS, a professional employer organization (PEO), we help small business owners manage their HR needs, including recruiting, hiring, and employee retention. We are your resource if you want to create an employee referral program.

    Here are just a handful of ways that we can help you create an employee referral program:

    • Develop a comprehensive referral program: PEOs can work with you to develop a referral program tailored to your specific needs. We can help you establish referral bonuses for each position, create a streamlined process for employee referrals, and design the program to maximize employee engagement.
    • Manage the hiring process: Once you receive referrals from your employees, our HR experts help you manage the hiring process, including writing legally compliant job ads, screening resumes, setting up the first interview, assisting you in compiling appropriate and legal interview questions, and so much more.
    • Monitor the success of the program: Through our applicant tracking system (ATS), we’re able to track the success of your referral program by providing regular reports on the number of referrals, the quality of referrals, and the overall effectiveness of the program.

    If this sounds like the right fit for your business, get a quote from us today so you can begin attracting the talent you need to succeed.

  • As summer approaches, many businesses experience increased demand for their products or services. To keep up with this demand, business owners often need to hire seasonal help. Seasonal employment involves recruiting, hiring, and managing staff for a certain period of time throughout the year to ensure an organization has enough workers to avoid labor shortages when business is at its busiest. These temporary, short-term jobs may be seasonal based on geography or the time of year. Typically, a seasonal job lasts about three months.

    However, finding and hiring reliable seasonal employees to keep your operations running smoothly can be challenging. So, let’s discuss tips for business owners that can help you find seasonal help for the summer.

    Start Early 

    The key to finding reliable seasonal employees is to start the hiring process early. Waiting until the last minute can limit your options, as many job seekers may have already secured summer employment. It’s best to begin recruiting at least two to three months before needing extra help.

    Post Job Listings Online

    One of the easiest and most effective ways to find seasonal employees is to post job listings online. Numerous websites allow you to post job listings for free or at a minimal cost. Popular websites to post job listings on include the following:

    • Indeed
    • Glassdoor
    • LinkedIn

    Be sure to include a clear job description, the duration of the employment, and the pay rate. 

    Utilize Social Media

    Social media platforms such as Facebook, Twitter, Instagram, and LinkedIn can be valuable tools for finding seasonal employees. Share your job listing on your company’s social media pages and encourage your followers to share it with their networks. You can also join local Facebook groups related to your industry or community and post your job listing there.

    Attend Job Fairs

    Job fairs can be an excellent way to connect with potential seasonal employees. Consider looking for job fairs in your area that cater to college students or those seeking summer employment. These job fairs are often held on college campuses and community centers. Be sure to bring copies of your job listing and be prepared to answer any questions about the job.

    Reach Out To Local Schools

    If you’re looking for seasonal help from students, consider reaching out to local schools and universities. Many students are looking for summer employment, and schools often have career centers that can help connect you with potential employees. You should also reach out to professors in relevant departments and ask if they can recommend any students for the job.

    Consider Referrals

    Another effective way to find seasonal employees is to ask for referrals from your current employees, friends, and family members. Your employees may know someone who is looking for summer employment or has a friend or family member who is interested in the job. Referrals are often reliable and can save you time and money in the hiring process.

    GMS Is Here To Help

    Finding seasonal help for your small business can be challenging, especially with summer just around the corner. Make a splash this summer and take your business to the next level by partnering with a PEO – the ultimate game-changer you’re missing in your business. A PEO provides a range of services for your business, from recruiting and hiring to payroll and benefits administration. By outsourcing these tasks to a PEO such as GMS, small business owners can focus on growing their business while leaving the hiring process to the experts.

    With a PEO by your side, you can find your business reliable seasonal employees quickly and efficiently, ensuring that your business runs smoothly throughout the summer months. So, if you’re looking to take your business to the next level this summer, consider partnering with a PEO and enjoy the benefits of having a dedicated team of experts by your side. Contact us today to learn more.

  • Recruiting hard-to-fill blue-collar workers can be daunting for many companies, especially as more individuals go to college and chase white-collar jobs. The demand for skilled workers is high, yet the supply is limited, making it challenging for employers to find the right talent. With the current competitive labor market, it’s becoming increasingly important for businesses to stand out and attract top candidates. How can you stand out from your competition during these challenging times and recruit the talent you need to keep your operations running?

    Defining Blue-Collar Positions 

    The term blue-collar worker refers to those who engage in hard manual labor, typically in the agriculture, manufacturing, construction, mining, or maintenance sectors. These workers may work outdoors and/or work with heavy machinery.

    The following are examples of blue-collar professions:

    • Carpenter 
    • Electrician 
    • Janitor 
    • Farming
    • Landscaper 
    • Logistics and shipping
    • Manufacturing worker 
    • Painter
    • Construction workers
    • Equipment operator 
    • Plumber
    • Mechanic

    Individuals who are considered blue-collar may or may not be skilled and generally earn hourly wages instead of salaries. 

    How To Recruit This Class Of Workers

    Recruiting hard-to-fill blue-collar positions can be a challenging task for business owners, as the pool of qualified candidates may be limited. However, with the right strategies in place, finding and attracting top talent for these critical roles is possible. Consider the following effective methods for recruiting these workers:

    • Develop a targeted recruitment plan: A targeted recruitment plan is essential when recruiting for hard-to-fill blue-collar positions. This plan should include identifying where potential candidates are likely to be, such as trade schools, job fairs, and industry events. Utilizing social media platforms such as LinkedIn and Facebook can also be a useful tool in reaching out to potential candidates.
    • Offer competitive compensation and benefits: To attract top talent, offering competitive compensation and benefits packages is crucial. This could include a higher starting salary, health insurance, retirement plans, and other perks such as paid time off (PTO), performance incentives, and sign-on bonuses.
    • Provide training and development opportunities: Consider providing ongoing training and development opportunities to attract and retain blue-collar workers. Offering mentorship programs and on-the-job training can help new hires develop their skills and advance their careers within the organization.
    • Create a positive company culture: A positive company culture is essential when recruiting this class of workers. Creating a culture that values teamwork, respect, and a positive work-life balance can help attract and retain top talent. In addition, creating a culture of safety and compliance can show candidates that the organization prioritizes safety.
    • Start a referral program: When you offer a paid referral program to your employees, it incentivizes them to always be on the lookout for good talent. In addition, your employees most likely have a pool of qualified candidates that could be the perfect fit for your company. 88% of business owners rate employee referral programs as the best source of applicants.

    There May Be One Option You Haven’t Considered

    By developing a targeted recruitment plan, offering competitive compensation and benefits, providing training and development opportunities, creating a positive company culture, and partnering with industry organizations, employers can find and retain the blue-collar workers they need to drive their business forward. Sounds like a lot to manage on your own, doesn’t it? We have one more option that you may not have considered – partnering with a professional employer organization (PEO). A PEO provides small businesses with a wide range of HR services, including recruitment and retention strategies, employee benefits, and compliance support that help attract and retain the needed talent. With a PEO such as GMS as a partner, small businesses can focus on their core operations while leaving the HR tasks to the experts. If you’re a small business struggling to recruit blue-collar workers, consider partnering with GMS to help you achieve your HR and recruitment goals. Contact us today!

  • The labor market is always shifting as employees retire, seek out new jobs, and navigate disruption. In a December 2022 poll by Monster.com, workers reported they were seeking new jobs for better pay, more growth opportunities, or the need to get out of a toxic workplace.

    Now seems to be a great time to make the change. The unemployment rate is at 3.4%, the lowest it’s been since May 1969. Right now, there are about two open jobs for every unemployed person in America. All signs say it should be easy to hop into LinkedIn and score your dream job in a matter of days – so why does it still feel so hard to get hired?

    The best way to answer that question is to understand the current labor market and what it means for job seekers.

    Key Labor Market Stats For 2023

    The U.S. Labor Department’s January report showed an increase of 517,000 jobs, far exceeding its estimate of 187,000. Leisure and hospitality added the most jobs as companies bounce back from the pandemic-related pause in tourism, but health care is expected to take the lead in job growth as the nation’s population continues to age.

    The current labor force is growing (albeit slower than in recent years), the GDP is expected to increase 2.1% annually, and the Bureau of Labor Statistics is projecting an increase of 8.3 million jobs over the next decade.
    From an economist’s or politician’s perspective, the U.S. job market certainly is booming. But an employed economist’s point of view is far different than your average job seeker’s. From an applicant’s perspective, the market may seem a little tumultuous.

    Biggest Changes In The Job Market

    The COVID-19 pandemic caused a multi-year shakeup of the global market, with many industries and organizations pivoting operations to comply with new policies and changing health regulations. Working from home became a necessity for office jobs to maintain productivity during a time of quarantining and social distancing, while essential workers took precautions and adapted to new safety rules.

    Before the pandemic, only six percent of individuals in the U.S. worked primarily from home. Now, 66% of U.S. employees work remotely, at least part-time, with up to 92% of employees working remotely at least one day per week. That’s a huge leap!

    Impressive job market numbers can give the illusion that we’ve fully recovered from quarantine. Still, it can take years, even decades, for the workforce to recover from such a significant shift – especially its impacts on mental health.

    Biggest Challenges In The Job Market

    By definition, it’s a job seekers’ market, but that doesn’t mean applicants are coasting. Many are facing their fair share of challenges.

    Economic disruption

    We’ve already mentioned the economic changes brought about by the pandemic and the novelty of remote work, but there are other reasons the fate of the economy remains uncertain. It seems there’s always a valid reason why a potential recession could be looming in the near future. And, while grappling with the fear of a recession, workers are also navigating high inflation and possible stagnation. For some people, these issues are compounding, resulting in layoffs, lower-than-expected wages, and workplace stress.

    Automation

    While it’s unlikely robots will stage a revolution or take over nearly half our jobs, as some feared, automation remains a threat to some jobs. There are already robots and artificial intelligence (AI) programs that can check inventory, fill out forms, and write articles . It’s only a matter of time before robots do more complex tasks, especially with recent developments in AI.

    Automation has the potential to shrink the number of available jobs, prompting workers to learn new skills or seek jobs in other industries. But it also means employees skilled in machine operation will be in high demand—people who understand how automation works and how machines can best be used in business settings.

    Competition

    If you want to be successfully employed in the next decade, you’re going to need to be prepared for some intense competition—both with other applicants and with existing employees. Often, there are so many qualified candidates vying for a particular role that it can feel like an uphill battle.

    Even a booming economy comes with its share of layoffs, struggling companies, and inflation challenges leading workers to seek higher wages. This increases competition, the number of candidates applying for jobs, and the demand for specialized skills, so it takes a lot more effort to stand out from the crowd.

    Recruiters are always looking for impressive resumes, and the more they see, the higher their standards climb. Job seekers can find themselves struggling to get noticed, even if the employer is looking for someone with their exact skillset. The applicant pool is large, and, because the economy is cyclical, it’s likely only going to get bigger.

    Increased desire for remote work

    The workforce has spoken – no one really wants to go into the office every day anymore. But not every available job offers that sort of flexibility. The number of available hybrid and remote roles is increasing, but applicants are running to these roles first. This creates an influx of applications for the positions that recruiters must weed through one by one, bottlenecking the hiring process . The best way to overcome this is to be on top of the pile, meaning workers must constantly seek out and pounce on hybrid or remote opportunities. The early bird gets the home office!

    How To Stand Out In An Applicant Pool

    With so many individuals applying for the same jobs, recruiters are pickier about whom they hire. They have more options than ever before and want to double down on making sure that the person they hire will be the best fit for their company.

    So how do you make yourself stand out among all these other applicants? There are several key things that recruiters look for:

    • A well-tailored resume: Include keywords related to your industry or profession on every page of your application materials—especially on your résumé. This will help recruiters easily find you when they’re searching through hundreds of applications at once.
    • Skills: Recruiters want to see that you have what it takes to do the job well, so they’ll be looking to your skills to gauge whether you’ll be successful in the role. Now is a great time to rack up a certification or two to boost your resume.
    • Personality: Recruiters want someone who will fit into their culture and work well with other employees. While your resume may reflect a small part of that, your cover letter and interviews will be what seals the deal. Be sure to mention your performance at previous jobs and how you worked within your team.
    • Engagement: Actively engaging with the recruiter shows commitment. Be sure to follow up on your application and always prepare strong questions to ask in your interview.
    • Honesty: Be honest about your achievements, gaps in your work experience, or hang-ups in the past. This will show recruiters that you’re transparent and ensure they won’t have to be the ones to voice any “red flags” they see.
    • Research: Know the job you’re applying for! This means doing some digging on the company, its structure, and values ahead of your interview. Good research will also help with formulating questions for the recruiter that are specific to the organization itself.
    • Social media: Many recruiters are using social media sites such as LinkedIn as part of their hiring process these days. Make sure that all of your social media profiles are professional and up-to-date so recruiters can get an idea of who you are before they meet with you in person.

    Although the job market has its fair share of challenges, there are still ways in which applicants can leverage their skills to ensure they are taking the most effective steps toward a dream career path.

    Remember, too, that motivation and confidence go a long way to securing a new role. With the right resume and solid interviewing skills, job seekers have the potential to reach new heights in 2023!

    GMS Helps Streamline Recruiting Efforts

    With the rise of virtual reality, remote work, and AI, recruiters must change their game in order to keep up with their candidates. This is where GMS comes in. Our human resources experts work closely with you to offer guidance on hiring and training. Additionally, our partnerships with LinkedIn and Indeed make posting job ads simple and easy, getting you in front of quality candidates faster. Let’s talk!

  • The U.S. Equal Employment Opportunity Commission (EEOC) published a proposed strategic enforcement plan for fiscal years 2023-2027 on January 10th, 2023. This is important for business owners as you will most likely see a shift in enforcement by the EEOC with a larger budget, the possibility of new leadership, and revised strategic priorities. In 2022, there were six strategic priorities which included the following:

    • Eliminating barriers in recruitment and hiring
    • Preventing systemic harassment
    • Protecting vulnerable workers
    • Ensuring equal pay protection for all workers
    • Preserving access to the legal system
    • Addressing selected emerging and developing issues 

    The Strategic Enforcement Plan (SEP)

    The latest strategic enforcement plan (SEP) would modify the 2022 enforcement priorities if approved by the commission by:

    • Expanding the category of vulnerable workers to include individuals with intellectual and developmental disabilities, individuals with arrest or conviction records, LGBTQI+ individuals, elderly employees, temporary workers, individuals employed in low-wage jobs, and workers with limited literacy or English proficiency
    • Enhances the recruitment and hiring priority to include limiting access to on-the-job training, pre-apprenticeship programs, temp-to-hire positions, internships, or other job training or advancement opportunities based on protected status
    • Recognizes employers’ increasing use of artificial intelligence (AI) to target job advertisements, recruit applicants, and make or assist in hiring decisions
    • Updates the emerging and developing issues priority to include employment discrimination associated with the COVID-19 pandemic and additional threats to public health, violations of the recently enacted Pregnant Workers Fairness Act, and technology-related employment discrimination
    • Focuses on overly broad waivers, releases, non-disclosure agreements, and non-disparagement agreements

    The SEP aims to do more to combat employment discrimination, promote inclusive workplaces, and respond to the national call for racial and economic justice. It ultimately will help guide the EEOC’s work through all the agency’s activities, including outreach, public education, technical assistance, enforcement, and litigation.

    Stay Proactive, Partner With GMS

    Alongside these changes, the EEOC will most likely continue to place more scrutiny on employers’ use of technology and AI in recruiting, screening, hiring, and performance reviews. As a business owner, there are many laws and regulations you must comply with. However, mistakes are bound to happen. It’s hard to manage your daily duties as a business owner, let alone worry about the appropriate ways to recruit and hire employees. Fortunately, when you partner with GMS, our HR experts take on the administrative burdens of hiring and recruiting employees for you. We create a job description that won’t infringe on the use of AI and ensure you’re creating an inclusive workplace. Contact us today to learn more.

  • During the rush of the holiday season, employers often turn to additional help – seasonal workers. However, as employers are feverishly hiring, they often make a variety of mistakes. According to the U.S. Department of Labor (DOL), employers who are unaccustomed to seasonal hiring may not be aware of the rules and regulations. Are you ready to focus on making your business thrive this holiday season? Continue reading to find out how to accurately add to your employee count.

    The Hiring Process

    Before you begin the hiring process, establish a well-planned strategy to comply with employment laws. Building a strategy will allow you to protect your business. It’s essential to ensure that new hires are aware that they are hired on a temporary basis. Furthermore, you should require any seasonal employee to acknowledge, in writing, that they will only be guaranteed employment for the specified duration. Another consideration is to utilize “at-will” employees. This type of employee gives employers the legal right to terminate the employee with or without cause.

    Employee Classification

    When classifying your employees, you want to ensure that the classification is appropriately documented. It might be easy to assume that due to the length of employment, these employees should be classified as independent contractors; however, this is not the case. Employers considering their seasonal workers as independent contractors should ensure that the classification meets the legal requirements.

    Wage And Exemption Pitfalls

    Common pitfalls employers often see when hiring seasonal workers are due to incorrect pay. Employers make the mistake of paying employees less than minimum wage or failing to comply with overtime requirements. The Fair Labor Standards Act (FSLA) requires seasonal employees to be paid one-and-a-half times the regular pay rate for any additional hour worked over the 40-hour week. However, under FLSA, seasonal workers may be exempt from receiving overtime pay working in establishments such as:

    • Recreational establishments
    • Organized camps
    • Religious groups
    • Non-profits
    • Educational institutions

    Company Size

    The size of your organization can create a barrier to the talent you need; however, employee thresholds often vary by state. Additional employees can put small business owners into a new size classification. Employers should determine whether additional workers will convert them into large employers under the Affordable Care Act (ACA).  However, if a company is already a large employer, health benefits are required to be provided to seasonal employees.  Failure to provide the required benefits can lead to expensive consequences for employers. Consider reviewing your benefits policies and health plans to establish whether these offerings are required.

    Simplify Seasonal Hiring With GMS

    With the holiday season in full swing, it’s vital for employers to properly hire their seasonal workers. With GMS as a partner, our team of HR professionals can ease the administrative burdens that come along with seasonal hiring. GMS will ensure you remain compliant, so you can focus on growing your bottom line. Contact us today to learn more.

  • As a business owner, finding quality candidates can feel overwhelming and time-consuming. However, there is a route many employers fail to take – recruiting through social media. As we adapt to living in a digital era, employers can leverage this within their hiring practices. Using social media to recruit top talent is now more valuable than ever. Whether you are hiring for junior positions or leaders for your senior roles, implementing a social media strategy will take your recruitment process to the next level.

    What Is Social Media Recruiting? 

    Social recruiting is the process of finding and hiring candidates through social media. Through social media platforms such as LinkedIn and Facebook, employers can advertise open positions, source professionals, and connect with quality candidates. Social media allows employers to reach far beyond the typical job board posting. 

    Social recruiting enables employers to create a diverse community of individuals through specialized groups, direct messaging, employee referrals, and more. By using social media to recruit talent, employers have access to both active job seekers and passive ones, too. While organizations thus far have used social recruiting to support traditional recruiting methods, this idea places the focus solely on the abilities of social media. As a younger, technologically enhanced demographic enters the workforce, social recruiting will continue to dominate the recruiting field.

    Benefits From A Recruiting Standpoint

    Using social media for recruiting purposes allows employers to find candidates with the experience and skills they are looking for. Social media allows recruiters to build an online community within the industry. Not only will this bring in an influx of candidates, but you will be able to do the following: 

    • Create brand awareness 
    • Demonstrate company culture and values 
    • Find candidates that seek employment within your industry 
    • Create alerts for open positions 
    • Engage in a more personable way 

    Highlighting your recruitment process on a public forum allows current employees to share job posts and comment on their experience with the company. Employee reviews and testimonials allow candidates a clear view of your organization. In the past, individuals found open positions through job boards and company websites. However, as young professionals have grown up with technology at the forefront of their lives, it is no surprise the social media realm is their native territory.

    How To Utilize Social Media As A Recruitment Tool 

    As a business owner, you want to take the proper steps when developing your recruitment strategy. These steps are vital to the success of the new era of social recruiting. Continue reading to learn how to build a successful plan for your business.

    Step one: Identify your goals 

    Before you begin recruiting candidates on social media, identify your goals. These goals may vary based on the positions you intend to hire. The following are the most popular social media platforms business owners use to implement social recruiting: 

    • Facebook
    • LinkedIn 
    • YouTube 
    • Instagram 
    • TikTok

    Step two: Consider an audit 

    As you begin to scope out your social media platforms, consider completing an audit. This will give you an advanced view of how your social media habits affect your brand. From there, you can make effective changes to discover your perfect candidate. The audit will allow employers to answer questions such as:  

    • Which social media platforms are being utilized?
    • What type of content is posted, and where?
    • Would the content entice candidates?
    • Where do you see the most engagement?
    • Do your pages have a strong voice?
    • What audience demographic is present on each platform?

    Step three: establish your online brand 

    What makes your company stand out amongst the competition? Does your brand consistently shine through your current social media content? It is essential to feature your company culture and brand in a unique way. Social recruiting goes further than the typical job posting. Begin reviewing the key areas on each platform:

    • Brand voice
    • Hashtags
    • Profile and cover images
    • Update your bio
    • Working URLs to website or landing page
    • Page verification

    Step four: Build your target audience 

    Now that you have built your online brand, it is time to identify your target audience. Start by deciding the type of employee your organization desires. When company culture is clearly shown on social media, it becomes easier to target the candidates you want to join your organization. This also allows employers to directly appeal to applicants who directly align with the company’s core competencies. The key factor in this step is ensuring your target audience aligns with your current audience demographic on each platform – if they do not, consider a different platform that does match. 

    LinkedIn For Recruiting 

    Organizations and recruiters often find candidates through their LinkedIn profiles. This platform makes it easy to attract, recruit, and hire candidates. LinkedIn allows employers to establish a clear picture of a candidate’s capabilities. Employers can view not only resumes, but one’s past and current experiences, education, certifications, and even recommendations from other LinkedIn members. Consider LinkedIn a dynamic version of one’s resume. Viewing the connections within your professional network allows employers to seek potential referrals. There is no better referral for your organization than from your own team.

    Candidates on LinkedIn are often recent college graduates, corporate professionals, or freelancers. As a business owner, you can create an entire page for your business. This allows candidates to view organizational updates, videos, insights, and more. Job seekers may view workplace executives, and potential team members to gain a feel for the organizational culture. By placing job advertisements on LinkedIn, employers can streamline the timeline of the hiring process.

    Facebook For Recruiting 

    Facebook allows employers and recruiters to interact with a variety of diverse individuals. High user retention makes Facebook the perfect place to engage with job seekers, offer industry insights, and post your open positions. On Facebook, employers can create a company page. From this page, employers can send out organizational updates, industry trends, and more.

    Facebook currently has almost three billion active users per month. While Facebook no longer has a tab on the direct page to view open positions, this platform is still vital to the recruitment process. Jobs can be shared via a status update and linked to wherever your formal job posting is. While this platform is popular amongst both younger and older age groups, it is the perfect space to attract job seekers across a wide demographic.

    The Bottom Line 

    Social recruiting streamlines the recruitment process. No matter what platform you utilize to assist you in finding talent, you can trust you are getting the most out of your recruitment strategy. Consider tracking the following key performance indicators to track your successes: 

    • Top sources of hire
    • Sources for high performers
    • Time to fill
    • Cost per hire

    Where GMS Steps In 

    As employers enter a technology-driven era, it is time for business owners to make a change. That is when social media recruitment can be an undeniable asset to your business. Social recruiting is a tool available to every employer. Are you not seeing success? Do not fret, GMS’ HR experts are here to help. Our recruitment experts make it simple, allowing you to save time while finding top-tier candidates. Contact GMS today to learn more.