ARTICLE
QUESTION: In today's age of technology, recruiting is becoming more and more of a challenge as standard help wanted classifieds and radio spots go unanswered. What recruiting and retention efforts do you find that are currently working? How are you able to find successful candidates during this period of full employment rates? We used to have a personality survey attached to our application process online that took applicants about 15-20 minutes to complete. Many seminars have been saying that if it takes more than 3-5 minutes to complete an application, most people pass and will not apply. We recently took down the survey portion of our process and have seen an increase in applicants. We have tried posting directly to Indeed and receive a lot of applicants but have a very low rate of applicants actually showing up for interviews. Most of our recent hires have been direct applicants from our website and have stated Facebook or employee referrals as their source. *** Employee Referrals are most successful for our organization, especially in the NW Indiana region and Marion County. We offer referral incentive for qualified employee referrals. The incentive is paid out once the new hire has reached their 90-day mark. *** We get a huge response to the “FREE” Indeed online postings. Probably 95% of the applications we receive come from this source; however, many of individuals who respond are not qualified for the position so there is a lot of screening to do after receiving, but definitely our best source. *** We began posting ads on Indeed and it has made a significant impact for us. *** We have a sign on bonus, paid out at 90 days, employee bonus for new employee referrals, and our counties have a Facebook page for employment, where you can join and post positions. Right now this is what has helped us. This information is a compilation of suggestions, ideas, and opinions shared by INARF Members in response to the featured question. This information should not be considered official interpretation or guidance of State or Federal Policy. Additionally, statements within this document do not necessarily reflect an official position or opinion of INARF.
We used to have a personality survey attached to our application process online that took applicants about 15-20 minutes to complete. Many seminars have been saying that if it takes more than 3-5 minutes to complete an application, most people pass and will not apply. We recently took down the survey portion of our process and have seen an increase in applicants. We have tried posting directly to Indeed and receive a lot of applicants but have a very low rate of applicants actually showing up for interviews. Most of our recent hires have been direct applicants from our website and have stated Facebook or employee referrals as their source.
***
Employee Referrals are most successful for our organization, especially in the NW Indiana region and Marion County. We offer referral incentive for qualified employee referrals. The incentive is paid out once the new hire has reached their 90-day mark.
We get a huge response to the “FREE” Indeed online postings. Probably 95% of the applications we receive come from this source; however, many of individuals who respond are not qualified for the position so there is a lot of screening to do after receiving, but definitely our best source.
We began posting ads on Indeed and it has made a significant impact for us.
We have a sign on bonus, paid out at 90 days, employee bonus for new employee referrals, and our counties have a Facebook page for employment, where you can join and post positions. Right now this is what has helped us.