Five Struggles Restoration Industry Faces when Hiring New Talent!

STRUGGLE 1: Lack of Quality Resumes

 

We’ve all been there - whether you’re the owner, manager, or anyone in your firm that has the duty of placing a job ad for a vacant position.

Craigslist comes to mind, maybe CareerBuilder or Monster, and so forth. You pick your city; sometimes it’s free; sometimes you pay, then you write up your nicely, well-thought-out ad for your position that requires Xactimate, IICRC Certs, and so on; then BAM!! PUBLISHED!!

In come the resumes of someone who is a project manager for an IT firm that has a lot of JAVA experience, along with the person from another country and a 15 digit phone number to call, or if you’re lucky; they have Xactimate on the resume, but it’s spelled Exactimate. 

Do they really know Xactimate if they can’t even spell it correctly? So, 50 resumes later, you’ve wasted time, money, and your hopes and dreams in finding the right person for the job.

However, you somehow managed to have a few possible candidates to call. Hopefully, none of them are already working for you. 

That’s where We Connect Talent comes in. Our recruiters are fellow industry professionals who have been in the trenches extracting sewage at 3:00am and have been out in the field writing Xactimate estimates, marketing to the next big client, and taking continuing education classes to maintain their certifications. 

We’ve been through what you go through daily and with that, comes a unique understanding and ability to target the right candidates every time.

Reach out to us today to see how we can help your company in staffing the right people and receive your message in a bottle every time you send one.

 

 

 

Three easy ways to learn more about mid-size employers.

“Enterprise-sized companies [big corporations] run the world, small businesses are the heart of the American economy -- where does that leave the one in the middle?

Brenna Sniderman, former Senior Director of Forbes, asked this question in her article that highlighted ‘Three Things Mid-Size Companies Do Better”.

One of the key points in her study is the approach mid-size companies use for talent acquisition, i.e. they focus on the right personality, not the right resume.

However, many ‘‘right personality’ candidates find it difficult to gather more knowledge on mid-size companies beyond the websites and recruiter pitches.

Therefore, We Connect Talent wants to share how it could be done in three easy ways!

 

1. Company Culture:

Know what they share!

You may or may not see mid-size companies on Glassdoor, but that doesn’t mean it is difficult to find more about them. Mid-size businesses are close-knitted teams and use social media as an effective way to promote their culture.

They usually strike a perfect balance between sharing services/products, industry knowledge and company’s work environment on Facebook or Twitter. It’s the lattermost that serves as a useful technique to attract new and passionate candidates.

So, next time, if you see any company sharing its Christmas party pictures -- remember they are wanting to be liked not just by the customers, but also future applicants.

 

2. Financial Health:

Know how much they generate!

Below are some common questions I come across when engaging with talented candidates.

“If they are medium-sized, does this mean they don’t generate much revenue?”  
“I am interested, but uncertain if the position offers job security, since the company isn’t publicly traded.”

In reality, mid-market companies we work with offer more job security than their bigger and well-branded cousins in the corporate world. Mainly because they don’t see their employees as expendable when the economy is bad.

Fortunately, we now have online databases such as Manta or BizDB to take a quick look at the annual revenues of  many middle-market businesses. Here at  We Connect Talent, we recommend our candidates to do homework on the company’s culture, as well as its financial health.     

 
3. LinkedIn Recommendations:

Know how they write it!

LinkedIn offers great value to its users. However, sometime we overlook the importance of LinkedIn recommendations, if it has nothing to do with our own personal profiles.

Recruiters read recommendations. They have a compelling reason to do so. But prospective employees should make a habit of scouting recommendations as well. They are full of hidden clues ranging from how management treats its current and former employees to how colleagues think of each other. These behaviors define the overall culture of mid-size businesses.  

How to follow-up after a job interview?

We emphasize on drafting the best resume, getting the interview and impressing your next employer. It turns out post-interview 'waiting' is the hardest part for many. Therefore, following up after the interview becomes equally important in the hiring process.

Here are a few ways to overcome post-interview anxiety!

BE THE FIRST TO APPRECIATE

You don’t want to seem uninterested; neither do you want to be annoying. So, simply send a thank you note to the interviewer right after you leave the premises, appreciating their time and insights. It could be an e-mail or a hand-written letter. 

RECAP YOUR INTERESTS

The post-interview follow-up is an opportunity to reiterate your interest in the position. Make sure that you have provided every required detail to the interviewer. Your follow-up should echo your strengths and interest in the position and the company’s culture.

Remind them of your enthusiasm and reinforce how you will fit and thrive at their workplace!

UTILIZE YOUR REFERRAL

If you were referred by someone for the position, ask your referral for an update and then reach the interviewer yourself.  Recruiters do not like to be hounded about so don’t call or e-mail them repeatedly. You need to remember that a recruiter gets many resumes, calls and contacts per job opening. So just stand out in the crowd smartly with wisely chosen words and actions.

KNOW WHEN TO LET GO

You should never be afraid to ask for acknowledgement and closure, even if the news is undesirable. If you don’t get a call or an e-mail, send a follow-up, but after that, let it go!

Be appreciative in your last e-mail and move on. Sometimes your true character is visible after hearing a rejection. If emotions are kept in check, it gets noticed by many employers and your profile is reserved on their radar. 

Your checklist during an interview!

To ace an interview, it is highly recommended to prepare ahead of time.

Your ultimate goal is to sell yourself through your personality and accomplishments.

 Follow these five guidelines during your interview and you’ll be ready to transform your chances from being a prospect to a short-listed candidate and finally, a NEW HIRE!   

1. Attitude:

Often the first impression is an important part of a job interview. Initiating with the wrong demeanor can sabotage the process before it even starts. A recruiter is more likely to be impressed with a candidate who begins the interview with a firm handshake and warm smile than the one who fidgets in nervousness. So be confident and attentive. Show exuberance and a positive attitude to convey your interest in working with them. Give concise and honest answers!

2. Extra copies of resume:

Although the interviewers usually are prepared with their own printed version, but it is best to keep a few copies of your resume with you, in a professional-looking folder, just in case the interviewer does not have it. Besides that, keep a working pen and a notebook to take down any information during the interview, or any questions that you may want to ask the interviewer in the end.   

3. What is your ‘weakness’ question:

 Simply don’t give an answer which the interviewer is used to hearing. Avoid answers that turn out to be deal breakers for you. Be honest, but not too honest. Dig deep into yourself to find out your true weaknesses at work and how you have struggled with them, and choose the one that is suitable for the interview. 

4. Ask smart questions:

Come prepared with a few relevant questions about the position and the company. Memorize them or note them down in your notebook. In addition, don't hesitate to ask questions on the key issues that emerge during the interview.  Your questions highlight your intellectual level. ASK THEM!  

5. END ON HIGH:

Leave with a big smile, firm handshake, and a calm attitude. Thank everyone in the room individually. Make sure to ask about the next step in the hiring process before you make your exit!

Recruiting Tidbits: LinkedIn, Small & Midsize business struggles and We Connect Talent

LinkedIn has leveled the playing field

LinkedIn is disruptive in many ways. For many, it has transformed the way we carry our professional profiles. However, for some, it has provided a platform where your talent, with a pinch of vision, could travel across continents and be noticed by those who are driving our socio-economic evolution.

In simpler terms — LinkedIn has leveled the playing field for those with limited resources and recognition to an extent.

For e.g. —  to be on this network, an employee working at a local mom-and-pop shop needs the exact tools as someone working in a Fortune 100 company, i.e. a computer or a smartphone.

Similarly, a corporate giant goes through the same basic steps as any other small and medium-sized business to set up their presence on LinkedIn, i.e. a logo and the company’s description.

Recruiting struggles for Small and Medium-sized (SMB) businesses

But there remains a huge disparity in the struggles faced by SMBs in order to grow, especially when it comes to recruiting quality talent.    

LinkedIn has helped in closing the gap, but the way our society recognizes ‘corporate brands’, has greatly influenced the manner our academic institutions breed talent. Not many enter college with a dream of working at a local / regional business upon graduation. Millennials don’t find it fancy and the majority of college programs simply know the audience well.    

 A friend of mine, Jonathon Fowler, who is a practicing attorney for startups and a recent MBA graduate, believes that the “principles [taught at universities] can be applied to any level, but the focus is usually on the big businesses”.

I find this approach as one of the biggest factors why growing SMBs struggle to attract talented candidates.

It all comes down to the business culture

Surprising to many - small and medium-sized businesses offer a lot better work environment and personal growth opportunities to those who find themselves unfit for the traditional corporate culture.  

That is why connecting these two groups is We Connect Talent’s passion and mission.

Everyday we interact with small and medium-sized businesses and their owners who are looking for candidates but are too occupied with the day-to-day operations. And - everyday we connect with prospective candidates who are currently working in big corporations but are ready to make a switch to lesser-known, yet growing companies.

Because no matter how ‘brand-conscious’ we may become, all of us eventually seek work-life balance and a more respectful culture.