Trillium Staffing https://pubblog.in.trilliumstaffing.com Your Partner at Work Tue, 15 Oct 2019 16:07:34 +0000 en-US hourly 1 https://wordpress.org/?v=5.0.7 The RIGHT Way to Read Jobs Ads /blog/the-right-way-to-read-jobs-ads/ /blog/the-right-way-to-read-jobs-ads/#respond Tue, 15 Oct 2019 14:36:47 +0000 /blog/?p=7347 Continue reading ]]> When looking for work, are you properly reading through and analyzing job descriptions to make sure you are finding the right fit? For the majority of job seekers, something as simple as not fully reading over a job description can spell the difference between landing that dream job and having to continue your search.

When reading over job descriptions, most job seekers tend to make the same mistake, they look over the basic requirements and base an application decision on that and possibly that alone. While this may result in some call backs, it can also be problematic when the basic requirements are not always what employers want applicants to focus on. If you meet the basic requirements listed for a job, that’s great, but that shouldn’t be where you stop reading. In reality, you should be reading at least a little bit of each sub section of the job description including job duties, hours, pay and any additional information that may have you making a much more informed decision. When reading through a job description, ask yourself the following questions:

  • Job duties: Do the job duties listed in the job description align with what you have previous experience in or something that you can relate to? Have you performed these types of tasks in the past?
  • Hours/Schedule: Are the hours listed something that you feel you can make work given your current situation? Take into account any additional responsibilities you have including second jobs or personal commitments.
  • Pay Rate/Range: Is the pay rate or pay range something that aligns with what you are currently making or what you aspire to make? If there is room for negotiation, do you meet the preferred qualifications to get you to that point?
  • Job Location: For many job seekers, job site location can be a make or break factor when applying for positions. Is the job location something that you can make work on a daily basis? Are you truly willing to make the commute, taking into consideration traffic and other factors outside of your control?

Something else to keep in mind is if you are trying to apply for positions that may be one step up in your career from where you are now. If this is the case, the same type of concepts apply but doing your due diligence and research on the roles you are applying for will help you greatly. Check out various job descriptions and companies with similar job listings to make sure that this type of role is right for you. The main take away here is that a job posting is simply a guideline for job seekers to work off of. The job description will not give you every single detail of a job, nor will it fully explain whether the job is a good fit for your skill set. This is information that you have to determine on your own given your previous experience and what it is you’re looking to do to further your career.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, and Trillium Techs. With approximately 90 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2015 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

 

 

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How to Halt High Driver Turnover from the Start! /blog/how-to-halt-high-driver-turnover-from-the-start/ /blog/how-to-halt-high-driver-turnover-from-the-start/#respond Wed, 09 Oct 2019 14:24:50 +0000 /blog/?p=7327 Continue reading ]]> With the Driver shortage as prevalent as ever, a new study by Stay Metrics is showing that new Driver retention is also a huge issue for carriers nationwide. But what could be causing a large percentage of Drivers to jump ship before hitting the 90 day mark?

Stay Metrics, a retention strategy firm, found that in the 1st quarter of 2019 only 64% of Drivers hired on last beyond 90 days. While this particular survey was sent to only 70 carriers and doesn’t necessarily represent a huge percentage of all carriers nationwide, it does lend to a particular trend that could be problematic for future hiring.

The main takeaways from this survey included such ideals as making sure to be transparent to your Drivers regarding the company, duties, equipment, etc., and paying attention to warning signs that may come before they are even hired in. Basically, the more you share with a potential Driver from the very beginning will ultimately benefit you as a employer. If a Driver knows exactly what they are getting into from day 1, they are much less likely to jump ship or leave prematurely and both the hiring manager and Driver will be on the same page.

In fact, transparency was such an important factor for Drivers, it was the basis for 4 of the 5 questions Drivers were asked. According to Lana Batts, co-President at Driver iQ, a background check company, stated that the overall cost of Driver retention can be $8,000-$10,000 per Driver.

If you are experiencing high turnover with your Drivers, this could be costing your company big, when the solution is rather simple. Listen to your applicants during the interviewing process and if you hear something that may not coincide with what you are offering or what the position entails, be honest with the candidate. Getting these kinks worked out in the very beginning of the process can ultimately save your company money in the long-run.

For more information on this survey, please visit ttnews.com.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, and Trillium Techs. With approximately 90 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2015 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

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Looking To Grow As A Recruiter? Check Out These Tips! /blog/looking-to-grow-as-a-recruiter-check-out-these-tips/ /blog/looking-to-grow-as-a-recruiter-check-out-these-tips/#respond Thu, 03 Oct 2019 13:17:47 +0000 /blog/?p=7270 Continue reading ]]> Whether you are new to the recruiting scene or might be considered a seasoned veteran, it is never too late to hone in on your recruiting skills. Check out these top 10 habits that Indeed.com considers to be fundamental for any successful recruiter.

  1. Be a candidate advocate. While you may be getting paid based on filling orders, try looking at each opening as an opportunity to advocate for both sides. Focus on your client’s needs but also keep in mind what may be best for your candidate. This will help to instill integrity and trustworthiness from both sides of the spectrum.
  2. Do first what you hate most. This may sound easier said than done but the best way to be productive is to not procrastinate. By getting your most taxing job done first, this can free up the rest of your day to focus on more enjoyable tasks such as touching base with clients or employees for referrals.
  3. Always be prospecting. This can be true for every candidate you come across. Keep in contact with them and make notes of what their strengths and weaknesses are. You may not have a fit for them now but that could change in the blink of an eye and by being prepared for the unexpected can help you to get the fill just that much faster.
  4. Get your referral on. We can’t stress how important referrals can be in the recruiting and hiring industry. Word of mouth will always be an extremely influential tool and it is your job to make sure you are taking advantage of the resources at hand. Keep the communication open between you and your solid candidates. Chances are individuals with exceptional work ethic hang out with people of the same mentality. Always ask if they know of anyone seeking work and make sure your candidates know you are available for further contact.
  5. Keep on collaborating. It is vital for recruiters to keep a strong working relationship with their hiring managers to ensure that communication and compromise can flow easily. Recruiters need to feel comfortable going to their hiring managers with issues and concerns and have the forethought to help them prioritize and plan on the best course of action with each order.
  6. Don’t stop demoing. Technology is ever evolving and it is a critical tool for all recruiters to stay on top of. Even if you feel satisfied with your current work flow and programs/platforms available, it is always a good idea to stay ahead of the competition in terms of technological advances in the industry. You never know when a new program could help to revolutionize your company’s hiring strategy.
  7. Review data, but go with your gut. While the ability to pull large amounts of data is great and can make your job easier, it is important to not be fully reliant on this information. As we all know, technology can only do so much and it is important to keep in touch with any gut feelings you may have regarding candidates or clients alike. In other words, try and keep the human element alive in recruiting.
  8. Be honest and actionable. While it can be easy to be vague with a candidate if they didn’t get a specific role, it is not the best policy. Be honest and let them know what happened with the position or why someone else was better suited for the opening. Leave them with some kind of actionable item whether that means to hone in on our their interviewing skills or to simply keep looking for the right fit, candidates will appreciate the overall honesty.
  9. Find (multiple) mentors. No one should be above seeking guidance from others. Hiring and recruitment can be a tough game and it is always make it easier by reaching out to others for assistance or insight. Choose a handful of people that are knowledgeable in this space and be ready and willing to reach out when needed.
  10. Share what you know, and ask the same. Networking is a huge part of the recruiting industry and shouldn’t be something to be taken lightly. Not only can this help to increase your available candidate pool but you can also gather insight from industry leaders and use this information to grow and sustain your own hiring strategies. In addition, don’t be afraid to share what works for you when asked and hopefully the same individuals will do the same in return.

Not all recruiters are created equal and depending on the industry, overall strategies may be drastically different from one another. However, by keeping these habits in mind, you can try and grow as a recruiter and improve your company’s hiring strategy one candidate at a time.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, and Trillium Techs. With approximately 90 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2015 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

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Important Interview Questions and How To Answer Them! /blog/important-interview-questions-and-how-to-answer-them/ /blog/important-interview-questions-and-how-to-answer-them/#respond Tue, 01 Oct 2019 16:13:20 +0000 /blog/?p=7242 Continue reading ]]> Some may argue that all interview questions are important and that you should be more than prepared to answer a wide variety of them. While this is true, there are few specific interview questions that can cause candidates to slip up.

Why do you want this job? While the question is simple, the answer may not be. Our first instinct is to be transparent, regardless of what that means. Of course the underlying reason for the majority of us trying to get a job is the money. However, as this is a very obvious answer, employers also want to make sure that there is more to your motivation than bringing in a pay check. In addition, your next thought may be to flatter the company you are applying for by listing out all of the reasons why this is the company for you. This is also not the best route to go as the hiring manager typically already understands their company’s’ perks. What you want to do is outline how you feel this job may help to better yourself professionally and how your skill set will bring something special to the table. An employer will appreciate the idea that you are striving to improve your skill set through work at their company. The idea of self motivation and growth is huge in the eyes of an employer.

What type of questions do you have for me in regards to the job or our company as a whole? This particular question may appear in a number of different forms but the reason behind all of them remains the same. The employer is trying to gauge your eagerness to know about their company and the position and your willingness to do some research regarding what they offer. Regardless of where you are interviewing, you should always be prepared with at least a couple of questions regarding either the role itself or the company. Ask for clarification regarding benefits offered, job duties, company mission, etc., but make sure to use this time wisely. Most hiring managers are on a schedule and you don’t want to eat into their time too much with too many questions, at least initially. You can always save additional questions for a follow-up email after the initial interview. As long as you are focused on questions that pertain to the position specifically or better help you understand the role and how your skills may fit, the employer will will be more than accommodating.

The bottom line here is that we should all go to an interview prepared, regardless of the industry or position. However, it sometimes can come down to the quality of your responses and how they pertain to your skills rather than the length of your employment history or overall years of experience.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, and Trillium Techs. With approximately 90 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2015 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

 

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4 Easy Ways to Stay Productive at Work! /blog/4-easy-ways-to-stay-productive-at-work/ /blog/4-easy-ways-to-stay-productive-at-work/#respond Thu, 19 Sep 2019 19:06:39 +0000 /blog/?p=7164 Continue reading ]]> All of us have our ups and down throughout the work week and sometimes it can feel like a real struggle to stay on task and be productive. However, by sticking to these 4 easy to follow concepts, you can make the most our of your day while in the office!

Being productive means a lot of different things to a lot of different people. For some, being able to accomplish your daily task list is productive enough but for others, only when you go above and beyond what is expected do they feel as they have had a productive day. Whichever group you fall in, according to Forbes.com you can increase your daily productivity by keeping these 4 tips in mind.

  1. Prioritize your workload based on your energy. Not every day is created equal in terms of how energetic you feel. In fact, your energy level even fluctuates depending on the time of day. With this mind, try to work on your most important tasks or duties when you are feeling the most energetic. Surprisingly enough, some studies have shown that mornings seem to be the best time of day to focus on the most time consuming projects. This may not be true for all, however, so focus on how you are feeling and get to work!
  2. Find peace and quiet away from your coworkers. This doesn’t mean to completely isolate yourself from inter office relationships. Studies have actually shown having positive work relationships can garner an overall happier working environment. However, it is important to create a little separation between you and your coworkers, especially when you have important, time sensitive projects to work on. Try and plan on seeing and socializing with coworkers during breaks or on your lunch hour and dedicate the remaining time to what projects need your attention the most.
  3. Create a workspace that inspires you. What inspires each of us can vary greatly but typically, regardless of the type of layout an office has, having somewhere to go where you can have a little peace and quiet to concentrate can help tremendously. If your office doesn’t have a space you can go to, to get away from the hustle and bustle, try and create your own version of solitude in your workspace. Try investing in noise cancelling head phones to drown out background noise and really let your creative juices start flowing.
  4. Get into a musical mix that helps you focus. Listening to music while working can do wonders when it comes to concentration. To boost your your level of productivity even further, try combining noise cancelling headphones and music. Choose whatever type of music or melody that gets you into the right mindset of focusing on each project as needed.

Start small and slowly integrate this tips into your daily work schedule. You will be amazed how such small changes can truly affect your mood and ultimately your overall productivity while at work.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, and Trillium Techs. With approximately 90 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2015 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

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12 High Paying Construction Jobs to Consider /blog/12-high-paying-construction-jobs-to-consider/ /blog/12-high-paying-construction-jobs-to-consider/#respond Fri, 13 Sep 2019 15:45:28 +0000 /blog/?p=7146 Continue reading ]]> I have written about it time and time again that the skilled trades industry is an excellent alternative to a formal 4 year education. There are more than enough various skills sets to gravitate towards and not only that but positions in the skilled trades and construction industries can be very lucrative when it comes to pay, benefits and opportunities available.

Looking for a reason to give the construction industry another look? Check out this list of 12 high paying construction jobs according to Indeed.com.

  1. Heavy Equipment Operator – National average salary of $19.90 per hour
  2. Mason  – National Average salary of $19.93 per hour
  3. Ironworker – National Average salary of $20.09 per hour
  4. Construction Inspector – National Average salary of $23.97 per hour
  5. Plumber – National Average salary of $25.07 per hour
  6. Electrician – National Average salary of $25.26 per hour
  7. Building Engineer – National Average salary of $25.71 per hour
  8. Pipefitter – National Average salary of $26.71 per hour
  9. Boilermaker – National Average salary of $31.59 per hour
  10. Construction Manager – National Average salary of $76,326 per year
  11. Civil Engineer – National Average salary of $79,496 per year
  12. Construction Superintendent – National Average salary of $85,320 per year

Interested in learning more about any of these positions? Check out Indeed’s site to get an idea of what it would take to start a career in the construction industry. Also, check out the wide array of construction opportunities that Trillium has available across the country at www.trilliumjobs.com.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, and Trillium Techs. With approximately 90 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2015 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

 

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What the Driver Shortage Can Mean For the Consumer /blog/what-the-driver-shortage-can-mean-for-the-consumer/ /blog/what-the-driver-shortage-can-mean-for-the-consumer/#respond Wed, 04 Sep 2019 15:31:29 +0000 /blog/?p=7129 Continue reading ]]> As it sits right now, according to the American Trucking Association, it is estimated that trucking companies nationwide are experiencing a driver shortage of over 60,000 drivers short. In fact, this shortage is expected to grow in the coming years which could ultimately effect you, the end consumer.

In fact, according to Bob Costello, Chief Economist for the American Trucking Association, “The increase in the driver shortage should be a warning to carriers, shippers and policymakers because if conditions don’t change substantively, our industry could be short just over 100,000 drivers in five years and 160,000 drivers in 2028.”

This continued decrease in drivers available could result in higher prices and even more frequently, out of stock items. For a consumer base that is becoming more reliant on in store pick-up and store to home deliveries from local stores, this problem may become more prevalent. Local, smaller companies will absolutely feel the burden of the shortage before your larger national chains but in the end, consumers who rely on trucking companies to get their goods from point A to point B, will be the ones the most affected. The fact of the matter is simple, less drivers available to transport the products we purchase on a daily basis, the less available those products will be and thus the higher the demand.

As I have mentioned before, all it not lost! The key to alleviating the driver shortage is change the societal view on what it means to be a Truck Driver. If we can get more people interested in a career in the transportation industry and change the stigma surrounding such jobs, we can help to try and fill the nearly 7.4 million job openings out there!

For more information on how the driver shortage is affecting job seekers, companies and the economy, check out the article by www.usatoday.com.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, and Trillium Techs. With approximately 90 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2015 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

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Trillium Ranked 31st Largest Industrial US Staffing Firm in 2019! /blog/trillium-ranked-31st-largest-industrial-us-staffing-firm-in-2019/ /blog/trillium-ranked-31st-largest-industrial-us-staffing-firm-in-2019/#respond Thu, 29 Aug 2019 18:11:18 +0000 /blog/?p=7118 Continue reading ]]> René Poch founder and CEO of Trillium Staffing, just announced that Trillium has been ranked by Staffing Industry Analysts as the 31st Largest Industrial US Staffing Firm for 2019!

“As the years go on, we continue to owe our growth and success to the over 400 internal staff working across the country. Their dedication to attracting, identifying, and recruiting some of the best candidates in each line of work is what sets us apart from our competitors,” states René Poch, CEO.

Trillium follows a partnership approach by connecting high quality talent to compelling careers within diverse national markets. They achieve this through professionalism, honesty, and integrity as a recognized leader in the staffing and recruitment industry.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, and Trillium Techs. With approximately 90 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2015 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

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Why Is Ghosting Becoming More Prevalent In The Hiring Process? /blog/why-is-ghosting-becoming-more-prevalent-in-the-hiring-process/ /blog/why-is-ghosting-becoming-more-prevalent-in-the-hiring-process/#respond Mon, 26 Aug 2019 19:22:01 +0000 /blog/?p=7103 Continue reading ]]> The term “Ghosted” has become all too familiar for employers over the past few years and the trend doesn’t appear to be slowing down anytime soon. But what could cause a prospective hire to fall off the face of the earth without a courtesy email or phone call?

According to Indeed.com, nearly 50% of all candidates ghost an employer by not replying to recruiters or hiring manager or simply not showing up for a scheduled interview. A smaller percentage, around 20%, do so further in the hiring process such as not showing up on their first day on the job or accepting an offer but failing to sign the paperwork. This plainly means that employers are being affected by ghosting throughout the entire hiring process. This ultimately puts employers in a very difficult situation of having to start from scratch suddenly when time isn’t on their side. But why is this happening in the first place?

It seems that the top reasons for candidates to ghost are not a real surprise. The majority, just over 50%, state that they just decided against the job, others ended up receiving another, better job offer and some even sited lack of salary or benefits being offered was the final straw causing them to walk away. But outside of ghosting being unprofessional and irresponsible to do, are there really any true consequences for the candidate? Surprisingly, over 90% of job seekers that Indeed surveyed stated that they didn’t really experience any kind of negative impact from ghosting in terms of them finding future opportunities. They are not having to answer for their actions and can simply move on to the next interview or opportunity. In addition, while ghosting appears to be prevalent among younger job seekers (between the ages of 18-34), ghosting seems to have penetrated all age groups and demographics.

While it may feel as if there is nothing employers can do when this occurs, this may not be the case. Ghosters have provided just a little insight into what may keep them from ghosting in the first place. According to Indeed’s survey, the majority of job seekers who ghosted an employer stated that they felt the hiring process took too long and that there wasn’t enough transparency regarding the job from the get go. These are both easy problems to remedy and both surround the same idea, communication is key! Keep your candidates continually up to date make sure you are being transparent and honest with them throughout the process. You may not be able to make everyone happy in this regard but every little bit will help!

While ghosting feels like it has become a norm in the hiring process in today’s professional landscape, it is the hope that the actions of these job seekers will eventually catch up to them. But in the meantime, all of you hiring managers and recruiters out there need to take care with each and every prospective hire. The job market is too competitive for candidate’s to wholeheartedly give you their undivided attention, but in order to keep their interest, you have to make communication your number one priority.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, and Trillium Techs. With approximately 90 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2015 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

 

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The Importance of Providing Candidate Feedback /blog/the-importance-of-providing-candidate-feedback/ /blog/the-importance-of-providing-candidate-feedback/#respond Tue, 20 Aug 2019 14:55:02 +0000 /blog/?p=7056 Continue reading ]]> All candidates deserve some form of feedback when it comes to them applying or showing interest in one of your positions. According to Indeed.com, the “Golden Rule” of treat others the way you want to be treated is the main ideal behind providing such feedback.

Think about this way; if you put forth the effort to apply for a position online and maybe even perform a follow-up call or email for a phone interview, you would expect the same level of participation from the hiring manager or recruiter, right? Check out these 7 simple steps that Indeed believes will help you and your team provide better candidate feedback and overall boost your company’s reputation among job seekers.

  1. Every candidate deserves feedback. This is not rocket science and means exactly what it says, if they take the time to show interest in your role, reciprocate and provide a little feedback.
  2. Start with the material. Always try and be clear and upfront with your job seekers, making sure they are aware of your hiring process. If there are multiple interviews or a waiting period involved, keep the candidates updated along the way.
  3. Offer ongoing insight. Give them specific industry stats regarding hiring. If you have an over abundance of applicants for a role, statistics will show that you obviously can’t hire everyone and unfortunately that may involve the candidate in question.
  4. Acknowledge the awkward. I think everyone will agree that the worse parts of hiring is having to A. let someone go or B. explain why are they are not qualified and will not be hired. However, in both instances, it will do much more good than harm if you are upfront and honest. Don’t beat around the bush, explain the situation, making sure they understand the reasons behind the decision even if it is as simple as they didn’t make the final cut.
  5. You’re never too busy. You will always have enough time to make a quick 30 sec – 1 minute phone call notifying a candidate that unfortunately, you went another route. Although, the conversation is short, this action is much more powerful than you think.
  6. Make it actionable. If you come across a candidate that may have just fallen short of being qualified, help them along the way. Provide constructive criticism and provide avenues in which they make be able to better their situation and resume. This could something as simple as improving their communication skills to taking some online courses.
  7. Practice what you preach. Try and remember the human side behind recruiting. You don’t always know the back story behind each of your candidates. What if they have been struggling for months to land a job to not only provide for themselves but to better their future. A simple act of treating others the way you would want to be treated, if you were in their position, will go a long way!

In the end, it is very simple to lose sight of the big picture when going through resume after resume. Behind every cover letter and application is a person who is simply trying to find work. By making sure we provide those candidates with the proper courtesy of some kind of feedback, we are ultimately improving the overall job seeking experience for candidates and employers alike.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, and Trillium Techs. With approximately 90 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2015 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

 

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