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.

“It’s not that the number of truck drivers has been in a constant decline. It’s just that it’s not growing enough to match up with what has been needed in demand, “ stated American Trucking Association’s Chief Economist Bob Costello. In fact the ATA believes that the trucking industry is still short 50,000 drivers.

For the trucking industry specifically, the issue may run a little deeper that just not having enough truckers to fill the available need. For instance, the driver shortage tends to mainly focus on a lack of long-haul or OTR drivers, not just any licensed driver. These types of position are historically more difficult to fill simply due to the idea of being away from home for longer periods of time. Enticing new drivers in the door where they may have to commit being away from home for a week or more at a time is a hard sell. In addition, the trucking industry faces additional obstacles such as federal laws that prohibit potential candidates between the age of 18 to 20 from driving Class 8 commercial motor vehicles across state lines, cutting into the already depleted talent pool available. The main problem here is that this removes the possibility of students looking at trucking as a long-term career right out of high school.

However, the Census Bureau has indicated that truckers who are under the age of 35 represent more women and minorities that those over the age of 55. With that said, even today over 90% of drivers are men. This simply means that the presence of more diversity in the industry in the younger generations is promising for the trucking industry in the long-run but as it sits today, the driver shortage is still more than prevalent. With online retailer giants like Amazon and Walmart constantly pushing for faster deliveries in a instant gratification society, the push for more logistic personnel will continue to be a struggle for distribution and logistics companies nationwide. For more details on what industry experts have to say, please check out www.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, and Trillium Technical. With approximately 100 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 2017 and 2018 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

In order to retain your talent, it’s crucial that you understand what motivates a passive candidate to leave your organization. Here is a break down of the top motivations listed for considering a career change by passive candidates:

• Better compensation & benefits
• Better work/life balance
• Greater opportunities for advancement
• More challenging work
• Better fit for skill set

The key to maintaining your top performers is making sure that you provide them with a well rounded career opportunity. Identifying what motivates them will help you determine ways to keep them engaged, encouraged, and excited to grow their career with you. Frequent conversations with your staff can help you to identify what is important to them, what would entice them to grow with the organization, and what areas they are disappointed in with their current role.

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Today’s employment market is a candidate driven market allowing candidates more flexibility and potential job offers than they’ve had in the past 10 years. With the rebound from the 2009 recession, the market has changed from being saturated with talent who was under or unemployed, to a discernible talent shortage in most industries. Employers are struggling to attract and maintain talent in roles ranging from General Labor to Professionals. Undoubtedly, in addition to the strain on your operations the longer a vacancy exists the more costly it becomes both financially and towards workplace productivity.

How can you decrease your time to fill? Here are a few ways to increase your quality of candidate while decreasing your time to fill:

• Utilize your networks. The more people that are aware that your opening exists, the more likely you are to drive applicant traffic. Social networks, industry organizations, and your own staff can all work to help boost exposure to your position.
• Build a referral program. If you don’t already have a competitive referral program you’re behind the times. Referrals often produce a higher level of candidate and a longer length of employment than a traditional hire.
• Get in touch with passive candidates. Passive candidates are far less likely to be receiving multiple offers, have jumpy work history, or be lacking in skill sets. While it takes a little more digging to locate a passive candidate, the job offer process often times moves at a faster pace.
• Partner with a staffing firm. Most staffing firms do not require an exclusive agreement or any financial obligation unless you choose to hire a candidate that they present. Often times they have access to a number of candidates in confidential job searches who are not posting resumes online or applying to job postings. In addition, they are experts at locating those hard to find passive candidates.
• Be open to negotiations. Could paying a nominal amount more seal the deal before your candidate accepts an offer with your competitor? Absolutely. Be open to negotiating remote employment, pay rates, and even relocation. While initially some of these financial decisions may seem unsettling, the costs of a long term job vacancy will quickly outweigh an additional $5,000 relocation package for the right candidate.
• Be proactive. Don’t wait for a vacancy to arise before recruiting to fill it. You should constantly be working to attract talent for your key positions. This will allow you to upgrade talent in areas that you need to and give you a pool of candidates to contact when an opening arises unexpectedly.

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Regardless of the reasons fueling your desire to seek a new opportunity, you likely do not want to jeopardize your current position with the job search. If your current employer learns that you are seeking new opportunities they may grow concerned about your engagement, the release of confidential company information, your use of company time, and other factors that could impact your position with the company. While it may be difficult to conduct in today’s job market, a confidential job search is the best way to protect your current position while seeking future opportunities.

While you may be tempted to upload your resume to a well known job board, even marking it confidential, there are some factors that you should consider. Many employers have access to these job boards- including your own. Even if you mark your resume confidential your current employer or peers may be able to identify you based on your work history. You also may be bombarded with career opportunities that are of no interest to you. So how can you optimize your confidential job search?

1. Complete your LinkedIn profile. Make sure your LinkedIn in or AboutMe profiles highlight your career history, strengths, abilities, and include recommendations from those who have worked with you in the past.

2. Engage in your networks. Share articles, blogs, and other industry specific information that allow others to know that you are knowledgeable and up to date with trends in your line of work. Reach out to your personal connections and share that you are conducting a confidential job search and would be interested in any leads they may be able to pass your way.

3. Connect with a respected Recruiter. Research and identify respected Recruiters who specialize in your industry. Have a clear and open dialogue with your Recruiter and empower them with enough information to locate a career that meets your goals an objectives. Recruiters often represent employers who are conducting confidential job searches that will not be posted online or through other means.

4. Remain engaged. While you may have mentally put one foot out the door, remaining engaged with your current position will help you obtain positive references from your current employer and co-workers as well as open you up to more opportunities within your current organization.

Keep in mind almost anything that you put online can become public in a matter of seconds. Be sure to consider the outcomes of anything you post on your social networks, emails, etc before pressing send. Be sure to let potential employers know that your current employer is not aware that you are seeking new opportunities and that references there will only be provided if an offer is likely to be presented. For more information on conducting a confidential job search, contact a Recruiter or trusted career adviser.

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Our strongest recruitment tools today are our job board and referrals. Ironically, referrals are one of the most traditional and longest standing recruitment forms that exist and our website incorporates state of the art technology and marketing including social media.

So how do the two co-exist? They have two common threads; trust and people.

With over 30 years of recognition as a leader in staffing and recruitment, people across the country have experienced the level of commitment our recruiters dedicate to their career search. We’ve become one of the most trusted recruitment firms in the country, allowing us the opportunity to speak with the referrals of our happy employees! The majority of these referrals learn more about us as an organization and our opportunities through our job board before contacting us.

Here is a snap shot of our website in 1998:

Here is what it looks like today:

Our job board houses approximately 1,000 job postings daily and allows candidates an added level of confidentiality that they don’t receive from major job boards. How is that? Your current employer likely has access to your state job board and the major online job boards, giving them the opportunity to locate your resume.

Our candidates and employees take great comfort in knowing that their resume cannot be discovered by their current employer or anyone outside of our organization. That piece of mind is priceless for a passive or currently employed person seeking a change.

As such our clients get the benefit of our ability to attract and identify the best candidates in their industry, not just those who are willing to post their information for any employer to view or are actively seeking a career change.

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

• 78% of workers in their 20’s are interested in changing careers
• 64% of workers in their 30’s are interested in changing careers
• 54% of workers in their 40’s are interested in changing careers
• 51% of workers in their 50’s are interested in changing careers
• 26% of workers who are in their 60’s or older are interested in changing careers

With such a large majority of the workforce interested in making a career change, maintaining your strongest performers can be an uphill battle. The struggle to locate top level talent has resulted in many employers offering a multitude of incentives to locate strong performers including referral bonuses, larger relocation packages, sign on bonuses, and other perks making the decision to leave a current employer more appealing for some candidates who may be on the fence about making a career change. So what can you do to maintain your team?

• Recognize and appreciate your staff on a regular basis.
• Create and maintain a strong employment brand.
• Offer growth opportunities within your organization.
• Fully engage in an employee retention program.
• Offer and encourage employees to take advantage of company perks and benefits.

The high costs attributed to employee turnover far outweigh the costs of most employee retention and appreciation programs. If your organization does not engage in an employee retention program, now is a great time to consider employing one!

Are you a stand out professional, technical professional, driver, or skilled worker seeking contingent, temporary, or long term career opportunities?  Visit our job board  for more information!  Want to learn more about how you can gain access to Trillium’s national network of professionals and skilled workers? Contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

While the initial savings a strong employment brand can produce is exciting, there are several equally or more important reasons that creating and maintaining a strong employment brand can be the key to your company’s success in the future. Companies with a strong employment brand tend to have lower employee turnover, better employee morale, receive more passive candidates, have employees that are constantly marketing their brand, customers experience better service, and have a stronger public image. So where do you begin building your employment brand?

Simple. You start with your employees. Take the time to speak with your staff about what they best enjoy about your company, areas they see for improvement, what drives them to produce at work, and ask them to share suggestions. Take some time to decide what your company is about, your mission, your goals for the future, and how your company impacts those who come in contact with it.

Next you need to communicate it. Have your employees share stories via social media, blogs, video interviews, and print to really communicate who you are and where you are going as an organization. Finally, you need to continue to foster and promote your brand. If your vision, benefits, and goals change you need to communicate that as well. Promoting an employment brand that isn’t true to who you are today and where you want to be can do more damage than good.

Keep in mind the key to maintaining a strong employment brand is simple, creating a working environment that is attractive to candidates and employees alike. Employee recognition, workplace flexibility, and a positive atmosphere that draws people in and makes them want to stay is what it is all about.

Are you a stand out professional, technical professional, or skilled worker seeking contingent, temporary, or long term career opportunities?  Visit our job board  for more information!  Want to learn more about how you can gain access to Trillium’s national network of professionals and skilled workers? Contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.