A business cannot avoid the inevitable search for potential employees. High-quality candidates are, after all, the key to a functioning business. But finding the best potential candidate, especially for a linen or uniform service company, isn’t easy.
With near-universal access to the internet and job boards, pretty much anyone can apply to a job, but just because they apply doesn’t mean they’ll be qualified. Here are the things that you should be doing to target the right market and get only the best of the best through your business doors:
1. Look at Recruiting as an Investment
To recruit isn’t to just post that you have a job opening and select the first candidate that comes your way. You need someone there to do the job right, and not just anyone is going to do that. If you hire a candidate at random, they’re more likely to either quit or get fired because they aren’t actually a good fit for the position. Then you’ll have to start all over again and waste resources on constantly training new staff. So, allow yourself the time and effort to find, interview and evaluate the best candidates so you can find someone who will be there in the long-term.
2. Set Up Your Listing to Attract Real Candidates and Address Potential Pain Points
When putting a job out online for the vultures to quickly grab onto, one of two things can happen: (a) Everyone applies and it’s way too much to actually sift through, or (b) your inbox remains a ghost town as you cringe at the prospect that no one may apply. That’s why it’s essential to make your job listing as clear and specific about the requirements of the position as you can while also taking into account how amazing working for your company is. Start the post with an attractive introduction to the position, immediately touching on the pain points of your potential candidates. This can mention details such as a competitive pay structure and room for growth. This will catch the candidate’s eye and then as they read through the job requirements, they’ll know whether or not this is a job they are qualified for.
3. Build Your Employer Brand with Innovative Content Marketing and Social Media
Content marketing and social media are subjects full of innovative ideas to make your brand stand out to your customers, but they’re also great tools to attracting talent. On your company’s blog and social media, you can highlight company events that honor your employees, discuss your company’s culture, and post when there are job openings. That way when a potential candidate is looking up your business online, they get an idea of what working with your company looks like and you can attract quality candidates that will instantly fit in with your brand.
4. Use a Recruiter to Target Great Candidates
So you have your epic blog and social media strategy, a nice flashy listing, and the commitment to finding the best candidate for the job. But there is still the inevitable issue that arises in this process – having to spend copious amounts of time searching online through countless resumes and potential candidates. Realistically, you have many other things to do and while writing a great listing is important, you don’t need to be responsible for marketing toward potential candidates or sifting through resumes. Leave those tasks up to a marketing company that also specializes in recruiting services so that only the best candidates are sent your way. All you have to do is let us at Infinite Laundry know what positions you need filled along with the job description and we’ll set out on our search! We make sure that you only receive quality applications from real candidates who could be a potential great fit within your company.
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