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Team Building: Improve Your Company Culture

HMG Success on March 30, 2012

Today, many companies are getting back into the hiring game after a little bit of an absence. Some employers believe the search for the perfect candidate will be an easy task with so many people unemployed. However, the fact that so many companies are suddenly beginning to hire again means that there is greater competition for top tier employees. Employing the right recruitment strategies can help ensure that you’ll be able to pick and choose from the cream of the crop when it comes to job seekers.

Pre-screen Potential Candidates Well

There’s no reason to waste your time or the time of candidates who do not have the required skills to get the job done. Include a rigorous “skills” test as part of the application process. This will help you hire with confidence that the candidate can do the job you need them to do while avoiding those who interview well but really lack fundamental skills that are necessary to the job. More importantly, it will save valuable time interviewing and investing in getting to know a candidate better if that candidate isn’t going to be a good fit for the position in the end.

Do Not Wait Until You Need to Hire to Start the Process

Begin the hiring process now. This will allow you plenty of time to vet potential candidates before you’re ready to commit to the actual hiring of a new employee. Many companies are waiting until the need is critical and then they are rushed and make hiring decisions they would not have made in other circumstances. It’s better to have the process in place and a few talented candidates in mind before a definite need arises in order to avoid mistakes that could be prove costly in time, training, and lost productivity.

Hire Experienced Operators

The job market is filled with people who have experience in all sorts of fields. The odds are good that there are plenty of qualified candidates for any positions you have available. The problem with hiring inexperienced candidates, while they may work for less, is that they also bring along bigger expenses and a much greater “learning curve” for the particulars of a job. If you’re hiring someone with industry experience and knowledge, there will still be a slight learning curve as they get to know your method of operation. However, it will be far less than the interruption of someone who will need complete and total on-the-job training in your industry. Most companies don’t have that kind of time on their hands to invest once they’ve reached the point of hiring someone new in today’s economy. Do you?

There are many things you can do that will improve your odds of finding the perfect fit for your company culture with the right experience to get the job done. These are just a few things you can incorporate into your hiring mindset to improve the odds that you’ll get the right person from the start.

Predictions and Solutions for the Industrial Sector

HMG Success on February 21, 2012

The American Staffing Association reached out to representatives in each industry sector to ask: What do you think will be the sector trend to watch this year and how do you predict your sector could change in 2012?

Our president, Stacey Bigelow, was chosen by ASA to speak for the industrial sector and made the following predictions:

  • More businesses will experience additional production needs.
  • Some of the clerical/administrative positions that were lost during the economic downturn will be restored.
  • However, companies will continue to be cautious about committing to permanent hires.
  • The biggest hurdle in this sector will be the shortage of skilled labor.

What else will affect the industrial sector?

Ms. Bigelow pointed out that in an election year, the business world tends to experience a feeling of being unsettled, as companies wait to see whether there will be changes in the country’s administration and therefore changes in how things are done. The financial troubles in Europe are also on many business owners’ minds.

What does this mean for you?

Between the uptick in work, the employee shortage and the global implications of the election and the European economy, more companies are utilizing the flexibility of staffing services. Why?

Simple. They help you work around those issues mentioned above.

  • Need additional employees?
  • Having trouble finding people with the skills you need?
  • Not ready to add to your permanent payroll?

Your staffing firm can provide you with skilled, prescreened employees, whether temporarily or permanently. You don’t have to take the time to find them. You won’t have to pay overtime. You’ll have the people you need to get your work done, without worrying about layoffs or unemployment claims.

Economists predict that we’ll continue to see a slow but positive trend in employment throughout 2012, but it won’t be until 2013 until the economy really begins to pick up steam. Stay tuned to the Advance blog to stay up to date on industry trends and career advice—or call us anytime you’re looking for more.

The Importance of Hiring a Social Candidate – Who Doesn’t Just Look Good on Paper

HMG Success on February 8, 2012

Hiring the right candidate takes more than just looking at what the professional can do based on his or her paper application. Many employers are spending time researching and learning about candidates more fully, outside of the standard resume. Recruiters want to know if a candidate is social and what their social skills are doing for them. After all, in a globally connected world, it is critical to communicate at the best level and that means being a socially active person, both online and offline.

What Is a Social Candidate?

The right candidate for any position needs to have the proper technical skills and the experience necessary to do the job. However, soft skills, including communication skills, are just as vital. Those who have limited social skills often lack the ability to use the knowledge they have to do their job properly. Turnover is higher. They often struggle with relationships within the workplace. Some never move from lower level positions due to their inability to communicate. They can even contribute to a poor morale among employees.

On the other side, a social candidate is one that does embrace working with others and has good communication skills to back it up. These professionals may stand out in an interview but they also stand out when researching them online. Here are some of the features to look for in the social candidate.

  • Choose someone that understands and monitors the way his or her actions affect those around them.
  • Does the candidate show concern for others through their actions and words? Do they understand how to manage other people’s feelings?
  • Does the individual have good control over him or herself in terms of communication? When expressing emotions, do they do so in a negative, abusive or destructive manner? You do not want these traits in your workplace.
  • Are they socially active? Often times, just noticing if a candidate is active in communicating with others (usually in a positive manner) helps indicate how effective communication skills are. Comparatively, a candidate that is not social active could be a factor.
  • Is the individual highly judgmental? Does he or she describe others in a negative light or in a positive one? Those candidates that do not express positive insight but only negative information are often problematic in the workplace.

Why do social skills like these really matter to you?

As a business professional, every detail of the way a person looks, acts and speaks reflects directly on your business. A person that dresses inappropriately, for example, does not represent your company well. Likewise, hiring a candidate that has poor communication and social skills can mean that person’s interactions with your clients and business partners, as well as employees, can be negative. Rather, hire a social candidate with the skills to communicate properly and you could score a candidate you want to work with long term.

Haven’t Hired in a While? Advice for Recruiting New Hires

HMG Success on January 7, 2012

After a period filled with economic uncertainty, many companies are facing a new dilemma. They now need to fill positions that were either vacated or eliminated over the past several years. The problem is that many companies have had a freeze on hiring for long enough that they’ve gotten out of the practice of hiring altogether.

Here are a few tips that are sure to get you back in the habit of effective recruiting before you know it.

Know What You’re Looking For

Before you can come up with a proper recruitment plan you need to know exactly what kind of employee you’re looking to hire. What positions need to be filled? What qualities or traits make a prospect a good fit with your corporate culture? Are you willing to take big risks in order to find truly innovative staff or do you prefer to stick with traditional characteristics and experience for the position in question?

These are all important questions that can really shape the hiring and interview processes. Once you’ve identified the kind of employee you need or want to hire then you can begin the search in earnest.

Set Deadlines to Find Qualified Candidates

It’s easy to get lost in a sea of maybe and tomorrow. Time is a luxury you don’t have when you need someone to pick up slack or start making changes now. Give yourself a hard deadline to find a group of solid candidates and set up interviews.

Once you have a deadline in place you can tailor your search process to get the fast results you need. An added sense of urgency can serve as a huge motivation and help keep you on target for the “less glamorous” aspects of looking for new hires.

Utilize Every Available Recruiting Option

You are no longer relegated to a time when the Sunday paper was your best recruitment tool. The rules have changed and technology is changing them even more. Don’t forget to place notices of positions on your company website. Make sure you’ve made it mobile device friendly as well as many people are conducting their job searches on the go these days.

Take advantage of recruitment services, like Advance Temporary Services. You’ll be surprised at how effective they can be (and cost effective) by eliminating the daily grind of finding new, highly skilled candidates for the positions you have available. More importantly, they can do the hard work of prequalifying candidates for the positions you have available so that you’re only seeing the best of the best available and not forced to sift through many unqualified applicants that aren’t likely to be a good fit for the culture of your company.

Social media is another excellent tool you can put at your disposal to find a sea of applicants for your positions. You just might find the perfect choice in short order. More importantly, you’ll have a list of qualified people the next time a position becomes available.

Recruiting new hires doesn’t have to be a painful prospect – even after a long absence. This is cause for celebration; not dread. Just keep these tips in mind and you’ll have the cream of the crop knocking on your door before you know it. For help finding the best employees this year, contact Advance Temporary Services!

Photo Credit: Ambro / FreeDigitalPhotos.net

4 Things You Should Include in an Administrative Professional Job Description

HMG Success on December 21, 2011

A good administrative professionals’ job description should clearly and concisely state what the job entails, including the position’s purpose, responsibilities, duties, and qualifications. It shouldn’t be overly detailed or unduly simplistic, but the job description should be customized to the needs of the person or team who the assistant is supporting. An administrative professionals’ workload can vary significantly by company, but there are some general tips for putting together the job description.

Here are four areas you’ll want to include when writing a job description for an administrative professional:

1) Purpose of Position. Outline the basic role or function of the administrative position. You’ll want to include who the administrative professional is working for. Will the administrative professional be supporting a Manager, Director, or President of the Company? It’s essential to put into writing whether the administrative professional is employed to support one executive or a collection of positions to avoid confusion later on.

Include a general overview of the duties and responsibilities of the position, but don’t get too detailed — you’ll be providing the specifics in the “Duties and Responsibilities” section of the job description.

Take a look at this sample administrative professional position purpose: “To perform general administrative duties and provide support to the Executive Director as requested.

2) Duties and Responsibilities. Within the duties and responsibilities section, provide the exact primary task details of what will be required by the position holder. Typical duties of an administrative professional include booking travel, taking minutes in meetings, scheduling and managing a calendar, correspondence preparation, screening calls, opening and sorting mail, along with a host of other general administrative duties. Use a bullet format to list duties and start each task or responsibility with an action verb, such as sort, create, maintain, etc. To cover all basis, reserve the last bullet to include any other duties or tasks that may be required.

3) Minimum Qualifications. In the minimum qualifications section you’ll need to include the number of years experience working in an office environment or reporting to a particular management or executive level. Further, if the position requires educational credentials, such as secretarial training or an associates degree, you’ll also provide this information here.

  • Warning! Be sure to exclude any statements that could be viewed as against the Equal Opportunity Employment (EEO) laws, such as those making references to race, sex, color, religion, age, national origin, physical limitation, or mental disability.

4) Skills. Administrative professionals are often required to have extensive software skills, especially in today’s digital age. Make sure you list all required software skills, such as Power Point, Adobe, Photoshop, Word, Excel, Quicken, or any other software product unique to the business. Other skills typically required of Administrative Professionals include good communication skills, writing skills, dictation, transcription, records management, basic bookkeeping, basic website updating, and customer/client service.

After reading through the job description, administrative professional applicants should have a good understanding whether they have adequate knowledge, skills, and experience to carry out the duties and responsibilities of the position effectively.

How to Become a Valuable Employee and Keep Your Job Safe

HMG Success on December 14, 2011

In an employment market where there is a large pool of potential employees to replace you, it becomes very important for individuals to ensure they are on the same page with employers. To make sure that your job remains yours, be a team player and be a part of the company’s success. Now more than ever it is critical to do the best job you can and to always ensure you are one-step ahead of the game.

Be a Positive Professional

People like to work with others who have a positive attitude. Even if people around you are being laid off, keep your head up and keep being positive about your position. It pays to show your commitment to the company. You also need to ensure that the layoffs happening around you do not do anything to affect your performance on the job. You want your employer to see you as a solid employee.

Ensure You Are Visible

One of the easiest things for an employer to do is to cut the job of an employee that is not as important as other employees are. If you want to ensure your position remains safe, work to increase your visibility. You do not want to try to become invisible when layoffs are out there. Rather, you need to ensure that you have a great relationship with your superiors and that you are always helping the company in some way. This gives the employer the ability to think, “That Joe, he’s always working hard.” They should know you and trust you as an important asset to the team.

Work to Improve

In addition to doing the best job you can, always look for ways to improve your value. If you can do your job and do the job of someone else well, that means you are more valuable to the company. It is important to ensure you have the strongest skill set possible when it comes to doing your job. When there is a new assignment, it pays to be the one that can step forward to take it on rather than being the one that fades into the background.

Polish Up Your Job Performance

It is always a good idea to do your job properly. Don’t be late for work. Do stay late if you need to. Don’t use your work computer for non-work activities. Don’t be the reason for an argument in your office but be the solution instead. Don’t add to the expenses of a business, but find ways to reduce them. It pays to show your superiors that you know things are tough and that you are doing your best to help the company.

It is impossible to protect yourself from all job losses. However, the more important and valuable you are to a company, the more likely the company is to keep you around. Don’t be anything less than a team player who is working to benefit the company’s bottom line. Doing so could help your employer look over you when job layoffs have to happen. Keep your job safe by being a valuable employee.

Job Offer Letters: What to Include and What to Avoid

HMG Success on November 21, 2011

People who enjoy watching horse racing are familiar with horses coming “out of the gate”. This term refers to how smoothly a horse leaves the starting gate, which can give the horse a good starting position in the race. It also helps to contribute to how successful the horse will be.

In a way, this idea can also refer to new employees. Hiring companies and new candidates know that a good start is beneficial to both. A good job offer letter can be the beginning component of this successful start.  Here are some elements of what should be included in an offer letter, and what should be left out.

Job offer letters should specifically state the job title and location of the position. Identifying the job title confirms to the candidate what the actual job duties will be. Location is helpful if there are multiple locations for the company. The letter should also mention the start date of the job. These may seem obvious items to express in the letter, but they minimize confusion for new employees not familiar with the company. Effective communication of details sets the tone for good rapport with the company. In addition, a designated contact person needs to be stated on the letter.

Many companies are at will employment agencies. This means they have the ability to hire and fire at will. Some companies in a union environment have an established procedure for the termination of employees. Job offer letters should include information that the business is an at-will company so that new workers are aware of this from day one.

Letters should also clarify the compensation for the position.  This may have been addressed in the job announcement and at the interview. For purposes of clarification, pay should be included in writing. This should not be done on basis of annual salary but what it will be per pay period. Knowledge of their compensation helps new workers when they need to make adjustments in their lives with their employment such as added cost of a longer commute.

Some form of feedback should be given by the new employee. This can be in the form of an email confirming receipt of letter and acceptance of employment. Some companies also make it a policy to have the candidate sign, date and return the letter verifying acceptance of the employment offer. Businesses need to make this decision based on their need.  Any letter written should be simple, professional and direct.

Avoid making statements regarding job security as anything in writing can become a legal document if problems occur and arbitration is necessary in the future.  Nothing should be mentioned regarding the length of employment. Personal statements should be kept out such as “we are sure you will have a long future with us”.

For more information on writing offer letters, be sure to visit our employer resources found at Advance Temporary Services.

Confessions of an HR Manager: Why I Love a Great Staffing Agency

HMG Success on November 15, 2011

A special thank you to our client, Meredith Soleau, Human Resources Director at Ed Schmidt Auto, Inc. for writing this post.

I’ll never forget the first time I called Advance Staffing Services.  I was beyond stressed.

My Lead Administrative Assistant was going to be out for a medical emergency, and we had no idea when she would be able to return to work. It was a total crisis. Visions of me answering the phone and making customer receipts danced through my head.

I needed help. Thus began the beautiful relationship between the Ed Schmidt Auto Group and Advance Staffing.

Finding help that day was easy. It was honestly easier than ordering a pizza. They delivered Jacque to our doorstep the next morning, and she was absolutely perfect. She handled the Administrative position much better than I ever could have, and she was already trained!  We ended up loving Jacque so much that we’ve found her a permanent position in our company, and she is now our employee.

I’ve really relied on Advance Staffing over the years. I call them for a variety of staffing needs.

  • Temporary Assignments: They handle both short and long term temporary assignments.
  • Temporary to Hire:  I can “test” and employee and decide if they would be a perfect fit before I hire them on my staff.
  • Direct Hires:  They take care of my entire recruiting process.
  • Professional Search:  They seek out the top talent in the industry and feed me the best. This is especially useful when you never stop recruiting for very hard to find, niche positions.

As the head of a small HR department, I’ve found there are many advantages to using a staffing agency.

Cost & Time Effective
My time is worth money.  The time it takes to recruit, hire, and train an employee is valuable.  And when I make a hiring mistake?  It’s not as if I can just send them away.  There are additional costs involved with replacing someone and leaving a position open during that time.

Advance Staffing removes cost per hire/cost of turnover concerns from the equation.  If I am not 100% satisfied with whom they’ve sent – they send me someone else.  If I need someone tomorrow – I have them on time, every time.

I no longer spend time to placing expensive help wanted advertisements, weeding through 100’s of resumes, interviewing, and waiting on background checks.  I simply call them and they deliver quality people time and time again.

It’s Flexible
I need extra help during our busiest times of the year.  The car business is cyclical, and I don’t want to be saddled with actual employees that would need to be terminated during out slower months.  So whether I need a little extra help during our annual inventory audits or extra people to assist with customers, it’s great to know I can adjust my staff size with temporary help based on business need.

Forming Relationships
Jacque is a perfect example of how long lasting relationships can be built with Advance Staffing employees.  She was able to show us her abilities, and when a position opened in our company, we were able to hire her.  She was noticed as a top performer before I ever had to place an advertisement.  A connection was made between us (the employer) and Jacque (the employee).

At the end of the day, that’s what human capital is all about.  Humans.

Why it’s Important to Conduct Background Checks, and How to Do It the Right Way

HMG Success on November 4, 2011

There are many good reasons why it’s important to conduct background checks for all potential new hires. For one, people are not always who they say they are in the interview process. People will very often say anything to get a job, especially when there is an average of 10% unemployment rate in the country as of this article. Conducting a background check protects not only the company, but also the existing and future staff at the company, from possible issues such as workplace violence, theft and property damage.

Did you know that in just 2009, there were nearly 572,000 non-fatal crimes that occurred in workplaces around the USA? These figures were released by the Justice Department Bureau of Justice Statistics’ newly released publication, Workplace Violence, 1993-2009. Those figures may seem staggering, but more and more cases of workplace violence and crime are making the news daily. It’s important to reduce the chance of workplace crime by conducting thorough background checks as part of the new hire process.

A best practice for conducting background checks is to use a reputable employment background check company to objectively provide information on candidates before an offer of employment is made. This information can be obtained within a matter of days by a good background check company, but keep in mind that all candidates must give their written consent to this check. Require each candidate to sign a background release form, which gives you permission.

Another best new hire practice is to check employee references, from past employers. Find out if the candidate is being truthful about his or her work titles, duties, dates of employment, and reason(s) for termination. While sometimes a candidate may use an incorrect date or embellish actual work duties on a resume, look for glaring differences in the information provided by the candidate vs. the actual information received by references.

You will also want to require a drug test as part of the background check. You would be surprised at the types of people who are actively engaged in drug usage in this country – an epidemic that has spread to all socio-economic communities. Again, do this before making any offer of employment, and make sure to consistently check all candidates regardless of the job itself.

Lastly, work with a quality staffing company that can conduct background checks for all your candidates. This can save you a great deal of time and money with your recruiting efforts. Any candidates will have already been checked for criminal histories, drug use, false information, and more before they have a check to become part of your corporate environment.

Want more information on how using a staffing agency to conduct your background checks can best work for your company? Consult with the career experts at Advance Temporaries today!

 

 

 

4 Tips for a Long-Distance Job Search that Get Results

HMG Success on October 30, 2011

Several areas of the country have faced worse economic conditions than others. Some areas have been so depressed there is little prospect for opportunities for job seekers. As a result, many people have decided to conduct a long-distance job search to try and find employment in other communities. Trying to conduct a long distance job search can be a daunting task. The areas are unfamiliar. Following the right steps can make the job search easier.

Focus On Options

One of the surprising aspects of conducting a job search in another area is the greater competition with other candidates. It can also be a more time consuming process.  It is necessary to focus and concentrate on the jobs being sought after in this job search, which may be different depending on the locale.  For this reason, start by limiting the number of locations to search in. Take into account your personal situation and apply it to these areas. Look at cost of living, local schools, and quality of life. Many areas try to advertise to people moving to their areas by showing what their areas have to offer. Look into what areas have the best job prospects in your industry. Limit the search to twenty positions get a better idea of prospects in each area.

Access Your Network

Having a well-developed network can help uncover  long-distance career opportunities. Friends and family who have relocated can be consulted regarding job opportunities. Professional contacts can also be utilized to learn of new job openings. Use online searches for terms like “telecommute”, “relocation assistance” and “remote” for the best results when looking for a long-distance job. Consider joining a nationwide professional association in your industry. These organizations offer job search assistance to members and direct access to unadvertised openings in different parts of the country within the industry.

Social Media

The use of social media has enhanced the ability to research information and communicate with others remotely. Sites like Facebook and Twitter allow more people to communicate from other parts of the country. Developing a professional profile and a strategic business network through these sites can help enhance job prospects. People very often share information on who is hiring and what kinds of jobs may be available. Sites like Digg and Stumble upon may give news and information about employment in several locations.

Register With Employment Firms

It is a good idea to register with a national staffing firm, like Advance Temporary Services, to access openings across the country. Getting involved with the local office of a national company gives access to resources for openings throughout the country. Representatives should be aware that you are willing to relocate to assist your job search. Contacting recruiters and search firms in the areas of interest can give information about employment markets.

 

A long-distance job search can be challenging, but not impossible if you follow the above tips. Using the proper resources can make it easier.  Get a job start on your long-distance job search by working with the career experts at Advance Temporary Services today.

Why It’s Important To Conduct Background Checks and How To Do It Legally

HMG Success on September 23, 2011

The hiring of new employees can be sort of like walking a tightrope. It is important to find the right candidate with the qualifications and integrity to do the job, but in today’s hiring climate it’s impossible to accept clients at face value. To be effective in hiring practices involves delving into the background of applicants to get a better idea of their abilities and employment performance. However, this has to be measured with respect for the privacy of each individual candidate as well as staying compliant with relevant laws. The purpose of the background check is to help evaluate aptitude and skills and needs to be carried out with this the primary goal.

Verify Employment Qualifications

Any employer can be overwhelmed with the number of resumes received for an open position. There could be several applicants with outstanding qualifications to do a job. It can be difficult to determine one that sticks out. At the basic level, the background check is to determine if information provided by an applicant is true and accurate. It also helps paint a picture about the applicant beyond what is on paper or discovered in a short interview.  Previous employers give an idea of what kind of work habits an applicant has. References can provide information on personal characteristics.

Protecting the Organization

The background check can be considered as a preemptive measure to ensure the integrity of the organization and the safety of employees. Individuals may not be appropriate for certain positions due to some aspect of their history. Someone with a criminal background may not be appropriate for a security officer position. If someone has had issues with substance abuse, they may not be able to work in a hospital with accessibility to drugs and medication. Certain kinds of information can only be found with a background check.

Legal Issues with Background Checks

One of the most important aspects of the background check is that information is gathered for job related purposes. Some activities of a background check may not be necessary. It is easy for an organization to go overkill in a background check to err on the side of caution. Before a background check is initiated, evaluate what the purpose is for it. Certain information such medical and credit history require written consent from the applicant.

Background checks may be somewhat different for applicants and should be planned on a case by case basis, however they must be consistent for all candidates. If an applicant feels they were discriminated against for not being selected for a job, they can file a lawsuit against the hiring authority. If subject to review,  any background investigation needs to reflect being strictly part of the hiring process based on ability and not personal private information.

The background investigation can be an essential part of the hiring process. It is a tool that helps identify qualifications of applicants.  The hiring authority needs to take care in collecting information to get what they require without violating the privacy of applicants.

For quality pre-screened candidates, consult with the staffing experts at Advance Temporary today!

3 Reasons Why You Should be Sending Rejection Letters to Applicants

HMG Success on August 20, 2011

Image Source: nokhoog_buchachon / FreeDigitalPhotos.net

For the busy human resources professional, taking the time to write rejection letters is probably the last thing on your to-do list. However, sending rejection letters can actually be a helpful way to improve your hiring practices and give your company a great impression at the same time. Here are three reasons why you should be sending rejection letters to applicants.

Reason #1 – It’s Professional

The hallmark of a truly great company is that is has a procedure for every aspect of how it does business, including candidate selection. As an HR professional, you know that you represent your company to the rest of the world. So, when it comes to eliminating candidates for whatever reason, it’s always a fair to keep candidates in the loop by sending a well-written rejection letter. The letter does not have to be elaborate or go into detail about why the candidate was not chosen. Keep it simple and respect the person who will be reading it on the other end. You never know, but the candidate you are rejecting now may become the perfect person for another opening later on, so it’s best to keep the door open a crack.

Reason #2 – Protects Company

Another good reason to send out rejection letters is to protect your company from unwittingly giving the impression of discriminating against certain protected classes of candidates. Every once in a while, a candidate who has not been chosen for a job can get upset and try to find a loophole in EEOC laws. The best way to reduce the chances of this happening is to send a neutral rejection letter to all candidates that goes something like this: “Thank you for your interest in our company. We appreciate your time and believe you have many excellent qualities; however, we have chosen to move forward with other candidates. We invite you to re-apply for openings at our company in the future.” That way if there is ever a question in the future, you can prove that you treat all candidates the same.

Reason #3 – Provides Feedback

Candidates who are actively seeking work are not only frustrated, they can be completely oblivious to how they are presenting themselves. That’s why it can be a nice touch to provide a little bit of feedback to rejected candidates when you send your rejection letter. Include a copy of their resume with the letter and make a couple of brief notes or highlight misspelled words so they can make improvements. Let them know you appreciated their interview skills. Include links to some helpful job search resources on the bottom of the letter. Little touches like this will give a great impression with candidates and they will remember the positive experience they’ve had with you.

Need more pointers for making your hiring processes better? Please visit Advance Staffing Solutions today!

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