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Beyond the Job Board: How Recruiters Open New Career Doors

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Finding a Job Can Be Easier with a Little Help!

Looking for a job has become a little overwhelming and can sometimes feel like trying to find a needle in a haystack – it’s tough, right? But what if you had an assistant that could help you find that needle super quickly? Working with a recruiter can open new career door. Working with a recruiter is like hiring a free personal assistant.  

Discover the superhero-like benefits of working with a recruiter during your job search. From speeding up your the process to finding a position that is ‘just right’, learn how a recruiter can be your ally in navigating the job market. Dive into our blog to see why a staffing partner might just be the secret ingredient to streamlining your job search and finding your next job. 

  1. Superheros in Disguise 
  2. The Fast-Track Lane
  3. Fit Like a Glove 
  4. Dodge the Stress Ball
  5. Learn Super Skills 
  6. No More Problem Monsters 

1. Superheroes in Disguise!

Think of recruiters like superheroes. They have special powers, like a huge list of companies that are looking for people just like you. They can match you with jobs you might not even know existed. It’s like having a friend who knows all the secret spots where the best candies are hidden.

2. The Fast-Track Lane

Ever been to an amusement park and seen those fast-track passes? Working with a staffing company is like having one for your job search. They can get you in front of hiring managers faster than if you applied on your own. That means less waiting and more doing!

3. Fit Like a Glove

Just like Goldilocks found the perfect porridge, recruiters help find the job that fits you just right. They look at what you’re good at and the things you like to do, then match you with jobs that make sense. This means you’ll probably be happier where you end up.

4. Dodge the Stress Ball

Job hunting can be as stressful as that really hard level on your favorite video game. Recruiters help take away some of that stress. They handle a lot of the tricky stuff, like talking to the companies and setting up interviews, so you don’t have to.

5. Learn Super Skills

Recruiters also give great advice on things like how to make your resume awesome and how to be a star in interviews. They’re like coaches training you to win the big game.

6. No More Problem Monsters!

Some problems in job hunting are like annoying monsters under the bed. Recruiters help chase those monsters away. You won’t have to worry about finding companies or figuring out who to talk to. They do all that for you. It’s like having a guide in a big, confusing city.

Candidate Source: Your Job Search Buddy

Now, let’s talk about Candidate Source. We’re like your job-finding assistant who specializes in helping people find jobs in places like warehouses, distribution centers, and offices that can lead to a career. Staffing agencies like the Candidate Source understand these places really well and can help you find a job that’s just the right fit for you.

We don’t just look for any job; we find ones that are suited to what you’re good at and what you like. We’re all about making sure you’re happy and successful in your new job. Plus, we have a bunch of awesome companies we work with that are waiting for someone just like you!

So, if you’re thinking, “I need a job, but I want to make sure I find a job that checks all of the boxes,” think about giving Candidate Source a try. We’re here to help make your job search a whole lot easier and a lot more fun!

Remember, finding a job doesn’t have to be a solo adventure. With a staffing agency like Candidate Source, you’ve got a team on your side, ready to help you score your next job. 

 

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Don’t Let Candidates Slip Through The Cracks

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Don't Let Your Next Employee Slip Through The Cracks

What would you do if you found out your sales team was waiting several days before following up with a prospect? I imagine this would not make you very happy. Well, the same mindset should be taken when it comes to candidates applying for a job with your company. Your recruiting department is losing candidates if they are not attending to applications promptly.

With unemployment still hovering around 3.6% (as of May 2022), the labor market remains tight. As you and your team continue your recruiting efforts, it is important that you are not leaving good candidates on the table.

Below I will share a few tips to help you streamline your candidate acquisition process and ensure you are not missing out on candidates who are interested in working for your company

Contacting Applicants

Recruiting new employees can be overwhelming. Whether it is the large number of applications, or what seems like constant voicemail messages, recruiting can be exhausting. That is why you must be patient, resilient, and STRATEGIC. 

Our team has found that for every hour you delay contacting a candidate, the odds of successfully connecting with the candidate shrinks. That is why we recommend being strategic about your recruiting strategy. 

Below are a few examples to increase your success rate:

  • Schedule recruiting blocks throughout the day to ensure all new candidates are reviewed promptly. 
  • Only advertise positions when your team has the bandwidth to contact the candidates who apply. 
  • If a candidate is working, reach out to them at times when your odds of reaching them are higher (lunch time and evenings). 

Scheduling Interviews

It may make sense to schedule interviews when it is convenient for you, but we challenge you to be more flexible with your calendar. When you and your team are reaching out to applicants, it is critical that you settle on an interview time that works for the candidate. Depending on the position, there is a good chance that the applicant has other interviews scheduled and you do not want them to ghost you. 

Here are a few tips our team lives by:

  • Schedule interviews for the next day. On day 3, the probability of the candidate ghosting you goes up nearly 47%. (This is based on internal interview statistics at our Candidate Source offices)
  • Try to schedule interviews on Tuesdays, Wednesdays, and Thursdays. Our team sees the highest number of no shows on Mondays and Fridays. This is especially true around holiday weekends. 

Offer Letters

This may seem straightforward, but do not drag your feet if you interview a candidate you like. While it may not be realistic in all scenarios, we recommend being ready to make an offer upon completion of an interview.

If you interviewing a candidate and feel like they are the one, DO NOT DELAY. If they leave your office without a job, there is a good chance they get another position before you make your offer. 

We recommend having an offer letter ready to go or, at the very least, let the candidate know they can expect an offer letter later that day. 

Technology & Expertise

If you are looking to maximize your recruiting team’s success, we recommend incorporating additional technology and expertise into your process: 

Texting:

  • People flat out don’t answer the phone at the same rate as they did just a few years ago. Our team utilizes a texting system to follow up with candidates who we do not reach by phone. This gives candidates the chance to research who we are, and call us back at a more convenient time.
  • Our team also utilizes texting to schedule interview reminders, schedule changes, important updates, and other important messages. These days, phones are nearly glued to people’s hands and a text has become a critical tool for relaying important info. 
  • We recommend https://www.textrequest.com 

ChatBots:

  • Many times, applicants hear about your business and want to learn more about your employment opportunities. By having a Chatbot on your website, you can capture these curious visitors and encourage them to apply. This is a proactive way to attract talent even if you are not actively hiring. 

Staffing:

  • By outsourcing you’re recruiting to a staffing firm you can ensure that your applicants are being contacted promptly, and no one is slipping through the cracks. Staffing firms have robust recruiting teams that are in constant communication with candidates. 
  • You can dedicate a few hours per week to interviews and the staffing firm will do the rest. 

Interested in learning more? Candidate Source is based in Richmond, VA and provides temporary staffing, direct hire recruiting and consulting services to companies is Charlottesville, Richmond, Norfolk, and the Tri-Cities area. 

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Creating Job Ads That Work

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How To Create Job Ads That WORK!

Regardless of what industry you are in, online job boards are an important source of applicants. Since job boards are extremely competitive, ensuring your job ad stands out is critical to your success. While each job board caters to a certain type of candidate, their main goal is to get you as many applicants as possible. In today’s job market companies need a steady flow of candidates to ensure they can make enough calls to schedule enough interviews to fill their current openings. In order to ensure this pipeline is healthy companies need to have AWESOME job ads. Many people think all they need to do is post a job description and people will start applying. This mindset couldn’t be more incorrect. While these companies will definitely get responses they will not get enough to support a healthy pipeline. 


Over the years our team at Candidate Source has posted over 250 different positions in a variety of industries. This experience has taught us a lot about having a healthy pipeline and we want to share our insights with you. Our hope is that these insights will help your recruiting team create an even healthier pipeline of candidates for today, tomorrow, and next month.

Things To Remember When Creating Your Job Ads:

  • Think of your job ad as a billboard, your goal is to get them to click apply or pick up the phone and call you
  • 90% of candidates use a mobile device when searching for a job. Think of your job ad as a text message. We all hate when people text us long paragraphs.
  • Make sure it is mobile friendly. Search your job ad and see how it looks on your phone.
  • Only mission critical elements of the job. No need to share every requirement and detail. 
  • The goal of a job ad is to get candidates to respond. The worst thing you can do is have a qualified candidate skip over your ad. Once they apply, you have the CHOICE to contact them. If they don’t apply you are out of luck
  • The reality is that most candidates do not even read the job ad. Many candidates apply with one click based on the first 2 sentences.
  • Be HONEST and transparent….Share your pay rate/pay range
  • Consider running one position in a variety of ways. Try different job titles

No, No’s….Things to stay away from:

  • Too Many Words….PARAGRAPHS – be direct and only communicate critical information pertaining to the job
  • Listing All Requirements– if you add too many requirements candidates may talk themselves out of the job. 
  • The Obvious Stuff: Stay away from phrases you see in every job advertisement. Candidates don’t take them seriously and will still apply. All they do is take up valuable space
  • Depending on the position, you may need to stay away from industry specific terms. What are your candidates searching on the job board

Constructing Your Next Job Ad 

When constructing job ads we recommend breaking them down into 4 short sections:

  1. Introduction
  2. Details
  3. Requirements
  4. Closing

Below we have provided a breakdown of these 4 steps as well as a few notes about each step.

  1. Introduction: 1-2 sentences sharing what is most important about the position 
    • Take this opportunity to sell your position. Why should they work for your company? What do your current employees love about the position? 
  2. Job Details: 3-5 bullets that describe the key duties of the job.
    • Keep it simple, but share a few key elements. What type of equipment will they be operating? What will their core duties be? 
    • Think about the key words candidates are looking for and what will stand out to them. 
    • Be transparent and share the position’s pay rate. This shows that you are honest and not hiding anything
  3. Job Requirements: 3-5 bullets that embody the core requirements. 
    • Be specific, but brief. Equipment experience? Is your warehouse in a freezer? 
    • Always share your available shifts. Being able to work a certain shift is a requirement. 
  4. Closing Statement: 1-2 sentences trying to grab their attention. 
    • Why should a candidate want to accept a job with your company? 
    • Is there anything that your current employees always say? Maybe they love the PTO or shift hours. 

Finding the right candidates is no easy task and we hope this serves as a resource as you and your team take on the candidate marketplace. If you have any further questions regarding job ads we are here to help.

I’m here to help if you have any questions. Don’t hesitate to shoot me an email – corey@www.thecandidatesource.com

804-884-9675