5 Reasons Why SMS Provides a Better Recruiting Experience

The future of recruitment is in the palm of your hand. Cell phones have become essential tools in our everyday lives, holding our calendars, documents, and so much more. One of the most significant functions, text messaging (SMS), allows people to respond to requests or questions in only seconds. SMS recruiting presents a unique opportunity that takes advantage of the tools we’re already using.

It’s no secret that a lot of time goes into researching the right candidates for a job. Between LinkedIn searches and resume scanning, it can be a long process. It’s increasingly frustrating then when recruitment emails or follow-up requests go by the way-side, getting lost in the clutter. It’s time to shorten the recruitment process while providing an easy path to success. Reaching out via SMS allows a creative approach that will immediately hit your candidate’s home screen.

The following are five reasons why SMS messaging provides a better recruiting experience:

  1. Cut through the noise

We’ve all received mass-produced messages in our email inbox that immediately go to the trash. SMS messages have 8 times the response rate of email, increasing the chance of your message being acknowledged. With text messages, recruiters can take the time to craft individualized messages that will catch candidates’ attention.

Many people pick up and check their phone over 100 times per day, which means your message is likely to be right there waiting for them. To maximize effectiveness, you can even use time-delay tools to ensure that your message arrives at just the right moment. A personalized, well-executed text says that you have a genuine interest in the candidate.

2. Expedite the hiring process

Shortening the hiring process is a win-win for everyone, and SMS messaging does just that. Sending emails back-and-forth is time-consuming and tedious. Candidates might miss an email or forget to respond. Texts are quicker to send, allowing more time to focus on other tasks.

Additionally, many candidates are likely already in a job and don’t want to be taking unexpected phone calls. Texting provides a quicker, more discrete way to send responses. SMS messaging, along with other tools such as chatbots, can help qualify leads more quickly and immediately put you in touch with the best candidates.3

3. Connect with candidates quicker

Time is of the essence in the competitive talent market. With current low unemployment rates, a business’ success depends on how quickly you can secure the talent you need. Texts are both briefer than emails and take less time to send. At the beginning of the recruitment process, automation can also be used to engage leads faster.

Keep in mind that the texts should be professional, but short. Don’t send a three-paragraph description of the open role. Consider having a number of SMS templates saved, so you’re ready for different sets of recruitment conversations.

You can also use SMS to schedule interviews quicker. Trying to determine a time to meet can often dissolve into a never-ending chain of conflicts and rescheduling. Get out of the endless loop of emails by sending quick texts or even a link to a scheduling platform. Say goodbye to the headache and get interviews scheduled in a matter of minutes.

4. Request a phone call

Phone calls might seem like a tool of the past, but they can be an extremely efficient tool to relay news or information. The crucial component of a successful phone call is that the candidate knows who is calling. If an unknown number appears, they’re likely to decline the call. A text explaining your interest in a phone conversation will help you avoid reaching their voicemail. It also ensures that they can talk to you at a time that won’t put them in an awkward position in their current job.

Overall, this method allows two people (with potentially chaotic schedules) to have a full conversation without having to meet in person or talk past each other over email. The key to sending an effective callback text is to keep your message short, positive, and engaging.

5. Provide helpful reminders

We can all use a little reminder at times. Set your candidates up for success with a quick text detailing important information for their upcoming phone screen or interview. It’ll help you both to be on the same page and ready-to-go. After all, there’s nothing worse than showing up late to an interview or waiting on a candidate who never shows.

For bonus points, you can give your applicants extra advice and some last-minute encouragement. The extra effort goes a long way and can set your company apart.

Utilizing communication channels like email or social media can be effective in certain situations, but they aren’t always the most productive way to reach job candidates. SMS messaging expedites the recruitment process to get important information out in a personalized, simple way. The technology for SMS is only improving and along with it your route to hiring the best candidates.

4 Top Hiring Strategies to Overcome Challenges in the Market

As you search for candidates in 2019 to fill new positions or vacated roles in finance and accounting, you should also orchestrate your hiring strategies. With low unemployment rates, supply is down and demand is up, along with the competition for top talent.

You aren’t the only manager impacted by this. In a new survey , 93 percent of CFOs said it is challenging to identify skilled workers for professional-level positions. It’s also taking them a month or more to fill the roles.

Hiring strategies that worked a few years ago may not work with today’s unemployment rates. Job seekers have the upper hand, and you may need to retool so you can set up your organization for success without unnecessary stress and wasted time and energy for you and your team.

Here are four steps to ramp up your recruitment for more effective hiring.

1. Complete critical planning stages

To find ideal candidates, it’s important to first do some strategizing. Before you announce your opening, sit down with fellow managers and identity the must-have attributes, experience and skills the position requires. Take note of what is absolutely essential and what could be taught on the job.

You can streamline your recruitment by doing these things:

  • Cultivate a talent pipeline — Odds are, you still have a list of people who applied with your department before and didn’t make the final cut but were a good fit for your company. Update the list with referrals from your employees and networks.
  • Create solid accounting job descriptions — Use information and input gleaned from your meetings with fellow managers. Be as specific as possible to capture the essence of the job, including key responsibilities and skill sets you need with a goal to hire the person who is the best match for the job and your work environment
  • Enlist help from your team — Your most senior staff members can save you precious time by helping process applications, screening resumes and narrowing the candidate pool.
  • Intensify your recruitment — Gone are the days when you could put up a job posting without any hiring strategies and watch the applications come streaming in. You need to cast a wide net to get the word out, using job boards, social media, networking and advertising.

2. Don’t dawdle with the interviewing

In a tight labor market, you don’t have months to hem and haw over candidates. If you wait, your competitors will swoop in and lure them away. When you spot top performers, you should act quickly — but not rashly — to bring them on board.

Make sure your interview process is efficient and productive with these tips:

  • Conduct phone and video interviews — A 10- or 15-minute phone interview is a good way to pare down the list of candidates and weed out possible bad hires before you invite anyone for in-person interviews. Using a video conferencing service like Skype, you have the added advantage of evaluating business etiquette, professionalism, speaking abilities and interest in the position.
  • Create a list of effective interview questions — You’ll want to ask each candidate the same questions to ensure you have a basis of comparison for gauging responses.
  • Cut down or combine rounds — You could lose your favorites with too many steps, so whittle your interview list to the top three to five candidates and look closely at the number of interviews and stages of approval you’ll require.
  • Stay in touch — Candidates can lose interest if you keep them waiting. Provide updates and respond promptly to any questions they have.

While you’re at it, test the office waters to make sure candidates mesh with your corporate culture. Aside from evaluating technical expertise, experience and soft skills, such as communication and presentation, have your chief contenders meet with the person who would be their direct supervisor and potential coworkers.

3. Perfect your hiring strategies for closing

Once you determine your top pick and have all your approvals, prepare an attractive — and flexible — compensation package.

With candidates commonly receiving multiple offers, more employers are willing to engage in salary negotiation. But to succeed, hiring managers need to stay up to date on the most current pay rates for finance and accounting professionals. Make sure your offers are in line with those of your competitors, and decide beforehand the upper limit of what you can offer. IPA has a list of job candidates and opportunities located on its RMS system. If your not a member, you should be! Contact our office.

Also, don’t forget that money isn’t the only factor people consider when choosing a job. If you’ve asked the right questions during the interview, you’ll know what matters most to the professionals you are recruiting — flexible hours, extra vacation time, tuition reimbursement and the opportunity to work remotely, for example. Be creative with employee perks beyond the paycheck.

4. Partner with a financial recruiter

You don’t have to do this alone. In fact, you may want to make this your first step in the process of finding and hiring skilled professionals.

Leading specialized staffing agencies know the current employment trends and have large networks of skilled professionals to meet your hiring needs. Top job recruiters will also have solid business alliances.

Take a good look at your hiring strategies and make sure they work for you and the organization. Companies that understand how to do it right will have an advantage in today’s job market. IPA is here to assist you with split placements and your recruiting needs. Recruit with the best!

What is your most innovative recruiting tip or hiring best practice?

You can learn a lot from years of hunting and hiring.

The Trick is to Know What You’re Hunting For

When you set out to hire, you need to know exactly what type of candidate you want. List all the traits that candidate would have. Do they need a certain number of years of experience? Should they be willing to travel? Do they have an MBA or another graduate degree?

Create your list, and always keep it in mind. You have to understand who you’re looking for before you start, otherwise you may wind up with someone who doesn’t fulfill your requirements.

Know What To Ignore

You should know what you don’t want in a candidate, too.

I know a CEO who gave the keynote speech at a COO training seminar, simply because he wanted to scout for a COO. He ended up writing off nearly everyone at the convention because they showed up late to the training seminar. He didn’t want someone who would brush off training, and he stuck to that—even when it meant getting rid of a lot of otherwise qualified candidates.

Knowing what you don’t want in a candidate is just as important when scouting for the right hire.

Don’t Be Afraid To Leave With Nothing

When hiring, don’t choose a candidate you don’t like because you’re desperate for anyone.

Remember, it’s always better to leave with nothing than to leave with the wrong candidate.

Preparation Is Key

A lot of companies put themselves in the opposite situation. They only hire when a gap appears. At that point, patience is no longer possible. They need someone now.

To avoid this, map out your hiring needs for at least one year out. Why? Because scrambling to hire someone is a sure-fire way to get the wrong candidate. Filling holes as they open leads to compromises, quick decisions, and less-than-ideal hires.

Have a plan in place for low growth, average growth, and hyper growth, so that you’re prepared for any situation.

IPA can help with your recruitment needs with a network you can trust! Recruit and list some fantastic employees with our unique RMS system. We are only a click away! Happy Recruiting!

How to Keep Second-Place Candidates Interested in Your Company

Every once in a lucky while, you’ll reach the end of the interview process with two candidates who would both make a great addition to your company. While you might have a hard time deciding between them, ultimately something will tip the scales in one candidate’s favor — perhaps one has more experience under their belt, or possesses hard-to-find skills. It can be tough to let that other candidate know that you’ve chosen someone else for the job — but the good news is, you don’t need to let them go entirely.

It’s always beneficial” to nurture relationships with second-place candidates. “‘Second place’ candidates have many times been the one to receive the offer, for a wide variety of reasons — the first place candidate withdraws[…] or the first place candidate doesn’t pass the drug or background check. Also, the next assignment that comes in may fit the second place candidate so nicely they become the first place candidate for the role!

But how exactly can you keep a second-place candidate interested if you don’t have an opportunity for them at the moment? Here are a few of the top tips.

Let Them Down Gently

An interested candidate never wants to hear that they didn’t get the job, but if you message it correctly, you can leave them feeling good about themselves and open to future opportunities. It shouldn’t feel artificially cheery or phony, though — make sure you’re authentic in your response.

If we think the person is a good fit, we make that known. Often, we, or our recruiter, will have a phone conversation with them which goes like this: ‘We had lots of great candidates who applied for the position. We think you would be a great addition to our company, however, [we] have chosen to offer the position to another candidate. Would you be open to hearing from us in the future?

Explain the decision to go with another candidate[…] Offer any interview feedback if needed, but also say it was a tough decision on the team and would love to hire both but just don’t have the budget right now and that you’d [like] to stay close for future opportunities.

If you know a timeline of when that budget might come in, or when a role fitting their experience and skills may open, make sure to share that with them.

Establish Ongoing Communication

HR experts agree that the best way to keep a strong candidate interested in your company is to proactively engage with them.

Follow up with them every few weeks. This is often overlooked because it is cumbersome, but following up with a potential candidate every few weeks can not only keep [them] interested, it can also build their appreciation for your organization.

And of course, keep candidates in the loop regarding new opportunities.

Be Honest on Timing

It’s understandable to want to keep a candidate on deck, but if you’re interacting with them for months on end and have no idea when a relevant position will open, you need to let them know.

That being said, as long as you’re open about what the candidate can expect, there’s nothing wrong with engaging them as long as they’re still interested.

So the next time you have to choose between two stellar candidates, don’t lament having to let open of them go — see it as a valuable opportunity to grow your talent pool.

7 Tips to Becoming a Better Recruiter in 2019

Being a recruiter allows you the freedom to be creative in your profession. Many recruiters love their jobs because they build a world around them — a world of career-minded, driven, money-motivated, and competitive professionals.

The world of recruiting is full of endless opportunities, doors flying open and fulfilling success that you could have never imagined. Perhaps you want to travel the world, build a family or maybe you want to become a subject matter-expert in something you are passionate about.

What Makes a Good Recruiter?
As recruiters, we are gregarious, assertive and curious by nature. A recruiter is essentially a sales person — presenting top talent to leading organizations who are looking for the missing piece of their puzzle. One of our top recruiters in the big data space describes it best: her candidates are so rare she often refers to “finding a unicorn” when she identifies the perfect fit for a role.

If you are strong willed and personable with a passion to succeed, then you have what it takes to get started in the world of recruitment. There is no exact formula for success as a recruiter, it takes hard work, dedication to your industry and of course, you have to earn it.

1. Become a sourcerContact other staffing firms in the area you would like to recruit for and learn the style that they are using. This will allow you to master the screening of resumes, conducting phone interviews, and see how this firm conducts the client interview process.

2. Network on LinkedIn with like-minded people. Join groups relevant to your education, interests and geographical region. Maximizing the number of groups you are in will also maximize your network and you will be able to view and connect with more professionals who are relevant to your desired career path. Many people post available positions to their alumni groups and you then have a direct contact regarding the position.

3. Attend as many networking events as possible. While LinkedIn and career pages make it much easier to apply and learn more about available positions, nothing replaces the power of an in-person intro and exchange of business cards. IPA conferences offer a good networking opportunity. Stay up on your local events via a variety of organizations: www.meetup.comwww.eventbite.comwww.bizjournals.com.


4. Market your agency with a sell sheet. Your resume is undoubtedly a place to sell your work history, but this can also be done on a company wide basis. How many job seekers are “organized?” Break the mold and showcase expertise and personality to really stand out to candidates and clientele.

5. Pick up the phone. Following up with a phone call after you submit a job ad or placement. This will ensure that you are staying front of mind and aren’t throwing your resume into cyber space.

6. Ask for help. You might not know everything about getting into the recruitment industry. Ask questions of people you know who are familiar with the industry, as well as friends of friends who might be able to get in touch with the right person. The IPA Recruiter Network is the perfect avenue!

7. Do your homework. Research companies that have good reputations and are known for hiring people new to the industry.

If you want in, then get in! Get those postings on the RMS to maximize your chance at getting splits. Let’s make 2019 the best yet!

How Promoting a Client’s Company Culture Can Help You Find More Candidates

Have you ever wondered how to get more candidates for job openings, or candidates more suited to the needs of your clients? It can be tough, especially in a market with very high employment, such as the one we’re currently in.

Ah, but there’s a secret weapon. It’s the company’s organizational culture. Culture is what determines whether a workplace is friendly and open or a place where everyone minds their own business. It can determine the degree of flexibility in a workday. It’s reflected in whether people would rather hike on the weekends or binge-watch television. If you create a “cool” culture in the working environment, your way ahead of the game!

You can potentially attract more candidates by focusing on a company’s culture. You’ll need to elicit aspects of the company’s culture from your clients, of course.

Here are three questions to focus on in building awareness of your company’s culture:

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3 Tips You Need to Know About Split Sharing

Split sharing, sometimes called split fee recruitment, is a valuable and productive model used in the staffing business. It’s a revenue-sharing model that builds the network of everyone involved. In split sharing, often one agency contracts recruitment out to other recruiters. The recruitment fee is then split between the recruiters and the agency.  This is one of the greatest benefits of being a member of IPA.  You share in the profits with a partnering agency.  Read our three tips below:

Here are three tips you need to know about split sharing.

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Networking Pays Off in Significant Monthly ROI

Receiving a positive ROI is usually the ultimate goal when making a business investment.  This is no different when being part of a recruiter network.  The goal is for you to make split placements to offset the cost.  In the IPA network, the investment is quite minimal so that the 50% earned from just one (1) split will make your total yearly outlay profitable.

We are excited to announce that, just in the month of October, one of our IPA members had an outstanding ROI on both her monthly and yearly investment having successfully closed three (3) split placements.  It’s great to see the networking involved since she partnered with three (3) different recruiting offices.

These placements included…

  • Operations Manager
  • Senior Director of Operations
  • Environmental, Health & Safety Manager

Since placements in the network are split 50-50 between the two recruiting firms involved, with no commission to IPA, this member is receiving $54,500 for her exceptional efforts in placing these three (3) candidates all in one month.  She also earned the honor of being IPA’s #1 Recruiter for October!

One of her October placements has also qualified as IPA’s Highest Placement Fee so far for 2018 with its full placement fee of $57,500!

This is truly networking at its best!

Learn more about the IPA network and how you, too, can build split-placement partnerships with other independent recruiters throughout the U.S. for a profitable ROI – http://www.iparecruiternetwork.com/about.php.

The Ultimate Guide to Recruiting Passive Job Seekers

In today’s job market, with low unemployment and a vibrant economy, recruiters might find the best candidates for open positions by recruiting passive job seekers. Passive job seekers are the folks not actively looking for work. They are satisfied with their current roles. They can, however, be great candidates for your current clients if you can reach out to them.

Why are they great candidates? Well, because they offer a track record of being successful and happy at their current job. That’s attractive to employers, who want successful and content employees.

But recruiting passive job seekers can be challenging, just because they’re not actively looking. Here are some tips on how best to reach out to them.

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