Tag Archive for: Recruit Quality Talent

6 Ways to Streamline Your Hiring Process

Vacant positions and bad hires can have a detrimental impact on businesses, both financially and operationally. Not only do they result in wasted time and resources spent on recruiting and onboarding, but they also contribute to decreased productivity and increased pressure on existing employees. Additionally, the cost of open positions increases the longer they go unfilled which impacts your bottom line.

To mitigate these challenges, it is crucial to streamline the hiring process and prioritize identifying high-quality candidates. Making prompt decisions is key, as the longer the decision-making process takes, the greater the risk of losing the interest of potential candidates.

By optimizing your hiring practices, you can minimize the negative impact of vacancies and bad hires, ensuring that your business remains efficient, productive, and successful.

Here are 6 ways to make your process more efficient and effective, resulting in happier candidates and stronger hires:

1. Build A Talent Pipeline

Building a talent pipeline is a proactive and strategic approach to recruitment. It involves identifying potential candidates and nurturing relationships with them in anticipation of future vacancies. This can be particularly valuable for roles that your company frequently hires for or for roles that require unique, specific skills. By engaging with potential candidates ahead of time, you’re not only saving precious time in the hiring process when a position becomes available but also ensuring that the candidates have a positive impression of your company and its culture. The most effective talent pipelines are built on clear communication and are often formed through channels that have previously proven successful in attracting the right talent. This could include social media networks, job fairs, community job boards etc. Getting in front of your audience is crucial to quickly fill an open position.

2. Accurate Job Descriptions

One of the main causes of delays in the hiring process is confusion about roles and responsibilities. Make sure everyone involved in the process knows exactly what they are responsible for and what the timeline looks like. This includes HR, hiring managers, and interviewers. By setting clear expectations from the start, you’ll be able to avoid confusion and ensure that everyone is working towards the same goal.

Providing accurate job descriptions is the cornerstone of a successful hiring process. Clear and detailed descriptions give potential candidates a realistic overview of what a position entails, including the responsibilities, necessary skills, and the expected performance outcomes. By explicitly highlighting keywords, pertinent details, and the salary range, employers attract candidates who are genuinely interested and capable of performing the job. This minimizes the likelihood of hiring mismatches and, consequently, reduces employee turnover rates. Thus, investing time and effort into crafting precise job descriptions can contribute to a more efficient hiring process and ultimately lead to higher quality hires.

3. Succinct Interview Process

An organized interview process is a linchpin to streamlining your hiring timeline. By setting a standard structure, you ensure consistency and fairness, reducing time spent on decision-making. A clear time frame not only keeps everyone involved on the same page but also reduces unnecessary delays. Preparing key questions ahead of time helps to evaluate candidates effectively and efficiently, focusing on the skills and traits most relevant to the job. Resulting in a smooth, prompt process, precluding drawn-out hiring periods and allowing you to secure the top talent swiftly. Remember the better you communicate, the faster you can make a decision. Once you decide, don’t waste time making an offer.

4. Focus on Candidate Experience

In today’s competitive job market, candidate experience is more important than ever. Make sure that every touchpoint with your company is positive, from the initial application through the final offer. Respond to candidates promptly, provide regular updates on the status of their application, and be transparent about the timeline. By treating candidates with respect and courtesy, you’ll not only keep them engaged, but you’ll also create a positive impression of your company that can help with retention in the future.

5. Applicant Screening

In the hiring process, applicant screening is a crucial step to ensure that you focus on high-quality candidates and filter out those with undesirable habits. This process begins with a meticulous review of resumes and applications to identify candidates possessing the required skills and qualifications. Once the pool is narrowed down, phone interviews can be an effective tool for further screening. They provide a chance to gain a deeper understanding of the candidate’s communication skills, enthusiasm for the role, and overall fit for the company culture. By streamlining this process, you can save valuable time, ensure a higher quality of hires, and ultimately contribute to your organization’s success.

6. Don’t Compromise on Quality

While it’s important to move quickly through the hiring process, you should never compromise on quality. Rushing to fill a position can lead to a subpar hire, which can be costly in the long run. Make sure you’re taking the time to find the right candidate for the job, even if it means extending the timeline slightly. In the end, you’ll be glad you did.

The impact of a bad hire stretches beyond just financial consequences. When a company makes an erroneous hiring decision, it not only wastes time and resources spent on recruitment and training, but it can also adversely affect the productivity and morale of existing team members. As they may have to compensate for the underperformance of the bad hire, their own productivity might decrease, causing a domino effect of inefficiencies. Furthermore, if the bad hire has client-facing responsibilities, their lack of skills or poor attitude could lead to a loss of revenue. In a worst-case scenario, the company may have to let the employee go, incurring severance costs and restarting the hiring process, thus perpetuating a financially and emotionally draining cycle.

In conclusion, a diligent and thoughtful hiring process is crucial to ensure the quality of your hires. By crafting accurate job descriptions, refining your interview process, focusing on candidate experience, and carrying out comprehensive applicant screening, you can build a robust talent pipeline. While it may be tempting to expedite the hiring process to fill vacancies quickly, remember that compromising on quality can have long-term adverse effects on your team’s morale, productivity, and eventually, the company’s bottom line. By staying patient and meticulous, you ensure the new hire will not only add value but also align with your company’s vision and culture, thereby fostering a conducive environment for growth and success. For more insights on staffing solutions check out our services.

5 Reasons Why Prioritizing Skills is Crucial in Your Recruitment Efforts

In today’s job market, employers are struggling to find qualified individuals amongst an influx of applicants due to increased search intensity. Skills-based hiring is just one of many strategies that can help you stay ahead of the curve and maximize your recruitment efforts. By deploying efficient hiring practices you can quickly find the talent you need for your team.

Skills-based hiring focuses on the specific skills and abilities of an individual rather than their educational background or past working experience. Ultimately, this asses candidates’ potential to learn and adapt rather than their formal qualifications.

This shift in hiring strategy has benefits for both job seekers and employers. Job seekers can demonstrate they have the required skills to be successful in a role and shift the focus away from credentials or titles. Similarly, employers can identify candidates with transferable abilities and greater potential by evaluating skills rather than solely relying on credentials. This allows them to create more accurate job descriptions that target their exact requirements while streamlining their hiring process. Ultimately, adopting a skills-based approach to hiring is crucial in the current job market and can lead to more successful hires and overall business success.

In this blog post, we’ll discuss 5 reasons why implementing a skills-based hiring approach is a must in your recruitment strategy.

1. Streamlines Your Recruiting Process

Amongst tightening market conditions in today’s economy, job seekers have increased search intensity by 26% in the U.S compared to last year. Consequently, businesses have to spend extra time screening applicants to find those that are the best fit for their company’s culture and job requirements. The skills-first approach makes the hiring process faster as it identifies key skills candidates need to be successful. This results in highly skilled candidates that are a great fit for your company’s culture and goals.

Skills-based hiring is essential for businesses to better understand their talent needs and identify the right people with the right skills for each role. This approach is especially important in a tightening job market as it enables employers to be more efficient and effective in their recruitment process, reducing time wasted on inaccurate hires. By adopting skills-based hiring into their recruiting processes, businesses can quickly identify qualified candidates who have the skills they need.

2. Expands Your Candidate Pool for Maximum Efficiency

In today’s competitive labor market, widening the hiring pool is more important than ever before. Hiring managers need to find the best talent to drive their business forward, and that means looking beyond traditional sources of recruitment.

One of the significant benefits of a skills-first hiring approach is that it can expand a company’s labor pool and attract a more diverse range of candidates. When employers prioritize skills over traditional qualifications, they open up opportunities for individuals who may not have had access to formal education or who have pursued non-traditional career paths.

According to recent LinkedIn data, “talent pools expand 10x when using a skills-first approach.” This includes greater women representation, younger worker participation, and more workers without bachelor’s degrees. Ultimately, the skills-first talent strategy not only helps you access untapped talent but also results in diverse candidates than previous methods.

3. Maximizes Job Fit & Satisfaction

Skills-based hiring helps to ensure that candidates have the specific competencies required for the job, leading to better job fit. When employees are a good match for their roles, they perform better and are more productive. This is because they have the necessary skills and experience to complete their tasks effectively, reducing the need for extensive training or supervision.

When employees are a good fit for their roles, they are also more likely to feel satisfied and engaged in their work. They may feel more confident in their abilities, leading to higher job satisfaction, increased motivation, and a sense of purpose in their work. This, in turn, can lead to lower turnover rates, as employees are more likely to stay with an organization where they feel valued and engaged.

Overall, better job fit is a critical factor in employee success and retention. Skills-based hiring helps to ensure that employees have the necessary skills and experience to succeed in their roles, leading to improved performance, job satisfaction, and retention rates.

4. Presents Opportunity for Upskilling

Skills-based hiring presents a significant business opportunity for companies to upskill their workforce and address skill gaps. By prioritizing skills over traditional qualifications during the recruitment process, businesses can identify areas where their current employees may need more training or development. This can be especially beneficial for roles that require specific technical skills or knowledge. Additionally, by hiring individuals based on skills, companies can attract top talent who possess the necessary expertise to fill existing gaps.

Upskilling can also be a way to replace underperforming employees with skilled talent, thereby improving results and productivity. As a bonus, investing in employee training and development can lead to greater job satisfaction, higher retention rates, and a culture of continuous improvement. Ultimately, by embracing a skills-based approach to hiring, companies can ensure they have the right talent in place to meet current and future demands while fostering a culture of learning and growth.


At Award Staffing, we understand the importance of skills-based hiring and are dedicated to helping employers find the perfect fit for each role. Our team of experienced recruiters is always on hand to help employers source the best candidates for their open positions. With our skills-based approach, employers can be confident that they are getting the most qualified and dedicated professionals for their teams. Contact us to learn more about our services today!

Improve Your Workforce through Topgrading

If you find your hiring process slowing down, now is the best time to revamp your workforce. With a strong 69.3% participation rate in the 7-County Metro, many skilled workers are encouraged to find work in today’s economy. Making this an opportune time to recruit and hire top performers for the future needs of your business.

According to our Sr. Account Manager, David Weiler “Now is the perfect opportunity to improve your workforce through top grading underperformers.”

Underperforming employees can drag down the rest of your workforce. It is important to identify these employees and replace them with top performers. This drives performance and improves your company’s results. Which effectively helps you get ahead of hiring competition.

So, if you want to improve your business’ chances in today’s economy, topgrading is the way to go.

Here are 5 things to know about topgrading your workforce:

1. Look at Organizational Makeup

To understand how to topgrade your workforce, you need to analyze the composition of your organization.

Generally, your workforce is made up of:

  • 20% of an organizations employees are superstars
  • 60% of its employees are competent
  • 20% of its employees are underachievers

The goal of topgrading is to get rid of the bottom 20% of your employees and replace them with superstar candidates. By making this a consistent part of your hiring process, eventually, your bottom 20% will be performing better than the middle 60% of your competition, which is exactly what you want.

2. Who Do You Topgrade?

In order to implement this successfully, you need identify those employees who fall in the bottom 20% of underachievers. While this may be obvious in some instances, it’s not always clear which employees should stay and which ones should be replaced.

Here are six characteristics of employees you need to top grade:

#1—They put forth the minimum amount of effort.

Minimum effort does not drive company growth and profitability. Going “above and beyond” is what gets the job done. Somebody who arrives late and leaves early does not display the commitment necessary to help their employer reach its goals for growth.

#2—They’re uncooperative.

When a team effort is needed to complete a project or meet a deadline, an “all hands on deck” mentality should prevail. These employees habitually make themselves scarce during critical situations.

#3—They’re hostile to co-workers and customers.

This type of behavior can be disastrous, both within the organization in terms of company culture and also outside the organization in terms of employer branding.

#4—They make excuses.

The bottom 20% makes excuses to explain away poor performance. In the worst-case scenario, they blame their co-workers, “throwing them under the bus.”

#5—They complain.

Breeding negativity by complaining can be like a cancer in the workplace, especially during high-pressure situations associated with a deadline. Complaining contributes nothing positive; it only brings down the rest of the team.

#6—They do not invest in themselves.

Employees should continually seek out new training and similar opportunities to better themselves and add to their skill set. When they do that, they become more valuable. When they don’t, their stock within the company falls, and ultimately so do their contributions.

3. Identify Employee Skills and Talents

Top grading requires that you hire employees who possess the skills and talents needed to succeed in your organization. By identifying the skills and talents you desire, you will find better talent that suits your business needs now and in the future. This ensures high employee performance, and long-term success within your organization.

Skills that superstar candidates possess are strong work ethic, reliability and dependability, and attention to detail. These qualities help ensure that projects are completed accurately and on schedule, and create a more productive and efficient work environment. Additionally, teamwork is key in a successful grading workforce. Strong communication is also a key indicator. Employees who are able to communicate effectively and understand expectations are more likely to be successful. This also fosters better relationships among coworkers, leading to a more cohesive team.

In addition to identifying soft skills, it’s important to focus on individuals who have expert knowledge and experience in their field. This is because they will be able to provide advanced expertise and contribute to the success of the business. These types of candidates are also committed to growing and developing their skills. This allows businesses to stay abreast of market changes and sustain a high level of output, which are essential for any company.

4. Improves Work Culture

Another benefit of replacing underachievers with top performers is that it improves work culture. Topgrading not only improves work productivity, but also enhance workplace morale.

Underachievers often leave others to pick up the slack, which creates a negative effect on morale. On the other hand, top performers raise the bar for everyone and make work more enjoyable. They also inspire others to do their best. As a result, replacing underachievers with high achievers is essential for creating a positive work culture.

Additionally, hiring the right candidates with the right personalities is key to establishing a great work culture. The candidate should have the ability to fit into the team dynamic and contribute positively to the existing culture. They should also be able to work well with existing team members, so they can all collaborate together effectively. Their hard work may also inspire others to do the same which improves overall quality. All in all, top grading is essential for creating an environment that encourages productivity and morale.

5. Increased Quality, Productivity and Profitability

Businesses need skilled and competent employees to produce more output and save on costs. Replacing underperforming workers with excellent employees benefits not only the quality of your workforce but also your business ROI. Statistics demonstrate that top-graded staff create more efficient, higher quality work which subsequently leads to greater profit margins for businesses.

Highly performing employees are essential for businesses to generate greater productivity, as these workers are typically the top performers in their field and have the skills needed to get the job done efficiently. With these employees on board, companies can reduce costs associated with hiring new employees and use the resources for more suitable needs.

Because of the overall higher quality, companies that practice top grading often find that their customers are more satisfied with the product or service, leading to increased sales and repeat business. In today’s competitive marketplace, businesses must do everything they can to gain an edge. Topgrading is one way to ensure that your company is staffed with the best possible talent, giving you a leg up on the competition.

By topgrading your workforce, you will be able to find skilled talent that will perform better and provide more value to your organization. This will help you make the most of valuable resources and ensure that your workforce is the best it can be. Contact us or check out our services today to get started.


How to be a Future-Ready Company

With the primary focus for most businesses right now being on finding and hiring good employees, preparing for the future is likely not a topic that has come up for most companies in recent times.

However, if there is anything the pandemic taught us, it’s that there is no such thing as being “too prepared” for what could come up in the future.

Additionally, the commonplace way of doing things in the workforce has significantly changed in the past two years; and if companies want to prosper, they must have up-to-date employer and business practices.

Employees and customers/clients alike gravitate towards companies that are known to have efficient and sustainable processes and prioritize giving current and future employees what they are asking for.

Here are just a few of many ways you can move towards becoming a future-ready company:

Cultivate Talent

Since finding talent in today’s market has proven to be more challenging than ever; if a company wants to keep current employees and bring in new team members who are there to stay for the long-haul, they need to find ways to stand out. This means upgrading your technology to make it more user-friendly; which would not only make it easier on your current staff, but also give you a wider candidate pool as certain technical skills will no longer be needed. It also means becoming less rigid in your requirements, which would encourage more people to apply. Furthermore, environment and health are very important to the modern-day workforce. Companies that make it a point to have generous wellness practices and appealing workspaces will have the upper hand on those that don’t.

Divvy Up Decisions

When it comes to decisions, they shouldn’t all be made by the same group of people. Different decisions will affect each department and facet of the company differently, which is why all employees must be able to offer their insight and input. Typically, decisions are all left up to the leaders of a company; but in this market, employee-centric companies are the ones that are doing the best. The pandemic taught people to value their time and employees, especially those of younger generations will not work for companies that don’t give them a voice. Truthfully, in many cases, company leaders don’t see the day-to-day things that happen across different departments and among entry-level employees. Not only does involving them in some of the decision-making show that you value your people, it also takes much of the pressure off of company executives and offers a broader perspective on things.

Get Clear on Your Value

As experts in your industry, of course you know what you offer and why a company should hire you over your competitors. However, as competition increases, you may need to take a new approach to what you offer as well as how you market your services. What are your uniques as a company and what do you provide that others don’t? These things should all be clearly communicated in your branding and future marketing campaigns.


If your company is in need of employees, we at Award are here to help. Contact us with your staffing needs here.

How to Have a Strong Employer Brand

If someone were to ask you what it’s like to work at places like Facebook, Google, or Apple, you would likely tell them that it’s a fun and laid-back environment that is trendy and health conscious. And the interesting part is…you don’t even have to work there to know that. This is because all of these companies have a strong employer brand.

An employer brand is a company’s reputation as an employer and how they are viewed from an internal employee’s perspective.

Most companies don’t put much thought into this because there is already so much branding and marketing to be done for their products and services as well as advertising open positions. However, employers that have an amazing work culture and an innovate strategy to promote it have an easier time finding the right talent who stays with the company over the long-term.

Here are our top recommendations for creating a strong employer brand that will attract top talent.

1. Conduct a Culture Audit

A culture audit is an assessment of your organization’s workplace culture that helps you determine how your company culture is perceived by employees as well as clients and vendors. Doing so will give you a good idea of what is currently working, what your employees value, and what areas need improvement. Gather data by asking your employees to complete an anonymous survey. Some good foundational questions to ask are:

  • How would you describe our company’s leadership?
  • What is our office environment like to you?
  • Have you come across any obstacles that have gotten in the way of your work?

It’s also important that you give them the ability to offer feedback and suggestions.

2. Add a Company Culture Section to Your Website

In nearly every job posting, companies claim that they have a “great company culture”, but outside of a brief description, give prospective candidates no way to gage whether or not they see themselves as a culture fit. Since a company’s culture is such a big determining factor for whether or not someone chooses to apply and/or work for a place, having this will set you apart from your competitors. A few things to include are:

  • A video that shows what the office/worksite looks like
  • A list or photos of some of the perks and fun things your company offers
  • A link to some of the causes your company supports with facts and statistics about that social issue

3. Spotlight Your Employees

Your employees are what make your business possible, and they all want to feel recognized for their efforts and contributions. Whether it’s through your blog, social media posts, or bi-weekly newsletter, feature your employees with their picture, some personal fun facts, and a highlight of their accomplishments. This will make your employees feel valued and show anyone who visits your online platforms that you appreciate your team and the work that they do.

4. Showcase Your Company Culture Across Your Social Media Platforms

The lowest hanging fruit is to post all about your products and services and write blog posts about what’s current in your industry. While this is definitely a good use of your social media channels, it doesn’t need to be the only thing you ever post about. In fact, you will have much more traction if you do something outside of the norm. When people browse your online platforms, they want to be engaged and see your brand’s personality. Make your digital spaces a bit more personal by posting photos of company outings, projects, and events; and accompany them with a caption that tells the story behind the photo.

Additionally, it’s essential that what you advertise about your company online, translates to how it actually is to work there.

If your company is in need of employees, we at Award Staffing are here to help. Contact us with your staffing needs here.


It is no surprise that after a pandemic, there are many changes that will inevitably occur in the working world. Although it’s normal for protocols to shift in a work environment as time goes on; due to the unprecedented hurdles over the past year, employees have begun to have higher expectations for their employers. For that reason, it is crucial that your company keep up with market progressions in order to recruit and retain top talent. Here are the top workplace trends you can expect to see emerging over the upcoming year:


Employee Wellbeing Support

After the global health crisis, it is now more important than ever that employees feel like their wellness is being looked after. While it used to be that work and personal lives were kept separate, multiple studies have shown that supporting employees through personal matters has helped them perform at a higher level. With technology advancing at a rapid rate, employees have struggled to disengage from their work even when off duty. This has led to burnout, job resentment, and even resignation. It is up to the employer to communicate that employees have the right to disengage and recuperate during their off time. It would also be of benefit to both parties that the company offer resources and programs for mental, physical, and possibly even financial health and wellness.

Upskilling and Reskilling Employees

For a number of reasons, there are many more positions in the current job market than there are people open and willing to fill them. Upskilling and reskilling employees could be a great solution to this. Upskilling is when an organization teaches an employee new skills with the intention of advancing them. Reskilling is when an organization teaches an employee new skills so they have the knowledge and tools to do a different job. Although this may cost more money, as promotions and additional skillsets mean higher wages; expanding employee skillsets will help your company get through employee shortages, call outs, employee vacations, etc. Especially if you are a smaller organization, having employees that are equipped to fill any role will be of massive benefit. In the long term this will increase productivity and profitability for your company on top of more skills and higher pay for current employees.

Hybrid Workplace Model

While many employers were resistant to the idea of employees working from home prior to the pandemic, many of them were surprised to find that this model actually benefitted them. Several companies found that by allowing employees to work remotely, they saved on rent and utilities by ending the lease on some of their offices. Though your company may not have the ability to go entirely remote, giving qualified employees an option to work part-time in the office and part-time remotely will without question boost both productivity and employee morale. Also, if you choose to reskill and cross train employees, this will give workers who wouldn’t have previously qualified to work remotely the ability to do so once in a while. The pandemic has most definitely resulted in lifestyle changes and shifts in how employees view their jobs. Now that so many have experienced the feeling of working from home, they have a new standard for what their work life must look like.

Scheduling Flexibility

It used to be that the only people with flexible schedules were gig workers and freelancers. Now, more and more companies are letting go of the rigid 9-5 schedule and are giving their employees more autonomy. While it sounds like a perk that solely benefits the employee, companies are noticing that by allowing their people to work when they feel they are most productive, they: attract top talent, have longer employee retention rates, and have a better reputation as a place to work. As time goes on, it is projected that there will be much more emphasis on employee output and less focus on the number of hours worked.

The three key components of scheduling flexibility are:

  1. Letting employees choose where they work from
  2. Letting employees create their own schedule
  3. Letting employees build their own work day

If your company is in search of new talent, we would be happy to help you here.





Best Tactics for Recruiting Quality over Quantity

The HR Challenge: Attracting qualified candidates, rather than a realm of respondents who not only lack the required experience, and skills – both hard and soft but also fail to fit your culture.  It’s a complicated process and involves much more than reviewing resumes and interviewing a short list of candidates. Bad hires are costly and time-consuming. If you want better results, consider revamping your system. Consider these steps.

Face the Current Challenges –

A talentnow post lists three recruiting challenges, which play a role in today’s market.

· A talent shortage: According to surveys almost 75% of employers are struggling to find relevant candidates and more than 85% of the qualified candidates are not actively seeking a new position.
· Qualified candidates hold the reins: When top talent appears on the market, they’re typically hired within ten days, which boils down to a candidate-driven market. In fact, more than 20% of recruiters struggle with meeting the demands of qualified candidates.
· Your company brand is lacking: This challenge is perhaps the easiest and the hardest to change. Easy, because you can take specific steps; hard, because a negative reputation is hard to overcome. In our social media world, candidates can quickly glean who is and who is not their dream employer. In fact, 84% of job seekers say a company’s reputation is a critical factor.

Respond: Companies can’t change the shortage, and said shortage is why candidates hold the reins…but you can build your reputation and establish an attractive culture.

· Operate on ethical principles and maintain integrity.
· Stand behind your company claims.
· Be involved in your community, as well as globally.
· Treat your employees as your most valuable asset. Show appreciation and offer the best compensation program you can. Know your “market” when determining which benefits and perks to include.
· Communicate with employees. Ensure that they understand the big picture and how their role connects to it

When you create an attractive culture and a solid reputation, your company will naturally entice more qualified talent.

Adopt up-to-date recruiting tactics –

Be intentional about hiring diversity. According to LinkedIn’s Global Recruiting Trends Report, 49% of companies surveyed say intentionally incorporating diversity provides a better representation of their customers, 62% claim it improves company performance and a whopping 78% attribute it as a factor in improving company culture.

Create a robust and affirmative employee referral program: Focus on your top performers and engagers. Communicate your job description to them and reward them well when their recommendations turn into a great hire.

Reinvent your interviewing process: Make use of technology.

· Utilize video interviews, rather than phone screens, to narrow the list.
· Interview in a setting similar to your workplace culture.
· Include soft skills and emotional intelligence assessments.
· Adopt virtual reality assessments – it enables the candidate to “try on” a job.
· Use data to help make strategic hiring decisions and predict hiring outcomes.
· Use social recruiting strategies. 80% of employers claim that social recruiting helps them find passive talent.
· Consider mobile-enabled application processes.

Change your job description focus –

Evaluate what the job’s absolute requirements are, what you can train on the job, and what really doesn’t matter in the big picture.

Obviously, specific skills – especially technical ones – are crucial, but sometimes those skills are developed via experience, certifications, and online learning, instead of a degree. And sometimes, the candidate with a degree is sadly lacking in emotional intelligence, communication, and other critical soft skills. In addition to essential skills, pay attention to aptitude, attitude, work ethic, integrity, and people skills.

Attracting qualified candidates will remain a challenge, but companies who present an attractive culture and build a strong reputation, while staying informed on and embracing technology will reap the results they’re seeking – qualified candidates, who become great hires, rather than a pool of much less potential.

If you’re looking to hire the best talent in the business, contact Award Staffing. We will be able to help you find the right employees for your unique business needs. If you’re searching for more tips and trick on how to improve your company’s workforce, check out our hiring solutions blog.



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