With a shortage of labor and help wanted signs on every corner, Josh Willey, senior vice president of operations with Green Lawn Fertilizing/Green Pest Solutions, says the way we recruit and retain labor has to shift.
The preparation. “You are being interviewed before you even walk in the door,” he says. This means candidates are researching your company online immediately trying to find out more about you. Willey recommends ensuring your company has a positive online image before even beginning the recruiting process. This involves not only your website but your company page on Glassdoor, a service you can pay to monitor and customize.
Marketing. “When you’re recruiting, make sure you town down your sales marketing on social media,” Willey says. He recommends posting about company events, photos and employee recognition on social media channels. And, make sure all employees have updated LinkedIn pages with accurate info. “People are looking at this,” he says. At Green Lawn, employees can upload the same cover image to their LinkedIn pages with Green Lawn branding.
Generally speaking, Willey says they’ve had more luck filling managerial roles with LinkedIn rather than field-work positions. Indeed has proven to be the most beneficial, and he recommends utilizing paid options that allow companies to target audiences better. “Max out your budget and your goal on Indeed,” he says.
Screening and scheduling. Right off the bat, your company should come up with a list of “knock-out” questions, Willey says. These will weed out any potential duds right away. They can be five to ten questions that would automatically disqualify a person from working with your company.
And just because you’ve nailed down an interview doesn’t mean you’re in the clear. “The amount of options for people vs the number of people out there has changed,” he says. “Less people are showing up for their interviews now.” To remedy this, he recommends sending out a detailed email with information including a map pointing out the location, the date and time and supplemental information like a brief guide to your company’s benefit.
The interviews. “The first impression matters,” he says. When you bring in a candidate for the first time, make the candidate feel at home. “The candidate isn’t the only one being interviewed here,” he says. “You should be able to tell your company’s story in the first five minutes.”
When it comes to a second interview, schedule it for a different day to give your team and the candidate time to prepare.
Onboarding. Once you’ve gotten the right candidate in the door, the recruiting process isn’t over. Willey recommends personalizing their onboarding process with branded items and a name plate or badge ready on the first day. About 30 to 45 days after the start date Wiley says Green Lawn carries out a “Stay Survey” which involved a 10-minute check in with the new employee to make sure things are going well. “This offers accountability on your training,” he says. “And, it helps catch concerns before they escalate.