4 Reasons Candidates Struggle with the Staffing Process the First Time

4 Reasons Candidates Struggle with the Staffing Process the First TimeIt may come as a surprise since staffing is ingrained in your day-to-day, but most job seekers have never been through the staffing process. In fact, some dont even know it exists. When approached by staffing professionals, candidates assume they are entering a typical hiring process. But as you know, this simply isnt true. As a result, many first-time staffing candidates end up confused and disoriented. They are more likely to perform poorly during the staffing process or drop out altogether. Some may even never be willing to enter the staffing process again. This leaves you constantly combatting shallower talent pools and longer placement times.If you want to secure your future success finding new, quality talent, you need to help first-timers through the staffing process now. The first step is identifying disconnects between new candidates understanding of the staffing process and reality. Here are four hang-ups first-time staffing candidates often experience 1. Not understanding the staffing process stepsIn the typical hiring process, candidates only have to prove theyre the right choice to their potential employer. The additional screenings during the staffing process overwhelm applicants that arent familiar with external talent sourcing professionals. Many candidates dont understand why youre the gatekeeper or what your part is in the final decision.Additionally, when the first step of the staffing process is unfamiliar, candidates worry about what other surprises might arise. If they are fully prepared from the beginning they know all the steps and who will be involved its much less intimidating.As soon as you reach out, give first-time staffing candidates a detailed timeline. Outline what the candidate will need to do and possible ways youll be able to support them. Also, let them know how much time will elapse between steps and how often youll be in contact. This will give candidat es a sense of direction and platzdeckchen them up to succeed throughout the entire staffing process.The staffing process can be intimidating to a first-time candidate. Make sure they understand all the steps.Click To Tweet2. Not putting their complete trust in youDuring the staffing process, most of the information about the company and the job comes from you. Candidates who are uneasy with the staffing process tend to be nervous the information you provide about the company isnt as accurate as if their questions were answered by the employer.Its essential you work to earn the trust of your candidates. Giving them a clear timeline is a great first step, but theres more you can do. Some tips that help gain candidates confidence includeShowing them testimonials from previous, successfully-placed candidates (with their permission of course).Being honest about potential downsides of the position or organization while showing how their unique skills or traits help to overcome those chall enges.Openly admitting when you dont have an answer and assuring them you are going direct to the source to ensure they get the most accurate information.3. Not knowing how to respond to feedbackIts rare for job seekers to get feedback from hiring managers or employers during the traditional hiring process. Theyre sometimes lucky to get an email letting them know they didnt get the job. But during the staffing process, its your job to coach candidates to effectively show off their best professional attributes.When a first-time staffing candidate comes into your office to record their one-way video interview, they are notlage likely to be prepared to receive immediate feedback let alone an opportunity to re-record. Before recording one-way video interviews, explain how youll be giving them feedback. Let them know what youll be looking for during the staffing process and how its relevant to the position.Take it a step further by providing feedback at the end of a candidates staffing experience as well. Even if they arent presented to a client or dont get the job offer, have a discussion about what went well and what can be improved upon. While this step helps candidates position themselves better during future staffing processes, it also helps them see you care about their overall development.Give candidates feedback during the staffing process so they can walk away better professionally.Click To Tweet4. Not feeling like they can say noJust because you think a candidate is right for a role, that doesnt mean they agree. During the staffing process, or even after receiving an offer, first-time candidates could feel like they have to move forward. By the candidates logic, you found the right candidate. You spent time answering their questions. You invested in their success. Therefore, they have to take the job.Of course, you know this isnt true, but its essential you make sure your candidates never feel pressured. Check in with them throughout the staffing process , but especially after theyre offered a job. Ask your candidates the following questions to get an idea about their true feelings about the offerCan you see yourself doing this job every day?What do you like about the job?What dont you like about company?Are you worried about your ability to succeed in the role?Is the salary and benefits package what you expected?Reassure candidates they can say no. After all, if they take the position and quit right away, youll have an unhappy client and a talented candidate who never wants to go through the staffing process again.___

5 Steps to Writing a Winning Thank-You Note

5 Steps to Writing a Winning Thank-You Note5 Steps to Writing a Winning Thank-You NoteYoure fresh out of the interview- feeling good about your presentation, answers, and connection with the interviewer. You feel like you absolutely NAILED it. Youre confident youre going to get a callback- 100 percent confident.But then a week passes and you dont hear anything. And then anotherbei week. Whoosh A month has gone by. Nothing. Not a word. You call to check in, but the position has already been filled you didnt get the job.What. The. HECK?Where did you go wrong?Well, you can nail an interview, but if you dont do one important step afterward, you could very well sabotage yourself. That important step you missed? Writing a thank-you note.You might think a thank-you note is a minor part of the job search process, an unnecessary courtesy even, but thats where youd be wrong. And because you forgot to send one to your interviewer(s), you passed up one final opportunity to stand out among your c ompetition.Okay, so now that you know how important it is to write a thank-you note after your interview, you might ask, Great. Now, how do I write a thank-you note that will grab my interviewers attention?Great question. Here are the steps to writing a winning thank-you noteStep 1. Thank them for their time.This might sound a wee bit obvious, but some people might be so caught up in trying to sell themselves in the thank-you letter that they forget to actually THANK the interviewer(s) for his/her time Right off the bat, give them a big ol thank you.Step 2. Show them you connected with them.Let them know how much youd like to work there. Tell them exactly what you loved about the position and/or company culture. Show them that you connected with them. Bonus If you met someone who youd be working closely with, mention their name in the note.Step 3. Show enthusiasm for the position.Emphasize how excited you are to be considered for the position and tell them why you feel its a great o pportunity. ThenStep 4. Reinforce your top qualifications.After thanking the interviewer(s) for his/her time, BRIEFLY reinforce your qualifications.Accentuate three of your top qualifications as discussed during the interview, wrote Rosa Elizabeth Vargas in her article, What to Say in Your Thank You Card Besides Thank You. Now you have mora information than you did prior to the interview- put it to work for you Connect your qualifications with employer needs expressed during the interview.Keep this brief, though. If you sell yourself too hard, it can work against you.Step 5. Keep it short.Remember, youre not writing a novel here. Youre writing a note. Keep it short and sweet.Writing a winning thank-you note is something you should do after every interview- regardless of how you feel it went. Not only is it polite, but it is a great tool to stand out. OH And make sure to send your email within 24 hoursReaders, do you send a thank-you note or email after an interview? Why or why not? Share with us belowAriella Coombs is the managing editor ofCAREEREALISM. Shes a wicked career nerd, and loves finding ways to make career more fun. Follow her on TwitterAriellaCoombs