The call center business in the Provo to Salt Lake City corridor is growing because of the educated talent base with neutral accents. This is creating a high volume recruiting need. It is also creating a need for trained call center candidates.
There are many software applications in the Salt Lake City talent acquisition market for screening out candidates. Unfortunately they do their jobs too well. They also screen out passive or otherwise qualified candidates. If a Salt Lake City company is going to grow its staff quickly it needs to be opportunistic.
Therefore the mindset for recruiting sometimes may need to change. Instead of screening out candidates, it is important to do the opposite – Screen IN candidates. Is this harder than allowing the applicant tracking system to screen out candidates? Of course. Why do companies go to the expense of mining diamonds instead of simply picking up rocks on the surface? The diamonds are worth the extra expense. Is your company’s talent acquisition process limited to “picking up rock” candidates and paying large recruiting fees for the “diamond” candidates?
When a Salt Lake City company determines that it needs to grow its staff quickly, the first step is to develop a strategy. Then the implementation of the strategy is the tactical phase. Both elements, strategic and tactical, are important to execute well.
5 Tips for a Successful High Volume Recruiting Project in Salt Lake City
1) Tip number one when developing a high volume recruiting strategy is to determine whether there is a large enough local talent base to support the effort. If not, the cost of recruiting will go up exponentially and the risk that the project will fail also goes up because of the mutual cost to relocate and the candidate’s resistance to change.
When I accepted the high volume recruiting project to transition a critical IT organization from Pentagon City, VA to Cedar Rapids, IA for MCI, I needed to research the Cedar Rapids employment market. MCI at that time was a large IBM mainframe environment. The DC/Baltimore area had many of those shops to recruit candidates. However at that time Cedar Rapids had 3 IBM mainframe shops and that severely limited the local talent base. We needed to recruit a minimum of 120 IBM mainframe IT professionals working in Cedar Rapids in 12 months. My strategy was to recruit as many as possible from eastern Iowa and then draw concentric circles around Cedar Rapids and market MCI positions and interview in those cities. Therefore our cost for recruiting, including interviewing in cities around the US and relocating them to Cedar Rapids was very expensive. The strategy was successful. We had 143 IT professionals working at MCI within 12 months. This was further complicated by the need to schedule around two major new software releases during that 12 months. Working as a team, we were very successful.
2) Every successful high volume recruiting effort creates a value proposition that attracts the best candidates in the Salt Lake City area.
Why would someone want to leave their current company to work at your company? Better benefits, company culture, money, different challenges, change of scenery, work with friends are all motivations for people to change companies even when they think they are happy where they are. These candidates are valuable because they may help your company improve its processes, an employment cross pollination.
3) High volume recruiting efforts are more successful when combined with a successful recruitment marketing plan. Every company has employment markets to draw candidates. It is called “Going where the candidates live – virtually and physically.”
The MCI example above was limited to effective display newspaper ads and some radio spots. Today there are many more potential ways to reach candidates. The mantra needs to be, “Go where they live.” Most people have online places where they visit regularly on computers, pads, and smartphones. Discover those places and run banners, posts (free is good), and even see who is there and recruit them (use LinkedIn to learn about their background). Being creative and opportunistic is good. Many companies confound me when they have a high volume recruiting project that could define the company’s financial year but it is not important enough to receive mention on their homepage.
Open Houses onsite can be very effective for high volume recruiting because it is a way to bring candidates and managers together in one afternoon or evening. Selection becomes easier because managers are comparing (and generally force ranking) candidates as they meet and interview.
4) Effective processing of applications or resumes is critical because once qualified candidates are identified, it is important to get their offers out within 72 hours. Remember, recruiting is a sales process. It is best to make an offer while a candidate is most interested. It can be a contingent offer depending upon completion of drug tests, background investigations, and reference checks – all of those results provide potential positive touch points with interested candidates.
Remember, no matter how many positions a company has to fill, they are still filled one at a time.
5) At offer time if the candidate is currently employed somewhere else, be sure to discuss the counteroffer. No matter how much they protest they will not receive a counteroffer, a good gauge of how their current company felt about them is whether they receive a counteroffer.
At this point your company has spent money to acquire their talents. Your manager has determined they want them. Don’t let the candidate slip through your fingers. Point them to this page and look at section on counteroffers and ask them to let you know how many of the 8 quotes they hear from managers and staff at their current company once they resign – http://www.recruiterguy.com/candidates/index.html This removes the candidate’s ego from being enlarged since they see many people hear those same quotes.
By following these tips and treating candidates as potential customers, your Salt Lake City offices should be successful in their quest for the best candidates.