Recruiting Roundtable- Q and A's from Staffing Professionals

We're thrilled to kick off something brand new! We are gathering questions and feedback from fellow staffing pros, so our knowledgeable team can provide answers, share experiences, and offer valuable insights.

This week, we're starting with some common recruiting questions submitted by others in the staffing industry. Our team at JCS Scranton has tapped into their decades of experience to tackle these questions, and we truly appreciate their answers.

Screening Applicants

“What methods have you found most effective for screening applicants to ensure they are the right fit for a position?”

First off, we need to check if the candidate has the skills needed for the job, and a personal interview is key for that.

In the interview, we'll dive into their work history by asking about previous employers and the skills they've picked up. We should also find out what they’re looking for in a job and why they left past positions.

It's important to go over the job description and requirements with the candidate. Make sure to clearly explain the company’s work environment and the schedule, including any potential overtime. If weekend overtime is mandatory, confirm their availability for that. Lastly, check that the proposed salary or pay rate matches the candidate’s expectations.

Handling Rejections

“What steps do you take after a candidate is turned down by a client? How long do you keep them in your pipeline, and what actions do you pursue to help them get another job?”

The outcome really depends on why the client passed on the candidate. It's important to dig into these reasons because they could be super helpful for future opportunities. Next, get in touch with the candidate to hear their thoughts. Thank them for attending the interview and gently share the results. Let them know we'll keep them in mind for future openings. There's always a position for the right candidate and a candidate for the right position. If they're a strong contender, we'll keep working to find them a suitable job, making sure their experience and skills align with job requirements. Feedback from the first interview can be really helpful for the next one.

Following Up

“How many times do you reach out to clients or applicants before you recognize that they have stopped responding/ghosted you?”

More than once. For not being pushy will look for a reason to contact them. Like for example wishing a happy holiday.

Interview Preparation

“How do you prepare for interviews with candidates? Do you have any go-to strategies or questions that you consistently use?”

When we're interviewing for a particular role, we kick things off by checking out the job description. This helps us come up with questions that dig into the job requirements.

If there’s no job offer on the table yet, we’ll go through the candidate’s application together and chat about their work history. It’s really important to find out why they left their previous jobs. For example, if someone’s looking for a lighter role, we’ll ask them why. And if they’re after part-time work, we’ll explore their preference for that over full-time. We also take a moment to confirm the skills they’ve listed, like getting specifics on the work environment they’re familiar with.

Here are some of the common questions we ask:

✔ What shift are you looking for?
✔ Which shifts can you work? Are weekends an option if needed?
✔ Do you have your own transportation? How far are you willing to drive for work? ( depending on the job being offered)
✔ Are you okay with working in a cold/hot environment?
✔ How much weight can you lift?
✔ Has anyone referred you to us?

Staffing Challenges

What do you consider to be the most stressful aspect of working in staffing? Also, what do you find to be the most rewarding?

The most stressful situation is when a candidate accepts the job, we send their information to the customer, and they do not show up for the assignment.

The most rewarding experience is getting the right person for the customer. When this person is hired permanently after the trial period, it is so rewarding. Additionally, when the person gets a raise or is promoted, it is great! Also, when after years they come back and bring their family and friends to apply with us, and we see that they are still at the same company we sent them to and that they have a better position there. Seeing how they grew professionally is so wonderful!

We hope these Q&A sessions have given you some helpful insights, and we're excited about our upcoming recruiting roundtable. If you have any questions or suggestions for future posts, don't hesitate to reach out at sarah@jcsfamily.com.