When booking a person on to a shift you need to ascertain their availability, their suitability & their interest in the job. Without your own job market you achieve this filtering by sending SMS to staff or calling them to see if all three factors coincide with the details of your job. This is time consuming and costs money. It’s also potentially damaging for the agency brand as staff will register and never ever hear from the agency again.
Managing your own job market addresses all of these redundancies:
Time – By publishing your job to your market place, your staff are able to review all open opportunities, review the details of that job from description through to dates, location, shift times and pay and then made a decision on whether to apply. At this point, no time has been spent by the staff manager in ascertaining any of these particulars with staff.
Accuracy – Staff confirm their suitability and availability in their application. Information that can be lost on a phone based booking is all noted, increasing the booking accuracy.
Cost Saving – No SMS notifications or phone calls, and far less time spent by the staff managers means booking costs are reduced.
Reputation – Giving staff the opportunity to view and apply to all opportunities means your staff are always up to date and don’t feel like they are never offered work. WIth a simple way to decline applications, they don’t feel ignored and it ensures that your staff managers can be accused of booking favorites, an accusation that can lead to agencies gaining a bad reputation.
Just four great reasons to be utilising your own job market!
Shortlists are designed to save you time. When you create a job you’ll either have a set idea on the staff that you would like to book on the activity, or a set type of staffer that you would like to apply and book. Shortlisting works for both.
Shortlists for Select Staff
Once you’ve created the job, simply search for the specific staff that you would like to book, whether they be individuals, staff that have worked on similar activity or a specifically trained, and shortlist them to the job. By including a message to the staffers, with full details on the activity that you have shortlisted them for, you make them aware of the opportunity and its particulars. The resultant staff applications are pre qualified for availability and suitability and booking is faster and more accurate.
Shortlists for a Set Type of Staffer
You can shortlist roles types too. After you’ve created the shift, search the for the role type you’re looking to book, choose the number of staff that you want to make aware of the opportunity and then shortlist them. Once you’ve booked all the roles, you can mass decline all further applicants in one click, thanking them for applying and letting them know the job is fully booked.
Staff love the transparency, managers love the efficiency and agencies benefit from better engaged staff and more productive managers.
Some of our customers are new to the promotional staffing arena and need help with recruiting brand ambassadors.
Here’s our little guide on getting your brand out there:
1. Start a facebook fan page – Post interesting articles about your business, news from the office and regular job updates. Seed your fan page by placing a link on open promotional staffing fan pages and linking to it from your website.
2. Start a twitter page – Post the same content as you’re posting to facebook and link both sites. Follow your peer agencies and review their followers to see staff who are on twitter. By following them, and getting reciprocated followers, you build your fan base and your reach. Remember to #hashtag your tweets to ensure your content has a relevance and pops up in promotional staff feeds.
3. Advertise – Google Adwards, StuckforStaff and Linkedin ads can all help in driving promotional staff to your site. Remember to include the link to your watu database so that interested staff know exactly how to register.
The best way to recruit staff is to build an excellent reputation as an agency that cares about the wellbeing of their staff. Polls show that staff love agencies that have interesting work, pay well (and on time), and communicate in an open and honest way with their staff. Good luck!