Recruitment in the cleaning industry has changed

⏱️ 29:40 🎤 Louise Trehearn, Diane Greenwood

AUDIO EPISODE

0:00

Chapters

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0:23

Recruitment Landscape

The hosts discuss the current state of recruitment, noting recent drops in unemployment and their personal experiences with hiring trends.
3:44

Indeed's Evolution

They explore the significant changes on Indeed, focusing on the shift from free to paid postings and strategies for optimizing sponsored adverts.
8:58

Automation & Engagement

The discussion shifts to the role of automation in recruitment, including Indeed's features and the hosts' own processes for filtering candidates and maintaining engagement.
15:05

Targeted Recruitment

The hosts explain how to use Indeed's paid features for direct CV targeting and emphasize the importance of diversifying recruitment channels beyond a single platform.
23:11

Old-School Tactics

They reflect on the necessity of revisiting traditional recruitment methods like local adverts and community outreach when online platforms become less effective.
30:08

Interview Process

The conversation moves to the interview stage, comparing personal phone interviews with video calls and discussing strategies for assessing candidates.
35:13

Selling the Job

A key takeaway is the importance of 'selling the job' to candidates during interviews, making them feel valued and excited about the opportunity.
42:32

Optimizing Interview Scheduling

The hosts share insights on scheduling interviews, noting the impact of timing on attendance rates and their methods for keeping candidates engaged.
47:37

Objective Candidate Assessment

They discuss the use of objective criteria for assessing candidates to ensure fair comparisons and informed hiring decisions.

Speakers

Louise Trehearn

Host

Diane Greenwood

Host

Key Takeaways

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Regularly adapt your recruitment strategy, especially on platforms like Indeed, by understanding their evolving features and pricing models.

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Diversify your recruitment channels beyond single platforms; explore local community groups, social media, and traditional advertising to reach a broader candidate pool.

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Optimize paid job postings by sponsoring for short, strategic blocks of time that align with your availability for quick response and candidate follow-up.

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Streamline the initial candidate screening process using automation to filter out unqualified applicants, but balance it with personalized communication to maintain engagement.

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Adopt a 'sales' mindset during interviews: actively promote the benefits and unique aspects of the job to excite candidates and make them feel valued.

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Implement an objective scoring system for candidates, assessing them against predefined criteria (e.g., reliability, punctuality, experience) rather than relying solely on subjective impressions.

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Monitor and adjust interview scheduling practices; limit how far in advance interviews can be booked to improve attendance rates.

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