Meet Michelle Billetta, one of our Senior Research Consultants at DoubleStar.
Her clients, who are primarily in the IT and science fields, have a growing need for research. According to Michelle, “Because there are so many jobs and so few people for those jobs, research has to go out and find enough appropriate candidates to fill those positions”. View her video to learn more about Michelle and what it’s like to work at DoubleStar.
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DoubleStar, Inc., the country’s leading consulting firm focused on delivering talent acquisition solutions to employers in diverse industries, is honored to announce today that it has been awarded Honorable Mention, Best Wellness Employer from Wellness Workdays, Inc. – a Harvard University sponsored research program. The certification recognizes the outstanding achievements of businesses and organizations committed to creating best-in-class corporate wellness programs that promote a culture of wellbeing to engage employees.
“We are very proud to be recognized for the fourth year in a row as a ‘Best Wellness Employer’ by Wellness Workdays for our focus on creating programs to improve the wellbeing and wellness of our employees,” says Barbara Herbein, Managing Director, Operations. “Over the past year, we continued to offer a variety of exercise and mindfulness sessions—all in a virtual format, which provided the opportunity for our entire remote workforce to participate. We are very fortunate to work with HealthEase, our wellness program partner for the past five years and look forward to further enhancing our wellness program to meet our employees’ wellness needs.”
Wellness Workdays utilizes its proprietary, four-step wellness process to create corporate wellness and nutritional programs that will promote employee health and morale, increase productivity, and lower organization’s health care costs. You can find out more at wellnessworkdays.com and can also find them on Facebook, Instagram, Twitter and LinkedIn.
DoubleStar’s Managing Director, Christine Treski, shares her comments regarding 6 strategies to improve your onboarding process:
With the new landscape of remote work and hybrid schedules that has emerged over the last 18 months, companies need to re-evaluate their existing onboarding processes. This article shares six key strategies to help improve the onboarding experience. By creating a streamlined itinerary and including employees across many departments, you can create a rich and welcoming experience for your new hires!
DoubleStar’s Managing Director, Christine Treski shares her comments regarding this insightful remote hiring article:
The shift to remote hiring, whether voluntary or not, has brought with it new opportunities but also new challenges. To improve your chances of finding the right person (even if you’ve never met them) and give them the best chance of success as a new teammate, read this article which offers a few helpful adjustments to consider.
DoubleStar’s Managing Director, Christine Treski shares her insights on a recap of the 2021 HR Tech conference:
There’s no shortage of urgent topics that HR leaders need to address in the coming year including the ongoing discussion about AI in the hiring process, women’s return to the workplace and ‘The Great Resignation’. This article hits on all of these topics as discussed at the recent HR Tech Conference.
With headlines like these, how can hiring managers, HR departments, and recruiters manage? There’s no question that we in the talent acquisition profession are struggling to find and hire good candidates, at all levels. We initially thought this was occurring mostly in high volume roles, such as in healthcare where we have a lot of clients (because of the expanded unemployment benefits, stimulus checks, and pending childcare credits); however, currently not even the most well-known healthcare providers can fill say a home healthcare job, period. While this is somewhat attributable to COVID discouraging workers from entering or returning to that type of role, that is certainly not the entire picture.
Other factors squeezing employers include uncertainty in the job market and in the economy at large. In times like these, people remain hesitant to make any move away from their current employer. Even though the market can be in the candidate’s favor, our view is that people are holding onto their current jobs. Another sign of this is that our own Research Specialists at DoubleStar have been struggling with response rates. Typically, our outreach produces a 10% response rate—and up to a 30% response rate in hot fields. While building a customized candidate pipeline is still important and recommended, an employer should not expect a tremendous response from a passive pool of candidates. Nurses, salespeople, software developers, lending specialists, and laboratory scientists are all in demand, yet many of those same people are staying put. Employers cannot rely on the ‘post and pray’ model.
“In a candidate-driven market, you need to have experienced recruiters that know how to take care of candidates and how to advise hiring managers to keep the process moving. This is not the time to have an extended hiring process. Candidates are getting offers within days. You need to keep the communication flowing and the process moving. In fact, our team is excellent at that.
As the market remains challenging for employers looking to hire, they need to take a close look at their interview processes to retain the candidates they have in play.
Top 10 Communications Tips
Here are some recommendations to keep the communication process going when engaging with candidates:
1. Let them know you received their resume and that someone will be reaching out to them soon.
2. Go into your video interviews knowing and communicating the next steps and set expectations regarding when a candidate will hear back from you.
3. Life happens, so if something changes, communicate immediately if you can’t honor your schedule.
4. Find a reason to reach out, if you have a week or more between interviews.
5. You never want candidates to feel that they’re in a black hole. It’s always my goal to reach out first, before they ask me for an update.
6. Don’t bother with multiple rounds of interviews. The more you can condense your process into a few interviews, the better.
7. Whoever is making the hiring decision should be empowered to control and speed the hiring process.
8. A lot of interviews occur over video, but people are still human. Don’t keep someone on a Zoom call for long hours interviewing with your entire team without breaks. Take care of your candidates.
9. Communicate right from the start regarding work from home, hybrid, or office requirements—let the candidate decide whether to opt in our out.
10. COVID has opened up opportunities to reach new people beyond your traditional local pool of candidates—be prepared to take advantage of this.
Even after an offer is made and accepted, it’s important to stay in contact for those two weeks between acceptance and start date to make sure no counteroffers or competitive offers hinder your plans. Keep the lines of communication open and your potential hires engaged throughout the interview process and you are more likely to have the hiring outcome that you desire!
IF YOU ARE STRUGGLING TO FIND QUALIFIED CANDIDATES DURING THESE CHALLENGING TIMES,REACH OUT TO THE TALENT EXPERTS AT DOUBLESTAR.WE BRING DEEP INDUSTRY EXPERIENCE, OUR PROVEN PROJECT MANAGEMENT METHODOLOGY, TALENT MARKET INSIGHTS, AND EXPERT TA PROCESS TO EVERY PROJECT WE UNDERTAKE.
