Why Cleaning and Security Contractors Need a Hiring Software Upgrade

Staying up to date with modern software and operating systems can help companies ensure that their operating system is secured, working properly and programs remain compatible. While there are many reasons for a software upgrade from an outdated system, an upgrade is especially important when a more modern solution exists.

In particular, an applicant tracking system (ATS) can offer cutting-edge software for employers and their recruiters for publishing job openings and tracking candidates throughout the recruiting and hiring process. With a software upgrade to an up-to-date applicant tracking and onboarding system, it’s possible for businesses to better source applicants at high volumes while hiring more efficiently. 

An up-to-date system can offer more compatibility with mobile devices that employees have on hand. A software upgrade can also help with implementing proven hiring processes and measuring the responsiveness of job posts or targeted campaigns so that employers can employ best practices while revising investments in hiring.

Improve hiring processes and performance

Cleaning and security contractors recruit, source, find and communicate with new applicants uniquely when compared to other industries, as they face distinct challenges and must rapidly respond to issues like turnover and retention. Because of these nuances, cleaning and security employers must take the following actions to improve their hiring processes and performance.

Sourcing potential employees

Sourcing potential employees involves creating clear job titles free of company terms, internal vernacular and industry-specific verbiage, as nonstandard language can dissuade candidates who respond best to clear and concise job duties. 

Additionally, monitoring the duration of job posts by ensuring they are refreshed every 30 to 60 days can keep a job at the top of online job searches. Employers who review how often a job is refreshed and the number of open positions posted online at a given time are in a better position to attract job seekers, who generally respond quicker to jobs at the top of a search. Applicants may also respond differently to jobs with reworded verbiage that highlights different skill sets. In both cases, employers benefit from knowing how applicants respond.

Qualifying job applications

Screening job applications can require asking the right questions before a job interview and honing in on skills and certifications needed to avoid unnecessary phone calls and messages. 

To accomplish this task, an employer must remain compliant with ever-changing federal and state updates. For example, that could mean remaining compliant with equal employment opportunity questions to stay safe from liability issues.

During the pre-hiring and screening process, employers have to examine the type of details that are uncovered about candidates that should have been screened out earlier and review if an extended pre-hire process obtains too much information. Reviewing these types of details is pertinent to successfully finding the right candidates, as processes will need to be improved.

Engaging candidates 

Modern-day interviews that are virtual, as opposed to in-person, can expedite the hiring processes tremendously, as many candidates prefer the convenience of being interviewed remotely. Staying connected to candidates and keeping them engaged can mean sending regular emails and texts. This practice can help corroborate that job seekers will attend interviews, and it can eliminate no-shows. 

Meeting the needs of candidates by engaging them requires managing social media sites. Common examples include Facebook, Instagram and LinkedIn, in addition to company websites. This type of commitment on the employer side lets applicants know more intimate details about the organization. Candidates expect information like company values online that helps employers differentiate themselves from competitors.

Hiring for fit

Remaining in compliance consists of gathering the right information, while meeting deadlines, which are crucial. Ever-shifting requirements to compliance can involve processing the I-9s by a certain date. Staying abreast of application requirements could also mean offering separate onboarding packages for different jobs. For example, a supervisor may need a different package versus a guard or cleaner. This differentiation can help with tracking necessary documents and certifications.

Some employers have offices that employ distributed workforces across state lines. Due diligence means monitoring and tracking the applicant processes across regional offices. It then means engaging with candidates in different regions to ensure compliance. 

Engagement also pertains to quickly moving through onboarding. New hires must be ready for a new shift in an acceptable amount of time. Otherwise, a company could lose a potential new hire to a competitor who hires faster.

Constantly improving

Reviewing data pertaining to how potential employees submit their applications and where they access the job application is vital information. For example, an employer will want to know if applicants are using Indeed, a company website or LinkedIn. 

Knowing whether applicants use laptops versus mobile phones to apply is also key. This information can also help an employer who may need to make their application process more mobile-friendly.

Understanding why employees churn and upticks in seasonality can help a company address issues during the hiring process. Human resource professionals need to have readily available information on why workers left the company for new hires with questions.

Hire by WorkWave: applicant tracking software

Businesses can reap a number of benefits after upgrading from an outdated system, especially one that is not integrated. An integrated applicant tracking system (ATS) can offer cutting-edge software for employers and their recruiters. 

Hire by WorkWave is TEAM Software’s applicant tracking and onboarding solution that helps companies find and source candidates and make strategic decisions on who would support business growth. The software also helps with responding to turnover, backfilling positions and screening candidates. 

The available tools in Hire by WorkWave can support publishing job openings and tracking candidates throughout the recruiting and hiring process. With Hire by WorkWave, employers can also better source applicants at high volumes while hiring more efficiently.  

Consider spending time with one of our specialists and learn more about our consistently evolving software. We may be the perfect fit if your business is considering a different approach or a software upgrade. Schedule a time to speak with one of our experts.