I know you advertise on Monster, Craigslist, etc.
We do NOT have the money to advertise on Monster or other sites that require a ton of money.
Kathy, how much does it cost you to hire 1 person? Background Checks + Drug Checks + Training+etc
We figure it costs us $500 per person with training being the most expensive part of that figure. We can not afford to train a new person every 2 weeks to replace the person that left. That is why it is important to get the biggest pool of applicants we can. The $300 we pay every 4 months for Monster.com is a lot cheaper than having someone quit (or not show up shortly after training).
Once the ad is posted on Craigslist, and I have taken multiple ads and combined them to suit our needs, we get responses...and those responses are not that great.
In our ad, I specifically state certain requirements (do not send a resume, attachments will not be opened, etc). We continuously receive resumes, people who have issues in their backgrounds (we can do a prelim background check on the web in MD), people who do not follow directions in the ad. I will not call people who do not follow directions in our ad. This tells me they will NOT follow directions in the field.
The issue you are having here is that your ad is negative. You are scaring away the good people and the bad people will apply anyway. Just know that you are going to get bad ones no matter what you do. We toss out an average 1539 of 1600 applications every 2 months. Make your ENTIRE ad positive. You can look at our current ad: https://cosprings.craigslist.org/lab/4389483218.html
1. We clearly state who we are (no one wants to apply for a job that just says "Cleaning Position." They want to know about the company. No one who is wise is going to send an application with all their person data to [email protected] without knowing the company they are applying for.
2. We say who: we want "Compassionate" people and we don't care about your cleaning experience.
3. What we offer you
4. Basic qualifications
I initially do phone interviews. I schedule a time with the potential applicant via email or phone. Then I call at the designated time. I have had hang ups, no answers and no way of leaving a voicemail, etc.
So, every week we get around 200 applications. How many of those do we call every week? We call about 20 of them. Of those we call how many do we talk to? About 10 people we are able to get in contact. 50% of the people we will leave a voicemail and they don't call back or there is no way to leave a voicemail. Don't worry about it, just move on
IF the applicant does pass the phone interview, we schedule a face to face interview. This is where we ultimately end up with no shows for the interview. IF the applicant does show for the interview, we go over the expectations of the job and ask if there is any reason they could not perform the job or be at the office at 8 AM 5 days per week. Of course they answer no......
On the phone interview we ask: Do you have a car? Do you have a license? Do you have insurance? Are you willing to work from 8 am to 5 pm Monday Through Friday? Can you legally work in the US? Can you pass a background check including DUIs and DWIs? Can you pass a drug test including Marijuana? (Marijuana is legal in Colorado, but not in the US, that is a whole different discussion)
Don't go to an interview and waste you time when they can't pass these things. On our application they were already suppose to disclose these things, but they don't always.
We call references, have had previous employers only verify that the applicant worked where ever and that they WOULD re-hire. Can't get much out of former employers these days.
This is the most worthless part of the hiring process. We still do it, but by law they are not suppose to say much. Sometimes they just want you to hire them so they don't have a problem anymore...
We then call for a third interview. I would say 50% of the applicants do NOT show for the third interview. If they do, they start out ok...and then before you know it....the lateness starts, the no shows, etc. Of course they are within their first 90 days and the write ups start.
You need to add in there that before you go to their last interview, they must call you. This is KEY!
The problem is that we are very close to the City.....and most around here do not want to work.
Your problem has nothing to do with the city. The issue is that most people that don't have a job are jobless for a reason (and that is true for everyone). Your job is the find the diamonds in the ruff. The people that don't have a job because their employer closed their doors or they could not stand their last boss. That is why we hire 1 out of every 1600 applicants.
We are not perfect at hiring, but we do a good job. In 6 years we have never had someone just not show up one day.
Take a look at our application (you are welcome to fill one out if you like, any feedback would be great too)
Take a look at our Hiring FAQ
Take a look at our Values Page
Take a look at our blog posts about your techs
In my opinion, the good candidates gravitate towards us. We have been doing this so long, that we now get people that apply just because they heard someone say how many wonderful things they have heard about how we treat people. We truly don't have employees working here, we really do have Team Members...
I hope this helps you Kathy. Hiring really is the hardest thing in any business. But if you do it right and treat them right, you will have almost zero problems.
If you need more, just let me know.