As you can see, 2020 was a busy year for Pipehire. And just in case you’re wondering, we’re not slowing down. Below is a sneak peek of what’s to come:
1. New JOB POST cover page and careers page. 2. Training video module. 3. Applicants digital onboarding(e-sign). 4. Pipehire integration with Indeed, Facebook and other job posting services. 5. Plus updates and improvement to the current modules.
1. Understanding the importance of lead scoring in your hiring process.
Definition Candidate lead scoring is the process of assigning values, often in the form of numerical “points,” to each lead you generate for the business. You can score your leads based on multiple attributes, including the background, cleaning questionnaire, past jobs, anything submitted on their application.
Purpose Is to save you time and give you: – Increase the quality of hire – Reduce the cost of hire – Increase speed to hire.
Candidate Score Card.
Application Score: The score obtained in their Job application (0-20 points). Face to face score: The score obtained in their personal interview (0-30).
Pipehire has a built-in Interview tab where the applicants can be scored. Face to Face score using this questionnaire plays a vital role in the process of hiring new cleaning employees.
2. How to identify bad candidates before you hire them.
On The Funnel: They’re looking for the best job opportunity. A good candidate scores 7-8 points. A bad candidate below 5 points.
On Personal Interview: Missing questions on the application. Arrive late to interview or reschedule. They don’t ask questions. They looking for any job. Can’t verify past job history.
Great Candidates look like this.
They’re looking for the best job opportunity. They call and apply within the same day, call/text them back asap. They fill all the questions to the application. Prior jobs experience is fully completed. You can call those past managers. They show up on time to the interviews on time. They have a strong word and are committed. Their NO is NO, and their YES is a YES. They show integrity. Ask questions about the company and what’s in it for them. They ask about what is the company vision for the future. Score 8-10 points.
3. How to formulate questions in your application that will lead to better candidates.
Closed-ended questions: Give you better scoring capabilities.
What’s your cleaning experience?: No experience/less than 1 yr (1 point), 2-3 yrs (2 points) 5+yrs (3 points) Are you available to work M-F 8am-5pm?: Yes (1 point) No (0 points) Are you afraid of working with pets?: Yes (0 points) No (1 point) Do you have a reliable vehicle for work?: Yes (1 point) No (0 points)
Learn how to Hire and Manager better cleaning employees.