How to Keep Candidates Engaged After Extending a Job Offer

How to Keep Candidates Engaged After Extending a Job OfferThe current length of the hiring process is frustrating for employers and hiring professionals alike. Due to low unemployment and scarce talent pools, its taking longer to fill vacancies. In fact, a 2018 survey by CareerBuilder revealed 23 percent of employers have landseen their time-to-hire increase by three or more weeks.When you finally find the perfect candidate, it takes a huge weight off your shoulders. Theres just one problem extending an offer doesnt mean the hiring process is over. The CareerBuilder survey showed that 51 percent of job seekers continue to look for a job after theyve received an offer.Its time to focus on an aspect of the candidate experience that is often ignored what happens after the job offer. By finding ways to continue to nurture your relationship with candidates, you increase your odds of their acceptance.Here are three ways to keep candidates engaged after offering them a jobCreate a post-offe r packageOnce a job offer is extended, its appropriate to give the candidate room to think. Slamming their inbox with have you decided? emails scares talent off. But theres totenstill an opportunity to offer valuable information about your company.Even the most effective hiring process cant delve into all the details of an organization and its team. And given the high-stress environment of job interviews and other screening steps, many candidates cant fully digest all the details. This is where a post-offer package comes into play.A few days after extending the offer, send the candidate resources like company culture videos or introductory video messages from leaders. The candidate can peruse the information whenever its convenient for them. Encourage them to reach out if new questions pop up. If you cant provide answers, pass along the contact information of someone who can. As a more complete picture of the organization forms in their mind, it increases the odds theyll make a hard stop on their job search, accepting your offer.Remind candidates about important aspects of your company by sending them a post-offer package. talentacquisitionClick To TweetIntroduce current employeesJob seekers are always looking for networking opportunities. While you wait for a candidate to decide, offer to arrange meetings with current employees. For candidates, this creates a chance to grow their professional network, no matter their final decision. For your team, it increases the odds the candidate will say yes. Meeting with current employees during the hiring process creates opportunities for relationships to form. Candidates can imagine what it would be like to interact with these team members and how their happiness will be impacted in the workplace daily. However, these meetings need to be casual and not forced. After extending an offer, make a short list of employees who have shared interests with the candidate. Focus on educational background, hobbies, job history, and personality. Ideally, both the employee and the candidate will enjoy the meeting and easily discuss both professional and personal topics.Approach employees on the list to see who has time to have a short meeting with the candidate. Once you have a volunteer, have the employee be the one to invite the candidate to meet. While you can ask the employee for feedback after the meeting, make it clear they are not spying on the candidate. This will ensure the atmosphere of the conversation is relaxed and natural.Provide constructive feedbackFor candidates, the hiring process is their chance to gauge how theyd be treated as an employee. In fact, the previously mentioned CareerBuilder report revealed 68 percent of job seekers believe candidate experience is a big indicator of the employee experience. Any way you show candidates they will be valued has a positive impact on their employment decision.Career development is one factor that is very important to candidates. They want to know the organization will support their continued learning. By providing constructive feedback during the hiring process, candidates see you care about their development, even if they dont end up with your company.Identify ways to give feedback after every step of the hiring process. For example, after the video interview, send an email that outlines what stood out about the candidate. Be specific. Show how their responses indicate theyll be successful in the role. Also, include suggestions on how candidates can better present themselves in the future. If there is a particularly impressive resume point they didnt talk about, explain why you wouldve liked to hear about it.68% of job seekers think their treatment in the hiring process reflects how theyd be treated as an employee (CareerBuilder).Click To TweetYour part in the hiring process isnt over just because youve made a job offer. Showing candidates you are still communicative and supportive through day one enriches the candidate experie nce.

How to Start a Doggy Day Care Business

How to Start a Doggy Day Care BusinessHow to Start a Doggy Day Care BusinessThe popularity of doggy daycare geschftliches miteinanderes has skyrocketed. By following a few simple steps, you can successfully start your own doggy daycare. Canine Experience If you are interested in opening a doggy daycare business, you should be knowledgeable in the areas of animal behavior, canine CPR, and canine first aid. Prior study in an animal-related field or experience as a veterinary technician, pet sitter, dog walker, or animal shelter volunteer is desirable. If you do leid have prior experience, try to find an animal rescue group or vet clinic where you can volunteer. Business Considerations Before opening your doggy daycare, you must deal with various business and legal considerations. Consult your accountant regarding the advantages and disadvantages of forming your business as a sole proprietorship, limited liability company, or other entity. You also shouldbe in touch with your lo cal government with regard to any permits or zoning considerations for your intended business location. If you are opening a small daycare operation, you may be the sole employee, but most doggy daycares have a few full- or part-time employees. Be sure to hire people with experience or certifications in animal careers. They also shouldbecome certified in pet CPR and first aidas a part of their training. Additional items to consider include obtaining an insurance policy, drafting release forms to prevent legal repercussions if dogs are injured while at daycare, and establishing a contingency plan with a nearby veterinarian for potential emergencies. Fantastic Facilities The trend in todays doggy day care industry is toward cage-free facilities, where dogs are kept in groups for the majority of the day. Most daycaresseparate the dogs by size during play time. It also iscommon for puppies to be separated from adult dogs. Kennel areas should be available for feeding the dogs separat ely, or for a scheduled break time from the pack environment. The facility should offer play areas, rest areas, outdoor areas, and kennels for potential overnight boarding. Splash pools are becoming a common feature. Water needs to be freely available to the dogs so that they can stay hydrated while they play. Air conditioning is an expected feature. Many facilities are now wired for live streaming webcams so that owners can log in and check on their dogs throughout the day. This is a highly sought after feature and should be heavily promoted in your advertising materials if you are able to offer it. Above all, provide a clean and safe environment for the dogs and for the peopletaking care of them. Cost Effective Advertisement Create a personalized web page or take advantage of advertising opportunities with local newspapers, magazines, and websites. You also can apply large logo magnets to the sides of your vehicle, and leave flyers and business cards at pet supply shops, veter inary clinics, supermarkets, and office complexes. Advertising in large office complexes is a particularly good idea, as many potentially interested office workers- people who by nature are gone from their pets all day long- may landsee your information. Define Your Services A doggy daycare business generally opens for drop-off service at about 7 a.m. and remains open until about 7 p.m. for pickups, Monday through Friday. Some offer weekend daycare service as well, though weekend hours usually begin mid-morning and require a pickup in the late afternoon. A few daycares even offer a shuttle that will pick up or drop off a pet for an additional fee. Some doggy daycares offer overnight or weekend boarding services, or at least have an emergency option for boarding if an owner is unable to pick up a dog as scheduled. Some daycare facilities also offer bathing, grooming, or obedience training services, in addition to pet supplies or pet food for sale. Most daycares require your dogs to be fully up to date on vaccinations such as rabies, distemper, parvo, and bordetella. A copy of current vaccination records is kept in a dogs file. Also, most daycares do not accept adult dogs that have not been spayed or neutered. Price Your Services The best way to figure out a pricing structure is to call around town and see what the competition is charging for similar services. Generally, doggy daycares charge between $18 and $32 per dog, per day. The cost varies widely based on where in the country a daycare is located and the specific services offered. You also mayconsider offering different rates for daily and monthly membership plans. For families that board multiple dogs, consider offering a discounted rate for each additional pet. Full- and half-day pricing also shouldbe an option. Consider Interviews for New Clients When accepting a new dog to the group, it is advisable to make sure the dog is socialized and can interact positively with other dogs. Many facilit ies conduct an interview with pet and owner. During this time, the pet owner should complete a contact sheet that includes an address, phone number, email address, and emergency contact numbers. The sheet also shouldinclude dog breed, color, date of birth, health history (allergies, previous injuries), veterinarians name, and clinic contact information.