Even Indeed Understands The Power Of Radio

Recruitment Solutions

(By Rick Fink) It was just reported that Indeed, America’s largest online job board, was radio’s largest advertiser for the week. This isn’t something that happened overnight. Over the past several months they have steadily grown in the ranks. The question is, why?

Regardless of what part of the country you live in or what type of business you run, if you ask a business owner today what the most difficult thing about running a company is, they will tell you it’s finding good employees.

Finding people to work isn’t always the problem, but finding “good people” can be.
Fifteen-plus years ago this wasn’t the case. If you needed to add or replace an employee, you simply ran an ad in the classifieds of your local paper and boom, you had more than enough qualified candidates. That quickly changed and today there are very few job postings in the local paper. The current go-to source for employment is online job posting websites like Indeed, ZipRecruiter, Monster, CareerBuilder, Glassdoor, and many more.

Do they work? Online job boards certainly work better today than the classifieds, but still, the reviews are hit and miss at best and they only work if the message or the description of the position is written well enough to stimulate, intrigue, and inspire the person that is looking.

I would bet that Indeed, America’s largest online job search website, is or was struggling to deliver as many “good prospects” to their clients as they hoped for. Radio to the rescue!

Gallup, the internationally recognized polling company, found that 70% of the population would consider a different opportunity if one was presented to them. That doesn’t mean they are actively looking, that simply means they would consider it. What it also means is that they are not 100% happy in their current situation, but not unhappy enough to actively seek a new position.

The problem with job boards is that they are only reaching the people that are actively looking. Gallup estimates this to be 51% of the population. They are the “job hoppers” and one would assume not as desirable of a candidate.

Most ad recruitment campaigns that fail to attract quality candidates do so because they didn’t make the job sound desirable. They made it sound, well, like a job. They probably listed the basics, the who, what, when, where, how much and how to, and what qualifications. But they didn’t list the most important things like the “Why” and the “What Else”! Why is your company a great place to work? Why is it a great opportunity? Why is there room for advancement? Why will you be happier here? What’s in it for me and what are the extras that make this the right place for me? People want to work for successful companies. Tell them about your past accomplishments, future dreams, and goals. Make them feel like this is a company they want to represent and one they will be proud to work for.

So, how do you reach these desirable applicants? Rule #1 – Convince them your company is a great place to work. Rule #2 – Don’t recruit where the “less-desirables” congregate. And, how and where do you do this? Radio!

Radio has a unique ability to serve as a recruitment tool for several reasons. Radio reaches the “passive” job seekers, the 30 to 50% of the population that might consider a better opportunity if one was presented to them. The passive job seekers aren’t looking at the classifieds or searching online. Indeed evidently understands this. They are now reaching the passive job seekers, via radio.

Radio reaches the passive job seekers’ “center of influence”; their husband or wife, mother or father, friends, co-workers, those that know they are passively looking. Indeed understands this and is now reaching these centers of influence, via radio.
Radio can tell a better story. Indeed can do this as well, but if you look at their website, it’s still the who, what, when, and where. Doesn’t sound real appealing to me! I might even suggest that if you are having trouble sleeping, go to the online job boards and read some of the postings. BORING!

If you would like to start having more success in recruiting GOOD candidates, here are 8 rules to follow:

Rule #1: Tell your Story. You must convince your potential applicants that your company is a great place to work. Even if the job is digging ditches, there must be something great about this job. If not, implement something.

Rule #2: Use a Recruitment Medium that will Reach the Passive Job Seekers. The “job hoppers” are looking at the classifieds and job boards. Consider using radio or TV and reach the passive job seekers, that 50% that would consider a better opportunity if presented with one. Your opportunity!

Rule #3: Don’t Make it Look or Sound Like a Classified Ad. If the recruitment ad simply tells the who, what, when, and where, it won’t work regardless of the medium used.

Rule #4: Call to Action. Recruitment advertising is an immediate need for most businesses. Use some type of an easy Call to Action, i.e. Walk-in Interviews Tomorrow and Wednesday; Drop off, mail or email your resume to…; Call now to set an interview time; Job Posting open until (date); Job(s) available until all positions are filled; Open House this Saturday and Sunday.

Rule #5: Confidential Interviews. Only the unemployed do not have bosses or managers. Nearly all other applicants have some level of fear that their current employer will find out they are looking. While it should go without saying that applications and interviews are confidential, stating it will put the job seeker at ease.

Rule #6: Reach the Potential Employees’ Center of Influence. By attempting to reach only the potential candidate, you are shooting at a very small target. Only an “Intrusive” medium like radio can reach a potential employee’s Center of Influence. The husband or wife, mom or dad, brother or sister, friend or co-worker that knows the person is potentially looking for a different opportunity. Note: You will never reach the Center of Influence in the classifieds or online job boards. Their friends and family are not going to search for them.

Rule #7: Don’t Sound Desperate, unless your company just won a large new contract and need to hire X number of people right away. In this case, you can turn it into a positive. Example: “WE ARE GROWING and need to hire X number of energetic, honest, and hardworking people right away”.

Rule #8: NEVER say Competitive Pay. If the pay is only competitive and nothing more, don’t mention it at all. To the potential candidates it sounds like, “we are average.” Remember, they are looking for something better. If it’s not the pay, what is it? Focus on that!

If you are not asking every client and prospect how their current employment situation is, start doing so today. It can be nice extra revenue, and more importantly, you’ll be helping your clients solve one of their biggest concerns!

Here are four criteria that will make your radio recruitment campaigns work effectively:
The Message. It must be appealing and sound like a great opportunity. If it sounds like a recruitment ad, only listing the who, what, when, where, and what else, it won’t work nearly as well.

High-Frequency Schedules. This is direct response, punch ‘em in the nose marketing. Minimal schedules won’t work nearly as well. Suggest 8-15 times per day per station.

24-Hour Schedules. Reach the radio station’s entire audience and their entire center of influence.

Early Week Schedules. S-M-T-W. People dislike their job the most on Sundays and Mondays. It’s a subconscious thing, but they hear the ads better earlier in the week.
I urge you to tell the story… classifieds and online job boards are passive media and reach only the active job seekers, or job hoppers. Radio is an intrusive medium that not only reaches a better-quality candidate, but also reaches their center of influence.

Indeed has figured out how to reach the attractive “intrusive” job seekers by using radio to drive these people to their websites. Don’t let them beat us with our own stick!

If you would like more help with creating a recruitment package and how to sell recruitment plans, feel free to reach out to ENS Media USA.

Rick Fink is President of ENS Media USA and business partner with Wayne Ens of Ens Media Inc. Rick can be reached by e-mail at rick@ensmediausa.com.

Recruiting in 2019: How to

Recruitment Solutions

If you’re in the HR or recruiting business, you’ve no doubt found it harder to fill positions.

Recruitment Solutions for 2019

With unemployment being under 4%, posting classified ads and spending thousands of dollars on job board listings delivers less than desirable results.

Why? Because everyone who wants to work is gainfully employed. In the past, recruiters would get multiple applicants for every position and sift through resumes looking for the right candidate. In today’s hiring world, you need to target the PASSIVE job seeker. The new focus is on sniping employees from competitors. Passive job seekers are currently employed. They get up every morning and go to work and do the same job you need them to do, just for someone else. Twenty years ago, it wasn’t uncommon to find employees who have been at the same job for ten or twenty years or more. People had loyalty to their job and the role they played in their business. Twenty years ago, people weren’t looking for a “new job” unless they wanted more pay or were unhappy where they currently were.

In 2019 we have to approach the hiring and recruiting process differently. With digital technology, we can now target passive job seekers who are currently working inside specific buildings. If you’re hiring warehouse workers (to include material handlers and forklift operators) and you need to keep a constant stream of applicants coming in, fish where the fish are!

Fish where the fish are

I read an article by Wayne Ens called “Lessons from a fish.” He points out some interesting points:

  • Bigger bait catches bigger fish – By targeting competing businesses, you are reaching a company full of potential new hires!
  • Fish in non-traditional places – Classified newspaper sections and job boards are no longer the best choice. Even job boards are using radio to attract the active job seekers! Using Digital allows you to target down to WHO is working inside a specific building!
  • Change your approach – Geo-fenced targeted digital marketing is a new recruitment solution tool. Don’t get stuck in the rut of “doing what you’ve always done” because that doesn’t work anymore, in 2019! If you’re struggling to fill positions, try a new approach!

Here is a brief 2 minute video to explain how it works!

If you’re interested in working with #EmployeeSniper @KeithHanshaw to help you fill your positions, contact me at 717-901-3461 or by email at Keith.Hanshaw@Cumulus.com

Just Released January 2019 U.S. Employment Figures

January Jobs Report Smashes Expectations

The longest period of continuous job growth on record.

Unprecedented Job Growth

  • The economy added 304,000 jobs in January, well exceeding market expectations.
  • This was the 100th consecutive month of positive jobs growth—the longest period of continuous jobs growth on record.
  • This was the 16th consecutive month with at least 100,000 jobs created.
  • Since President Trump’s election, there have been 5.3 million jobs created.
  • In January there were significant jobs gains in construction (52,000), transportation and warehousing (27,000), and mining and logging (7,000).

Historically Low Unemployment

  • This marks the 11th consecutive month that the unemployment rate was at-or-below 4 percent, the longest streak in nearly five decades.
  • Since the President was elected, nearly 1.6 million prime-age workers (25 to 54 years of age) have entered or re-entered the labor market.
  • The labor force participation rate reached 63.2 %–the highest since August 2013.
  • In January of 2019, over 70 percent of workers entering employment came from out of the labor force rather than from unemployment.

Rising Wages

  • Nominal average hourly earnings rose by 3.2% over the past 12 months.
    • This is the 6th straight month that year-over-year wage gains were at or above 3 percent. 
    • Prior to 2018, nominal average hourly wage gains had not reached 3 percent since April 2009.
  • Nominal average weekly earnings increased to 3.5% over the past 12 months.
  • Real wages are growing with inflation at 1.8%, well below nominal wage growth.

How you can fill your job openings in 2019

With it being harder to find employees, recruiters are turning to employee sniping from competitors and offering them better pay, better benefits and better working conditions to steal skilled workers away from where they currently work. Loyalty to the workplace is few and far between in today’s work force. Recruitment solutions are needed to help fill positions all over the country.

If you’re a recruiter or HR professional and you’re struggling to fill your open positions, watch this brief 2 minute video that explains HOW we’re able to target and snipe employees from nearby businesses.

Recruitment Solutions #RecruitmentSolutions

Recruitment Solutions

Recruitment Solutions

I talked to a recruiter for a small local business the other day, about their recruitment solutions. Getting some companies to look at something NEW is tough… especially when “that’s how they’ve ALWAYS done it!” She told me her boss still pays to advertise in the yellow pages and classified section….. “What?” If you’re using outdated methods like the yellow pages, to attract new customers, you’re wasting your money. The same goes for recruiting. If you’re spending money in newspaper classified sections or online job boards, you’re wasting money!

Keith Hanshaw Employee Sniper


Even the job boards believe Radio is where your marketing should be!

Watch my video below to find out why!

Indeed, one of the biggest job boards online, is one of the TOP 3 radio advertisers across the country! (Geico, Home Depot and Indeed) Even the job boards believe RADIO is where your marketing should be! If you want to catch fish, the old phrase stands true, “Fish where the fish are” and in your case, as a recruiter, the fish are in other people’s fish tanks!

With unemployment being at an all-time low, you have to think outside the box when targeting new recruits. Your recruitment solutions that used to work aren’t working. Passive job seekers are the “NEW” job seekers! A passive job seeker is someone who currently does the job you need done but for someone else. Head hunting is another term that means the same thing; hiring employees away from other companies.

Here is a short video that explains how we can help target specific employees inside your competitors buildings!

If you need a recruitment solution that works, contact me for a free, no obligation online demo to discuss how this could work for your unique situation. It doesn’t matter where you are in the USA. We can geo-fence and target any business, building, campus or event and get YOUR recruitment message in front of the RIGHT people! Recruitment solutions that WORK!

recruitment solutions above


Free Marketing Help

Daily Sales Tip: Establish rapport first

Daily Sales Tip Free Marketing Help

by Sales consultant Dianne Durkin

Being very excited and motivated about sales, salespeople often want potential clients to know all of the wonderful features, facts and benefits about their company, products and services. This leads many salespeople into presentation mode, or as some refer to it, “pitch mode,” when instead, they should launch into a thorough Q&A session that will help them build rapport and gain the potential client’s respect.

Leave barraging the client with facts and figures to your competitors. Smart salespeople will ask questions so they can better understand potential client needs. The clients will tell you how they perceive their situation by answering your questions.

After listening, sales reps can then use the client’s terms and tone of voice to represent their products or services, and use the client’s words to explain how you and your company can best meet their overall needs and objectives.

Being very excited and motivated about sales, salespeople often want potential clients to know all of the wonderful features...