Quite frankly, Trey McFarlin is a little tired of being stood up.

The Sulphur Springs-based Area Sales Manager, on three occasions in recent weeks, has set up an interview with a candidate to fill an opening in the Rockwall territory, only to have all three fail to show up for the interview.

Just two weeks ago, with another candidate, he texted him the Friday before the  Monday interview to make sure they were still good to go. On that Sunday afternoon, he received a text back that he would not be attending the interview.

What’s the cause of all this? It’s almost irrelevant to pontificate at this point. But when it comes to hiring, what gives?

“The biggest hurdle for me, right now, is being able to get people’s attention enough to want them to actually come in,” Trey said.

Up in Little Rock, Service Manager Mark McKinney faces a similar predicament. He needs one technician in Little Rock, one in Fort Smith, and ideally two in Texarkana. Between no-shows, high demands from candidates, and the hours spent scouring through the dozens of resumes that hit his desk, Mark carries on as other managers do amidst the continued challenges. He doesn't just want to fill a seat. He wants to find the perfect fit. In the spirit of 2023’s theme, there’s no giving up when it comes to hiring.

“It’s a challenge, no doubt about it,” Mark said. “Truthfully, it always has and always will come down to finding the right person in the right job. You just have to be patient.”

Patience, after all, is a virtue. In the meantime, in visiting with these and other managers, here are 6 of their own insights on overcoming the hike towards filling available hires at Datamax.

1. Keep it relevant.

For Trey, this means reflecting his area through his communication style, which is a little bit more laid back and relationship-based than in metro areas. Trey uses LinkedIn heavily to post jobs and also recruit potential candidates.

“Out here in Sulphur Springs, it’s all about relationships. So in the verbiage of my posts, I’ll say things like “develop relationships,” and “nurture accounts” because the words there have to be something that’s appealing to whatever demographic you’re trying to attract. For me, I just try to stay relevant,” Trey said.

What’s relevant to your area and your team? Use it to your advantage.

2. Observe first impressions.

Mark certainly believes in the methodologies in place for hiring in our organization. But he has an additional trick up his sleeve – it may not be unfamiliar to others, but it should be trusted. That’s observing closely first impressions.

“I’m a gut impression kind of guy. And in my department, I need someone who’s willing to talk. If they’re not willing to talk and make good eye contact, they’re not going to be good with customers,” Mark said. “One element I’m always looking for is someone who’s not out of their comfort zone in social situations.

3. Make the time.

For Trey, it’s almost exclusively after hours. Whatever (or whenever) it takes, honestly.

“It has to stay on the backburner during working hours. It can’t take priority because I have a rep that just started three months ago. I owe him the dedication to make sure he gets his best foot forward. I can’t step back from setting this team up for success, just so I can’t fill a seat.”

4. Collect references (from within).

DFW Area Sales Manager Koko Sou has a recent success story to share.

Just last week, he brought someone on board to fill one of his vacancies who came via referral from another sales associate on the team. The two were friends and fellow church members, and it was believed this person would be a good fit at Datamax.

This methodology, also known as utilizing your Centers of Influence, is a trusted one for Koko.

“I think using internal references has worked really well. Everyone can role-play during an interview, and of course, someone can fluff their resume. We all have expectations of what a job is versus the reality of the job. If a candidate hears from a current employee, this is what the job actually is, these are obstacles you might encounter, really helps in finding that right match… versus blindly reading a resume," Koko said. 

5. Become a Difference Maker.

It’s just like selling technology, Trey says, only you’re selling to customers. So, what makes a Datamax career inside your department different? If you’re not sure, this document may help.

6. Utilize Your Centers.

It’s not the first time Centers of Influence has been discussed in this space. But the people you know and trust can be great recruiting tools. Read more here.

“Your’s could be a customer, could be a friend, someone who knows our company, or anyone they know who might be a good fit for our organization. Your Centers of Influence are powerful recruiting tools. Use them,” encourages Datamax Inc. President Barry Simon.