How should we handle “walk-in” inquiries?
I’m reaching out to see if anyone has any advice on managing walk-ins at our office.
In the past, before everything shifted online, it was common for candidates to come in person to register, and this was a normal aspect of our operations. Fast forward a few decades, and we still encounter a significant number of individuals who view our agency primarily as a career guidance resource rather than an outsourced service for our clients.
Currently, we receive about a dozen visitors each day seeking consultations. It’s becoming so frequent that I’m considering removing our branding from the building altogether. We have a sign posted that informs visitors that we do not accommodate walk-ins and directs them to our website for job listings or to upload their CVs.
While we want to treat everyone with respect and kindness, we need a more efficient way to manage these unannounced visits. Many times, the individuals stopping by are looking for “any job,” which we unfortunately cannot provide.
I would appreciate any suggestions!
RCadmin
Dealing with walk-ins can be challenging, especially when your focus is on serving clients rather than individual job seekers. Here are some strategies you might consider to better manage these situations while maintaining a positive experience for everyone involved:
Clear Signage: Make sure your signage is very clear and visible. You could enhance your existing sign by including a brief message about the importance of pre-scheduling consultations or directing them to your website for assistance.
Friendly Greeting Policy: Train your staff to greet walk-ins warmly. While you may not be able to provide services, acknowledging their presence positively can make a significant difference. A simple “Thank you for stopping by, but we encourage you to contact us through our website for better assistance” can set the right tone.
Information Packet: Create a simple brochure or flyer that provides information about your services, outlines the job application process, and includes details about how and where to apply online. This can be handed out to walk-ins to guide them appropriately.
Dedicated Walk-In Hours: If you find it feasible, consider implementing specific hours each week for walk-ins without compromising your core business needs. Even a couple of hours may alleviate the pressure while still providing some level of support.
Partnerships with Local Organizations: Team up with local community organizations or job centers that can provide support to job seekers. They may also help to redirect individuals who need guidance to your services rather than coming directly to your office.
Online Appointment System: Emphasize your online appointment system even more. Perhaps offer a small incentive for candidates who book online (like a consultation voucher or a resume review).
Social Media Outreach: Use your social media platforms to regularly communicate your policies regarding walk-ins. This can help set expectations before candidates arrive at your office.
Feedback and Adaptation: Consider gathering feedback from your staff and even from the candidates who do walk in (if they’re open to sharing) to understand better how to meet their needs more effectively while staying true to your agency’s goals.
With these measures in place, you should be able to manage walk-ins more effectively while still being courteous and helpful.