Do you find yourself recruiting too many irrelevant candidates? Do you wonder why not more qualified folks are applying to your jobs? Here are a few tips to point you in the right direction:
1. How is your brand portrayed in the community?
You may be a large company with great employment opportunities, but if your jobs are advertised on unprofessional platforms, that can reflect poorly on your brand. Now, you might wonder how you can go about recruiting on a budget without resorting to classified ads. There are many community organizations and some local job boards that charge either nothing or below market prices to post your jobs on their professional platforms. The more engaged in the community you are, the more you will realize there are very effective ways to promote your employment opportunities in a way that also effectively spreads good brand awareness and image. If your brand doesn’t appeal to the local market, you may not see quite the response that you would like.
2. Succinct Listings.
Some job listings might as well be short stories, or worse, novels. Be very succinct in your job listings. More highly qualified job seekers don’t have time to read through superfluous information, nor do they have time to deal with tedious application processes. Your top applicants quite possibly have day jobs or they’re interviewing and spending so much time as it is in the job search that they choose to not bother with unnecessarily long job descriptions.
However, if you think the way your listings, and application process for that matter, are constructed help to weed out irrelevant candidates because they’re so long and tedious, you’re not alone. Many employers make this mistake and, in some cases, create a game out of it. However, they’re likely not attracting talent who is any more qualified than companies with more brevity built into their application process from the first encounter of the job listing to actually applying for the job. Or, you’ll likely see candidates applying to your jobs not having had read all the material you provided them. This may result in candidates missing key components that disqualify them from the job without realizing it only until after you’ve spent the time contacting them, then you both lose.
3. Sell your jobs.
Recruiting is very much a sales process in that you’re explaining the features and benefits of your company and the positions you have for hire. So, create messaging that sells your jobs not just regurgitates information from off your website.
Think about the ideal candidate you wish to attract. What are things you think they might value about your company and the work environment? What kind of opportunity is there for this prospective hire to see upward mobility?
Another critical component to selling your jobs is creating a visually pleasing online environment for job seekers. This goes right along with how you brand your company online and is related to how your listings appear. Provide pictures of work environment and people smiling and enjoying their time at work. This will effectively reflect a positive company culture that attracts top talent.
As always, if you wish to connect with me for further advice or feedback on these and other topics, please connect with me on LinkedIn!