How to Attract More Candidates to Your Open Jobs
Not getting enough candidates for your open job? It could be your job posting. Keep reading for the tips to optimize your job postings to start attracting more of the right candidates.
Trying to fill an open position but not getting much interest? It might be time to take a closer look at your job posting and how you are advertising the open position. In this blog post, we'll provide some tips from experienced recruiters on how to optimize your posting to make it more attractive to the right candidates.
Reflect the Actual Need
In order to make sure the job posting can work, start by making sure that the job description fully reflects the roles and responsibilities for the position. Talk to the hiring manager and the people who do the job currently (if any). Then, review your job posting to make sure that it accurately conveys the details of the position. If it doesn't then, add those details that you gathered to the description of the job so that the candidates know what is really needed for someone to be successful in the position.
Think About the Perfect Candidates
When you have a good understanding of the job and what is needed to be successful in it, you can start thinking about who would be the perfect candidate for the position. Consider not only their skills and experience but also their personality and attitude. Think about where those people get their updates or connect with others in their field. Make sure to craft the job posting with language that will connect with the ideal candidate.
Use the Right Keywords
When you're writing your job posting, be sure to include keywords that describe the position and required qualifications. This will help your posting show up in relevant searches conducted by potential candidates who can use broad searches to find jobs beyond the job titles. In addition, including a detailed list of responsibilities and requirements will help you filter out unqualified applicants further down the line.
Be careful in selecting keywords as they can also result in the wrong types of candidates. Think about the phrases and skills that are commonly used by someone in the role - not just what your organization would call the specific function. Make sure to use keywords or phrases that everyone can understand. However, if there is very specific experience with industry skills or tools, then make sure to clearly articulate that need in the job description.
Make Your Posting Stand Out
Once you've got potential candidates for your posting, you need to make sure your posting stands out from the rest. One way to do this is by using an attention-grabbing headline. In addition, avoid using generic phrases such as "self-starter" or "team player." Instead, focus on specific examples of what makes a great candidate for the position. For example, "out-of-the-box thinker" or "ability to work well under pressure."
Including a video in your job posting can also help it stand out. Studies have shown that postings with videos are more likely to result in qualified candidates applying than those without videos. You don't need to produce a Hollywood-quality production - a simple introduction from the hiring manager or a tour of the office can be enough to pique someone's interest.
Include a Compelling Company Overview
Your company overview is another opportunity to make your posting stand out from the rest. This is your chance to tell potential candidates what makes your company a great place to work. Be sure to include information about your company culture, values, and any perks or benefits that come with the position.
If you're having trouble coming up with a compelling company overview, take a look at some of the other job postings in your industry. See what they're doing and try to find a way to make your posting stand out. You can also use this as an opportunity to address any common concerns that candidates might have about working for your company.
Make Applying Easy
Once you've got a great job posting, make sure that candidates can easily apply for the position. If your application process is too long or complicated, you're likely to lose candidates along the way. Make sure that the application process is as simple and straightforward as possible. If you're using an applicant tracking system, be sure that it's easy to use and that candidates can quickly (and effectively) navigate the process.
The best way to ensure a smooth process is to test it out yourself - apply for the position using the same process that you would expect candidates to use. This will help you identify any potential roadblocks and make sure the process is as streamlined as possible.
Job Boards are Not all the Same
There are so many job boards out there right now. But, job boards are not all equal in terms of finding the right types of candidates for every job. So, think about the type of candidate you're looking for when choosing which job boards to post your job on.
For example, if you're looking for a highly-skilled engineer, posting your job on a generalist job board is not going to give you the best results. Instead, look for niche job boards that focus specifically on engineering roles. This will help you attract more qualified candidates than you would by posting on a general job site.
In addition to using niche job boards, also consider using social media to reach potential candidates. LinkedIn is a great place to start, but don't forget about other platforms like Twitter and Facebook. You can also use these platforms to post updates about your company and culture - which can help attract candidates even if you're not actively recruiting.
Respond to Candidates
Once you start receiving applications, it's important to have clear communication with candidates at every step of the process. No one likes to be left in the dark, so keep candidates updated on the status of their applications. If you're not interested in a candidate, let them know as soon as possible and provide an explanation as to why if you can.
The goal is to create a positive experience for candidates - even if they're not ultimately offered the job. A great candidate experience typically is built upon clear communication throughout the hiring process which isn't always good news. Providing this quality candidate experience will create a stronger talent pool. This will result in their responses to other jobs in the future as well as potential referrals to additional candidates in the future.
Ask for Help
Some jobs are simply hard to fill. In that case, you will want to ask for as much help as you can to connect with the right candidates. Many companies start by asking for referrals from employees, vendors, and even other candidates. Doing this can be a cost-effective way to reach a larger pool of potential candidates.
Another option is to partner with a staffing and recruiting firm like The Contingent Plan. This can be a great way to find qualified candidates and have the biggest possible talent pool. Partnering with a staffing and recruiting firm can often result in a no-obligation way to find more candidates for even the hardest-to-fill jobs.
Attracting more candidates to your open jobs doesn't have to be difficult - if you know what you're doing. By following the tips in this article, you can make sure that way to connect with more people that fit your needs.
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