You could have posted a job advertisement recently and have seen a steady stream of applicants. In our years of experience as being a recruiter, number of candidate do not necessarily equate to how effective your posting really is. In fact, the more number of applicants you have, the longer time is needed to filter candidates who really meet your requirements.
To evaluate your effectiveness, you should think of how many RIGHT candidates the job posting really attracts. The following are tips for you to attract the right candidates, and you got it right – we’re sharing our little secrets of success to you.
Concise Job Description
There is an indirect relationship to the length of your Job Description and how effective you really are. In addition, state your salary range upfront. Candidates will self-select their own applications, and this means a step lesser for you. Candidates who are on the lookout for jobs do not just apply for one company – but many companies. With that in mind, how much time do you think they will set aside to read your lengthy job description?
Think about the number of quality candidates you will lose – and I mean the candidates who would really read through every job description before applying for the job with your lengthy job description with complex languages.
Streamline Application Process
Application process with steps A – Z would make candidates lose interest in it if it is too much hassle and time-consuming. You are only allowed to have a very complex application process when you can have an unbeatable employer branding. To simplify the process, you could allow candidates to easily upload their resume which they have already spend their time and effort doing.
Usage of Job Portals
Think about who is your right candidate, and then act on it. Talk to your sales representative from different portals to understand which target audience are the portals attracting, and how effective their job portals are in attracting your RIGHT candidate.
Be Worthy
Be concerned about your employer branding. Be very concerned. Employer branding does not equate to sky-high salary and awesome benefits and big organizations with operations in different countries – but proper management, opportunities for personal and professional growth as well as to feel recognized.
That’s what good candidates are looking for anyway.