How to attract more qualified job seekers to your next job opening.
How do you find the right candidate for the job? It’s a daunting question presented to businesses and recruiters every single day. With so many resources, it can be challenging to navigate emerging trends that can make the recruitment process much easier.
There’s no magic algorithm or one best way to attract quality job seekers. It’s all about understanding your candidates and what they’re looking for in their next job.
I’ve compiled 7 of the best tips for finding the best candidate that will help save you time and lead to more qualified applicants.
1. HyrSkills
Now, I may sound just a little biased, but hear me out. With the massive influx of platforms and software available for recruiters, it can be challenging to navigate the best option for you and your business. Do you need a reliable tracking system? Is the Personality Index important? Can you get by on free platforms? Whatever the question may be, using a dedicated platform for talent acquisition will likely be the answer.
HyrSkills is a dedicated platform that helps Canadian businesses cut down the hiring process from months to minutes. Our team is dedicated to helping you focus on the right job seekers, so there’s no more wasted time spent on reviewing unqualified candidates. We pride ourselves on hiring qualified candidates efficiently so you can focus on your core business. HyrSkills is in their pocket. Unite instantly.
See how HyrSkills can help you find suitable candidates here.
2. Social Media
One of the most overlooked sources of talent is something most of us regularly use: social media. Social media can be a powerful tool when options are limited, and costs are a significant obstacle for Small and Medium Enterprises. In 2020, Facebook had over 2.74 billion monthly active users; that’s over 35% of the World’s population. Chances are, your talent is on Facebook in some capacity.
In 2018, Facebook launched a dedicated job page to help businesses source talent. The platform lets job seekers create applications, communicate with the employer through Facebook Messenger, and turn on alerts for relevant positions. Since the launch of Facebook Jobs in 2018, the platform has added many new features, including an Applicant Tracking System (ATS) and revamped algorithm to better connect employers with the right candidate.
You can read the full Undercover Recruiter article here.
3. Referrals
One thing you might be forgetting is that your staff are the best brand advocates you can have. Your staff are in the trenches, and they know how your business operates on the front lines. The people who know your companies atmosphere and experience can be one of the best sources of talent.
Implementing an Internal Referral Program is one of the most common ways employers can take advantage of employee referrals. Internal referrals involve incentivizing current employees to encourage them to refer people they know for open positions. Most people love a good incentive. When you offer your staff the chance to get a little bit extra for helping someone find a job, the number of referrals you’ll receive will skyrocket.
You can read more about the power of referrals from Sourcecon here.
4. Improve the Candidate Experience
Unpopular opinion: all job postings are the same.
The solution is simple. Create a whole new experience for your candidates. We’re all familiar with the traditional hiring experience of finding the job posting, applying, waiting, and repeat. It’s become almost passive and can draw in the wrong talent for the job. Learning how to differentiate your hiring experience can make you stand out in a candidate’s mind.
Removing the barriers involved in the application process can improve job seeker’s experience with your business. Speeding up the process by making the application easy and straightforward can help promote candidate interest in the position. After all, an easy experience is a good experience. Recruiters can also implement an omnichannel action plan to help them engage more with prospective candidates through phones and tablets, increasing their interest in the position.
Read more about creating a differentiated candidate experience from Ere here.
5. Career Page
A dedicated business career page on your website helps increase the visibility of the position to prospective candidates. In the age where technology is king, and more information is readily available than ever before, job seekers are more likely to go to your company career page before they even think about applying for a job. They’re looking for who you are, what you do, and why you do it to get a sense of what it’s like to work for you.
There are many benefits to having a good career page on your website. It can help reduce the cost-of-hire and time-to-hire. It provides an opportunity for company branding and discoverability. Most importantly, it’s easy to track applicants through your website. Whatever the reason, a dedicated career page will help you find the right candidate for the job.
See how Blue Octopus recommends you build your career page here.
6. Communication
Gone are the days of passive communication with prospective job seekers. Now, it’s all about creating the best experience that your candidates have ever had. With the rise of Millennials in the workforce, traditional methods are becoming uninspiring. Job seekers need a whole new approach to attract them to vacant positions.
In a study conducted by IBM, over 85% of job seekers stated that constant communication is the biggest driver of recruitment experience satisfaction. Good communication is one of the best ways to get a candidate invested in the company before landing the job. It leads to a positive candidate experience that makes them feel good about the company, the products offered, and the dedication to employees.
“I am not bad in Communication. I just don’t want to communicate.” -Rashid Jamal
Read how texting can elevate your communications with potential candidates here.
7. Talent Narrative
We all love a good story, and job seekers are no different.
We’re familiar with the standard interview question: “why do you want to work for us.” But what about when the candidate asks, “why should I work for you?”
A talent narrative is THE reason why a job seeker should work for you. Essentially, it’s the elevator pitch that convinces the candidate to apply to your position. It shows them the purpose of the company. A purpose that they can get behind and support 100%. Helping your candidates know what they’re in for will open them up to success with you.
Find out how you can create your Talent Narrative here.
