A “help wanted” sign in the window isn’t going to cut it anymore. Job seekers have a multitude of options today, including numerous digital job boards. With so many ways to reach candidates, the marketplace can be overwhelming.
That’s why, if you want to attract great talent, you must do more than simply write a good job description. Improve your company’s overall hiring process by laying out clear steps.
1) Hiring Process
Today, unemployment is the lowest it’s been in decades.
According to the Bureau of Labor Statistics, unemployment has decreased from 10% to less than 4% in 2019. Korn Ferry predicts a deficit of more than 85 million workers worldwide by 2030. By keeping your hiring process streamlined and efficient, you stand the best chance of attracting the best candidates.
Posting on job boards across the internet is a great way to reach potential applicants. A typical job posting receives 118 applications on average, according to FlexJobs. You can also increase awareness for positions your company has available through social media. Building buzz around your company goes a long way toward reaching the people who will be a good fit.
Write your job descriptions like advertising copy. Give applicants a sense of the company’s mission and culture. The best job descriptions include performance measures and clear expectations for the position. Glassdoor found that the top two things candidates look for in job descriptions are salary (67%) and benefits (63%).
Humans have a short attention span, especially when filling out tedious job applications. BrightMove found that more than 60% of job applicants quit in the middle of filling out job applications because of the length or complexity.
Job descriptions that are 150 words or less are more likely to get applicants than those with 450 to 600 words, according to CareerMetis.
A survey by Career Builder shows that 43% of candidates apply for a new job on their mobile device, so be sure to provide mobile-friendly job applications, especially for industrial workers and non-corporate job seekers who are more likely to be on mobile devices.
Interact and engage with candidates to provide a great experience. One way to do this is by using text messaging. Flowroute, Inc. found that people read 82% of their text messages within five minutes. This is a highly effective way to reach passive candidates who are currently employed.
Proactively investing time in your hiring process makes the overall experience more enjoyable and straightforward for everyone involved, including managers and applicants.
Positive candidate experience is the key to a great hiring process and securing the right person for the position. Top qualified candidates expect a smooth application process.
If the hiring process goes on for too long, 57% of job seekers will lose interest in the position. Some candidates will already be in various stages of the application process at other companies. Most of the time, qualified applicants are currently working and have little time for interviews or job searching. Be flexible with your availability and give your top candidates options. You may find that the best people for the position often have busier schedules.
What makes a recruiter stand out is personalization. Experienced job seekers easily recognize a copied-and-pasted recruiting statement. Recruiters should tailor messages and job descriptions to specific people. By thoroughly researching the requirements of a position, recruiters can create job descriptions that fit an organization’s needs and connect candidates with positions that are right for them.
Building relationships with candidates will positively affect the application experience. According to Officevibe, candidates are twice as likely to respond to cold emails if they’ve interacted with the brand before.
6) Applicant Tracking Systems
An applicant tracking system (ATS) allows recruiters to post jobs to multiple sources and sort through hundreds of candidates quickly and easily. Recruiters can then review resumes from candidates who are qualified without wasting time searching through unqualified candidates. This saves time for both recruiters and candidates, who are typically applying for many other positions at the same time and will prioritize the company that reaches out the fastest.
An ATS also provides job templates to efficiently save and reuse for future postings as well as on-demand interviewing with video interview integration.
One example of an ATS is BrightMove. BrightMove provides consistent positive candidate experiences throughout the hiring process while maximizing your time and effort to land top talent. Talent is hard to find due to low unemployment rates; investing in an ATS can save your company time and resources while identifying top applicants.
Post your job application internally before advertising the position externally on the company website or online job boards. This demonstrates to current employees that the company wants to generate growth from the inside and create industry leaders. The best candidate for the position may already be in your company – a person who’s already familiar with the organization’s culture and mission.
If you do decide that an outside hire is the best option for your business, try to keep employees involved in the process. Involving current employees in your hiring process can bring in more applicants who share the same values as your company. Set up a referral process with incentives to encourage employees to recommend the best candidates. Your company’s culture plays a large role in recruiting and retaining the best talent.
8) Social Media
Take control of your company’s image on your corporate social media pages. Applicants research companies they want to work for, looking for insights on social media. Keep these pages updated with employee events, celebrations and news. This shows that the company values proactive attitudes and hard work.
Empty social media pages aren’t a good sign to customers or applicants. This can give applicants the impression that the company may be a scam or out of touch with external communications – whether or not that’s the reality. Social media is an invaluable tool for businesses to promote the company; use it to your advantage in the hiring process and show applicants that your company is a great place to work.
9) Career Page
Don’t underestimate your company’s career webpage. Almost 80% percent of candidates use company career sites as their primary way to look for jobs, according to Zety. A clean page layout will attract candidates and makes the application process easier to understand.
Sorting jobs by keyword and department allows candidates to easily find what they’re looking for and to monitor your site for open positions in the future. Add social media links so candidates can explore your company on different platforms and include an FAQ page.
It’s important to include key performance indicators (KPIs) when you create job descriptions. Set clear expectations so prospective employees will know upfront what you require from them in the position. This also helps recruiters and managers understand the profile of the person who will fit the job.
Most job descriptions read like a to-do list. There are no details on the actual performance expectations and evaluation. You should inform applicants in a clear, objective, and measurable terms what they must do to retain their employment and earn rewards, recognition, and promotion.
Once you extend interview invitations to your select pool of applicants, it’s important that there are no surprises for the interviewees. This isn’t just a screening of applicants; it’s also a time for them to screen your company. How can you make them want to work with you?
Job descriptions provide details of the position, but recruiters must be clear about the time, location and who the interviewer is. Any surprises may cause candidates to feel uneasy and start thinking that your company isn’t the right fit for them. You don’t want to be part of a crazy interview story they share at parties. Be smart and considerate by reviewing candidates’ resumes at least 24 hours before the interview. Once you have them in front of you, ask questions that create dialogue.
At the end of the interview, let them know what the next steps in the hiring process look like and offer a time frame for when they can expect to hear back with an answer. Always create a list of the applicants interviewed to follow-up with! Applicants may put other opportunities on hold in anticipation of hearing back from you. Give them the courtesy of an update even if they did not get the job. Provide them feedback for improvement if they request it.
Find out where your candidates are coming from to maximize hiring efforts. Ask applicants how they found out about the position. Their responses will help you identify the best channels to post future job opportunities. Your job isn’t over when a candidate accepts the position. Development and retention are equally as important as recruitment.
Once you’ve implemented these steps, the hiring process won’t be overwhelming. Evaluate your recruiting efforts with analytics, such as views, applicants, responses, and time. An ATS provides these analytics in real-time to improve your hiring process and find the best candidates for your company.
Today’s job market is competitive. Candidates have more ways than ever to search for jobs. Companies must invest time and resources in developing an effective hiring process in order to attract and retain top talent.