Tips for Recruiting Qualified Job Candidates
In an age where the pool of candidates out there is as vast as the internet itself, blaming poor recruitment on the quality of applications available just isn’t fair anymore. Good recruitment is about enabling great candidates to easily find you, and when they do, taking them through a seamless process toward employment. This means maximizing every possible avenue for them to know your job role exists, but also taking a long, hard look at the way you do things as an organization. Sound overwhelming? With these five, simple steps, you’ll be well on your way to recruiting qualified candidates by next week!
Make the Most of Your Website
In today’s recruitment market, simply having a generic webpage with a list of currently available vacancies isn’t enough. You need to include an ‘About Us’ section which really sells your company. Carefully consider the following:
- What benefits do you offer to employees?
- What makes you a better company to work for than your closest competitor?
- If determined to get the best qualified candidates out there above all else, how will you make it worth someone’s while to relocate for this job?
All this information will need to be conveyed accessibly too; no one is drawn to a company who considers a 1,000-word essay to be good sales. Including case studies from employees can be a great way of showing rather than telling, and you can do this via video as well, or by using high-quality images. Also, consider how straightforward you are making it for an applicant to apply. If someone reads your job page and wants to submit a speculative application for anything you might have in the future, allowing them to easily send over a resume could save the HR department a great deal of time and money if the job seeker turns out to be ideal for an upcoming role.
Tap Into Networks
Connect with your industry networks such as membership groups, funders, local organizations, institutions and publications – both online and offline. Remember that networks don’t necessarily mean huge companies; your current employees are a fantastic network available to you. Incentivize them to spread the word about your available jobs by prepping them on the kind of candidate you’re looking for and offering by financial compensation if their recommendation is the right fit for the job.
Write Better Job Descriptions
Did you know that including an intimidating list of required skills and responsibilities in a job description can put candidates off from the job even if they’re perfectly well-qualified? Consider that this document is as much of a sales pitch as your job’s webpage. Balance out what the potential applicant will bring to the role in terms of abilities and experience, and what you will offer in exchange.
Social Media is Your Friend
When it comes to advertising jobs online, you may have done nothing more than pay to post on a few job sites. And while this is something you should continue to consider (while carefully evaluating the success of such approaches), remember that social media is also a terrific tool in this quest.
It’s true that the likes of certain social media can be difficult arenas to control conversations and locate the right people, and that’s why it’s best to embrace the randomness of such networks. Make finding great candidates a speculative, ongoing concern in your team by starting conversations with intriguing individuals. You could even ask them to remotely begin doing some volunteering or consulting, which is the best kind of interview there is. Further down the line, you have a committed individual ready to go in a prospective role.
Another great purpose served by social media is that it allows you to check out candidates before you meet them. What does the candidate’s social media profile suggest he or she is up to in his or her spare time and what does this tell you about the personality of the candidate? Yes, he or she may look great on paper, but what tone does this person set with social posts, and how important is that to your company? Keep it ethical and legal by not snooping to excessively. But, if the information is readily available, use it to you advantage.
Listen to Online Conversations
The internet provides a fantastic opportunity to understand what is being said about your organization. Set up keyword searches to see what kind of reputation you have online. If potential candidates routinely have recurring issues about the recruitment processes, salary or office culture, you can use this information to fix the issues before they become excessive.