Contrary to popular belief, the recruitment process is not just crucial for applicants looking for a job. In actuality, it is an intricate dance between two parties. It is not enough for candidates to show why they are qualified for the job; companies need to know where and how to draw the best candidates.
Some companies find themselves in a tough spot when it comes to filling their open spots. One reason is that they are not just not receiving enough applications.
If your goal is to expand the business, you need the right people for the job. This can be difficult to accomplish when your pool of applicants is small and limited. A firm offering HR consulting services shares some advice on how companies can change the way the look for applicants:
Consider where you post the ads
The name of the game is exposure. To receive more applications, you need more candidates finding your job ads. This means knowing where potential job applicants hang out and look for jobs.
Before the Internet came to be, people would check the newspapers, job boards in public areas, schools, shops, or cruise the neighborhood for job posts. Looking and applying for a job requires more leg work. The Internet may have made the process more convenient, but the same theory still applies.
Do a quick search on major search engines to see what the major job search sites are. To get more queries and applications, without considering qualifications, posting on the biggest general job sites will suffice. On the other hand, if you are looking for a specific degree or skill, you will need to think about where you post your ads more carefully.
Posting on general vs. specialized websites
To get more qualified applications, you need to place ads on sites where your type of candidates typically visit. This is an aspect that needs to be considered carefully as the applicants can vary depending on the site. For instance, school websites may be better if you are looking for new graduates, while online headhunters may give you better options for candidates suitable for managerial positions.
Another factor to consider is the location of where you want your applicants to be from or based. For instance, if your company is based in the Middle East, you may want to look into UAE job sites. The posting may also need to include details on whether you are accepting locals or if your company is offering work sponsorship for foreign applicants.
By ignoring the location factors, you could end up with a host of issues with applications. For instance, let’s say you are looking for people to work at your office in the UAE. Without specifying work requirements, you may receive applications from people looking for a remote job or expecting a work permit.
Using the wrong title
Some companies use apps or software that screens applications. Screening software works by looking for specific keywords in the candidate’s resume or CV. Forms that don’t include those terms are filtered out or rejected automatically.
Job applicants perform a similar routine when looking for work on job sites. Sometimes, using terms that are too general, such as engineer, can produce hundreds, if not thousands of results, most of which are not related to the applicant’s occupation. To reduce this list, they often use the job site’s built-in filters to narrow down the selection.
Instead of saying engineer, the person might type in senior safety engineer and set the location to Alabama. The added terms narrow down the results to companies in Alabama looking for safety engineers with at least ten years of experience in the field.
Both sides have an understanding that specific terms or jargon can yield better results than general ones. Using industry-accepted terms offer a better match, allowing applicants with the right qualifications to find your job posting.
It is important to note that as a company, you also need to be cautious about using terms that people outside your business may not be aware of. For instance, calling Graphic Designer as a Visual Art Specialist may sound creative, but you may end up having fewer applicants.
The job title should give an idea of what your company needs. If you are looking for a part-time remote employee, then mention it in the title to avoid any misunderstanding. Being specific in the title sets the reader’s expectations on what the company needs.
Sell the job
The company and job descriptions are where you sell the opening. It is these areas where businesses can give it their all in making the company appear like it’s a great place to work in and to convince the person to apply for the job listed.
However, the typical job ad sounds boring and often filled with dry facts. The language and way of expressing the company’s needs do little to encourage individuals to apply. Although some job positions and even entire industries may not sound hip, cool, or exciting, there are ways of making people interested in joining the company.
In the job description, perhaps you can list down what the typical day will be like or the benefits of the job. For instance, you could say that the position offers employees to learn new skills or that there are yearly meetups and conferences in exotic locations.
You can also describe how the job affects and helps the company meets its business goals. The employee could be responsible for developing materials that could help clients better understand the business. By including this bit of information, it gives job seekers a sense that they are making an impact and that their job has a greater purpose.
Think of job ads as nets you release into the water. The type of net you have, the material used in making it, the design, and where you cast it can affect what you catch. The same goes for job ads.
Language, the details included in the ad, the way you describe the position, and where you post it can determine the types of applicants you receive. So keep these tips in mind when making your job ad to obtain the right quantity and quality of applications.
David Mackenzie, a recruitment professional with over 20 years’ experience in the field and a record of entrepreneurial accomplishment, is Managing Director and Head of HR at Mackenzie Jones. As the Group MD, David is responsible for the overall direction of the Mackenzie Jones Group, including Mackenzie Jones, MumsAtWork, MENA Solutions, Simply Digital and ThinkTech.