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Three steps to unlocking your recruiting potential

Employers may think that finding the right candidate is a waiting game. However, with these three tips, courtesy of Forbes, you can take control and be proactive in your hunt for the perfect applicant.

Refine the job description

The world has changed drastically in the last decade, but the language we use and the job titles we give have been slow to catch up. One of the most common employee gripes is that the role did not fit the initial job description. So save yourself time, money and future problems by getting that job description nailed down from the get-go.

Moreover, be aware of the medium on which you intend to share the job. Mobile is ubiquitous now, with close to as many mobile devices as there are humans. So as our technology habits shift, so should the way we present vacancies. If you want creatives, why not be creative with your job offer? Use video, infographics or microsites to help you stand out from the crowd.

Actions you can take:

• Keep mobile in mind: Write your description with the assumption it will be read on a mobile.
• Keep it concise: All-rounder skills like communication skills are often a given and don’t do much to cut down the applicant pool. Be clear, concise and cut out the unnecessary.
• Be gender neutral: Be aware of your use of language and try to be as inclusive as possible.

 

Invest in your employer brand

Take control of your organisation’s brand by asking yourself questions like: what do we stand for? What are our ideals? What is our identity? From here, you can begin to construct a narrative around your brand that can appeal to applicants.

Actions you can take:

• Be discoverable: Potential applicants will look at your social media channels, so be sure to keep them updated, connected and portraying your company in its best light.
• Use employee created content: This will give would-be candidates a real glimpse into your company. Use photos, videos and testimonies to paint an authentic picture of life in your organisation.
• Develop an Employer Value Proposition: An Employer Value Proposition (EVP) is a short guide or employee experience overview that outlines what new employees can expect in the role.

 

Review your candidate experience

As Forbes notes, “Searching for a job is a highly emotional and vulnerable experience. In a quest for efficiency and speed, many organisations lose sight of this and strip the humanity from the experience.” By reviewing your candidate experience (CX) you can put empathy back at the heart of recruitment. This way, even if the candidate is not successful, it won’t paint a negative impression of your brand.

Actions you can take:

• Set expectations: Describe what the process will be like, from interview to on-boarding – or rejection.
• Set interview prep: This will ease anxiety and allow candidates to show you their best self.  
• Introduce your team: Give the potential newbies an idea of who they’ll be working with by sharing social profiles, bios and photos of recruiters on the job description.

 

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