Receiving hundreds of applications for your job doesn’t mean you will be successful in attracting top talent for your position. You know this. In fact, you’re probably living this.
How can you find the balance between the right quantity and the right quality of candidates? Hiring is time consuming and expensive – especially if you hire the wrong people. Especially in today’s market, with fierce competition for top talent. With Canada’s unemployment rate at 5.8%, it’s more difficult than ever for employers to attract and retain talent for their companies – much less top talent.
How are you positioning yourself as a competitor in the talent market?
Just a few years ago it was an employer’s market characterized by a belief that job seekers had to sell themselves to employers. Now we’re in a job seeker’s market and this one-sided mindset doesn’t work. Hiring managers need to consider what they can do as a company to attract talent. Here are 5 ways employers can attract top talent.
1. Use a flexible job title
In a market with more job vacancies than qualified candidates, how can your job posting stand out on a job board? Job title matters. A concise, descriptive, clear and jargon-free job title that provides job seekers with relevant information about the role. This is your first point of conversion.
Consider your candidate profile when you’re developing your job title. Avoid jargon, acronyms, and buzzwords. Instead, aim for precision. A clear job title ranks higher in search engines, giving your job posting more visibility. Remember, the right applicants won’t apply if they don’t find your job posting.
Check out our Candidate Persona Tool to help you understand your target candidate profile!
2. Eliminate unnecessary requirements
Sure, it would be nice for an applicant to have a minimum of 3-5 years of experience, but is it absolutely necessary? Don’t make the mistake of listing too many specific qualifications and requirements. Candidates simply self select out and never apply.
This is also an important step in eliminating unconscious bias. Research shows that specific groups of people – including women – are less likely to apply for a role unless they meet every single requirement than men. Consider the implications this has on limiting the diversity of your candidate pool!
Instead, keep your requirements inclusive! Summarize the most important skills and qualifications in 5-6 points, and avoid having the requirements outweigh the responsibilities. Get clear on your must haves versus your nice to haves, and be transparent in your job posting. Consider things like relationships, confidence, and other soft skills that help candidates overcome a perceived shortage in qualifications. Make your hiring process human!
3. Create networks and connections
We’ve all heard it before – the best candidates aren’t looking for a job. These are called passive candidates. According to LinkedIn’s Global Talent Trends 2015, 70% of the global workforce are passive candidates. This makes it very likely that the best person for your job isn’t even going to see your posting, much less apply! Get around this by actively networking with those around you. Ask existing employees for referrals and proactively source candidates through platforms like Indeed, Monster, and ZipRecruiter.
Start by getting clear about your objectives. If you’re sourcing for a position, develop a list of requirements and ‘must-haves’ for the position you want to fill. Having trouble? Check out our Role Discovery Tool to develop a clear understanding of the role you’re hiring for.
4. Advertise the perks of working for your company
Job seekers are looking for more than a paycheque. They are looking for a company that offers a good-fit experience at work and provides an opportunity to develop their career alongside likeminded people. Consider your favourite part of working for your company. What are some things that set your business apart from other competitors in your field?
Attract the best candidates by showing them what they will get – beyond the paycheque. Social media is a great place to start talking about what you offer employees. In fact, nearly 92% of companies use social media as an avenue for recruiting. What better way to show candidates what it’s actually like to work at your company than through Instagram or Twitter? Showcase your company culture and attract candidates – help them feel like they are already part of the family.
5. Monitor your company’s online reputation
Did you know that employees are able to leave anonymous reviews on your company through websites like Glassdoor and Indeed? A negative online presence deters candidates from applying to your company, and is detrimental to your employer brand. In fact, 69% of job seekers would not take a job with a company that as a bad reputation, even if they were unemployed!
But bad company reviews aren’t the end of the world. Consider the feedback – is it valid? Employers are offered the opportunity to reply to anonymous reviews. There are pros and cons to replying. Develop a policy for how you will handle reviews and stay consistent.
How can you start? Check out our Job Advertisement Tool!
Figuring out where to start can be overwhelming. We have created a Job Advertisement Tool to jumpstart your writing process. Our tool provides you with guidelines, tips, and tricks to create an enticing job advertisement. With the right roadmap, you will be on your way to attracting top talent!
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