How To Get More Qualified Job Candidates To Notice Your Company
As a hiring manager or recruiter, there are some steps of the hiring process that you probably have down to a science: writing a job description, selecting where you’re going to promote your new job opening (whether it’s just your company’s career page or also a couple of job boards), and posting your job ad in those select places.
But how often do you find that even though you’re receiving what seems to be plenty of applications, it becomes clear after sorting through them that very few are actually qualified for the role?
This is one of the most common, fundamental issues facing hiring teams; not just getting applicants, but qualified applicants that fit what you’re looking for.
If you’re tired of being inundated with the unqualified applicants, try these tactics to attract more qualified job candidates:
Build your network before you need it
As many as 85% of job positions are filled through networking. Today’s candidates are mostly passive, which means building a relationship with top talent in your industry is key to nabbing the best the industry can provide when your position opens. Expand your network early, build a relationship with coveted talent, and then let them know when positions open that might be a great next step in their career.
Tap professional associations
Make sure your open roles are posted on or otherwise shared with professional association websites and job boards to attract candidates who are using those associations for research and support. The greatest benefit is that, if you focus on tapping into relevant established professional organizations, most of the people who are exposed to your job posting through those organization are automatically more qualified (with the exception of students, who sometimes hold honorary association memberships and who might make great future candidates).
Make sure you’re visible on Google (more specifically, Google for Jobs)
Of the billions of people who use the internet on the regular basis, 74.54% choose Google above all other search options and that number goes up to 90% when it comes to mobile devices. Therefore, optimization for Google for Jobs is critical. Candidates are seeking easy access to open positions that match their searches and qualifications.
These six steps can help you optimize your job ads:
- Understand how Google for Jobs works
- Include a comprehensive requirements section, location, and compensation information
- Be selective about the job boards you post your job onto
- Understand Schema Markup (or enlist the help of a developer).
- Add Schema Markup to your job postings.
- Use Google Rich Cards to evaluate results.
Write great job descriptions
The description of your position should speak directly to the qualified candidate, which requires thoughtful drafting. By involving the hiring manager in the drafting process, you can use industry- and position-specific language that only qualified candidates will understand and be excited about. This can help turn away candidates who don’t meet the requirement and attract the candidates who do.
Revisit your employer brand
Despite misconceptions, employer branding and recruitment marketing are two separate strategies requiring equal attention from your organization. In short, recruitment marketing encompasses the measures you take to get noticed by potential candidates while employer branding tells those candidates what you stand for and what you can offer. Invest in recruitment marketing to find and attract the best candidates, but also prioritize employer branding, which is critical in signing those candidates and then retaining them long-term.
When evaluating and managing your employer brand, consider:
- What messages so all of your online assets (job ad, career page, website, social media) send to candidates about you as an employer?
- How easy and convenient is your application process for the job seeker?
- How much communication do applicants receive as their application moves through the process?
- What is your company culture like?
- What do current and former employees say about your organization online?
Incorporate these tactics above to get more of the right candidates aware of and interested in your company.