Candidate attraction is rarely easy (unless you're Google or Apple).
Assuming you’re client isn't Google or Apple, posting a job vacancy probably isn't going to inundate you with pools of talented and relevant applications. And even if it does, it might not be enough to keep candidates engaged through the entire recruitment process. There's always the chance you'll lose them to another recruiter with a stronger personal brand. Or, who's selling a role with a company with a better EVP (employer value proposition) or a smoother application process.
As a professional recruiter, you'll want to hire the best. That’s a given. “Best” means something different for each hire (could be the most qualified, the most experienced, or maybe just the most enthusiastic - whatever your client and role demands). Regardless, there are a few proven ways to encourage people to want to apply for your jobs.
Creating an attractive employer brand for your clients' roles is out of your control, but there are steps you can take in best promoting it.
Speak to your clients to define their purpose and the selling points you can shout about to make your role stand out. Think about how to position your clients in the market, and who their story will speak to; all these elements are key to attracting the type of people you think will best fit your clients' culture.
Referrals and recommendations are gold.
Your recruiting colleagues are one of your best assets when it comes to candidate attraction. Like you, they'll be well networked and may be able to introduce you to new candidates you're not already connected with.
Similarly, be sure to ask existing candidates and successful placements for referrals. Chances are, even if they're not on the market, they know other professionals like them who may be interested in a chat.
You’ve just read a job advert that resonates with you. What do you do next? Chances are, you head straight to Google to find out more. And that’s what candidates reading your job ads will do too.
A company with an appealing website, active socials, engaging posts, and a human persona are much more inviting. As a recruiter, it's important your own site's in tip-top shape to build trust and entice people to want to work with you, but it's worth glancing at your clients' online presence too.
When people can envision themselves with a company, and get a great overall feel for the business and culture, they’re more likely to get excited about applying for your role.
Whilst your client's online presence is somewhat out of your hands, it's worth casting an eye over everything your candidate will be looking at and directing your candidates to any pages that are great selling points.
If you feel client pages are lacking, and you have a good relationship with them, you could even use your recruitment expertise to suggest improvements that will help you to attract better candidates for them.
Would you apply to one of your job ads?
A good job advert is a hugely undervalued weapon when it comes to candidate attraction. As it’s often the first base a potential candidate will touch when it comes to engaging with you, why are so few companies putting real effort into their job adverts?
An advert’s purpose is to attract candidates, so you need to be thinking about what the reader is looking for, and what they’re hoping to learn from your advert. Which opening do you think is going to generate more interest?
Exactly.
Make sure you're taking time to revisit how you're writing job ads.
Again, this may well be out of your hands, but as far as candidate attraction goes, being able to sell a company's generous offering for your employees is always going to be a good pull.
20 days leave isn’t a benefit, it’s a legal obligation. Dress down Friday isn’t going to win any awards. And a communal fruit basket doesn’t deserve listing on your advert.
Think about these point when writing your job ads. Be creative and highlight offerings that will make them, and the role, stand out. Even the smallest of businesses, who feel unable to complete with giants boasting large budgets, can usually identify something that makes them a great employer. And remember, not all benefits need cost a fortune…
Employee feedback surveys have shown that things like work/life balance are now priorities for most workers who view flexible working and/or wellbeing options with greater importance than even salary.
It’s also worth asking your clients to consider different packages for different roles. Employees are individuals with different lifestyles and priorities, so what seems like a huge benefit to some, would not be of interest to others.
There’s rarely a one-size-fits-all solution, but if you suggest clients approach benefits packages with that in mind, you’re more likely to be able to sell their role.
Simple ways to start that won’t break the bank, include:
Bigger budgets may wish to consider things like:
The list is endless, and whilst it may not be your place to point out where a client is lacking, being clued up on the kinds of things that candidates are looking for in today's competitive market will help you to pull out and shout about the benefits that are most relevant to the candidates you want to attract.
Does the role you're trying to fill have a clear path to progression?
This is another point that's likely out of your hands as a recruiter, but it’s always worth asking clients about progression opportunities so that you can promote them where possible.
If not, why not work with your client to map one out? Most ambitious and enthusiastic candidates will want to know how they can develop within an organisation and if routes to increased responsibility, additional qualifications or more money aren’t clear, they’re probably going to choose a role where progression is possible.
Building a trusty tech stack will take you a step ahead by smoothing out your internal processes. 68% of people in the recruitment space say that the best way to improve recruiting performance over the next few years is by investing in new recruiting technology (LinkedIn).
So have a think about how well yours works for your business.
Posting your vacancies across many job boards and social channels should be a simple process, giving you more time to focus on the softer side of recruitment and engaging your target candidates.
idibu seamlessly links with CRM and ATS systems, and lets recruiters post jobs in different places, saving lots of admin time. Your job posts will be seen in more places, with less hassle, meaning you’ve more time to keep on top of your candidate journey.
Want to know more about how idibu can help with your candidate attraction? Learn more by booking a demo with us.
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