Finding talented job seekers can be tough in our increasingly connected world. Today, it’s far too easy for job seekers to just apply to any old job with just a few clicks on the Web–so how can companies know they’re getting the most qualified candidates?
Much of the hiring process rests on a company’s ability to draw in the most talented job seekers, but too many organizations think it’s as easy as writing and posting a job description. In reality, drawing in talented job seekers is much more than posting a description and relying on luck. It means reaching out through extended networks and getting creative by positioning your company as a great place to work.
And businesses don’t have to have a large HR team to do this–companies of any size can rev up their hiring process with the resources they already have. Here are four tips to draw in better job seekers:
1. Get visual. A text-only job description can be effective, but why not turn your ad into a visual instead? Our brains have an easier time processing and remembering information when it’s presented to us visually–words are processed in our short-term memory, while visuals stick to our long-term memory. Create a colorful and engaging visual — like an infographic or even a video — to showcase your job description, and include a link to it on job boards, LinkedIn, blogs, and social media. Adding creativity to your hiring process will show candidates you’re a company that goes above and beyond.
2. Put values at the forefront. Job seekers will be reluctant to apply to your company if they aren’t certain they’ll be happy there. Showcase your values by creating online content that provides a window into your internal culture. Take pictures of company events, interview current employees on what they like (or don’t like!) about working there, create videos showcasing a typical day in the office, or create contests and giveaways to get employees engaged. Use social media pages to tell stories and showcase culture, and job seekers will go from being disengaged to excited about hearing back from your organization.
3. Push through employee networks. If your company already has a great staff, it’s likely they each know at least a few people who share their drive and ambition. Provide incentives for employees to make referrals, whether it be a bonus, extra time off, or a raffle for a chance to win a prize like a TV. Have them share posts about your company culture or job openings to their personal networks, and be sure to recognize and thank employees who do.
4. Got Perks? Show them. This is especially important for the hiring process of small companies or firms, who may not have the reputation to draw in talented job seekers. It’s not enough to just tell job seekers what it is they’ll be doing if they get the role–it’s important to show them why your company is a great place to work. If you allow flexible schedules, paid time off, allow pets in the office or have an annual company dodgeball tournament, include it in the description! Job seekers, particularly Millennials, will love to know your company isn’t just a provider of products and services, but focuses on creating a great place to spend time each day.
Remember: Drawing in better job seekers isn’t just about blasting out job descriptions during the hiring process. Your company culture and the creativity you showcase has a lot to do with it, too. Use these tips and watch talented job seekers run to you.
About the Author: Heather R. Huhman is a career expert, experienced hiring manager, and founder & president of Come Recommended, a content marketing and digital PR consultancy for job search and human resources technologies. She is also the instructor of Find Me A Job: How To Score A Job Before Your Friends, author of Lies, Damned Lies & Internships (2011) and #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle (2010), and writes career and recruiting advice for numerous outlets.