Finding Qualified Job Applicants

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The Process of Attracting Qualified Job Applicants

Winning companies write strong job postings with clear-cut duties while many novice companies muddy the waters with unclear duties or weak explanations. If you take the time to brainstorm content for your initial posting, you will end up with clearer criteria, better writing, and an easier job search.

Cleaning up a job posting improves your hiring process in two obvious ways: First, your candidate pool will consist of quality people who meet your needs. Second, your candidate pool will not become overpopulated by unqualified applicants, which will make the prescreening process faster.

To drive this point home, consider this: According to the 2015 US News & World Report, only 62.6% of adult Americans are employed or looking for a job. This is the lowest percentage in almost forty years. Add to that the fact that just 35% of applicants are actually qualified for the jobs to which they apply, and you end up with a rather bleak impression of recruitment.

This low percentage of available applicants – and the even-lower percentage of qualified applicants – makes it that much more important to design your hiring strategies around the needs of top talent.

The following subsections will give you insight into how to find that elusive perfect candidate.

Get Candidates’ Attention

As mentioned previously, job posting essentials include the position’s title, summary, skills, qualifications, key responsibilities, and supervisory relationship. Extra elements may include a company overview, the position’s salary and benefits, or your company’s contact information. The more information you provide, the easier it will be for candidates to gauge if they are a good fit.

To make this information easier to digest, follow these guidelines:

  • Use bullet points and small paragraphs to keep candidates’ attention.
  • Be concise. Embrace brevity by saying more with fewer words.
  • Use language that aligns with your company’s image. Embody the company’s culture to make your posting unique.

Here’s How Aome Well-known Companies Lure in Top Applicants

Meetup, a social networking app, uses colorful language on its hiring page. Phrases like “we get shit done that makes a difference” help add a human element to the company. More importantly, such non-traditional phrases communicate the company’s personality and culture.

Facebook is one of the world’s most desirable employers, and its career page offers insight into why that is. Facebook’s perks and benefits are outstanding, and its career page is not shy about this. It even includes photos and descriptions.

Twitter’s job listing is straight-forward and clearly represents the core values of the company. Almost entirely bulleted, it clearly states responsibilities, requirements, and perks. It looks professional and communicates Twitter’s valuable brand equity without sounding boastful. To lighten things up, Twitter includes a few lines of humor, such as the ‘responsible enjoyment of beer.’

Trim the Fat from Your Candidate Pool

Resumes can go through multiple rounds of approvals and rejections. If you have a solid job posting, the first pass through applicants should be done within a few hours.

The second pass will require a lot more time and scrutiny. During this process, you should narrow the position’s requirements to help select the best candidates.

A disciplined hiring approach will help you filter a pile of 50 resumes down to 20 of the best candidates.

Networking to Find Qualified Job Applicants

Industry trade shows and job fairs are fantastic venues for connecting with candidates. Both types of events allow you to advertise positions and interact with potential hires.

Tapping into your own personal or professional network can be useful as well. Business connections and friendships can sometimes lead to potential recruits.

If your business is made up of 10-50 employees total, employee referral programs may work for you. These types of programs are a good solution to help with immediate hiring needs.

Finding Applicants on Social Media

Most recruiters use social media the traditional way by posting open positions to reach a broader array of candidates.

But social media can be a goldmine for recruiters. It can provide information about a candidate’s skills and experience, but it also offers insight into a candidate’s lifestyle. Social media accounts can help recruiters determine if a candidate will fit into a company’s culture.

There are even some recruiters who take an interactive approach to engaging candidates via social media. These recruiters creatively use social platforms to generate interest and attract job seekers. For example, they might use or share fan updates of on-campus recruitment events and activities.

  • Facts About Social Media Recruiting:
  • 18,400,000 applicants have used Facebook to land a job
  • 10,200,000 applicants found their job on LinkedIn
  • 73% of companies have used social media successfully to hire candidates
  • LinkedIn drives more job views than any other social network
  • 55% of recruiters have reconsidered candidates on the basis of their social media profile
  • 93% of recruiters use or plan to use social media for hiring
  • Recruiters plan to invest 73% more in social recruiting to sharpen their competitive edge

Getting Applicants on Your Company Website

To ensure that a wide range of potential hires learn about your vacancies, post ads for open positions directly to your website. Visitors to your website may be seeking job opportunities, after all, so take advantage of website traffic and maximize your hiring efforts!

  • Interesting facts on the state of recruitment in the United States
  • More job openings exist today in America than at any point since December 2000. Despite this, only 62.6% of adult Americans are employed or looking for a job. This is the lowest level in almost forty years.
  • Recruiters spend an average of five to seven seconds scanning a resume.
  • Just 35% of applicants are qualified for the jobs they apply to.
  • The rejection rate of resumes with photographs stands at 88%.
  • An unprofessional email address figures into 76% of resume rejections.

Chapter 7 – Advanced Small Business Recruiting Strategies >

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