You’ve posted the job ad with specific requirements, you’ve screened and pre-screened pages of resumes and candidates, and yet . . . nothing. Despite your best efforts and strategies to find the “right” candidate, no one seems to fit the bill. Not finding the right candidates is exasperating and may leave you wondering why it’s so difficult to find good talent. But is it really that hard? Talent lies all around us, yet we often make recruiting much harder than necessary. When your search leads to dead ends, it’s time to wonder if maybe your recruitment strategy is the problem. Here are some mistakes you may be making:
Your Job Ads Are Dull and Uninspiring
To hire great people, you must be able to sell and market the job ad in a captivating, appealing manner. Similar to selling products with catchy phrases, recruiting should be a marketing and sales activity. Unfortunately, poorly written job ads often convey the wrong information or are filled with unnecessary verbiage. When the details of the position or your expectations are unclear, job seekers will likely pass.
You Leave Potential Candidates Hanging
To nab the best talent, respond quickly. Don’t expect candidates to wait while you leave them hanging for two or three weeks. Be specific and clear about where prospects stand in the process. Something like, “We’re currently scheduling the first round of interviews over the next few weeks” will much more likely keep them engaged than a generic response like, “Thank you for your application; we will be in touch.” Transparency lets them know the length of the process and makes them less likely to lose interest if they don’t hear back right away. Replying in a timely manner also shows that you respect their time and want to give them the courtesy they deserve.
You Rely Solely on Interviews for Evaluation
Interviews involve a lot of discussion. Most of this comes from the interviewer — he or she gives background information about the organization or has interviewees regurgitate information they’ve researched and memorized. These aren’t exactly helpful in determining whether candidates have the right skills and experience. To receive more than canned responses, try incorporating trial assignments, team interviews, administering personality assessments using companies such as Wonderlic, or other creative ways of drawing out candidates’ real personalities and abilities.
Amping up your recruiting game isn’t difficult; it mostly involves examining your current practices and identifying holes. Shaking things up and improving your strategy with a critical eye can go a long way in improving the quality of candidates you attract.
Author: Alisiana Peters
Alisiana is a senior marketing coordinator at HiringThing, an award-winning online recruiting software provider dedicated to changing the way businesses hire talent. Questions? Contact HiringThing Marketing.