Reaching the right candidate for a position isn’t easy, especially now. We live in a big, connected world with a hundred different channels available for anything, which is why it’s important to have a plan when it comes to advertising your jobs. First, you need to find the right channel (i.e. job boards, job sites). Second, you need to know your brand and finally, you need to make it stand out.
Now that it’s 2017, recruiting is really an exercise in marketing. You are marketing your company as a great place to work. We suggest you:
- Streamline your process and maximize your job posting reach. In 2017, automation is key and your job posting is no exception. Streamline your process by using recruiting software to automatically post to hundreds of job boards for you. Not only will you save time, you’ll save money and reach a wider audience than you would through more manual posting processes.
- If one job description isn’t gaining traction, try another. Focus on soft skills. This is where recruiting starts to look like marketing. If one job description is getting you the results you want, try changing a few words and tweaking it when you post it again. Look at other similar job postings and see what they’ve done differently – candidates pay attention to key words and the trick is figuring out what gets their attention. Typically, focusing on softer skills like “a willingness to learn” or “quick at adopting new technologies” will work better than a list of required skills – a few required skills is fine but too many will become overwhelming.
- Use Your Website for Recruiting. If you don’t already have a careers page, now is the time to get one started. Use it to post current openings and highlight the company culture. This shows potential candidates who you are as an organization and gets them excited to apply. It also gives you a chance to educate them about core values, the interview process, and anything else that might be important to know before applying.
- Embrace Social Media. We live in a world increasingly dominated by the presence of social media so why not put your job postings on it? If someone likes your organization enough to follow it on Twitter they’ll be more than happy to see that you might have an opening. Social Media Recruiting is typically a more passive recruiting process but a necessary one – it reaches potential candidates on the platforms they use.
BirdDogHR’s Recruitment and ATS software has access to over 350 job boards. We also have professionals standing by to help your organization recruit better in 2017 with Talent Assist and other available managed services. For further questions about how we can help you recruit better and faster, contact us.