- Description is too short or BORING– if it sounds corporate or not interesting most people will not apply
- Not tracking and evaluating your results (such as measuring your cost per application /candidate by paid advertising source)
- Posting your jobs with the same ad at the same sites as you did last year (without researching the “competition” and updating the title/ description to be found and stand out)
- Using national job posting sites when a local site might provide fewer better applicants
- Sending applications to a specific person’s email (less professional and easy to get lost or have a slow response)
- Providing limited or no information about your company (except “good pay and benefits”)
- Including qualifications that are nice to have but not essential (degrees, certifications, specific/ industry experience, provide their own tools, work Saturdays)
- Sending applicants to an initial application method that takes more than 3 minutes and is easy to do on a phone (on paper, too long, multiple clicks to start the application, confusing or just plain ugly)
- Not responding immediately with an email confirmation that includes more details about the job and company
- Being satisfied with less than 10 applicants worth a call when you post a job
- Treating recruiting like an event and running an “ad” when someone quits, rather than running continual advertisements in your proven sites year-round to build a “virtual bench”
Ideally you should conduct a “user experience” audit at least every 6 months or when you have a key position to fill.
Click through all the pages and fill out the forms and see what works great, what is broken, what is frustrating, and think about the messages you are sending to prospective candidates.
With such a tight labor market, you can’t afford to alienate the good prospects.
If you need qualified People to maintain and grow your business in 2019– you need to believe that applicants are your “customer” too and market your job opportunites with as much effort as you do your customer sales process.
Ideally you should conduct a “user experience” audit at least every 6 months or when you have a key position to fill.
Click through all the pages and fill out the forms and see what works great, what is broken, what is frustrating, and think about the messages you are sending to prospective candidates.
With such a tight labor market, you can’t afford to alienate the good prospects.
If you need qualified People to maintain and grow your business in 2019– you need to believe that applicants are your “customer” too and market your job opportunities with as much effort as you do your customer sales process.
