Want To Improve Your Candidate Pool? Start With Your Job Posting
Even if you were successful in keeping your top employees throughout the Great Resignation, chances to hire new talent will inevitably arise. It's time to differentiate yourself, not only to increase engagement but also to find and hire the greatest team members. Even while you can draw people to you with effective engagement tactics, many job seekers will initially come across you through your job postings.
My acquaintance recently started looking for a new job. She noticed right away that every listing followed the same prescription as she scrolled through posting after posting. Every organisation would specify the qualities they were looking for in a candidate, lay out the fundamental standards and expectations, and include a long list of all potential duties related to the position. Despite the specifics of the job, it was tedious and repetitive. Eventually, we stumbled upon a posting that adopted a completely different strategy and altered the mood and vigour of the job search completely.
This job posting took the time to describe who the organisation is and what benefits their employees receive, as opposed to diving right into what was expected of the candidate. They proudly presented the reasons why they have high employee satisfaction ratings and how they will enable you to produce your finest job. Additionally, based on their current level of experience, the posting gave potential applicants a general idea of what position they might be most qualified for. Overall, by concentrating on what they have to offer the candidate rather than the other way around, they gave a great overview of their business. Before getting into the specifics, it's important to understand why good job advertisements are helpful in the first place. One report claims that each open position might cost a business up to $500 each day. There are other considerations besides the bottom line, even though this number may or may not reflect the dollar cost that your company experiences per open position.
When roles go empty, there is a greater chance that one of the many balls your department is juggling will fall, which could lead to a product that does not adhere to the customary quality standards of your business. Additionally, additional pressure, stress, and obligation may be placed on other employees, which could result in subpar work, employee unhappiness, and ultimately, more staff exits.
Recruiting demands a significant amount of time and resources, regardless of the size of your business or HR staff. Even in the best of circumstances, this time and effort are demanding and expensive, but a recent research by ManpowerGroup found that nearly 75% of businesses struggle to identify qualified candidates.
The challenges previously mentioned as well as the time and effort spent searching for talented candidates can increase if it is difficult to attract qualified candidates. This can increase the amount of time that positions go unfilled.
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