skip to Main Content

Tight labor market taking its toll on your business? Here are five things you can do to start attracting more, and more qualified, job candidates.

  1. Make your website do double duty. Your website is often the first point of contact for potential customers and potential employees, so you need to make sure it’s sending the right message. The right message is one that showcases your company’s culture by demonstrating your experience and expertise as well as your corporate values and work environment. All of the attributes that are attractive to prospective customers are usually equally attractive to prospective employees because both groups want the same things: a company that solves a problem (I need a…product, service, job) and a company that aligns with their values (I trust you to provide it).
  2. Make the employment section of your website easy to find. Skilled labor is in short supply, so if you’re serious about recruitment, don’t make it difficult for people to find your job postings. The employment tab should be part of your top nav or in an equally visible position on the page where it’s easily spotted. If you have the budget, it may also be worth your while to invest in multiple employment pages that speak directly to job seekers about your company, culture, and work environment.
  3. Write your job descriptions with care. The more clearly and specifically you can define a role, the easier it will be for a prospect to determine if they’re a good fit. If you give them the opportunity to disqualify themselves based on a particular aspect of the position, it saves you the time and hassle of an interview that leads to the same conclusion. And don’t just include the technical skills. Talk about the soft skills, too. Personality type is often just as important as technical ability.
  4. Streamline the application process. Today’s job seekers are accustomed to applying online, and an online application will make it much easier for you to review submissions and keep applications organized. Many companies find they can use one standard application for employment to gather basic information and qualifications, so that part can be fairly simple. If you’re hiring for positions that require a detailed resumé, adding a function that allows an applicant to easily upload a document or direct you to a LinkedIn profile is a great way to keep it simple and keep things moving.
  5. Be responsive. Everyone in the workforce knows there’s nothing more frustrating than applying for a job and getting no response, and getting no response is even more frustrating in the digital age because there’s really no excuse for it. When a prospective employee takes the time to complete an application, they should always get a response, even if it’s just a digital receipt that says thanks for your application. To really provide prospects with a satisfying application experience, provide a timeframe or deadline for notification of your interest. This will help the applicant and help you by reducing or eliminating the phone call inquiries about whether or not they’re still being considered. Likewise, if you take an applicant through an interview and you decide not to hire them, you need to let them know you’ve selected another candidate. By extending this professional courtesy, you’re presenting yourself and your company in a positive light, and, who knows, the applicant you’re rejecting today for one role may be better suited for another role in the future. So, it’s best not to burn any bridges. One more thing: provide a point of contact for applicants who may have questions because someone always has questions.

Ensure that you achieve success when recruiting for your business!

The more clearly and specifically you can define a role, the easier it will be for a prospect to determine if they’re a good fit.

Read more articles about the best strategies for recruitment marketing.

Recruitment marketing
Back To Top