As it turns out, the best job applicants need convincing in order to apply for your jobs. You’ve probably heard this before when thinking about your employer brand and what makes your company unique.
If your career site is pretty much nothing more than a job board filled with vague postings and scattered company information, what type of candidates do you think will be applying for your jobs? It’s a near guarantee that they will be…
- Candidates that are mass applying to any available jobs
- Candidates that are not qualified for the job itself
- Candidates that you will spend time and sanity reviewing but then will not move into the next phase of your hiring process
The point is, if you’re receiving tons of applications but still having a difficult time when it comes to actually finding the RIGHT candidates, then it’s time to think about ways to increase the percent of applicants that will want to apply for your roles.
- Does your social media presence give potential hires a reason to want to work at your company?
- Is your career site easy to navigate, filled with interesting content, and quick on the loading speed?
- Are your job postings crystal clear, in depth, and up to date?
- Are you using chatbots to instantly answer questions a potential high-quality hire wants to ask?
If the answer to any of the above is no, then for the sake of your time and hiring efforts not being wasted, take the time to look at your site from the perspective of your ideal hire. Here’s how - picture this perfectly qualified and perfectly suited individual who is content with their current job and merely perusing your career page to “see what’s out there.” If they were to glance at your social media accounts or take a quick read of your blog, would their interest to apply be piqued?
Would they start to feel like your company may be exactly what they didn’t even know they were looking for? These are the questions that need to be asked if you’re truly looking to streamline your hiring efforts and drastically reduce your turnover rates.
What you’ll find is that once you’ve done the necessary optimizations, you’ll be convincing applicants that are of much higher quality than the typical people applying to your roles currently. You’ll want to interview these applicants at higher rates, and hire them more often. In fact, the math is really compelling.