With thousands of online job boards, it’s important that you’re as selective about where and how you’re posting your open positions as you are in your hiring decisions. Whether you’re not getting the response you want after you post your jobs, or if you’re running into problems after you make your offer, you’ll benefit from going over tips for dealing with these 5 common recruitment challenges.
1. No one is interested in your job advert.
When no one is clicking your job postings, review the first thing that candidates see when they find your job listing: the job title. Many candidates may be researching their current position’s average salary or preparing for interviews, so it’s important to incorporate search engine logic in your job title. If it’s a tech job, avoid a title like ‘Coding Superstar’. Instead, use what search engines (and most people) will look for—job titles like ‘Software Engineer’ or ‘Web Developer’ are more likely to get results.
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2. There’s a tonne of interest, but no one’s applying.
Another common recruitment challenge, when you see lots of clicks but no applications, make sure your job description has all the right ingredients. Make sure you haven’t missed one of the basic elements of a job description:
- Job title
- Details about the role
- Minimum requirements
- How to apply
3. You’re getting a tonne of applications to your job ad, but no one is qualified.
No one wants to spend countless hours parsing through CVs. Quality matters more than quantity when it comes to job applicants. An effective job description and inside look at the company can help you avoid this recruitment challenge by weeding out talent that’s not a good fit. To create an effective job description, consider the following tips:
- Tailor the mission to the job
- Avoid lengthy paragraphs
- Include bullet points
- Illustrate your company’s unique perks
- Provide minimum requirements or preferences
4. No candidate is accepting your job offers.
Worse than sorting through CVs is bringing in candidates for interviews and having them turn down job offers. So, what do you need to analyse when candidates aren’t saying yes to your job offer? Ask yourself the following:
- What is our competition doing?
- Do we have a defined employer brand?
- Do we need to make changes in our interview process?
5. New hires have buyer’s remorse.
As if all prior recruitment challenges weren’t enough, buyer’s remorse is a classic symptom of an interview process that fails to give a realistic preview of what the job entails and what it’s like inside your organisation. To avoid buyer’s remorse, ensure your job descriptions set the right expectations before a candidate sets foot inside your organisation—and that the candidate experience makes good on that promise.
To get more accurate information in front of the right job seekers, try a Glassdoor Enhanced Profile along with Glassdoor Job Ads. A Glassdoor Enhanced Profile gives you more control over how you manage your reputation and promote your employer brand. And when you use Glassdoor Job Ads, you can get your job posts in front of candidates where they search for jobs and research companies.