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Where are all the great candidates gone?
Kate Brown • May 23, 2019
We hear a constant theme when talking with our clients about their hiring efforts, and it comes in 2 variations...
We hear a constant theme when talking with our clients about their hiring efforts, and it comes in 2 variations:
- No-one has applied for my advertised role
- I have too many applications to wade through but none are a fit
Recruiting can be a disheartening, time consuming and frustrating exercise without a solid attraction strategy.
Here we outline the top 5 tips for employers looking for that perfect candidate.
Job Boards
The days of post and pray on a job board like Seek are long gone. Don’t get me wrong, it still has it’s place. When you consider that 71% of job seekers are open to a role, but not actively looking, it really highlights the limitation of advertising on a job board being your only strategy. You can also bet that the best candidates are amongst the 71% of passive job seekers, and without anyway to reach them you will be missing out on a perfect candidate.
Also consider up and coming Job Boards like Indeed, which is the biggest job board in the world, and pushing to establish itself in our region. Other job sites like Gumtree
in Australia, and Trademe
in New Zealand also have high volumes of traffic, particularly in the trades and for other entry level roles.
Social Media
LinkedIn is the one that most frequently springs to mind, and this is great for white collared roles. Your recruiter has access to tools to really zone in on the perfect set of skills to help you reach the passive job seekers. However, reaching those people and sparking their interest needs to be managed carefully, with more of a long term nurturing approach more likely to succeed.
Connect with people before approaching them, and contribute with relevant posts so that they become aware of what you do, and what you offer over a period of time. Don’t overlook Facebook with it’s vast number of active users. Think about where the candidates are hanging out, in groups and community boards. Many of our clients have had success in these spaces.
Referrals from Staff, Clients and Associates
Your existing connections to your business understand your culture, and are more likely to refer potential new staff members who are a good fit. This can be a rich source of candidates. Many businesses incentivise staff referrals with rewards.
The only thing to be mindful of here, is that a referral should be screened against your selection criteria in just the same way as any candidate. Be cautious of hiring quickly just because one of your employee’s friends is looking for work.
Selling what is Special About Working at Your Business
Many job ads are a repetitive rehash of the skills and knowledge needed to do the role, or a boring list of generic requirements. This is not going to inspire the very best candidates to even remember who you are, let alone be interested in working for you. Show some personality, and remember that your job ad is as much about selling what is special about your business. This has the added benefit of discouraging applicants that are not a good fit, making your job screening resumes all the more easy. Need help with copy – just ask Omnia.
Think Outside the Box
Many smart businesses are employing for attitude and training for skills. Have you come across a barista with a wide smile and great and genuine customer service. You cannot teach that! What else could they do with the right support and training.
Come across great staff working for someone else in your industry? Open a dialogue and perhaps ask them if they know anyone else who is as good at the job as they are. You never know where it might lead…
In summary, businesses that are successful in attracting a strong pool of the right sort of candidates have invested in creating a strong employer brand, and are sought out. They are not afraid to share and showcase the experience of their current strong performing staff, and are always on the lookout for a pipeline of talent, with whom they nuture relationships. This means they have a pool they can call on when they are hiring.
If you would like to learn more about candidate attraction strategies contact us now.
Australia
Kate Brown
www.omniaprofiling.com.au
Sunshine Coast, Queensland
Ph: 0411 164 431
E: admin@omniaprofiling.com.au
You will talk to a real, live person, someone who is trained and dedicated to helping you.
Omnia Australia Blog Updates
December is a busy time for many businesses and it is tempting to defer recruitment. Omnia can help with some of the time- consuming activities by with our unbundled services:
- Managing job advertisements, applications and shortlists
- Conducting phone screening
- Candidate Testing
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The Omnia assessment measures four distinct personality dimensions.
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Omnia Australia Employee Insights and Hiring Staff Solutions
We partner with Business Owners, Hiring Managers and Company Executives.
At Omnia , we tailor the assessment to you.
Our skilled client advisors will talk to you about your company culture, the demands of your positions,
even the managers and co-workers for each role.