You’ve published an ad about a great new opportunity but it’s been a few weeks now and no one’s actually responded. Could you be scaring people away?!
If you’re currently looking to hire new talent, it could be a sign that your company is growing – and that’s, a really good sign that you’re succeeding. But, do you find that, although you’re one of the most financially successful companies in the city and maybe even the industry, not many people are actually responding to your job ads?
How is it possible that none of the current eight million unemployed people in the US are applying for the job you advertised? Do they not want a job? Well, perhaps the problem isn’t them; perhaps it’s you. Maybe – just maybe – you’re doing something that makes candidates decline your job offers.
1. You’re Writing Boring Job Descriptions
You might want to keep things simple, but sometimes bigger is better. In fact, Talent Board found that 77% of job seekers say that job description content is where they make a decision about whether they should apply or not. So, bigger here is really the only way to go.
A job description that reads a bit like a washing machine’s user manual (that is to say: mind-numbingly boring) won’t get the attention it deserves. So, instead of simply listing off the various requirements the job entails, you might want to opt for a more effective and attractive job description by using language people can relate to, sounding human, and providing applicants with a reason why they should apply for the job.
2. Your Hiring Process Is Longer Than the Great Wall of China
Ten years ago or so, you could afford to drag out the hiring process. Back then, you were in control; it was an employer’s market. But, today it’s a candidate’s market. You simply can’t afford a long hiring process because you run the risk of having competitors snatch up top talent right from under your nose.
Take a good look at your hiring process and see how it can be improved. Do you really need five people in an interview – and, consequently, days or, worse, weeks to coordinate schedules? Could you dedicate a whole day to interviews rather than spread out interviews across five days?
3. You’re Not Promoting Company Culture Enough
Along with a great pay package, a great company culture is at the very top of the list of the things job seekers look for in potential employers. And if you can’t demonstrate how great your culture is – or indeed that you have one – then you run the risk of having a job offer turned down. And that means potentially losing out on hiring the best of the best.
You don’t need to go all Google and introduce sleeping pods and what not to the office (although that would make your company a really cool place to work) but you should make it a point to communicate the best aspects of your company culture. And don’t forget to tell candidates how the company culture can positively impact their experience as an employee!
4. You’re Too Formal
Unless the job you’re advertising involves working for the Queen of England, you might want to relax the language you use in your communications. You might be a serious, respectable, and more “official” company, but there is such a thing as being “too formal” – which basically translates to being incredibly boring.
Take it down a notch, and present your company in a more “human” light. Instead of sending out an automatic generic message like “Your résumé has been received”, you might want to consider changing it to something like this: “We are so excited you chose to apply for the position. We’re reviewing résumés for the next few days, and we’ll be in touch with you soon.” Much better, right?
5. You’re Too Stingy
The 2008 financial crisis was simply devastating to the world as a whole. Many companies unfairly got the short end of the stick and ended up closing their doors for good. Economies collapsed, and global unemployment rates spiked, as did suicide rates. It was a dark time.
The global economy is slowly making a recovery but, unfortunately, a lot of companies are still stuck in a recession state of mind. And that is incredibly dangerous because you’re not only scaring away new talent, but also existing talent. Salaries should be based on applicant quality and not your company budget – and the sooner you realize this, the better.