Tag Archives: Get candidates

5 Easy Ways to be an Attractive Employer

1. Be transparent about your hiring process

A very simple addition to the job posting is to add some details about the hiring process. When can applicants expect to hear back? When is the job expected to be filled by? These details help you appear organized and transparent, as well as understanding of applicants’ concerns. Even a rough timeline is better than leaving applicants completely in the dark.

2. List the company benefits & perks

Another quick few sentences in the job description will immediately boost your appeal as an employer. A list of the perks of working at a company is surprisingly rare to find in job postings, and give insight and encouragement to apply. If there is a full health or benefits package, this is an easy task, but even if there are no formal benefits, every company has its perks.

Consider listing items like flexible hours, dog-friendly days, bagel Wednesdays, drinks fridge or free coffee. It’s often the small details that give a company personality and make it more appealing.

3. Have an easy application process

No matter how wonderful your benefits are, any applicant will start to hate a company after spending over half an hour applying to a single job. Lengthy screening questions, personality tests, generic or unrelated questions and asking for too much information as part of the application process is a sure-fire way to lose applicants.

Instead, consider what information is most useful and pertinent to the role to initially screen applicants, and focus on that. Do you really need a list of references or why a candidate left their last 3 jobs to determine whether to phone-screen them? No.

4. Reply to all job applicants

This is one of the easiest ways to stand out above other employers: a simple rejection letter. Job applicants of all levels hate not knowing if they got the job or not. Should they hold on hope, for how long? Or should they just move forward? Sending a quick rejection email notifying applicants that you’ve moved on with other candidates is a nice courtesy, and one that leaves recipients with a good impression of you as an employer.

Set up an email template in your online system for this purpose, so it doesn’t have to be a chore.

5. Make your office space friendly

The interview stage is an opportunity for candidates to get an idea of your company culture and what it’s like to work there. Take a moment and pretend you are looking at your office for the first time. How welcoming and friendly is the atmosphere? Some items you may not have much control over (the lighting, the furniture, the cubicles), but some small, inexpensive changes can make a big difference. Consider adding plants and hanging or updating artwork. Here at HireGround we have a couple of walls covered in whiteboard paint: writing on walls is useful, colourful and fun.

Take a look at how this company decorated their walls with sticky notes.

Instead of quickly ushering interviewees into a closed room, take the ‘scenic route’ or give a quick tour of the space. Another nice touch is to introduce one or two key employees.

What are you doing to show you’re a great employer?

4 Ingredients for a Better Job Ad

If you are hiring for tough-to-fill positions and not getting the number of applications you’d like, or are not retaining those you hire, your job posting could be to blame. Making a few changes to the focus of your job ad could attract and keep better applicants, as found in a recent study.

The study, titled “Does Emphasizing Different Types of Person–Environment Fit in Online Job Ads Influence Application Behavior and Applicant Quality? Evidence from a Field Experiment,” is set to be published in the Journal of Business and Psychology. It was based on data from 991 applicants who responded to 56 ads for engineering and project management-based positions.

From the results of this study we’ve pulled four specific elements for your job postings to help attract and retain candidates. Implementing these strategies has shown to make job ads more compelling for in-demand candidates. Continue reading 4 Ingredients for a Better Job Ad

Twitter is better than Facebook for Job Postings

Employers are embracing social media more and more as you work to build an ’employer brand’. You build company pages hoping to appeal to candidates and as a space to post your job openings.

The most commonly used social networks are LinkedIn, Facebook and Twitter. Other companies make great use of photo-heavy Pinterest and Instagram.

We regularly get questions for our ATS system about integrating with social media. People want to post their jobs mostly to LinkedIn, Facebook and Twitter. LinkedIn is by far the best choice for professional networking, this is well understood. However, we’ve found that many employers want equally as much to post their jobs on Facebook.

We feel that Facebook is overrated as a job search tool and employer branding site, while Twitter is more beneficial. Here’s why:

Your company page is only shown to your followers.

Despite posting witty updates and hilarious photos, it’s hard for Facebook pages to gain traction within the network itself. Advertising your Facebook page and asking for likes is something often seen outside the network. It’s only when someone ‘likes’ your company page that they will be shown your company updates and jobs. Job postings are not promoted in any way through Facebook, except to people already connected to your brand.

Now your FB posts will have even less reach

In November 2014, Facebook announced it will be reducing  page posts in the news feed. This was to minimize overly promotional posts to make room for group and friend updates, etc. What this means as a company, is that a post that may have been seen by as much as 16% of followers will only be seen by 5-6%.

Twitter posts can be seen by all users

While a Twitter feed includes people you follow, it is extremely easy to search and save feeds by subject, using hastags. In this way, even non-followers can see posts relevant to them. Simply tag your jobs with the relevant industry or profession. ex: #HRjobs

Unlike Facebook, Twitter is a much more open platform, and does not restrict posts to only followers/friends.

It’s simply much easier to reach a new audience when posts can be searched and found by all users.

 

4 Reasons You Need to Stop Using iFrames

iFrames used to be a common way for ATS systems to display job listings on an employer’s career page. While newer technologies are slowly being introduced, iFrames are still widely used, often simply because of a long term relationship with a vendor who hasn’t updated their product. For a long time, iFrames were an easy solution to integrate a job search and job application within a website.

Unfortunately, this is no longer a good solution, and is a very bad practice for a number of reasons: Continue reading 4 Reasons You Need to Stop Using iFrames

5 Ways to Get Recruiting Results: Whitepaper

We’re thrilled to share our latest whitepaper with you: “5 Ways to Get Recruiting Results” looks at how to examine your hiring practices to see where things could be improved, and offers solid and actionable ways to do so. Whether this is attracting qualified candidates, creating a better experience or screening applicants, there’s always room for improvement somewhere

The whitepaper discusses these 5 topics:

  1. Candidate experience
  2. Social sourcing & SEO
  3. Speed of hire
  4. Assessment tools
  5. Big Data & HR

Take a look at current technology trends and see how small changes can improve your recruiting results.

Download the full whitepaper here.

3 Steps to a Better Candidate Experience

Did you know that over 70% of candidates find the job application experience “discouraging”?

Applying for jobs is generally agreed to be time-consuming, stressful and far from straightforward. Employers may be tempted to say “too bad” …but that would be a huge mistake, because 42 percent of those candidates would never seek a job at your company again, and a further 1 in 5 candidates would tell others not to purchase products or services from your company.

A bad applicant experience can have major consequences. Your goal as an employer is to attract and hire top talent, so having a reputation based on a “discouraging” or “stressful” process is not doing you any favours.

What can you do? Here are 3 steps to take to make your application process friendly and positive for candidates. Continue reading 3 Steps to a Better Candidate Experience