Put energy into your job adverts to attract more candidates in six easy to follow steps.
When we say attract more candidates, what we actually mean is more better quality, high value candidates. The ‘Great Resignation’ may mean that there are plenty of people out there looking for new opportunities but you need to attract the cream of the crop.
Step 1: Encourage greater diversity
Recruiting for ‘cultural fit’ has become something of a minefield. You might have a defined image of what ‘ideal’ looks like. Problems arise however, when that image looks like you. Or your MD. Or your most successful salesperson. While some of their qualities, traits and skills are no doubt essential, clinging to an established profile without wiggle-room blocks the diversity that brings creativity and vital new perspectives. Instead of painting a picture of your MD earlier in their career in your job advert, ask questions which invite potential candidates to recognise themselves. Think about the behaviours that the role requires. These might include:
- Do you prefer to manage your own workload?
- Do you embrace challenges at work?
- Do you want to make a positive impact on company performance?
This is your first step towards hooking the right candidates.
Step 2: What do you need?
Now you have their attention, you can expand in greater details on what you’re looking for. Obviously this depends on the role, but consider using positive language such as:
- Energetic and self-starting
- Accountable and self-confident
- The ability to think quickly and accurately.
Step 3: What can you offer?
Now you are reeling in your prime candidates. It’s time to put your cards on the table. In exchange for their energy and commitment, what will the successful candidates receive in return? Here is where you can talk about incentives such as an annual budget for personal development and growth, purposeful projects, location and your organisation’s reputation.
Step 4: The job
Finally we get to the nuts and bolts of the job. What are the key responsibilities and duties of the role? Or perhaps take a wider and more inclusive approach which could attract candidates without actual experience, but with the right attitude, human skill sets and ability to learn and thrive. Provocation – could your next star actually come from outside your own galaxy/industry?
Step 5: Who are you?
At last – who are you? Have you noticed that this job advert didn’t start with ‘we are industry leading experts in blah blah blah’? So far, your goal has been all about hooking your candidates. Talking about them, not you. You’re actively aligning them to the role, encouraging them to envisage themselves in a workplace where their contribution is valued. Now is the moment to tell your potential candidate about what makes your organisation special and worth jumping ship to join. You need to give good reasons to your candidates (especially the passive ones) to commit their time and energy to a process which could be a stressful and risky course of action.
Step 6: The call to action
Make it easy for your candidates to make the first move. Perhaps offer the opportunity for an informal chat before expecting your candidate to make a formal application. Or ask them to complete a simple questionnaire which you can discuss together. Traditional CVs and application forms certainly have their place, but they can deter passive candidates who are not actively on the job-hunt.
Click here for a full and downloadable template from flowprofiler® Global Ltd to help you re-energise your job adverts and expand your candidate talent pool.
flowprofiler® helps recruiters and hiring managers to make better people decisions, reduce the risk of an unsuccessful hire and improve the return on your investment in recruitment.
