The time has come. You have an open role, you wrote up your description, posted it online, waited a while and... you're still waiting for that perfect candidate.Where is that candidate of your dreams? You are confused and annoyed, and as the weeks and months drag on, you wonder if there even is anyone out there to hire for that role.
Does this process sound familiar? For many hiring managers, HR, and TA professionals, this sequence of events is all too familiar. The hiring process is a fickle beast, but here are some places along the way that could be causing your hiring process to be less successful than you would like it to be.
1) Your career page is not attractive enough.
Having a clunky job page is one way to turn away candidates at the top of the hiring funnel. Often, the link is found at the bottom of the page, so if you're trying to attract applicants, it's easy for them to miss it. You want to make your careers page present so that when the idea pops into someone's head to apply, it's easy for them to act on the idea immediately. If they need to scroll and click around, they're more likely to lose the urge or get distracted.
Along with having a clunky careers page, when the applicant does find their way to the open roles, they're often greeted by the same generic job descriptions that are found on every jobs page. Make your job description unique! Highlight the interesting, impactful projects that the applicant will be working on, not just the vague functions of a standard job with "X" title. What sets your company apart? What excites your employees about working there? Those genuine additions to your job descriptions will help draw in more candidates.
Finally, the applicant has found your career page, read the job description and liked what they saw, and they clicked on the "Apply Here" link. Success, right? Not quite. You can still lose applicants who are in the final stages of applying to your open roles by having too many steps in the application itself. By asking for a resume, cover letter, CV, photo identification, proof of residence, picture of their pet, etc, you could be causing applicants to get frustrated with the process. (That may be an exaggeration, but you get the idea). While that process is designed to weed out the candidates who may not be as qualified, if they're determined, they'll apply anyway!
Basically, you spend money to make your website look good - make sure to extend that care to your careers page as well!
2) Not reaching out proactively for your open roles.
Many people think that once their job is posted online, they can just sit back and wait for the applications to come in. On one hand, this is true! You can absolutely wait for the applications to come in, but they likely won't be the high quality applicants you were hoping for. Most candidates who respond to job postings online are people who are spamming open job boards, hitting "Easy Apply" on any and everything to see who bites. While those people can be qualified, more often than not, they are not the perfect candidate you are looking for to strengthen your team.
In actuality, the most qualified candidates are not going through job boards and applying, but are still working and excelling at their current companies. These passive candidates are the best candidates for your open roles, but how do you find them?
There are a few ways you can find great passive candidates! One easy way is to ask for referrals from your current employees. Incentivize them with a referral bonus and voilà, you'll be surprised at the number of candidates they bring to you! Another way to find passive candidates is to go back through your ATS to see if anyone who has previously applied to any of your roles would be a good fit for your current role. These candidates are already slightly warmed up if they're applied for another role in the past, and are also a good way to reuse your candidate database. You can also search on LinkedIn based on skills, location, or job title.
It takes an active strategy to source these passive candidates, but the work will pay off down the line. But have no fear, if those steps seem too daunting for you, Happie can help! We reach out to the best candidates for your open role and screen them so you only need to worry about the most qualified, interested candidates. You can schedule a consultation here.
3) Poor candidate outreach.
One major mistakes people make is only using email or InMails to reach out to potential applicants. In a survey conducted by SocialTalent, InMail was found to be 60% less popular among candidates than email as a way to reach out to candidates. Results across all ages showed that candidates preferred email and phone calls over LinkedIn messaging. So choose your channels wisely! It is worth the bit of extra work to find the candidates email to reach out to them.
An underutilized mode of outreach that is becoming more popular is texting. With a 90% read rate within 3 minutes for text messages, texting is rapidly becoming the fastest way to reach candidates. According to one study, 62% of people check their email less than 10 times a day, while the average person checks their phone 150 times a day. Along with the ability to quickly reach your candidates, texting also gives you the ability to connect with hard to reach prospects. While everyone might not check their email every day, with 95% of the population owning a cell phone, your text outreach has a high chance of being read. Check out this blog post on the Art of Text Message Recruiting for more information about leveling up your SMS game!
One final aspect of your outreach to take extra care with is personalizing your content. Many working professionals receive multiple generic InMails or emails a week from recruiters with bland, vague content that may or may not apply to them. Avoid this by taking the time to personalize your texts, voicemails, or emails to your prospect. Comment on a project they worked on, a skill they're endorsed for, or a place they've worked to show them that you are invested in them, and genuinely interested in recruiting them for your company. This small extra step will help you getbetter responses when you begin recruiting!
4) Not staying on top of your applicant responses.
Say a stellar candidate has made it through the whole process, they found your open roles, applied to one they are interested in, or were recruited by your stellar personalized outreach, came in for an interview, and are awaiting next steps. And waiting. And waiting... And gone. It happens far too often that a candidate is left waiting for weeks after an application or interview for a response, a scenario that leaves a bad taste in their mouths, and makes them likely to seek other opportunities.
It is critical that you stay on the ball when handling candidate interactions, from being on time for phone calls, to reaching out afterwards to schedule another meeting, to letting them know they were (or weren't) the right fit for the job. These timely responses can make or break your "street cred" on the job market, as these comments can circulate faster than you'd expect in this digital age!
And there you have it, the four things you can improve upon that will help streamline your hiring process! Easy right? We get it, it's a lot. It often takes much trial and error and time to figure out who is going to fit in well and bring out the best in your business. It's a process that can take a lot of time and employee resources to do well, and there are full time jobs dedicated to finding the best talent for their team (hello Talent Acquisition department!).
If this sounds daunting, or you don't quite have the employee power to get it done in a timely manner, that's where Happie comes in. We are a tech-enabled recruiting service that utilizes our technology to streamline your hiring process to make it faster and more cost effective for you. Click here to learn more about how Happie can help you find the best talent for your open roles!
Curious about how to get help applying these principles to your company? Click the link below to schedule a consultation!