Four tips to improve your recruitment

Posted by on 06/10/2016

1. Determine What You Are Seeking.

This is always the first step. You can’t write an ad before you decide what you need. Focus on behaviours. Often, you can train someone to use your software if he/she is smart and hard-working. So, we say, “Hire behaviours, train skills.”

While certain jobs require specific skills and experience, behaviors still make the difference: If the prospective employee is right, he or she will fit well with your company’s culture and with the hiring manager's and customers' personalities.

2. Write A Compelling Ad.

 Be different. Posting an ad that looks and feels like everyone else’s won’t get you noticed. You need to stand out from the crowd. Most ads include a list of job responsibilities and qualifications or a few lines about the company. You should include these, but give the prospective candidate more. "People don’t apply for jobs, they apply for companies. So let them know why you’re so awesome," James Clift recommends in his blog, SmartRecruiters. 

So, write about your company and the things that make it special. Tell readers how your company got started and about your great team. As long as you are not paying by the column inch, be extravagant. At this point, it should be about selling yourself, your company and this specific position. Tell candidates why they should "buy."

3. List Your Compensation Level.

 We believe you should list compensation if possible. Susan Heathfield in The Balance, argues that this is especially important if you're expecting the applicant to fill out an on-line application. Writing "TBD" (to be determined) in the compensation spot doesn’t help applicants decide if the job is at the appropriate career level for them.

If your job pays between $35,000 and $40,000, advertise the low end. Candidates who currently make $60,000 for a similar title won’t apply and waste your time. And that’s okay, because you can’t afford to pay them what they need and believe they're worth, anyway. If you have other incentives or perks, be sure to list those.

4. Organize Your Applicants.

 You can quickly become overwhelmed as the resumes arrive in your email. Create email subdirectories for the job. Move the emails from your inbox to the subdirectory as they arrive.

Source: Entrepeneur
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