Make Your Company More Attractive to Applicants

Make Your Company More Attractive to Applicants

Companies across a multitude of different industries are all facing a similar issue; they have open jobs but aren’t getting the kind of response from potential candidates they’d expected. This is particularly true for organizations with less-than-enticing open positions – the down-and-dirty industries – despite the fact that most of them offer outstanding compensation and benefits.

So, what happened? Has everyone gotten lazy?

No, there are still plenty of hard-working men and women looking for jobs out there. What’s really changed is that, for possibly the first time in several decades, companies across industries are in competition with one another for applicants. Rather than simply posting a “help wanted” sign, companies now have to market their open positions with the same kind of mindset they promote any other aspect of their business.

Unemployment is at a near all-time low in Indiana right now and the rest of the country is setting similar records, giving talented candidates in need of a job plenty of options to choose from. It’s a buyer’s market, so to speak.

In order for your company to stand out among all the others trolling the same talent pool, you’re going to have to do some hyping. Let’s take a look at some methods that will help you out.

Where are You Posting Your Listings?

If your own company’s website is the only place your posting your open job listings, that’s not going to be enough to get noticed. Even using popular job sites like Career Builder or Monster isn’t enough, as much of today’s younger candidates turn increasingly to social media outlets for their searches. So, you’re going to have to get social about your open jobs.

Companies with a social media presence are reportedly 58 percent more likely to attract top talent (LinkedIn, Altimeter Group). It’s easy to add the “Jobs” tab to your firm’s Facebook page, maximize use of LinkedIn’s recruitment tools, and spread the word about your available positions using your Twitter network. In fact, if you really want to find the right individuals for your business, you should make use of all of those outlets.

Additionally, it’s important to pay attention to what people are saying about your company across sites that enable folks to post reviews. Glassdoor, for example, could be full of negative statements from former employees that could drive off new ones.

How’s Your Job Description Coming Across?

If the specific language you use in the text of your job offer comes across as intimidating or daunting, it’s probably going to drive away some candidates. This can be a little tricky to manage, because the job description has to remain accurate to the nature of the work.

One suggestion is to be tactful about the type of qualifications that you list as desired. If you list too many, nobody’s going to meet those requirements. Too few and it’ll be too vague. Demographically speaking, the types of qualifications you list can affect the gender of the individuals who actually apply. The Harvard Business Review found, for example, that men apply for a job when they meet only 60% of the qualifications, but women apply only if they meet 100% of them.

So, you should phrase your desired qualifications in such a was as to provide flexibility with your demands, to open the possibility for more individuals to feel like they meet your standards. As an example, you could say “familiarity with QuickBooks” instead of “proficiency with QuickBooks.”

What Kind of First Impression Is Your Company Making?

They say it’s important to make a great first impression when you’re applying for a job – but it goes both ways. Your company needs to make a great first impression if you hope to get talented people to apply.

Most often, the first impression people have of your company will come from your website. What does your website say about your company’s culture?

Are there images on your company’s site (and/or social media sites) that depict what working at your company is actually like? Are there images of smiling employees or maybe photos from one of your events?

Also, it shouldn’t be difficult to apply for a job. However you choose to intake new résumés, whether it be online, in person, or by email, you should make it easy for the applicant to reach the right person. A website that’s clunky or difficult to navigate is going to set a really bad impression for your company. And if you’re asking people to fax in a copy of their materials, well, you can just forget it.

What Kind of an Impact is Your Company Making?

More than ever, it’s important to employees that their company make a positive impact on the world. Beyond your services, product offerings, or day-to-day operations, applicants are going to what to see what kind of activities your company does within its community.

There are several added benefits to this, as it’s not only helpful for recruiting but also for publicity and brand awareness as well. When your business does take a role in a community endeavor, you should be sharing details from that event online and throughout the local media. It’ll help your company look great in the eyes of customers and future applicants alike.

Remember, You Need to Sell It

It’s not as easy as it used to be to find qualified people for your open positions anymore. You’re going to have to sell those openings in much the same way you would sell any of your other services or activities. Keep in mind that many of today’s job seekers have plenty of options. Make sure that your company stands out from the crowd as being a place where workers will actually want to be every day.


Unusual Places to Post Help-Wanted Ads

  • Bathroom stalls
  • Event signage
  • Taxi cabs and busses
  • Escalators and elevators
  • Door hangers
  • Stickers on fruit at grocery stores
  • Bottoms of your shoes (to leave footprints)
  • Written on money
  • Branded materials distributed to the homeless

Sources: The Balance, Building Indiana