You’re a recruiter.

You probably wear several hats in your organization. Perhaps in addition to your recruiting duties you’re the HR point-person, or maybe you’re a part-time administrative assistant to one of the executives. 

However, regardless of what else you do, you’re passionate about aligning internal and external talent with the organization’s needs, mission, and goals. 

One problem recruiters face is how to get more folks to apply for jobs they’ve posted. This is why there are companies that specialize in executive search, as well as numerous places to go to find qualified candidates for your positions. Especially if your company is growing, or in a niche industry, it can be tough to get the word out about your job openings. That’s why I’m sharing a few tips to help increase your job applications and ultimately new hires here on my blog. So without further ado, here we go. 

1. Utilize a job board

The best way to get the word out about your job is to use a job board. Even if you have your own internal job-posting platform, post something externally too. While platforms like Indeed or ZipRecruiter can sometimes be helpful if you’re trying to target folks all over the country (like if you’re McDonald’s and you need managers in 1000 restaurants from CA to FL), oftentimes a local job board like FindAJobPA.com can help attract those qualified, local candidates in a much more timely manner than with a big job board. As the saying goes, it helps to “fish where the fish are.” 

2. Describe your position in a seeker-friendly way

When someone comes to you with an open position, it can be easy to write a job description that is full of internal jargon and complex descriptions. After all, you know the position and what the hiring manager is looking for. However, since you will be posting externally, there’s a good chance folks unfamiliar with your company and/or your industry won’t be able to truly understand what the job’s about if it’s full of too many inside references! As you’re developing the job description, ask yourself (or better yet, email a friend who doesn’t work in your industry), “would I know what this is about if I didn’t work in this industry?” 

Remember, if you have an applicant looking at your position who is familiar with the industry, they will know what the job is about even without those super specific parameters. If you’re advertising a pharmaceutical sales job, and you have an applicant coming from another pharmaceutical sales role, chances are she’ll have a good idea of what (generally) the particulars are of the role. However, if you have a car salesman looking at that same pharmaceutical job, you’ll want to explain a little more about the “nuts and bolts” of the role. 

For example, is it mostly B2B or B2C? Your pharma applicant will know it’s B2B but your B2C car salesman may not. What’s the territory like? Your pharma applicant is probably expecting some traveling, whereas your car salesman might be expecting a 9-5 office job. Again, it comes down to knowing who your ideal candidates are, and knowing a little bit about how they think and what they like. 

3. Be prompt in your replies to help with conversion

I know we’ve been talking about the application side, but now let’s hop over to the post-application process. Perhaps the most common pain point among job seekers is lack of communication from the recruiter. It can often feel like your resume goes into some black hole, never to be seen again. While some places have automated communications based on applicant stages (which isn’t great but it’s better than nothing), nothing matches a personal, human connection, especially in the job application process. So make it a point, whenever you’ve updated a candidate’s status, or if it’s taking a while and you’re not sure when a decision will be made, that you send a quick email to the candidate and let them know they have not been forgotten. This will help them stay in your funnel and not jump ship to apply at a competitor due to your lack of response. 

In conclusion, there are many variables that play into a successful recruiting process. I hope these few tips will help you as you continue evolving your recruiting strategy and getting the right candidates hired at your company. 

Feel free to contact me if you have any questions, or leave a comment on this post and I’ll reply! 

Until next time,

Melissa