Table of Content
- Improve the quality of your job advertisements!
- Make the application process easy!
- Set up an application page!
- Use the power of your network!
- Be present!
The job ad has been published for weeks, but applications from promising candidates are received only sparsely.
This is a common experience for many companies in times of talent shortage. But it would be wrong to accept this and don’t react to it.
Companies can do a lot to attract more candidates to their vacancies. Here we present some recruiting tips for increasing the flow of applicants that have proven successful in practice.
1. Improve the quality of your job advertisements!
Above all, a job advertisement should contain correct information.
Describe the desired candidate profile as precisely as possible and avoid mistakes. For example, it is extremely off-putting to ask for ten years of professional experience with a specific programming language when that programming language has only been around for five years.
The job advertisement should contain all the essential information, including, above all, the location of the job, a clear and comprehensible wording of the job title, references to the salary range and information on working hours and models.
Timeliness is also important: 39% of potential candidates did not apply for a job or abandoned the application process because the job ad had been online for too long.
2. Make the application process easy!
75% of applicants find it important to be able to apply quickly and efficiently.
See every click the applicant has to make as an obstacle on the way to her or his application. Did you know that online application processes require an average of 29 clicks before the applicant can finally submit his or her application? A sought-after specialist or manager will not do that to himself or herself.
3. Set up an application page!
Every company that wants to attract more applicants should definitely integrate an application page into its website.
The application page is a simple, relatively inexpensive and very effective tool for your employer branding. There you can work out what makes you attractive as an employer and what distinguishes you from other employers. Recruiting experts name this unique selling point as an employer EVP (Employer Value Proposition).
4. Use the power of your network!
You already have the best multipliers to attract more candidates in-house: your employees.
Cultivate a corporate culture in which your employees feel comfortable and encourage them to talk or write about it. Employer reviews on relevant portals are definitely noticed by interested candidates: 58% of applicants drop out of an application or do not apply because they have read bad employer reviews!
5. Be present!
Analyse where your candidates are going online and be present there. For example, build company pages on social media. In a professional context, this could be LinkedIn or Xing. For Employer Branding, it could be Instagram or TikTok. Create an authentic and attractive image of your company there.
Are you having difficulties attracting more candidates? Are you looking for new talents for your team? LHC International helps companies in their recruitment since 2013. Our consultants are specialised in their industries and can advise and help you find the best candidates.