You Don't Need Generic Talent
When you post a job listing, you want as many people to see it as possible. Write your listing so it grabs and holds the attention of top candidates. Keep reading and I’ll tell you how.
Avoiding some common candidate communication mistakes and implementing some less-common techniques can make the difference between hiring your next star or settling for an average one.
The Job Listing
The job listing can be eye-grabbing and motivating; or it can be totally vanilla. Your job listing is possibly the first contact you’ll have with applicants. Make it good so that talented people give it more than just a glance.
Improve your job listing by applying these tips.
- Use Search Engine Optimization
- Make it clear what role the employee is expected to fill
- Explain what growth opportunities are available
- Explain what education opportunities are available
- Show your brand and company culture
Even after you have the application of an awesome candidate, don’t assume you can take your time. Almost 40% of applicants lose interest or look for a new job if your hiring practices are sluggish. By communicating how long steps in the hiring process take, you’ll have much better odds of keeping applicants. Just make sure you stick to the timeline you set for yourself.
Not only should you communicate your hiring timeline, but that timeline should be short so you can hire the best candidate before your competitor does. If it takes you 60 days to get from the resume screen to the offer letter, you’re probably sending the offer letter to a less than ideal candidate.
After autonomy, the thing employees want most is to know what their employers expectations are. A few want to go above and beyond and that’s great, but most just want to know where the bar is and how to reach it. Give them what they want!
The candidate should know what the company needs in order to know if they can fulfill those needs. If expectations are not set, an employee could be hired and get overwhelmed by the tasks given them, get underwhelmed at their lack of responsibility, or put the wrong emphasis in the work they do.
Travis Hansen, CEO of Tesani Companies, wanted to hire a chef for company lunch every day. While he was interviewing Mindy, she expressed her expectation to work part time for six months. Travis said, “Great! My expectation is that the place stays clean.” Four years later, eating at Mindy’s Cafe is still a highlight of each employee’s workday.
If expectations were not clear, Mindy’s intention to leave after six months could have been an inconvenient surprise , and the kitchen may not have met Travis’ expectations. Because Travis and Mindy have a great relationship that started with clear expectations, Mindy stuck around and everyone at Tesani is grateful for that.
In 2017 a college student named David was looking for his first internship. With no experience, it was hard to find someone to hire him.
He finally found an internship he was excited about. He applied, got the interview, and nailed it. A few days later he got an email: “We’d love to have you on as an intern this fall!” David was thrilled until the next day when he got another email from a different employee: “Unfortunately, we will not be able to offer you an internship at this time.”
David ended up getting the internship, but don’t do that to your candidates! If there are multiple people making the hiring decision (which we advise), be on the same page. Make sure everybody knows who you’re hiring and who you’re not hiring. Decide who should communicate with the candidates. Otherwise, you might find yourself in an awkward situation like the one David was in when he got an offer from one employee and a rejection from another.
I get it, keeping track of everything in the hiring process can be a pain, and Gmail just isn’t built for hiring and onboarding. Look into getting some HR software to keep track of everything for you. By automating your process, you avoid human mistakes and can have a much more successful hiring experience.