Take Control of Your Talents
March 1, 2017
Podcast: Starting a Job Search
March 14, 2017
Take Control of Your Talents
March 1, 2017
Podcast: Starting a Job Search
March 14, 2017

If an organization looks great on the outside, is fiscally fit, and is branded attractively, applicants will want to get to know them better. From the moment they see the ad for the job, they will be sizing up the employer. Every interaction the applicant has with the company sends a message which says either, “Ooh, I like that” or, “Oh no, not cool.” To be in it for the long haul, the “dating” needs to move to engagement and yes, even after you “tie the knot,” the employee still needs to feel the love.

Below are some easy strategies to get more “Oohs” and less “Ohs” so a match made in heaven can occur.

1. Inspirational Advertisements

  • Boring ads can make the job and company seem boring. No one wants to work for ABC Such-n-Stuff with mundane duties and comatose qualifications. You can think outside of the box without making the ad unprofessional.
  • People want to work where they are needed, can make a difference and will feel inspired. Show them how they’ll be challenged and that you won’t just hire a warm body.

2. Easy Application Process

Research shows that up to 77% of applicants are applying for positions on mobile devices. Keep the application down to the basics or you’ll lose applicants. We recommend:

  • Resume- Required
  • Salary Desired- Required
  • Cover Letter – Optional

3. Informative Careers Page

  • Visual impact is a must with professional photos of employees and the workspace.
  • Add meaningful content that wows and woos potential employees.
  • Consider adding benefits information and include benefits unique to your organization like information on your VTO policy (paid volunteer time off), green practices, or wellness initiatives.
  • Highlight your Corporate Social Responsibility programs.

4. Ensure a Positive First Interview Experience

  • Recruiters should be enthusiastic, warm, and cheerleaders for the organization. Even if the candidate is rejected, they should want to still work for the organization.
  • Have an ATS (applicant tracking system) that helps recruiters track and respond to applicants. A basic ATS helps the recruiter stay organized and presents a positive image to the applicants. Even the candidates who don’t get the job will share their experiences with others, positive and negative.
  • Train all interviewers on how to interview and have a process. Respect everyone’s time and don’t drag out the interview process too long. Good candidates will get snapped up by the competition.
  • Communicate with the applicants throughout the process so they aren’t left hanging. Recruiters are busy and miss things sometimes, but set expectations with candidates up front, like, “Feel free to check back with me in two weeks if you haven’t heard from me.”

5. Paint an Accurate Picture

  • According to Brilliant Ink’s Employee Experience Survey, which surveyed more than 300 Fortune 1000 employees about employee engagement measures, up to 25% of the respondents felt misled in the interview process and were subsequently disengaged. It’s okay to sell the job and the company, but if you don’t give the applicant a realistic portrayal of the job, the relationship is doomed.
  • Find out what makes the candidate tick and gauge their culture fit by crafting questions that get to your organization’s culture, mission, vision, and values. Consider adding these questions to all interviews.

These tips are sure to get the sparks flying. Now seal the deal with a great offer!

Stay tuned for: “It’s Time to Propose – Making a Compelling Offer”

Peggy Hogan
Peggy Hogan
Peggy is Purple Ink’s Vice President of Client Services. She is passionate about helping organizations be more effective at sourcing and retaining top talent and loves the powerful effect connecting people to the right opportunity can have on their lives.

Leave a Reply

Your email address will not be published. Required fields are marked *