While you cannot vet candidates based on their resumes alone, how can you ensure that only those you want to work with will submit the applications? And how can you avoid missing out on talent because of a vague job description? Follow the tips below to find out how.
1. A Clear Job Description
This, by far, is the most important thing when you’re looking for a candidate. Whether you’re hiring an administrative assistant or an assistant vice president, you must ensure the position’s responsibilities and expectations are clearly outlined in your posting.
While some companies get creative with positions, it’s not necessarily a good thing. Vague job titles only confuse the applicant and could even lead to unqualified candidates applying at your company. Most serious applicants prefer a clear definition of their role, so it’s best to give it to them directly.
However, don’t go overboard with your job details. A particularly long description can also be a red flag for some candidates. That’s because it’s a sign of micromanagement from their superiors, which many people dislike. A good balance would be to tell them their general responsibilities and what’s expected of them, but don’t include how they should do their tasks in the description.
2. Keywords Are Key
When you post a job opening, you’re expected to get a flood of applicants—especially if you’re providing a competitive rate. So, to help you separate the wheat from the chaff, insert keywords in your description that you should look for in your applicants’ cover letters.
These keywords will help you articulate what you exactly need, and if a candidate includes them in the application, then you know that they’ve read and understood your posting. You don’t have to input explicit keywords in your application, though, as they should fit in naturally in a clear job description.
You can also use these keywords to filter applicants, especially if you’re pressed for time and can’t go through all 100 applications. That way, you save time and only pick those genuinely interested in the position.
3. Be Forward With Pay
Whenever you hire someone, they expect to receive compensation for whatever service they offer. So, if you want to get people you can rely on, you also have to be reliable when it comes to remuneration. So, when you’re posting a job opening, you should be straightforward about what you’re offering.
It’s good practice to write down a figure slightly lower than what you’re willing to pay. That way, if they negotiate, you have some leeway to give them what they want. And if you haven’t decided yet how much you’re willing to offer, or if you prefer to base it on a candidate’s experience, include a range instead and then indicate that the pay will vary based on the experience they’re bringing.
After all, if what you’re offering doesn’t match the candidate’s expectations, then you’re only wasting time and effort if you shortlist them.
4. Check Out the Competition
While there are many considerations to the compensation you’re offering, you should also look at what the competition is willing to pay. That way, you can gauge the average cost of hiring someone. And don’t just compare what you’re offering to positions with similar job titles—instead, look at jobs that have equivalent required experience and responsibilities.
By doing this, you can improve the quality of your applicants. After all, experience candidates with a strong background in your industry expect to be paid more. Furthermore, these candidates won’t just be applying to your company. Expect them to apply for similar positions, too. So, if you don’t want your competitors to get the best people, you should at least offer something at par with what the other companies give.
5. Share Your Perks
Aside from money, you may want to entice applicants with what you can offer them. After all, as the adage goes, there are some things money can’t buy. Sometimes, the perks of the job make a person sign up for it.
For example, if you let your people work remotely, or if you offer flexible work schedules, then this can be the reason why a top candidate will prefer working with you over a higher-paying position.
6. Have a Complete Company Profile
While salary and perks are significant considerations for most applicants, candidates are increasingly looking at other metrics, like professional development, company culture, and ethics. For this reason, you should have a company profile that covers these bases, ensuring you can get along with the people who apply at your company.
After all, you don’t want to work with someone you’ll frequently clash with due to differences. So, to ensure that the candidate knows what they’re getting into, it’s best to be upfront about what your company does and its culture.
Finding the Best Candidates
No matter whether you are searching for an online freelancer or someone you will work with in-person, you should always make the best choice. They may not always be the most qualified for the position or the one with the longest experience. Instead, you should look at it from a holistic point of view.
Will they be able to deliver what you need? Would you be able to work with them in harmony? Can you afford their rates? Do their professional goals and your company’s requirements intertwine? A well-written job post and company profile will help you find the person who will answer yes to all these questions.
By following the advice given above, you can save time and effort by filtering out candidates you don’t want to work with. Simultaneously, you make your job postings more efficient by ensuring that you get the best applicants from the sea of workers there.
