You can attract better job candidates if you work on eliminating some of the frustrations that are common in the hiring process. New technologies have been introduced that help recruiters keep better track of candidates, but they haven’t eliminated the negatives that seem like an inevitable part of the hiring process. So, what are the common frustrations that job seekers have, and how can we resolve them? We’ve listed out the top five and how to fix them.
No hard data on compensation: The majority of job requisitions don’t have salary information posted, which causes a bind for job seekers because they usually have a minimum amount they can accept or want to accept, based on previous positions held or cost of living expenses. The way to work around this issue is to visit places like Salary.com and see what has been offered in the past for a similar position at a similar company. Use this information, along with your company budget, to come up with a minimum salary amount that fits within the range. Then, in the requisition, state the minimum salary but add that it could be higher depending on experience.
No mobile support: All companies by now should have mobile support for individuals applying online for a job. Millions of job seekers are looking for jobs on their mobile smart phones or tablets. If your company does not provide this, you’re missing out. Start taking a look at mobile technologies that’ll help support job seeker initiatives, and you will make the experience better for everyone.
The resume black hole: No one likes the resume black hole. You send your application in and receive absolutely no feedback from the employers. This just makes job seekers feel bitter towards your company and they’ll tend to rule out applying again, even if a position comes up that’s perfect for them. They may also share their experience with all of their friends, which can hurt your employer brand. The very least you can do is set up an auto-response email to let them know that their application has been received and they will be contacted further if their experience matches the job requirements. Even better would be to include a timeline on the decision-making process.
The minimum qualifications don’t appear until the end: One thing I hate it when I read through an entire job description only to figure out at the very end that I don’t fit the minimum job requirements. What you need to do is put the minimum qualifications at the top of the job req., so job seekers aren’t wasting their time learning all about a job they’re not even qualified for.
False advertising: I really hate going to a job posting that looks like one thing when it’s really another. For a job seeker who’s spending a lot of time searching for the perfect position, following a lead that takes you on a detour can be the most frustrating of all. My biggest pet peeve is the marketing job that is really a cold-calling sales job. Just call it cold calling.
If you’ve ever applied for a job, you’ve probably experienced most of the frustrations we’ve listed above. The good thing is that there is light at the end of the tunnel. Employers are beginning to use Talent Communities in their recruiting, which allow for a more interactive process that provides ongoing feedback and eliminates many of the common frustrations of the job hunt.
How have you eliminated frustrations and attracted candidates more effectively?
Jessica Miller-Merrell, SPHR, is an author, speaker, Human Resources professional, and workplace social media expert who has a passion for recruiting, training, and all things social media. She is the president and CEO of Xceptional HR, and a leader in the HR community with more than 12 years of industry experience. The author of Tweet This! Twitter for Business, Jessica was named by HR Examiner as the second most influential recruiter on the Internet and the seventh most powerful woman on Twitter. She is a columnist for both SmartBrief and The Huffington Post, in addition to Blogging4Jobs and Human Resources One on One. Jessica has been interviewed for professional articles in CIO Magazine, Entrepreneur Magazine, SHRM’s HR Magazine, and on CBS. Jessica earned a Senior Professional in Human Resources designation in 2008, and holds a bachelor’s degree in Anthropology and Business from Kansas State University. Originally from a small town in Kansas, Jessica currently lives near Oklahoma City with her husband, Greg and daughter, Ryleigh.