Want to learn more about what type of recruitment advertisement performs best? Interested writing a more compelling ad for your open positions? Request our white paper here.
Want to learn more about what type of recruitment advertisement performs best? Interested writing a more compelling ad for your open positions? Request our white paper here.
Congratulations, it’s time to interview your top candidates! You’ve been working diligently through the steps of the recruiting process and you’ve narrowed the field to a few top candidates. Now it’s time to bite the bullet and conduct interviews. “What’s Love Got To Do With It?” Everything and nothing! What better way to explore this emotional time in the recruiting process than quoting this iconic song?
From the first handshake and introductions to the final thank you’s; it’s common that both the interviewer and the interviewee’s pulse will react. We are all human and our heart rate and blood pressure are likely to rise in any stressful situation. Interviews are no exception.
One way to manage the stress is preparation. Have a game plan. Know what the goal of the interview is, and have a prepared set of questions that you will use to achieve that goal. Before the interview, study up on the candidate too. Review everything you already know about them; re-read their application, resume, results from tests or assessments, and their LinkedIn profile. Make a list of candidate specific questions that you want to ask in addition to the ones you have already prepared.
The overall goal of interviews is to gather additional information to aid in making a selection decision. You are likely also trying to get to know the candidate to find out if they will be an asset to the team and pleasant to work with. Every aspect of the conversation is important, from the candidate’s initial contact with security or reception personnel at the front door to body language and communication style during the interview.
There are a number of possible specific goals for the interview. Your specific goal for the interview may depend on the job title you are filling. The specific goal of the interview will impact its structure and content.
For example you might be assessing technical knowledge, and ask the candidate to perform technical tasks to demonstrate knowledge. Or,you might ask the candidate to solve a coding problem on a whiteboard, assembling a product from instructions, or producing a writing sample. Alternatively, you might be exploring specific soft-skills including personal motivations or work behaviors like the ability to manage multiple simultaneous projects and teams. You might probe for this behavior by asking the candidate to reflect on how they would respond to a situation you present. Another goal of the interview is to verify details of past work experience as a way of exploring personal integrity issues, past accomplishments and experience appropriate to this opportunity.
Sometimes candidates find details of the opportunity confusing and want additional clarification. It’s important to allow enough time in the interview to give the candidate an opportunity to ask questions too. Listen carefully to the questions the candidate asks. These questions are important and might give you insight into their past challenges or about employment issues important to them. In the best case the candidate might express an eye-opening concern that indicates to you that they have gone the extra mile in preparing and thinking about the company and the opportunity.
Remember that in a one or two hour interview you won’t be able to learn everything about the candidate, so use your time to find out about factors you know to be important for on-the-job success.
When you’re hiring be aware that you are considering a new direction – in the form of a new person who will be joining the company. Everyone involved, the candidate and the employer is also thinking about their own interests and about protecting themselves.
You, representing the employer, want to avoid a variety of possible negative outcomes. Those include possible liability and the costs of a mis-hire. Additionally, you want to get the right person in the job. Typically, the candidate wants to be sure the new position includes the opportunity to learn more, earn more and do more. The candidate also doesn’t want to quit his or her current job, only to discover that they don’t get along with the manager. Neither the employer nor the candidate wants to discover down the road that the new opportunity is a poor fit. Everyone involved is assessing risk and acting to protect themselves. After all…”Who needs a heart when a heart can be broken?”
It’s easy to fall in love with a candidate during an interview when you discover that you share similarities Perhaps you graduated from the same college or know people in common. Other similarities might be more obscure – like discovering a shared hobby or interest. But love is not necessarily the only emotion to focus on during an interview. It’s possible to really love a candidate during the interview, and realize that despite the feeling of personal affinity, they are a poor match for the job.
There are times when you might find that candidates you are interviewing are dissimilar from you. For example when a founder or CEO who is focused on sales, interviews candidates for a key accounting position, that founder, an extrovert with a customer-focused sense of urgency, might be put off by the reserved, methodical and detail orientation that a well qualified CFO or Accounting Manager exhibits during the interview. If you’ve been in this type of situation you know that these types of differences might prevent you from feeling personal affinity and you might not fall in love with ANY of the candidates, even though one or two might be well a great asset to your company.
In this case, on-the-job success is more likely with a candidate who exhibits certain types of behaviors which are different from the CEO. This is a case where the interviewer might NOT feel personal affinity or love for the best qualified candidate. You might find yourself in a position where you have to overcome a feeling of lack-of-love in order to make a solid hire. Remember what Tina said…” What`s love but a second-hand emotion?”
You might feel nervous – but preparation will carry you a long way
Know what the specific goal of the interview is – are you assessing technical knowledge, social skills, or work behaviors, or a combination of all three?
Make sure that there is time to address the candidate’s questions – you can learn a lot by listening to the candidate’s concerns
The goal of any recruiting process is to select a candidate who is likely to be effective on the job and contribute to the company’s overall success. While that sounds easy, if you are an owner of a small or mid-sized company, an HR professional, or a manager, and are responsible for recruiting and hiring, it’s likely you’ve experienced stress as you move through the recruiting process. Chances are good that there are several steps you take to learn about the candidate and predict their future success. One of the tools that many companies, recruiters, and HR professionals use are assessments.
There are several types of assessments available in the marketplace. Assessments fall into three general categories:
Skills assessments – the goal of these tests is to uncover whether or not the candidate has the skills to perform the duties required for the job. Skills can range from typing or data entry speed, to knowledge of programming languages, sales skills, or other technical skills like welding or operating various equipment.
Cognitive abilities tests – the goal of this test is to uncover the candidate’s ability to learn, apply logic, and to assess reading comprehension, math skills, and general knowledge.
Personality assessments (including behaviors, motivators, values or integrity etc.) – the goal of these types of assessments is to learn about how the candidate will interact to others, respond to stressful situations and determine if a candidate will fit in with the culture of the work place and the demands of the job.
You probably use other tools to learn about candidates. These include candidate screeners and interviews. Candidate screeners are often part of the initial application process. Depending on the system used, a screener might include questions about skills, work experience, salary, and even work behaviors like travel and work schedule. Interviews, when done well, can shed light on the personality, values and skills displayed by the candidate.
It’s important to use assessments in a way that will improve the likelihood of selecting a candidate who will succeed on the job. A recent article in Entrepreneur put it best by saying, “A behavioral assessment is only helpful if you understand what behaviors would be successful in that particular job.” If you don’t know what behaviors will lead to success, implementing this type of assessment won’t help achieve the goal.
There are three powerful ways to use assessments:
Use an assessment that will illuminate characteristics or proficiency you would like to know about the candidate. If on-the-job success is dependent on a specific skill set, choose an assessment for those skills.
Use a high quality assessment. Most high quality assessments are validated. Validation means that research tools were used to gather data to demonstrate that the assessment measures what it claims to measure, that cultural bias is not a factor in the results, and that the results are reproducible. Also consider cautionary information expressing ways that the test should not be used.
Use the assessment results as one factor in the decision making process. It is easy to imagine that excellence in a single skill or behavior might carry a candidate to success. Serious shortcomings in other areas can be devastating for on the job performance.
According to an article in the Harvard Business Review, which discussed academic research on this topic, the assessments which correlate best with employment success includes multiple measures, “cognitive ability, personality and interests.” For example if data entry speed or typing speed is important, candidates should be asked to take a typing test. And if customer service attitude is important choose a behaviors and motivators assessment that uncovers how a candidate will respond to others. If the job requires logical thinking and an ability to learn new information quickly, try a cognitive abilities assessment. Gathering a variety of information that is important for success will help prevent bad hires.
During the recruiting process take steps to find out as much as you can about the candidate’s skills, experience and behaviors to predict their future success. Use a combination of information to make a smart hiring decision and to mitigate the risk. Choosing an assessment that’s right for the job, could mean that you are using a skills assessment, a cognitive assessment or a personality assessment, depending on job requirements. Use a combination of assessments including screeners and interviews. Sounds easy, right? But remember that it’s also important not to alienate candidates by prolonging the pre-employment process or by asking them to take so many tests that the feel like a guinea pig instead of a valuable prospective employee.
The finish line is in sight. You clicked send, and the employment offer is now in the hands, or at least the inbox of your future employee. You let out a sigh of relief. You and your team have been at it for months, and you have finally found the ideal candidate for a key hire. I bet you feel eager and excited to move along and get this person onboard. I know that’s how I feel when I get to this part of the recruiting process.
But your heart sinks when you read the candidate’s reply asking for a time to chat about the details of your offer. The finish line seems to be getting further away. Don’t panic! Here are a few key things to wrap your head around as you launch into the final stretch of the recruiting process.
Salary negotiations are a normal part of business, just like contract negotiations. A quick Google search on salary negotiation yields nearly 3 million results. Most of the blogs and articles I looked at are geared towards coaching candidates, which suggests that neither you nor I should be surprised when a candidate negotiates salary or benefits.
Take heart, especially if negotiating is part of the job expectations (work behaviors) for the position you’re hiring for. If negotiating is a job skill you’re expecting (for example sales reps, purchasing managers, or project managers) then you might actually be pleased to see the skills in action. Soon enough the candidate may be an employee using these same strategies on your company’s behalf.
Craft a strategy and a negotiation plan. Employer’s negotiating strategy can be strongly impacted by the job title and experience level needed. Every position does NOT carry equal opportunity for negotiation. Consequently, candidates applying for entry level positions, or positions where a larger pool of qualified talent is available, are likely to find negotiations less fruitful. While candidates with high level technical skills or advanced experience or education may find that they have more leverage.
If you expect the candidate to negotiate, have an understanding of your budget and know when you are willing to walk away. Consider what parts of the compensation package you are able to negotiate. Total compensation is more than just the employee’s salary, consequently it is advisable for the employer to uncover what the candidate may value and won’t increase the base pay but will build good will and reward top talent for a job well done.
Here are a few ideas for negotiation:
During an employment negotiation you are building a working relationship and laying the foundation and tone for the future. Both parties should behave professionally. Look for common ground that will satisfy the candidate and not break the bank. Look for win-win opportunities. Consider the risk and cost of losing this candidate and having to go back to square one with recruiting.
The state of the economy, in particular the employment market, may impact the negotiation. A recent report from the Wall Street Journal confirms that the job market is heating up. Non-farm payrolls are on the rise, and unemployment is falling. Additionally, the aggregate weekly hours of all employees is as high as we’ve seen in a decade. While wages are not yet reported to be on the rise, there is considerable pressure suggesting that may change. It’s not 2009 any more and there is competition for top talent.
Candidates are well informed, and knowledge is power. Candidates use a variety of resources to know what constitutes a competitive wage and benefits package in their industry and geography. Candidates also have access to online employer reviews and may use social media to network to current or past employees. The online resources available to candidates have increased substantially and this knowledge can empower candidates when they negotiate.
Remember that every job deserves the right person and part of the process of getting the right person might well include a salary negotiation. This negotiation is a dialogue between two people intending to reach a mutually beneficial employment outcome.
Your company needs to make a key hire. Your senior management says they want the perfect candidate for this role, and you are in charge of getting that candidate in the door for an interview. Now what?
A quick Google search for the phrase “is there a perfect candidate for the job” turned up several blogs, an article in the Harvard Business Review and a video from Monster, (and those are just the highlights). The resounding answer provided by these various sources, not surprisingly, was, “No! There is no such a thing as the perfect candidate,” and, “No! Don’t try to hire the perfect person.”
The way I see it, employees (and prospective employees) cannot be pre-ordered to spec and assembled from a skills and experience toolkit. People typically come complete — with a combination of talents and flaws. Regardless, we are still charged with hiring, and we want to get it right. We need to dig a little deeper to resolve the challenge of finding the perfect candidate.
Does the C-suite expect that there is actually A PERFECT person for the job? Probably not. Senior management is savvy and likely realizes that the perfect person probably doesn’t exist. So what are they getting at?
Here are a few possibilities:
Senior management wants to be presented with the best-qualified candidates and no one else. Additionally, the CEO or President expects that someone else will handle the majority of the work need to find the best candidates.
Senior management wants someone better than the current employee. In this case, the recruiter or HR professional must seek to understand what exactly “better” means to the key decision makers.
Senior management doesn’t want to have to train the new employee. They need someone who can “hit the ground running.” The CEO is expressing an expectation that the new person will already have all of the skills, experience and work behaviors outlined in the job description.
How can this challenge be handled to achieve the best outcome?
Typically, before a company hires, they have done some advanced planning – what my mom calls “leg work”. During this preparation phase, many of the issues that are raised here can be addressed. The goal of this process is to define the ideal or perfect candidate and to have a plan for attracting and identifying that person.
Making time to prepare, asking hard questions and exploring the duties, authorities, experience and behaviors needed for on-the-job success is worth the effort. Of course, we should set the bar high, but the reality is, well, reality. Part of our preparation should include a reality check. When it comes to selecting real people, we might have to preference some of the items on our ideal list in order to hire the best available talent.
Consequently, when preparing to recruit, we need to clearly specify which items on the ideal list are the MOST important. When we meet a great candidate, we don’t end up holding out for an imaginary perfect person. Additionally, it is important to consider the consequence of looking for, or trying to hire a candidate who has competency in every area, but who lacks excellence in the primary area. A candidate with broad competencies, who lacks specific excellence, is unlikely to be perfect.
Successful recruiting depends on our initial ability to define the ideal talent. Successful recruiting is equally dependent on our ability to transition to a world that is populated by real people, complete with strengths and weaknesses. After all, I don’t want my company’s success to be based on the assumption that I can hire the women with the bullet proof bracelets, an invisible fighter jet and a magic lasso. What about you?
Monster.com “Does the perfect candidate exist?” http://bcove.me/ahyjq5qf
Undercoverrecruitier.com “Hiring Managers: don’t try to find the perfect employee”. http://theundercoverrecruiter.com/find-perfect-employee/
The Harvard Business Review – hbr.org “Don’t Hire the Perfect Candidate” https://hbr.org/2013/01/dont-hire-the-perfect-candidat/
There are good reasons that employers might want or need to have a confidential job listing and conduct a confidential search. Here are some common reasons we hear from employers:
As an owner and employer I empathize with all these concerns and feel they are reasonable. But (you knew it was coming, right?), there are a few important reasons to think long and hard about the decision to execute a confidential recruiting process. Posting a confidential job listing or ad can have several unintended consequences which need to be considered before the final decision is made.
You may not be able to win the war for the best available talent if the ad is confidential. Loosing a few candidates wasn’t much of a concern just a few short years ago, when very few companies were hiring. But today, competition for candidates is heating up. A confidential job listing can hurt your ability to attract top talent.
Candidates are sophisticated consumers and will do research on the employer, looking at employee reviews and LinkedIn before they invest time in the application process. If the candidate can’t verify what they see in the ad, they may not invest their time and effort to apply. You could get a much lower candidate response rate with a confidential ad and recruiting process.
In order to maintain confidentiality, the ad is likely to be less specific and won’t include identifying information like key products, key markets, projects or attractive details about your work-place and culture. Omitting this information may make the ad less attractive to the top tier of candidates.
You will also miss out on valuable free advertising. Indeed.com (the largest and currently most important job board) doesn’t allow organic ads (free) for confidential jobs. You can advertise on Indeed, but you’ll have to pay for it. Additionally, you won’t be able to post the job on your own website, losing important free access to prospective candidates.
Remember that secrets are hard to keep, even when you run an ad that is stripped of most identifying information. In today’s interconnected, hyper-communicating, social-media-minded, technology-driven, nothing-is-private world, the employer might not remain private; especially if the person you want to replace sees the ad.
We’ve seen it happen! The employee sees their own job advertised and marches into the boss’s office in a huff. “Why are you advertising my job? Am I getting fired?” They demand information, they are mad. The conversation can be difficult, poorly timed and extremely disruptive.
How did this employee even find out? Typically, if you, the employer, are unhappy with this employee’s job performance, they are unhappy too. Unhappy employees are on the job market. Job seekers often set up automated alerts. Notifications of open jobs arrive daily in their inbox, and they recognize their own job, even if you’ve stripped out most of the company specific information.
If you are planning to recruit confidentially and let someone go once the new person is on board, I’d like to suggest an alternative approach. Have the hard conversation BEFORE you start recruiting. This strategy puts you in the driver’s seat, controlling the timing and tone of the conversation. You are more likely to have a better outcome, a better, more amicable separation and likely a smoother transition. Additionally, now you can include company specific information in the ad, improving the likelihood of attracting top talent.
If you’ve thought long and hard, weighing the risks and benefits of launching a confidential search, and you’re willing to take the risks, move forward with the confidential recruiting and post the confidential ad. But if you’re having second thoughts, maybe it’s time to explore an alternative approach.
According to data from the NewHire applicant tracking system, at least 90 percent of candidates who apply for any advertised job opening are unqualified. That means that if you’re the hiring manager, and you get about 100 resumes, you’ll spend two or three days screening resumes just to find the 10 people who are qualified. That doesn’t even take into account the additional time needed for face-to-face interviews! Luckily, there is a solution – adding candidate screening questions as the first step in the application process.
The challenge is that candidate screening questions have to be created before a single candidate applies, but it’s simple if you remember this broad formula.
There are three screening questions that should be on every employment application:
Here are some specific examples, all based on an ad for an outside sales representative in the property and casualty insurance space:
The right Sales Representative will have 2-5 years experience in a Sales or Business Development role and excel in working in a fast-paced environment. Property and Casualty License preferred, but not required. Strong communications skills are a must.
Our goal is to be able to quickly identify candidates who have the skills and experience expressed in the ad. Below are examples of specific questions that address each of the three categories. These questions can be easily adapted for sales-rep recruiting in other industries.
1. Past work experience
It’s clear we want to hire someone with some sales experience. Here’s the first question to ask:
This is a great first question to ask because it immediately filters candidates who don’t match your simplest criteria. The problem is that there are applicants who have been selling for years but doing it poorly. Here is a second screening question that would help us find out about selling success.
Now we can select candidates who meets our criteria of both experience and demonstrated success during the last 12 months.
2. Work behaviors that lead to on-the-job success
Now we can turn our attention to “soft skills.” From the job description we know that successful employees are comfortable working in a fast-paced environment.
This is a great question to ask, because candidates can’t Google the correct answer and not every sales job requires the same work pace. In this case, it’s probable that candidates who select “juggling several tasks with attention to detail” will be most likely to thrive.
3. Subject matter expertise
Now it’s time to find out which candidates can demonstrate they have the knowledge for success.
The ideal answer is clear. But the ad said, “Property and Casualty License preferred, but not required,” and the hiring manager is willing to train the right candidate. How am I going to identify candidates that might not have the license yet, but would likely have the ability to learn about the industry and pass the exam?
The information provided by an open-ended question is two-fold. First, we get a writing sample and can evaluate communication skills. Second, we find out if the candidate has a basic understanding about the industry and can explain the benefits of the product they will be selling.
Every employment application should include screening questions about work experience, work behaviors and subject matter expertise. These types of questions allow the manager to eliminate candidates who are not qualified and focus on those people who match the hiring criteria. Using the right screening questions will transform a tedious task into a rewarding, exciting search for the best available talent.
What screening questions do you use in your hiring process?
This is the third of a three-part series that’s designed to help you answer the question “why is it so hard to hire an employee?”
We’ve addressed what may be the problem if no one is applying for your job and why qualified applicants aren’t applying, but what if you have plenty of qualified candidates applying? You might be thinking, “what’s the problem?” The obvious answer is: There is no problem with having plenty of qualified candidates. The problem comes when you have no follow up.
Don’t kick yourself for not following up. It happens. There are many reasons why you may find yourself lacking in this department.
Most small- and mid-sized employers wait to hire an employee when there is enough business to support a new employee. That means that everyone in your office is currently working at capacity. Everyone is slammed handling customers, orders and other immediate tasks. That doesn’t leave anyone with the time needed to properly hire an employee.
Other times, we find ourselves hiring in “emergency mode.” When people take new jobs, retire or get fired suddenly, you need someone quick. But you also need to get their work done. No wonder you don’t have time to follow up; you’re currently doing two jobs!
Maybe you’re not slammed for time but there is no clear delegation of work responsibility for following-up with the top candidates. The President, Owner or manager got the ball rolling, but is too busy to see to the details. Who takes it from there?
Or perhaps it’s just too much to handle in additional to the regular work load. That’s possible. Especially in the case of smaller companies that might not have a dedicated HR staff or recruiter.
It takes a lot of time to hire an employee, so it’s certainly not something you can “just squeeze in.”
Consider this: It takes 30 to 45 minutes to conduct a phone interview. Let’s say you want to conduct 10 or 12 phone interviews so you can have 3 or 4 quality candidates for face-to-face interviews. That’s 540 minutes or 9 hours just to do the phone interviews. Wow! No wonder you don’t have time.
That 9 hours doesn’t include the time it takes to identify the best applicants, or the time it takes to send emails, set appointments, leave voicemails, or deal with the interruptions when the candidates call back. And all of those steps must be taken. That’s a lot of time!
So what do you do? You either work crazy hours, shift priorities or you can ask for help. There is nothing wrong with reaching out for help, but it’s best not to wait too long to do that. The best candidates don’t stay on the market for long.
As soon as you recognize that you don’t have the necessary time required to hire an employee, take action to remedy it. Either shift priorities or reach out to someone that can help bear some of the burden. We don’t recommend the ‘work crazy hours’ option.
If you are having this problem now, feel free to reach out to us. We’re pros at helping you find the right person for your job.
This is the second of a three-part series that’s designed to help you answer the question “why is it so hard to hire an employee?”
Last week, we addressed why no one was applying for your position, but that’s not everyone’s issue when it comes time to hire an employee. Perhaps people are applying, but you’re simply not getting well-qualified applicants. Or maybe you’re being inundated with entirely too many applicants. Let’s dive into why you might be experiencing these problems when hiring.
You’ve been advertising the open position in all the right places, and candidates are responding. But when you review the resumes, none look attractive. None of applicants meet all the qualifications and requirements you set.
You don’t want to waste time on interviews with people who are unqualified, overqualified, or don’t look like a good match for the company, so you don’t follow up with anyone. That’s understandable, but it’s not going to help you hire an employee.
It is reasonable (and advisable) to be worried when none of the candidates who apply appear to be a good fit.
Why does this happen? Here are a few possibilities:
It is hard to admit it when we’ve experienced any of these problems. It could feel like a personal failing. Admitting to a mistake is hard.
The first step in solving the problem is pinpointing the issue. If you think you’ve experienced one of these challenges, take a step back, take a deep breath and remember there is a solution. In many of these cases a little research or competitive intelligence can go a long way to solving the problem and moving forward with a fresh start.
Some employers find themselves overwhelmed by the candidate response. When you have too many candidates to review, it’s overwhelming, and hard to figure out how to identify the best candidates. When that happens, you may find yourself procrastinating reviewing any at all because it’s human nature to put off things that seem daunting.
Before we figure out how to eliminate this problem, let’s figure out how you got to it in the first place.
There are a few circumstances that typically lead to a barrage of resumes.
If either of those are the case, you need to be prepared to see a lot of applicants. If you’re not prepared, it’s easy to feel overwhelmed and start procrastinating. That is absolutely not how you want to feel when trying to hire an employee. If there is no screening system, plan of action, or objective hiring criteria in place, you’re probably going to feel that pain. But don’t worry. There are things you can do.
If you’re feeling the pain from either of these problems, you might need some tools and coaching to get you over the hump. You also may need a system that allows you to quickly identify the best qualified talent, without reading every application because we know the pain of reviewing applicants.
This is the first of a three-part series that’s designed to help you answer the question “why is it so hard to hire an employee?”
It happens regularly; the president, CEO, owner or sales manager calls and asks if we can help them with a hire. Often they have tried to do it on their own, but are having a tough time. They ask, “Why is it so hard to hire an employee? Can you help me?”
There are many factors involved when it comes to hiring, so before we say “yes, we can help,” it’s essential to understand what is truly happening.
Here are four reasons you might find it hard to hire an employee:
There are many reasons that you can experience any of these four problems. Understanding the problem is the key to finding the right solution.
We’ll address each of the four reasons in this series, but for this post, let’s address the first reason you’re finding it hard to hire: no one is applying.
You’ve been advertising the job and hardly anyone is applying. That makes it really hard to hire an employee. You’re right to be worried, but what do you do? There are a few things.
Fewer people are going to apply in 2014 and 2015, than in 2009 and 2010. During the Great Recession there were a lot of people on the job market and very few openings. That means, every job that was open during the recession got many applicants based on pure numbers. But times have changed, and I am not complaining! There are more open jobs and fewer candidates. The competition for talent is heating up, and most jobs are attracting fewer applicants. Your new smaller candidate pool may simply be a byproduct of this change, so it’s important to adjust your expectations.
Is the job title unusual or uncommon? In the world of internet job board advertising, candidates find jobs by searching keywords. If the job title is unusual, or doesn’t reflect the duties or salary being offered, appropriate candidates might not be finding the ad. If no one is finding the job, certainly no one will be applying.
Is the job competitive in the marketplace? If the salary, wages or benefits offered aren’t competitive with those offered for similar positions, you’ll see a very small number of applicants. Applying for jobs is time-consuming and many applicants focus their efforts on applying for the best jobs they find. Why spend the same time applying to three very similar jobs if one of them is only offering up 70% of the salary? Pro tip: the top talent won’t apply for jobs that don’t offer competitive compensation.
Does the advertisement highlight the best aspects of the job? Sometimes the available job is a great job at a great company, but the advertising copy doesn’t do either justice. Make sure you put your best foot forward.
How many people out there are truly qualified for this job? Are we simply dealing with a scarce candidate pool? For example engineers with many years of experience are going to be tougher to come by than entry-level account managers.
Did too few people see the job posting? If the advertising was not adequate to build a candidate pool, it’s possible not enough of the right people even know about the job. (Hint: you might need to spend more on advertising.)
Do any of these challenges sound like things you’ve experienced? If so, maybe you need some hiring help. Don’t worry. You’re not alone and we can help.
If you still aren’t thinking, “yep, that’s exactly the problem I’ve been having,” stay tuned for part 2. We’ll take a look at the other reasons you may be finding it hard to hire an employee, and give you some tips to make it easier along the way.