1. Your job descriptions may not be easy to understand
Monster recently conducted a survey of over 2,000 job seekers and found that 57% of job seekers questioned would be put off applying for a role which includes too much jargon. Do your job adverts contain a lot of jargon? If so, toning it down may increase your response rate.
2.The job advert has been up for too long without success
A survey by Computer Futures of 2,000 job seekers revealed that job adverts that had been up for more than 67 days without success were deterring applicants from applying as applicants were presuming something was ‘wrong’ with the company.
If you have any job adverts that have been running continuously for more than two months without success, they may no longer be effective. I suggest changing the job title to refresh it or simply take it down for a few months and try again once the candidate market has refreshed itself.
3. The job advert does not present your business as a place to build a career.
Research from Randstad suggests that 86% of staff who leave jobs are doing so due to lack of career development opportunities.
Today’s career conscious applicants may be deterred from applying for jobs at your company if they do not feel they can progress their career. So ensure that your job adverts talk about the training and career development process in your business. As well as this, start-ups and small businesses should ensure that their job advert talks about the firm’s growth plans and level of stability.
4.) The job advert does not express the company culture…
Many of today’s employees (particularly Generation Y/Twentysomethings) want to work in firms which share their own work values, ethics and lifestyle preferences. If your job advert lacks an inviting culture statement, many applicants may be deterred, so be sure to include a culture statement in your job advert.
5.) The job advert does not offer flexible interviewing options
A recent survey from LinkedIn of over 5,000 professionals has revealed that 83% of candidates are passive, which means that they are not actively seeking work but may be moved to apply if the right opportunity is put in front of them.
Passive candidates can easily be put off applying for roles for small reasons such as a reluctance to take off time for interview (for fear or alerting their employer). So, make it easy for passive candidates to engage with your hiring process by allowing them to interview out of hours and/or via video (for the first round at least) . You can do this by stating in your job description that currently employed candidates may have the option of out of hours interview or a first round video interview.
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