In 2021, the amount of candidates being able to search for a new place of employment is astounding. In May, there was a record high number of people leaving their jobs to be able to find work elsewhere. In this candidate-driven market, there is a huge influx of candidates and a number of ways to capture them.
For job seekers, their priority is finding a place that not only values them, but will provide a great opportunity for their career. Hiring managers and recruiters can only do so much to try and seek out top talent.
Enter: passive recruitment
One of the best ways to passively recruit is to have open positions presented on job boards for candidates to see. These can be internal job boards made by the company or ones posted to internet job sites such as LinkedIn or Indeed. Either way, having a way to introduce these positions to candidates seeking the position out is a good way to cast a wide net.
For maximum visibility and potential applications, you’ll want to follow these best practices:
Making a good job board posting also means you are representing your brand and company. That identity can make or break a candidate's experience with your brand. Making sure that it is done efficiently and without any flaws can prove to be the difference between a top-tier candidate or not.
Show yourself off! This is also a chance to be able to flaunt the team you have, the office location you secured, or the company culture that you have adopted. Being confident in your brand image is a great way to showcase yourself.
Some things to remember: Keep your company info consistent everywhere it's posted, keep the logos up to date, along with any other pertinent information. These small details can make someone feel confident that they have found a legitimate company within the workforce.
This one should be a no-brainer, but it might be surprising how easy it is to mess up. Most job postings have the typical: About us, roles and responsibilities, your experience, etc. While this is all well and good, it should accurately reflect what the candidate will have to do on a daily or weekly basis. Especially if the job requires a flexible candidate to learn things here and there, then put that in the description as a disclaimer.
The last thing you want to do is have people applying for a job they either A), don’t want or B), don’t have the skills for. Making sure that titles, roles, duties and more are properly listed and thought out ahead of time are key in making sure that your job posting is accurate.
Take one from the marketing playbook here and make sure that there is a place for actionable results. With a call to action such as: “Apply today” or “Join our team”, you are going to be able to capture the reader's attention, but they were probably looking to apply anyway.
You can create a phenomenal Call to action by making it personalized or making it sound exciting. Ex: “Join the CATS crew today!” or “Apply today to join the Cool CATS club!”
By making a Call to action personalized and more exciting, you get people’s attention and exude some of your company culture in just a few words.
Where you post your job matters, such as your own job board or an external posting site. However, it also matters how that job appears on the applicant's devices. Whether a person is applying on their laptop, tablet or phone, they should have a good experience. This ultimately is when the candidate experience begins. If they can’t read the text or something is off about the design of a job posting, it can create a negative impression.
Key: In 2021 more than ever, people are using their mobile devices to connect with professionals.According to Snagajob, 82% of job seekers are now searching for jobs from their phones. This is a key metric when you’re considering how to format your job wording or design. Making sure it is mobile friendly can be detrimental to how it performs in the real world.
While social media channels are good for sharing content, thoughts and open discussions with customers and companies alike - it is also a great place to share these new job positions. For many, they casually scroll through many social media platforms. A platform such as LinkedIn would be perfect for sharing the job positions that are currently available.
Simply sharing the jobs might not be very impactful, but really making it seem like an exciting opportunity (which hopefully it still is) is what is going to grab people’s attention from the rest of their feed. By making it sound appealing and engaging with people who comment on the post, you can really bring in some traction and acquire talent.
This one is key to ensuring that people remember your company. In order for them to recall what you and your company are all about, you’ll want to create ways to differentiate yourself. You not only want to differentiate yourself from your competitors, but other companies within your city with similar roles.
Making sure you elaborate on roles, sharing whatever tidbits of company culture you have, and more can improve the chances that somebody remembers what your company is like. This can be really key in acquiring somebody who never would have given you the second look in the first place.