As a recruitment company, we understand that hiring people for your organisation can have its challenges. Through sixteen years of experience, we have picked our top five common hiring problems for organisations and how to solve them:
No one is interested: When no one is clicking your job postings, review the first thing that candidates see when they find your job listing; the job title. Many candidates may be researching their current position’s average salary or preparing for interviews, so it’s important to incorporate the right job title. Use simple terminology that people will look for; job titles like ‘Account Manager’ or ‘Marketing Manager’ to get suitable candidates.
There is so much interest, but no one’s applying: When you see lots of clicks but no applications, make sure your job description has all the relevant information. Make sure you haven’t missed one of the basics out:
- Job title
- Location
- Details about the role
- Responsibilities
- Minimum requirements
- How to apply
Applications are coming through, but no one is qualified: No one wants to spend countless hours going through CVs. Quality matters more than quantity when it comes to job applicants. An effective job description and inside look at the company can help you find out who is not a good fit. To create an effective job description, consider the following tips:
- Tailor the mission to the job
- Avoid lengthy paragraphs
- Include bullet points
- Illustrate your company’s values and ethics
- Provide minimum requirements or preferences
No one is accepting your job offers: Worse than sorting through CVs is bringing in candidates for interviews and having them turn down job offers. So, what do you need to analyse when candidates aren’t saying yes to you? Ask yourself the following:
- Did the job description match the candidates vision of the job role?
- Do we need to make changes in our interview process?
Be realistic about the job role: This is a classic symptom of an interview process that fails to give a realistic preview of what the job entails and what it’s like inside your organisation. To avoid any regrets from either side, ensure your job descriptions set the right expectations before a candidate sets foot inside your organisation and that the candidate experience makes good on that promise.
