7 Ways Recruiters Can Attract More Good Candidates

Ever notice, that when we make something easy, we can usually get more people to take action? But when we make that same thing harder, we get less people to take the same action. Call it human nature. Or common sense. Or plain old laziness.

If you want to attract more of the right candidates, you should make the application process easier, not harder. Research shows that when we try to filter out all the wrong candidates, the good ones don’t sign up either.

Why do we make it so damn hard for candidates to apply to our jobs?

When was the last time you tried to apply to one of your own open jobs? If your answer is “NEVER”, you should stop right now (seriously) and go apply to at least one of your open jobs.

How’d you do? Could you easily apply with only a few clicks in less than a couple of minutes? Our research also shows that over 50% of all candidates do not like the experience of applying for a job. If you didn’t like your own experience, others won’t either.

Seven (7) Ways Recruiters Can Attract More Good Candidates

(1) Make Profile Upload Easier – Make the process easier by allowing candidates to pull in their profile from LinkedIn or GitHub (or other) with only a few clicks. Make this process easier and you will see more good candidates applying to your jobs. This goes for desktop computers, laptops, tablets, and mobile.

(2) Make Jobs More Visible – How far away from your home page are your jobs? Keeping jobs less than 3-4 clicks away from the home page will get you more candidates. It’s great if you have most key jobs only 1-2 clicks away from your home page.

(3) Make the Mobile Process Work – You don’t need to make applying by mobile fun, but it better work. If a good candidate can’t apply by mobile, they will think you are in the dark ages and run away.

Can you apply to your jobs by mobile? There’s a good chance you can’t. Why? Because most Applicant Tracking Systems (ATS) require you to upload a resume to complete the process. When is the last time you tried to upload a document from your phone into a web app using your mobile? Do you even know how? Did you know that most people are searching for jobs on mobile?

If you can’t even upload a document to a web app using your mobile, then how do you expect candidates to upload their resumes to your mobile job posting?

(4) Show That You Care – Follow up with with a “thank you” email to (at least) let candidates know that you received their information. It doesn’t have be be special, but it must be something. Doing nothing tells people you don’t see them. It tells them they don’t matter – and that their interest and effort has gone unnoticed. Isn’t that a horrible way to start the process. Imagine what that does to your brand. Better hope they are not also your consumers.


(5) Share to Get Others to Care – Give candidates some information about the work, the hiring manager, your company or culture, and more. Most good candidates are interviewing you as well. They want to know what’s in it for them – and they have a right to ask and wonder. If you want to convert people, you can’t simply tell them you require “7+ years experience in blah, blah, blah”. That won’t do. People want to know about work demands, compensation, work environment, competencies, training, career paths, rewards, schedule flexibility, location, availability of restaurants and food trucks, metro accessibility, and more. Tell people what’s in it for them, and why they should care about working with you.

Anyone informed that the universe is expanding and contracting in pulsations of eighty billion years has a right to ask, “What’s in it for me?” – Peter De Vries

(6) Keep Candidates in the Loop – Provide feedback on the status of an application. As a candidate moves through the process, give them some amount of feedback on where they stand in the process. The single worst thing you can do is not communicate with good candidates. By the time you decide to meet them, they won’t want to meet you.

(7) Show People Respect – Let candidates know when they DID NOT get the job. Good candidates expect some level of followup. When you choose someone else, communicate it to the rest. It shows respect, and it will help build a more positive brand.


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