Attracting top talent is challenging for many employers, even as they actively seek the right candidates to fill their open roles. With jobseekers receiving multiple opportunities, competition for talent is fierce.
In this article, we explore effective strategies to increase job applications and connect with the right candidates.
1. Simplify the application process
First impressions matter, and candidates expect professionalism, timely responses, and clear communication from the moment they apply to the assessments and the interview process.
A simplified process benefits employers as well. Remember, sorting through irrelevant applications from unqualified or ill-suited candidates can be both time-consuming and costly. As a result, making the process as targeted and streamlined as possible is essential.
Simpler, shorter application processes highlight what an organisation has to offer and set clear expectations for the role. By providing an effortless user experience, employers can attract more applications from top-tier candidates by making it easier for them to apply and positioning themselves as an employer of choice.
2. Use relevant and compelling job titles
Using relevant and compelling job titles can help increase job applications by clearly communicating to jobseekers what a role involves and where it fits within the wider organisation. Accurate job titles reflect an employee’s position and responsibilities, thereby making it easier to attract a wider pool of relevant candidates.
While avoiding job title inflation is important to maintaining fairness, a considered and well-crafted title can enhance your hiring strategy and boost applications. To create effective job titles, consider the following:
* Use keywords jobseekers use: Incorporate the terms and phrases that potential candidates use when searching for jobs.
* Be accurate and specific: Clear, specific titles make it easier for candidates to find job postings, while creative or niche titles can reduce the number of relevant applications you receive.
* Apply standard industry terms: Using current industry terminology improves searchability and helps attract talent, making it vital to stay up to date with the latest trends and language developments in your sector.
* Avoid jargon and company-specific titles: Using jargon or outdated terms can confuse potential applicants and deter them from applying.
3. Optimise job descriptions
Optimising job descriptions is key to attracting the right candidates and increasing job applications. A well-crafted job description ensures a good match between a talented new hire and the job requirements, while a vague or overly detailed one can deter candidates and create extra work.
To optimise your job descriptions, adopt a welcoming and positive tone. Use inclusive language and showcase a supportive, professional workplace to attract a diverse range of candidates. Avoid gendered pronouns and leading statements that could deter qualified candidates or discriminate against them.
An effective job description that boosts the number of applications should include:
* A relevant title: Use an accurate and specific job title to attract the right talent.
* An overview of the organisation: Provide a brief introduction to your company.
* Key responsibilities: Clearly outline the main tasks and duties of the role.
* Necessary qualifications: List the required skills and qualifications.
* Salary and benefits: Mention the compensation package to attract more applicants.
* Company culture: Highlight your workplace culture to show why candidates should want to join your team.
4. Widen your talent pool
Skills-based hiring is a great way to bridge the skills gap and find the talent an organisation needs to achieve its long-term goals and objectives.
Instead of focusing on a candidate’s educational qualifications and past job history, a skills-based approach switches up your search to find talent with the competencies you need in your workforce.
The benefits of skills-based hiring include expanding more diverse talent pools, reducing bias, and boosting retention. This is because the new hires have the exact skills needed to excel in the role.
Implementing a skills-based hiring approach is a simple enough process, which includes:
* Identifying the skills you need
* Rework candidate screening and assessments
* Review the interview process
5. Showcase competitive compensation packages
One of the top hiring challenges for employers is meeting candidate salary expectations. As a result, an attractive compensation package is likely to be the crucial factor for candidates looking to join your organisation. It’s also a key to retaining talent, as seeking a higher salary is the number one reason for staff departures. So, it makes sense to showcase this when you’re looking to onboard new employees.
In fact, failing to be clear about salary can result in candidates dropping out before the hiring process has even begun.
6. Include additional benefits
While searching for a new job, ambitious candidates will often be looking beyond the responsibilities of a role and the basic salary on offer. Many will also take into consideration:
* The benefits package an employer can offer
* Meaningful progression opportunities
* A happy and productive workplace culture
So, in your workplace can offer attractive benefits, such as flexible working hours, shout about it on your website, social media channels, and job ads. The same goes for training and development opportunities, wellness programmes, and reward strategies.
A compelling set of benefits can help your organisation appeal to top candidates considering a move, boosting applications and providing a competitive advantage in a crowded job market.
7. Highlight your culture and values
Emphasising your organisation’s culture and values can help to increase applications for an open position. Workplaces that encourage a sense of belonging and connection have happier, more valued, and respected employees who are productive and more likely to stay in their roles in the long term.
A positive workplace culture with a strong commitment to inclusion and diversity is an excellent way to attract more applications for job openings. You can showcase your culture and values to potential new hires by communicating why your organisation is a great place to work and highlighting your values.
Whether your organisation champions social change by supporting local initiatives or prioritising a climate care policy and sustainability, make sure potential candidates know about it. A strong employee value proposition helps to attract more candidates that fit your organisation and boosts your reputation as an employer of choice.
8. Strengthen your employer brand
Finally, working to strengthen your employer brand can help to attract more job applications when your organisation starts hiring. Social media provides a platform to create a strong brand identity, making it possible to showcase your culture and values with engaging content, including fun photo opportunities, and offer a direct glimpse of what it’s like to work for your organisation.
In the modern hiring landscape, many jobseekers will check a brand’s online presence when considering their next move. As a result, optimising your use of various social media channels is vital to providing a positive candidate experience.
You don’t need an elaborate social media campaign to attract new hires, but staying consistent, professional, friendly, and relevant helps. Maintaining a strong and appealing social media presence can help employers connect with a broader candidate pool to attract more job applications as a result.
Maximising your talent attraction efforts
In today’s competitive job market, attracting top talent requires a strategic and multifaceted approach. By implementing the strategies outlined above, you can start boosting job applications for open roles and ensuring that those who apply have the skills, experience, and competencies required to be successful.