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Top Ten Practices to Improve your Job Response

Top Ten Practices to Improve your Job Response

By: Monster Recruiting Training Corner

In today’s competitive recruiting market, your company needs access to quality resumes to recruit the right talent for the right job at the right time.

Yet today’s complex world allows job seekers to access information about your company from a wide variety of sources, such as your career site, job boards and social media platforms.

The result can mean more applies — but not necessarily from the right candidates. It also makes it difficult to track the sources that are driving the best return on your recruiting investment.

The good news is that these challenges are relatively simple to overcome.

The best practices below will help you attract the right candidates, reduce drop-off through the apply process and enable you to authenticate the most effective recruiting sources.

1. Implement auto-source tagging. You can reduce the chances of collecting questionable candidate source data by adding an auto-source tag to the end of your job posting URL.  Studies have shown that when provided with a list of job sources, only one out of six seekers will correctly self-identify the correct source. This inaccuracy of your source reporting can negatively impact your bottom line.

Speak with your ATS provider about implementing auto-source tagging to eliminate the need for seekers to self-identify. Accurate sourcing of job response data is critical to improving candidate flow, enabling you to invest in the right sources to find the talent you need.

2. Optimize your job title. Improve your job response by making sure job seekers can find your jobs. Seekers tend to use very simple and common search strings and keywords. Use specific and common titles with two or three descriptive keywords.
You don’t have to be an expert to optimize your job title. Do your research using free keyword research tools on the Web like the Google AdWords Keyword Planner.

3. Create a compelling and engaging job description. Now that they’ve viewed your job, help seekers understand WHY they want to work for you.

Seekers have more choices today. Unemployment is inching down and more jobs are being created. Differentiate why your company and your position are BETTER than the next job in their search results.

4. Include a call to action. Don’t expect seekers to apply based on your job description alone — create a sense of urgency. Use language that motivates the seeker to apply.

5. Redirect seekers directly to the requisition in your ATS. Nothing is more frustrating than clicking on the apply button, only to have to start your search all over again. Reduce candidate drop-off by redirecting candidates directly to the requisition as opposed to your main career or job search page. Eliminate extra steps.

6. Don’t make seekers create a log-in before they can apply. Yes, you likely want the seeker’s email address early in the process, but once you have it, what do you do with it?

Unless you are actively communicating with these seekers through a CRM, move the creation of a log-in to the end of the apply process. Make it easy for seekers to check on the status of their application; enable them to create job agents for future opportunities.
 
7. Evaluate your apply process. How many clicks does it take to complete your apply process from start to finish? How many questions must the applicant answer? If your process is long and cumbersome, the drop-off percentage will increase, including candidates who are the most qualified.

Good talent is likely already employed, so if you make it difficult to apply, they will likely not complete the process.

8. Eliminate barriers & offer alternatives to apply. As you evaluate your apply flow, review the information that you are asking seekers to supply.

Are you aware of the type of information you can legally ask candidates to provide? Beyond using a legal hiring process, many job seekers unwilling to share information early on in the process and will instead opt out. If information-gathering is a requirement for your job, be sure to explain why and give seekers the option to learn more.

Some seekers want to learn more about a company before they apply. Or they may not meet your current job requirements. Don’t lose out on these potential candidates. Provide them the opportunity to create a saved search or engage with you through a talent community, on your Facebook page or Twitter feed. Cultivating a talent pipeline should be part of your ongoing recruitment strategy.

9. Make sure your career site is mobile friendly. According to Pew Internet, 56% of American adults have a smartphone. A recent Glassdoor survey indicates 68% of job seekers use their mobile device to search for jobs once a week or more.

Job seekers expect mobile optimization and are likely to leave your site if it’s cumbersome and time-consuming to load content. Invest in technology that will take your recruiting efforts to the next level and make it easier for seekers to engage with you, regardless of how they find you.

10. Compare yourself against your competitors. Be aware of what your competitors are doing to recruit talent. Look at their career site, job listings, Facebook and Twitter pages and go through their apply process. From a seeker’s perspective, is it better or worse than yours?

If you think of seekers as consumers of work, be sure your employee value proposition is clear, concise, and compelling. Make it easy for seekers to engage with you.

While technology has created efficiencies in the hiring process, it also encourages high candidate drop-off and often provides imprecise source data. Be proactive in prioritizing and implementing these best practices.