Quick Fixes You Should Make to Your Recruitment Program
January 31, 2012
It is the start of the spring semester, also known as the final 4 months of freedom for a large number of students anticipating graduation this May. You can assume these individuals are basking in what remains of their care-free lifestyle. However, for most of us, this time is even more stressful than the prior 4 years combined. What could possibly be hanging over our heads, you ask? … The daunting task of securing a career!
For recruiters, on the other hand, this is an exciting time because the availability of top talent is at its highest. The question is: how can you be sure your company will attract and retain these recent grads? During frequent discussions regarding this topic with my friends, I have noticed recurring complaints regarding the application process, all of which can be easily prevented and improved upon.
What company am I applying for again? More often than not, my friends will glance over at me while completing their application and ask this question. Each time I think to myself, how do they know they will be an optimal employee for this position? And also, why would this company want an employee who isn’t certain what the company is all about? Avoiding these fundamental pitfalls is simple with consistent site branding. Make sure that your organization’s name, description, logos, and trademarks are all highly visible and easily found within the application process and description pages.
Similarly, what job am I applying for? I know…an unbelievable, yet still regularly asked question during the application process. After proceeding past the initial page the job title and description often disappear, making it difficult for candidates to reflect on relevant tasks or positions. Keeping a short overview of the job and the title in plain sight will allow candidates to describe important skills relating to the position, as well as, discourage candidates who lack certain requirements from submitting the application and cluttering your inboxes.
Lastly, the most frustrating question of all for students – why haven’t I heard anything?! As recruiters, it is impossible to touch base with each and every candidate that has applied for your position. Still, you do not want candidates to be frustrated or develop any negativity toward the position or your company. Try setting up automatic emails that thank candidates for applying, provide a time frame for application review, or even notify them if they lack the experience you were searching for.
These quick-fixes will not only attract a larger qualified talent pool, but will also result in positive communication between recruiters and candidates. Ultimately, you can rest assured knowing you have retained the best employees and maintained open communication with potential future references.