Day One – Post an inaccurate or mind-numbingly boring ad or description.
Have you ever snoozed while reading a job description or thought, “what a lame company that must be” after reading the legalized details of a copy and pasted description? Yea…me, too! Job seekers who are truly engaged in identifying the job, right fit are getting their first impression from your ad. And it’s simple…all you need to do is verify the requirements, make sure it’s accurate AND use clear, concise and compelling information that is based on fact and reflects your brand and culture.
DID YOU KNOW: 43% of job seekers have encountered differences between the job description/ad and the actual position details?
Day Two – Fail to respond.
You snagged them with that snazzy new ad and asked them to apply…now you ignore them. It’s like being a no show for a first date! Maybe they qualify and maybe they don’t. BUT, let them know. Most recruitment systems have an automated response once an applicant’s status is changed in the system. This is great for those that don’t qualify. For those that do and you plan to consider, take that next step beyond the standard, “we’re reviewing your background”, email. Regardless their level of qualification, EVERY job seeker can impact your employment brand. Make it count! It is critical to the process and candidate experience that you keep candidates engaged and positive as early as they hit the APPLY NOW button.
Next time…Days Three and Four – making candidates wait!