Companies often find it hard to hire employees even when labor offices are bursting at the seams. The mismatch between education and experience is the most common reason, but that is not the topic of this article. Let's focus on the cases when employers themselves make it difficult to find quality job seekers. They often unconsciously make one of the following mistakes recently highlighted on the Harvard Business Review website in cooperation with the CareerBuilder.com job portal. Do you make any of these mistakes?
You do not write job offers for specific audiences
Most companies keep on using the same job ads for all types of media and all target groups. Try asking marketers how such an approach works. You must know the demographic groups you are addressing and their needs and interests. Based on that information, you should choose what to offer and what channel to use for communication.
You do not mention salaries
May job ads lack the range of salaries for the positions being offered. Job seekers, however, tend to answer the offers that mention salary. Mentioning salaries can be a big advantage, especially when you offer average or above-average earnings.
You only compare job titles
Employers tend to hire job applicants who have previously held positions with the same title as the one they are hiring for. That is really shortsighted. Before discarding a person from your shortlist, focus on his or her abilities and skills.
You do not watch the labor market
If you do not watch the labor market, then you do not know the extent to which the candidates you are looking for are available in your area. In this case, try to ask the people in your sales department how they would sell their products if they did not know to whom. Awareness of the availability of candidates on the market will help you adjust your offers to be more successful in the future.
You do not build your own talent pool
If you know that filling certain positions in your company takes a very long time, you should prepare in advance. Create your own base of potential employees from among former or passive candidates you can keep informed about your offers.
You cannot use modern technology
Many companies have still not prepared their web pages for use on mobile devices. Candidates try to look at them on their phone or tablet and may not see anything at all. The number of users of mobile devices is going through the roof and these busy professionals do not have time to go back to your site when they get to a computer.
You do not try to retain your current employees
Low staff turnover allows recruiters to focus on working with talent without being overwhelmed by an immediate need to hire for a large number of vacancies. Plus, low turnover supports the morale of your current employees. It surely makes sense to look at how high the turnover is in your company and why.
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