In a recent poll, we asked hiring professionals about their most significant obstacles to recruiting, and many respondents identified “a lack of qualified candidates” as their key challenge. Check out these five strategies to help you overcome this common hiring obstacle and find more qualified candidates for your roles.
Creating a pipeline of candidates is critical to the recruitment process and can be challenging. From sourcing to screening, many steps are involved in the search for top talent. However, the key to having more qualified candidates is putting in the work!
If you are also struggling with this issue, you are not alone. Finding ways to overcome this obstacle and getting to the right people is essential. Here we explore some strategies to help solve this common problem.
Expand your search: Sometimes, the problem is not that there are insufficient good candidates but that you must look in different places. Consider contacting new networks, attending industry events, or using social media to connect with potential candidates who have yet to hear from your company.
Streamline your recruitment process: A lengthy and complicated process can deter good candidates. Use templates and automation to inform candidates of their status throughout the recruiting and hiring cycle.
Define your ideal candidate: Consider the skills, experience, and qualifications you are looking for carefully. Ensure you know the desired career path of your perfect candidate. Knowing this will help you position your conversations more appealingly.
Build a strong brand: Doing this will help you attract more top talent. Highlight your approach to recruiting, your process, values, and mission in your communication with candidates (where appropriate) and leverage your previously placed candidates by letting them know the types of roles you are working on. They will think of you when their colleague wants to make a change.
Refine your job description: Many recruiters and companies regurgitate old job descriptions. Cutting and pasting old postings in the name of efficiency produces boring and generic-sounding jobs. Give the candidate a reason to apply by putting yourself in the candidate’s shoes. Use this to write a description that speaks directly to them. Talk about what makes your job different and how it will round out the candidate’s experience with a sought-after tool or type of project. Custom job descriptions attract unique candidates, and this will help you connect with more interested and qualified people for the positions you are recruiting for.
Word salad A.I. generated job postings are similar to cut/paste generic ones because candidates don’t find either one attractive. There are plenty of A.I. writing tools on the market that can help you craft job descriptions. And they can be a real time saver. However, be careful not to assume the tool you are using has written something that aligns with the role you are attempting to fill. Always take the time to read and edit the results before posting. When a candidate detects A.I. in the process, it can cause them to question the authenticity and expertise of the recruiter.
We hope our list of ideas will help increase the number of qualified candidates you find for the next role you are working on!