As anyone who has made hiring decisions knows, finding the right candidate involves more than just offering up a job. A mountain of resumes and applications can fail to produce a single qualified applicant. With so much talk about unemployment, it is easy to assume that exceptional job seekers would be clamoring to apply for any vacancy, but experience reveals that this is rarely the case.
If you have struggled to find an IT employee with the right blend of education, skills, and character, the problem may be with your job posting. An incorrectly worded job post may seem inconsequential, but it has a serious effect on the entire recruitment process. The right candidate fails to materialize, and it takes a significant amount of time and human capital to filter through the long list of applicants you end up rejecting.
In order to find the right candidate faster, take a close look at the job posting you currently use. Does it realistically speak to the candidate you are looking for, or does it read like a wish list? As you are revising, keep these tips in mind.
Too often, job postings rely on generalizations, buzzwords, and abstractions. Everyone wants an applicant who is “dynamic” a “team player” and capable of “thinking outside the box,” but what do these traits really look like when you are vetting candidates? In your job posting, be very clear about the educational background, software expertise, and work history you require.
How easy is it for potential candidates to find your job posting? The more people see it, the more likely the right candidate is one of them, so make sure your posting is prominent in search results. Select a few essential keywords and sprinkle them organically throughout the ad. Also, be sure to promote the ad on social media, as this will improve its search ranking and visibility. Work with your marketing professionals to learn more about effective SEO.
Make sure that your posting is more than just a bunch of bulleted lists. The applicant needs more than that to determine if the job is something they are interested in and qualified for. Try to give them a sense of day-to-day obligations, long term expectations, and broad company goals. Keep in mind the job title, too. Does it really describe the work involved, or is it vague to the point of being meaningless?
Include Filtering Mechanisms
Include a specific instruction in your job posting, and stress that all candidates must follow it when applying. That helps you separate serious applicants from job seekers applying for anything and everything. A simple test to find out if applicants are paying attention helps to filter out undesirable candidates at the very start of the recruitment process.
If you are not finding the right candidates, take responsibility. Do not assume that it is a failure of the IT job market. The ideal person for the job is out there, but it is incumbent on you to find them. Consult with The Squires Group to learn more about effective IT recruiting.