Not getting enough candidates for job openings? This may be why

Causes of a Lack of Job Candidates

Having large amounts of candidates apply to your job openings is instrumental for finding the right hires. That’s because it is more likely that there are more qualified organizational fits to choose from. As such, it is a serious obstacle for employers if they are unable to attract and source decent amounts of candidates for their job openings, as the quality-of-hire could be at undesirable levels. What can be causing employers to not be able to find enough candidates for job openings? Here are what the causes of a lack of job applicants may be.

Your Job Description is Unattractive or Confusing

An unimpressive job description may be one of the main factors. Your job advertisements should not leave room for confusion or speculation, and should look good. Job descriptions without clear responsibility details, the desired qualifications and a summary of the employee experience can create room for confusion. Try to make your job descriptions as concise and informative as possible, and ensure all of the relevant information is made available for the job-seekers. 

Confused Job Applicant

Job-seekers should know exactly what qualifications you are looking for in your candidates, what responsibilities the job entails and also should understand the gist of what tasks they will be doing. You will also be doing yourself a favor, as you will find that you will be receiving a lot less irrelevant applications from unqualified candidates.

Your Candidate Experience is Driving Applicants Away

Of course, the candidate experience after the job-seeker has submitted his application will not directly affect your number of applicants. Although it may in the future, as it hurts your employer brand. TalentLyft’s research indicates that the percentage of candidates with a negative experience who will: not apply again, and share their experience with their friends are both 69%. Regardless, it may be the candidate experience pre-application that is hurting your numbers. Candidates will want to have as much information as possible, and a great career page helps solve just that. A career page with pictures, videos, testimonials, all contact information and relevant links can both maximize the information available, and make your page look awesome.

Additionally, the candidate’s application process may also determine if they are interested in following through with their application. A strenuous experience applying may push the candidate away from applying. As such it would be a good idea to review the ease of applying.

You’re not Tracking the Effectiveness of Your Candidate Sourcing

In the modern job market landscape, there are many sources of candidates which employers can utilize. Social media like LinkedIn, Facebook and Twitter; job boards like Indeed, Glassdoor, Monster and Headhunter; and other sources such as referrals, career fairs, networking and much more are all available options. 

Candidate Sourcing Analytics with HireBee
Candidate Sourcing Analytics with HireBee

Now this is all fine and dandy, but how do you know which sources you should focus on most? Well, this is where recruitments analytics comes in. Reporting on your recruitment analytics is a process which is made a lot easier with recruitment software like HireBee. Essentially, you will track metrics like sources of hire, sources of candidates and cost per hire for your sources, and determine your most optimal sources of hire.

In conclusion…

In conclusion there may be many such causes which are hurting your number of applicants. And even if you think the number of applicants you are receiving is adequate, if these three bottlenecks are present in your recruitment process, it is still definitely worth being rid of them. We hope you will be able to honestly evaluate your recruitment process and strive for continuous optimization.

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Key Recruitment Metrics that Matter in 2021

People Analytics as the Key to Recovery

The novel coronavirus has slowed down economic activity, and as businesses hit hard look to recuperate and come back stronger, people analytics is at the core for HR. Why? HRs around the world are looking to develop a data-driven approach towards recovery. So, what are the key recruitment metrics that matter in 2021? Which metrics should you pay most attention to, to be poised for recovery?

Data-driven recruitment

Recruitment Metrics that Matter Most in 2021

Source of Hire

Perhaps the metric which has shifted most after Covid-19 is the source of hire. Your most effective sources before might not still be the same as today, as the use of social media has skyrocketed and candidate behavior for your target audiences may have changed.

The metric is used to track the performance of your sources, which may indicate which sources are bringing the most or best hires. Such a metric is important for businesses to focus their recruitment marketing methods on sources which are the most lucrative, and abandon or decrease efforts for the underperforming ones. This will help allocate time and resources better.  HireBee’s analytics can also show you your source of candidates.

Time-to-Hire

With your recruitment strategies revised after the major job market disruptions that came with Covid, comparing your current time-to-hire with your time-to-hire before the major disruptions can indicate the effectiveness of your response. We have previously speculated that many of the remote trends brought about by Covid are here to stay, so tracking time-to-hire to create an optimal hiring process will be important for businesses.

This metric may be a useful indicator for an inefficient hiring process, however it may not be too indicative for which part of the hiring process is inefficient. That is why, it may be useful to also track the time taken for candidates to be moved through hiring stages. This way, you can also identify where the bottlenecks in your hiring process are, to then identify and eliminate them. HireBee’s analytics also enable this.

Candidate Demographics

Ok, I guess this is not a metric… but it is nonetheless an important thing to factor in for your recruitment analytics. It is likely that for your recruitment marketing, you are going to have to define your target audience for each job. You can assume your target audience, but you can also use data to aid you. With remote hiring on the rise, the target audience may be subject to change. The norm in your local area is not necessarily the norm globally, and furthermore recruiters might need to deduce from which cities or countries most of their global candidates are coming from.

Automated recruitment metrics and analytics

Automating Your Metrics and Other Analytics

We can conclude that the source of hire, time-to-hire and the demographics of your candidates can be considered as the key analytics to look after in 2021. The question is, how can you best acquire and analyze this data? Well, all the aforementioned analytics can be automatically reported with HireBee. HireBee is a recruiting software solution which can help businesses enhance their recruitment by enabling automation, team collaboration and centralization.

Leveraging reports and analytics with HireBee, and getting your hands on these powerful reports may just be what you need to easily gain insights to all the key recruitment metrics and data that matter in 2021. 

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