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 maybe why no one is applying for your jobs.
Unattractive or Confusing Job Description
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.
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 t hey 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.
How to not Drive 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, your candidate experience pre-application may be why no one is applying for your jobs. 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. As such it would be a good idea to review the ease of applying.
Tracking the Effectiveness of 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
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 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.