In light of talent shortages in the marketing industry, it’s surprising to find that many agencies’ hiring processes are failing to attract the talent they so desperately seek.
Let’s identify some of these deterrents to hiring, and learn how NOT to turn off interested candidates.
Confusing Job Titles
Beware, candidates might not apply for a job if they don’t understand the job title! What do “Creativity Analyst”, “Digital Ninja” or (our favourite) “Wizard of Light Bulb Moments” stand for…? My advice here will be to use commonly referenced job titles that are recognised industry wide.
Jargon Laden Job Descriptions
Job seekers are put off applying for the role which includes jargon. The next time you have the need to “shift a paradigm”, or talk about “peripheral competency”, by all means do it. Just don’t say on your job description.
Company Culture In Your Job Description
Does your job description talk about your company’s culture? As we all know, company culture is a crucial “pull factor” in today’s fight for top talent. People want to work for businesses that reflect their own personal values, morals and work/life style preferences. So, include a paragraph on your company’s culture to attract candidates who fit your DNA!
Refresh Your Job Ad
Seeing the same job advert that has been up for more than two months will discourage many candidates from applying. They will simply presume something is “wrong” with the job. Refresh the ad with new content and repost under the new and more meaningful job title.
Is Your Online Application System Cumbersome?
Candidates get frustrated with lengthy, un-user friendly online application systems. Do your homework and compare your application process with this of your competitor. You might want to change your application method to one that enables more candidate friendly experience.
Offering Candidates Flexible Interviewing Options
Face it, most of great candidates you seek to attract will be in active employment! Passive candidates, who represent a huge slice of the research & insight candidate market, may be deterred from applying if they feel pressure to take time off work to interview. No-one wants to potentially alert their employer that they might be leaving and there are so many dentist appointments one can go to in a fortnight! Another deterrent, is asking a candidate to put in significant effort (e.g. massive case studies and presentations) in the early stages of interviewing. Our advice is to offer out of working hours options or first round telephone /skype interviews for candidates who are currently employed.
Is Your Hiring Process Too Long?
Lengthy hiring processes (1, 2, 3, sometimes 4 stages interviews!) will definitely deter those market research candidates who are looking to move quickly, and will make applicants open to finding a better opportunity with your competitor. Certainly the hiring process should be proportionate to the seniority and the type of position, but it has to be slick. If you find that you are experiencing higher than average interview / offer dropout rates, then your interview process may be too slow.
The Importance Of Candidate Feedback
Nothing frustrates prospective job seekers (and us) more than lack of feedback after interviews. This topic is so close to our hearts it deserves a separate blog post (soon to come). Needless to say, it’s absolutely in your interest to provide feedback to unsuccessful candidates if you are serious about your brand and what you do. The candidates will respect you for it and your recruitment partner will learn from it. If you don’t provide feedback, you and your brand will start to develop a bad reputation in the industry. Word of mouth is a powerful tool, so use it to your advantage!
Get in touch with us to find out about how we can help your business to hire better talent faster.