Why Some Recruiters Almost Always Hire the Right Candidate

Why Some Recruiters Almost Always Hire the Right CandidateWhy Some Recruiters Almost Always Hire the Right CandidateIn the age of employer branding, recruiting is often compared to marketing. Like marketers, recruiters must reach and attract a specific audience to buy a productin yur case its an open sttte at your organization.While many companies use employer branding tools such as a website and videos, they often overlook the job description. It has the ability to attract the right candidates and deter those who are unfit. As a recruiter, the job posting is your most precise marketing tool. By creating clear job ads, youre mora likely to attract candidates who are suited for the position.Heres how to approach the job description as a marketing adDefine the Target Audience Marketers have a clear picture of their target audience. They find out as much as they can about the audiences behavior and attitudes relating to the type of product they sell. Thats why an advertisement for perso nal money management services is going to use different language and appeal to different needs than an ad for a free checking account, even though both are in the banking business. Likewise, your job description sells the work to the right audience. Skills Most job descriptions do this fairly well by providing a list of responsibilities and the skills required to complete them. See if you can match each responsibility to a required skill, and be aware that some skills might result in multiple responsibilities or vice versa. For an engineer, one responsibility might be Build crawlers and feeds to support accurate data acquisition. The corresponding skill is Knowledge of DOM (Document Object Model), JavaScript, MySQL and regular expression. If a prospect does not know what those things are, they will be less likely to apply. Experience Often job descriptions arbitrarily request a number of years of experience in a certain field. Its better to think about experience in terms of what th e person needs to be able to do in order to hit the ground running. For example, a statement like, You have provided LTV calculations per traffic source or audience in complex data environments sends a clear message, allowing the candidate to self-select based on this criteria. Attitude Think about the mindset prevalent not only in the company, but of the department and what is required in this specific role. Try to include descriptive, modifyingwords. For example, look at this sentence With grace, humility and confidence you will exercise good judgment in setting priorities as well as managing multiple, sometimes competing, demands on your time. This gives additional meaning to the over-used phrases self-starter and thrives under pressure. If you make an effort to express the attitudinal requirements in unique and jargon-free ways, good candidates will notice. Sell the Job and the Company Marketers clearly communicate what their product offers. Your job descriptions do this by list ing the positions responsibilities and requirements. But what about the specific qualities that can attract people to work at your company instead of your competitor? What makes people loyal to Famous Amos over Chips Ahoy? Apple over Samsung?Differentiate the offering. Some factors that job seekers consider when evaluating two similar roles with similar pay at different companies areOffice environmentTeam dynamic Benefits health care, food, company gym, etc.Stock options TrainingEducational assistance Opportunities for advancement Company leadershipThink about how this role in particular and your company as a whole are unique based on these factors, and work them into the job description. Be honest about the work environment and the team dynamic. Communicating your culture gives candidates another way to determine if they are a fit. Describing differentiating factors allows them to consider your job in relation to competing jobs. The Right Candidates Are Looking For You The best ma rketers know their target audience and their product inside and out. Their job is to craft compelling messages that attract the right customers. When you think about your ideal candidates in terms of skills, experience and attitude and write a job description that accurately represents what the position offers and includes its unique characteristics, more of the right candidates will apply, and the wrong ones will move on. At Simply Hired we want to navigate the ever-changing landscape of successful recruiting with you. Stay with us over the next few months as we explore best practices in recruiting and look at examples of employers that do it well. You can sign up to receive future newsletters and feature articles in our preference center.Read more articles in this series Be The First To Make The Shift Attracting Top Talent in the Job Seekers MarketGet Strategic How to UseData in RecruitingEvaluating Transferable Skills in the Job Seekers MarketHow to Avoid the Pitfalls of a Cumber some Hiring ProcessConduct a Self-Audit for a Candidate-Friendly Job Application Process4 Surprising Truths About Mobile Recruiting5 Quick Fixes for Mobile-Friendly Recruiting4 Essential Steps for Comprehensive Mobile RecruitingYour Message or Theirs? Take Control of Your Employer BrandBalancing Act Ethical Interviewing That WorksHow to Leave a Positive Impression With Rejected CandidatesCharm Candidates With an Irresistible Company CulturePromote From Within or Hire From Without? Six Factors to Consider that Will Shape Your CultureHow to Prevent Your ATS from Working Against YouThree Simple Ways to Attract the Right CandidateAnd Deter All Others