Are you looking to fill roles but you’re running low on job applicants?
That’s a common problem that recruiters, especially in the case of high-volume recruitment, tend to have. Either that, or they hire too quickly, and end up with the wrong hire, leading to high employee turnover.
With candidate sourcing being the first step of hiring, it is essential that you maximise the exposure of your job posting. Here are the five easy steps every recruiter should explore to attract more job applicants:
1. Optimise Your Job Posting for Job Applicants
First things first: how does your job description look?
Many job applicants search for roles using job-specific keywords or skills, so it’s imperative to include the job requirements and as much information as possible in your job posting. This ensures that your job posting will show up in their job search on job boards.
Some aspects of your job posting that will help you attract attention from job seekers:
- Filling out the full job description
- Including information on shift work and full-time/part-time details
- Including an image with the job posting
- Naming specific skills that are needed (i.e. bartending experience)
- Benefits offered by your company to the candidate
At the same time, don’t forget to include a salary range in your job posting. An assistant role could mean a salary of $1,500 a month, or $7,000 a month, so make sure that you clearly state what the salary range is, so that job applicants know what the expected pay is.
2. Post On More Job Boards
Another step to attract more job applicants: post on more free job boards.
Of course, we have to consider the amount of manpower needed to trawl through the internet to find the most popular job boards. You don’t want to post your job on an obscure job board that provides no results, but you also don’t want to post your job opening on an irrelevant job board. This doesn’t even include the amount of time needed to create an account on each of these job sites, as well as the actual pasting of the job description into the job board.
3. Social Media Recruitment
We’ve discussed using Facebook as a recruitment tool before, but social media in general remains an important method of recruitment that companies should consider.
The number of people using social media has skyrocketed in the last ten years, and you can now find job applicants across all age groups on platforms such as Twitter, Facebook, and Instagram.
If you promote your job openings on these platforms, you will be able to reach the job candidates who might not be actively looking, but are open to switching roles. Utilising the targeted feature of ads could also assist in finding relevant users on Facebook.
4. Use Google Advertisements
Another method that marketers have been successfully using for promotion: utilising Google Ads.
When you search for roles on Google, the search engine will use the keywords you input to narrow down the search results they provide. If you tag your job advertisement with those same keywords, your job ad will show up higher in Google Search. Considering that 60.5% of all users only look at the first five results on search engines, you can see the importance of ranking higher on Google.
5. Video Marketing and Recruitment
Sell your company to job seekers by introducing them to your company through video marketing.
You can record an interview with the hiring manager or team leader, or just produce a generic ‘company culture’ video that showcases the company at large. An example: our ‘Life at Uniqlo’ video produced for our client below!
6. Using a Job Widget
If your company website gets a lot of traffic, you might be missing out by not embedding a job widget on your website. This will show on your Careers page, and provide an updated list of jobs that job seekers can apply to.
Many job boards provide a job widget that is connected to their own system, allowing you to combine all applications within the central applicant tracking systems (ATS). This also reduces the amount of work needed to manually update job postings across different job boards.
7. Email Marketing for Job Applicants
Don’t look down on email marketing. In high-volume recruitment, especially, email is still considered one of the most cost-efficient methods of getting open roles out to job seekers.
However, you need to go further than just personalising the ‘First Name’ field; ensure that you’re sending them relevant recommended jobs based on their preferences. Don’t just send the top 10 open roles on your website; job seekers might not even scan the entire email in order to find relevant roles if the first few don’t match their requirements.
If you have more specialised roles that require specific skills, though, don’t hesitate to send it out to job seekers who already have the relevant skillsets in their profiles. This can help with passive recruitment.
8. Referral Recruitment
Lastly, one of the most underrated methods of sourcing for job applicants is the classic referral system. Job applicants are more likely to refer roles to friends when they know that the job board works, or when there’s a monetary benefit to referrals.
By choosing a job portal that employs a referral system, you’re more likely to be tapping into a larger base of job applicants, which will provide a wider group of potential candidates.
Did you know that GrabJobs can help you with all eight of these steps? Try out our platform now and post your jobs for free!