With the unemployment rate low and ample skilled trade jobs to fill, many people in manufacturing, healthcare, and other specialty industries are ramping up their hiring efforts to reach potential candidates.
Throwing more advertising dollars at the problem isn’t necessarily the solution if other critical elements are not ready. Yes, Facebook, LinkedIn, & Indeed ads are a way you get the word out about openings. However, you’ll want to make sure you are ready to run the ads and help them be as effective as possible. Having helped many businesses and organizations hire, we can give you proven tips that will make a significant difference.
Let’s begin with these critical steps:
Is your application process clear?
Analyze your entire application process start to finish. Talk it through with a couple people on your team. If you can, ask an outsider to review it with you. Is it clear in your messaging what you want people to do, where they can find things, how to submit their application, what they can expect after they apply, etc?
Is your application process to today’s standards?
If you don’t have an online and/or digital element, you’re going to have an uphill battle. Meaning if you’re relying on an ad in the newspaper and applicants submitting a paper application, you’re not in the hiring game anymore. Most prospective employees are searching on their mobile devices. They could be on the couch at 11pm looking for job opportunities. If it’s not easy to capture their interest at 11pm on a Sunday, you may miss out. Online applications, quick applications, mobile-friendly applications, instant interviews, and Facebook Jobs are just a few of the more modern ways organizations are making it easier for applicants to apply.
Where are your applicants searching?
Just because your HR department has always advertised in a certain place doesn’t mean things haven’t changed over time. Where certain trades look for positions is different, so if you have a business that hires sales associates, project managers, and welders you will need to avoid a one-ad-fits-all mentality. Each ad needs to speak specifically to a certain position’s candidates and be found where they are most likely to search. Not sure where that is? Ask people in that profession, your recent hires, or recent hires elsewhere how they found their job and where they searched. It’s immensely helpful.
Why should they apply with you?
Are you effectively conveying what makes you special? With many competing businesses vying for applicants, it’s critical you make a great first impression. Today’s job seekers are savvy, and they do their homework. They are learning about you online, reading reviews, looking at your employees, reading through social media posts, asking connections on LinkedIn, and more. Candidates are actually courting the idea of whether or not you’re a place they want to work that aligns with what they are passionate about, before they even apply. Be very descriptive, creative, and forthright on your website’s About Us and Staff pages. Clearly state your mission, vision, and values so they know if they align. Use video, pictures, text, and social media posts to really show prospective applicants why they should choose you and give them a clear picture of the standard and non-traditional benefits of working with you.
How quick is your follow up?
It’s a timing game. You snooze, you lose. Some people do instant interviews, while others make it a priority to read through applicants immediately as they come in and get them scheduled for interviews. Make sure you know who is checking online submissions and who is contacting applicants so you don’t miss opportunities.
“In every project we do together, Vivid Image anticipates our needs, keeps track of critical details and pushes us to think creatively.” Marie Zimmerman, Southwest Initiative Foundation
