How To Draw In More Applicants As An Employer

Attracting top talent is crucial for the success of any organization, but it’s not as easy as it once was. In order to land team members that help the company excel, employers now have to adopt creative and innovative strategies to get more applications in general, let alone the top of the pool. Fortunately, with the right approach, employers can cast a wider net and score talented applicants that can positively benefit their organization. With more applicants comes the chance to select the absolute best candidates for your company’s needs. Below, we explore some of the most effective strategies for attracting more applications as an employer so that you can take your team to the next level.

Craft Compelling Job Descriptions

The first step in getting more applications is about as clear-cut and simple as it gets; create job descriptions that stand out against the crowd. A well-crafted job description should be straight to the point and generally appealing to potential candidates. Here are some tips to help you create compelling job descriptions:

  • Use an alluring title: The job title should accurately reflect the role while being attractive to potential applicants. Avoid using overly technical or jargon-heavy titles that muddy the waters.
  • Highlight and sell the benefits: Be very clear about what the candidate will gain from working with your organization. Mention the specific perks and benefits while also sharing any opportunities for career growth.
  • Be clear about the responsibilities and qualifications: Provide a detailed breakdown of the job responsibilities and the qualifications required. Be specific about essential skills and experience so that you aren’t wasting either of your time.
  • Include a call to action to seal the deal: You can gently and effectively encourage potential candidates to apply by including a clear call to action at the end of the job description. Use action-oriented language like “Apply Now” or “Join Our Team.” If they can’t find the spot to apply easily, there’s a chance they’ll exit the screen and virtually walk away.

Post Your Job In Multiple Places

To attract a wider range of candidates, you should post your job openings on a range of platforms that are well-known and accessible. Popular job boards like LinkedIn, Indeed, Glassdoor, and Monster are great options, but don’t limit yourself to just these. Consider niche job boards that cater to your industry or specific roles. The wider the net, the better chance your posting will be found by your target applicants.

In addition to online job boards, you can also utilize social media platforms to find applicants. Apps like Facebook, Twitter, and Instagram are all great spots for networking. Here, you can share your job postings on your company’s social media profiles and encourage employees to share them within their networks. This can massively expand your reach and bring in applications from passive candidates who may not even be actively searching for jobs. Only about 30% of the job market is looking for new positions at any given time, which is a relatively small pool when you think about it. Being able to reach the other 70% drastically improves your chances of landing a rockstar applicant.

Optimize Your Company Website

Your company website can be a powerful tool for attracting job applicants, or it can scare them away. Be sure to have a dedicated “Careers” or “Jobs” section on your website that highlights important aspects like your company culture and all available positions. This section should be easy to navigate and mobile-friendly to accommodate candidates using various devices as well as demonstrate that your organization keeps up with the times.

Another consideration is to include employee testimonials and success stories to appeal to applicants’ emotions. Reading about how past team members were able to excel and rise to the top can be highly motivating.

Create an Employee Referral Program

Your existing employees are valuable and often underutilized assets in your recruitment efforts. Using an employee referral program can encourage your workforce to refer qualified candidates and can help you feel more confident in who you’re interviewing. Offer incentives like cash bonuses, extra vacation days, or other rewards to employees whose referrals are hired so that they have a strong sense of motivation for helping you out.

This strategy not only increases the quantity of applications but also tends to yield higher-quality candidates. Employees are more likely to refer people they believe would be a good fit for the company culture and job requirements as it is their name on the line.

Develop a Strong Employer Brand

Building a strong employer brand can be a game-changer in attracting top talent. Your employer brand is how potential candidates perceive your company as a place to work. To enhance your employer brand:

  • Showcase your company culture: Share stories, videos, and images that highlight your workplace culture, team dynamics, and employee experiences.
  • Highlight employee development: Emphasize your commitment to employee growth and development, including training programs, mentorship opportunities, and career advancement.
  • Encourage employee advocacy: Encourage employees to share their positive experiences on social media and employer review sites like Glassdoor and Indeed.
  • Participate in industry events and sponsorships: Actively engage with your industry by participating in events, conferences, and sponsoring relevant initiatives. This helps build your company’s reputation and visibility.

Make the Application Process Simple

A lengthy or complicated application process can deter potential applicants. Simplify the application process as much as possible. Consider the following steps to streamline:

  • Use user-friendly application forms: Ensure that your application forms are easy to complete, mobile-responsive, and do not require excessive information upfront.
  • Offer resume uploads: Allow candidates to upload their resumes and autofill relevant fields, saving them time.
  • Implement a quick response system: Send an automated acknowledgment email to applicants immediately after they submit their applications. This reassures them that their application has been received and is being considered.
  • Avoid excessive testing or assessments at the initial stage: While assessments can be useful, avoid overburdening candidates with lengthy tests during the initial application phase.

Use Targeted Outreach Methods

Proactively seek out potential candidates through targeted outreach. This approach involves reaching out to professionals who may not be actively looking for a job but possess the skills and qualifications your organization needs. Some methods for targeted outreach include:

  • Networking events: Attend industry-specific conferences, seminars, and networking events to connect with potential candidates.
  • LinkedIn sourcing: Utilize LinkedIn’s advanced search features to identify and connect with professionals who match your job requirements.
  • Talent pipelines: Build a talent pipeline by maintaining relationships with past candidates who were promising but not selected for previous positions.
  • Collaborate with educational institutions: Partner with colleges, universities, and vocational schools to connect with students and recent graduates who may be interested in your industry.

Be Very Competitive In Your Offerings

Competitive compensation and benefits packages are essential in attracting top talent. Research industry standards and ensure that your offerings are in line with or better than those of your competitors. Consider flexible work arrangements, health and wellness programs, retirement plans, and other perks that align with the needs and expectations of your target candidates.

Communicate these benefits clearly in your job descriptions and during the interview process to attract candidates who value these incentives.

Conduct Effective Interviews

Once you’ve attracted a pool of applicants, you will need to conduct interviews that are streamlined and efficient for all parties involved. Your interview process should evaluate candidates thoroughly while still respecting their time. Otherwise, this could be a gleaming red flag from their perspective. Use structured interview questions that assess skills and experience without getting too far off track or becoming too personal.

Provide timely feedback to candidates after interviews as well, even if they are not selected for the position. A positive candidate experience, even in rejection, can encourage applicants to recommend your company to others or even to return and apply for future positions. In fact, 94% of applicants state that they would appreciate feedback after their interview, though only a meager 41% have actually received it.

Work To Continuously Measure, Assess, and Improve

To keep your recruitment efforts successful, it’s important to continuously take inventory of and improve your strategies. Analyze key metrics like the number of applications received, the quality of candidates, time-to-fill positions, and cost-per-hire. You can use this data to identify areas for improvement and refine your recruitment process accordingly. This should remain a dynamic process with adjustments being made on a regular basis as both technology and the job market are constantly evolving.

Final Thoughts

Finding more applications requires some creativity and a whole lot of effort, especially in today’s market. Implementing the above strategies and continuously improving your recruitment efforts can allow you to attract a larger pool of skilled and qualified candidates so that you can ultimately select the best talent to help your organization rise to the top.

References:

https://web.manpowergroup.us/talent-shortage-solutions

https://www.shrm.org/ResourcesAndTools/business-solutions/Documents/Talent-Acquisition-Report-All-Industries-All-FTEs.pdf

https://www.forbes.com/sites/jeffhyman/2018/05/09/whytheyleave/?sh=66e780213486

https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/Ultimate-List-of-Hiring-Stats-v02.04.pdf

author avatar
Oliver Scharfenberg CEO
Oliver Scharfenberg is a registered trainer by the Berlin Chamber of Industry and Commerce. He holding a German degree as a Bachelor Professional, he furthered his education at Middlesex University in London, obtaining a Master of Business Administration (MBA) degree. With his Company SQC-QualityCert GmbH he working with clients in Germany, Austria, France, Switzerland, and Türkiye and assist employers in attracting the right specialists and new customers while aiding organizations in enhancing their attractiveness as employers and becoming more sustainable. International corporations, medium-sized companies and small businesses rely on his expertise.