As I was scrolling through online groups over the weekend, I noticed something across the board from recruiters. The same “We’re Hiring!” generic stock photo coupled with something like, “OPEN POSITION – Network Engineering Liaison. San Diego, CA. Active security clearance. Need 8 or more years of experience in the technology industry with emphasis on networking (LAN and WAN).”
BOR-ING.
I decided to run a poll of my own to see what actually ignites the sparks that cause a candidate click on a job announcement. And surprise surprise, it isn’t a photo saying that you’re hiring along with a bland copy from the statement of work.
HIGHLIGHTING HYBRID WORK OPTIONS
Hybrid work is so hot right now. The news with the Delta variant has left many wondering what will happen next, but the U.S. Food and Drug Administration approved the first COVID-19 vaccine. Still, hybrid work options are very attractive to federal contractors.
Under our recent recruiting and candidate satisfaction surveys highlighted in our The Future is Flexible white paper, a whopping 82% of recruiters noted that their organizations were planning for remote work to continue, and candidates said that they would prefer at least 50% of remote work.
If your position does not currently offer remote work, open up the dialogue with your hiring manager and the government customer. Even the ability to list 15% remote work offered could attract a few more clicks on your job positing.
EXPLICIT WITH THE SALARY
Last week, we talked about the over-use of “competitive salary” among recruiters and hiring managers on career pages, and how there could be some value in listing the salary on an announcement to avoid losing the right candidate. One commenter mentioned that “recruiters and hiring managers can save valuable time and strike a balance of solid applicants (keep them in the funnel) if they would just be a bit more descriptive.”
That rang true for my poll – if your salary is in line with the current market – why not list it? It could be above the market if there are a few LPTA contracts in play.
It is usually standard practice for recruitment teams to remain vague for job openings, which is the reason a lot of people get set up for the wrong position. That beats spending time on interviews with candidates who are only going to turn down a potential offer because the money is way out of scope. Time IS money, right?
THINKING ABOUT YOUR AUDIENCE
If the creative juices are tapped out as you are trying to attract qualified, cleared talent, think about the audience you are speaking with and what will cut through the online noise. Spoiler alert: it’s not a stock photo.
THEÂ CLEARED RECRUITINGÂ CHRONICLES: YOUR WEEKLY DoD RECRUITING TIPS TO OUT COMPETE THE NEXT NATIONAL SECURITY STAFFER.
