Attracting more candidates to apply to your openings requires a strategic approach that combines visibility, appealing job postings, a strong employer brand, and an excellent candidate experience.
CRAFTING A STELLAR JOB DESCRIPTION
Recruiters need to ensure that job postings are comprehensive, clear, and engaging. Cutting and pasting from the Statement of Work (SOW) isn’t going to cut it. You need to highlight not just the responsibilities and qualifications, but also the benefits, growth opportunities, and the company culture. Use compelling language and visuals to make the listing stand out. Additionally, consider optimizing your job descriptions with relevant keywords to improve their visibility on job search engines and company career pages.
Crafting a fantastic job description is an essential step in attracting the right candidates for a position. A well-written job description not only provides clarity on the role but also sets expectations and highlights the company’s culture.
Here are some key elements to focus on:
- Start with a compelling job title that accurately reflects the role and is easily searchable. Avoid using jargon, vague titles, or overly creative titles that could confuse potential applicants (i.e. the government has been calling a position on a contract “support specialist” but really they are doing personnell security).
- Follow this with a brief but engaging overview of the role. This should include the main purpose of the job, how it fits into the larger organization, what customer it’s supporting and what success looks like in this position. This section should grab the reader’s attention and make them want to learn more about the opportunity.
- Detail key responsibilities and duties associated with the role. Be specific and use bullet points for clarity. This helps candidates quickly assess whether they have the necessary skills and experience. Include the day-to-day tasks as well as the security clearance level. This section should be crafted in laymans terms that you can gather from the Project Manager.
- List the required qualifications and skills that you gathered from the SOW. Differentiate between must-haves and nice-to-haves to avoid deterring potential candidates who may be a great fit but lack one or two non-essential skills. Remember to use inclusive language to encourage a diverse range of applicants.
HOW TO INCREASE YOUR APPLICATION RATE
Leveraging social media platforms and professional networks or groups like AFCEA, INSA, or NCMS, can also significantly increase your reach. Share job openings on your company’s social media pages and encourage current employees to share them within their networks. This not only amplifies the visibility of your job postings but also lends credibility through employee advocacy. Another effective approach is to engage in employer branding activities. Showcase your company culture, employee testimonials, and behind-the-scenes content through blogs, videos, or create a podcast. A strong and appealing employer brand can make your organization more attractive to potential candidates.
Candidate experience is also a factor here. If it’s difficult or lengthy to apply, a passive candidate likely won’t. Streamline the application process to make it as user-friendly as possible. A lengthy or complicated application process can deter candidates from applying. Simplify the steps and ensure that the application form is mobile-friendly, as many job seekers use their phones to browse and apply for jobs. Offering timely and respectful communication throughout the hiring process can also enhance the candidate experience, encouraging more applications.
By combining all of these strategies, you can create a comprehensive approach that attracts a larger and more qualified pool of job applicants.
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