In the current labour shortage, recruiting is not easy! If your job postings are not getting noticed and you are struggling to get applications, there are some things you can do to increase the chances of attracting the right candidate.
As an employer, it is important to highlight the distinctive elements of your position and your company when you are in a recruitment process.
Here are some concrete examples of how to do it!
What to put in your job posting to attract the right candidates?
Candidates are becoming more selective and their concerns have changed. Gone are the days when they would rush to your door to hand you a resume! You must therefore redouble your efforts to attract and receive high quality applications.
When writing a job posting, make sure it highlights your company culture, the challenges and benefits of the position, and what makes you an employer of choice. All of that while staying authentic of course.
Young people (and not so young people) are looking for a positive, fair and collaborative work environment, as well as a work-life balance. So put these aspects forward.
Put simply, candidates want to know; "what's it like to work at your company?"
In order to attract candidates, your job posting should contain enough details, but shouldn't be too long. We recommend that you use a simple and precise job title. Think about the terms that candidates will use to find your offer in a search engine.
To ensure you have all the important details in your job posting, here are the important sections to include:
- Short description of your company
- Job description
- Some job duties and responsibilities
- Skills required
- Working conditions and other relevant information
- Salary!
If you present the position in an attractive and realistic way, you will attract candidates who recognize themselves in the position and see themselves working in your company. You will also eliminate those who do not see themselves doing the job described. This is a way of doing a natural pre-selection.
What are the distinctive elements that set you apart from the competition?
Whether you like it or not, all employers who are recruiting at the same time as you, are competitors in the recruitment world. If it used to be the employers who asked, "Why should we hire you over someone else?" now it's the candidates that ask the question.
Why work for you if you are offering the exact same thing as other companies? Thus, there is no need to focus on the 2 weeks of vacation you offer, or other generic benefits.
Instead, talk about your team, the work atmosphere, your activities or the way you work... What makes your employees stay with the company?
It is with these elements that you will attract candidates.
Think of your job posting as a sales pitch. Use it to convince (without lying, of course). This will also allow you to build a good employer brand.
Take inspiration from the career sections of companies such as GSoft or La Cordée, which have put forward their employer brand, their values and their distinctive elements.
Examples of distinctive elements for your company :
- Small company where your actions can have a real impact
- Company committed to innovation and the development of its employees
- Company promoting work-life balance and the well-being of its employees
- Relaxed work atmosphere
- Modern and ergonomic office space
- Gym, recreation room, etc.
Examples of distinctive elements for the position :
- Workplace wellness program
- Autonomy and flexibility
- Right to disconnect policy
- Team building activities
- Career development plan
- Training and development activities
- Possibility of profit sharing
- Management by objectives allowing a good autonomy in your role
- Possibility of working from home
How to speed up your recruitment process?
If your job postings do not bring in the desired candidates, you may need to move on to the next step: active recruitment.
Headhunters usually offer active recruitment services, while employment agencies have a database with candidates ready to work. But no matter what type of external recruiters you hire, they will need information about your company.
Read more about the difference between a headhunting firm and an employment agency.
A good headhunter will ask you specific questions to find out what makes your position and your company different. Indeed, a headhunter is like a representative of your company, so it is important that he or she knows how to present the elements that differentiate you.
By preparing the distinctive elements of your position in advance, you will speed up the external recruitment process.
If you want to be prepared before using our services, here are some questions we usually ask:
- What types of projects will the employee work on?
- How much flexibility is offered?
- How would you describe the work environment and the team?
- Who will the employee be working with? (Supervisors, employees to be supervised, etc.)
- What are the advantages of working for you?
When you use an active recruitment service, the candidates you contact are already employed. You must therefore be able to answer the question: "Why should I leave my current job to come work for you?"
A big question, but it's not as complicated as it sounds. Take a cue from the examples above and answer your recruiter or headhunter's questions honestly. This should be enough to help you stand out.
And if, despite everything, you tell yourself that your company is too boring to be attractive? Think again! Every company has at least one distinctive point. In addition, candidates generally want to know about the people behind the company. So keep it simple and authentic.
As a headhunter, Thorens Solutions can help you define the distinctive elements of your position. Contact us for more information!
