I’ve had a really busy week this week with a client we’ve been working with for the last 2 years or so.
They are running well with 20ish staff. Profits are good, client numbers are good and the staff are happy however, they need another field based staff member to take some of the pressure off. Normally, the recruitment process with this client is pretty straight forward however, on this occasion, we were really struggling.
We had lots of people not show up for interview, loads who ended up not being able to do the hours that we’d advertised and the application to interview ratio was HORRENDOUS.
Some of you may have had this before, in fact, I know you will have as I often hear things like ‘Indeed is terrible for applications!’ or ‘people nowadays just don’t want to work!’.
I hate to break it to you but this isn’t down to bad luck. It’s down to your process.
Growing through people isn’t a ‘luck’ thing. I believe that in business, you make your own luck and there are a few simple reasons why you won’t be converting your job board / job advert traffic into hires! You just need to work out WHY!
With this client, we needed to strategise together to get things back on track. The companies management team and I got our heads together and talked about where they were a business and what things had changed. Once we knew what was missing, we amended the advert and ta-daaaaa.. We had two excellent applications within the hour. One lady even went to an interview the same day!
There are some really simple steps that you can take to improve your conversions. Every business is different and there are too many to mention here but these are some of the common things to look at if you’re struggling to hire:
1. Research your competitors jobs – Are they offering a higher salary? Do they have better bonus’s/packages/benefits?
2. Are you advertising EVERYTHING that you offer? Do you have team building days / free lunch on a Friday / funded training / xBox in the staff area etc? Even something that seems small to you may be massive to your potential candidate. SELL YOURSELF, but do it graciously!
3. Simple advert structures – Job ads can’t be massive lumps of text.Always bullet point important lists such as the benefits, essential experience and key job information. Keep them relatively short, no War and Peace, and make sure they are written with the candidates in mind.
4. Target – I use DISC but any psychometric model will work. Do you need someone creative, logical, results driven or supportive? Be super clear and drill this down in order to advertise the role to the particular personality type that you need. This is how you get the ideal candidate first time.
5. Advertising Platforms – Facebook, LinkedIN, job boards, newspapers, industry mags.. Where do you start? Think about where your ideal candidate will be looking for a job, advertise there and there only! Don’t waste money thinking ‘if my ad is everywhere, I’ll get a better response.’ No! No, you won’t! You’ll just generate work for yourself sifting though CV’s that aren’t relevant. Less is more here, trust me.
As always, I’m on hand with a free business growth consultation if anyone needs some advice. Just email me and I’d be happy to help.