What Are Your Applicants Looking For From You?

by Stephen Bruce | BLR


Recruiting today has gotten complex. People want to apply online or use their phones. And services abound to help you with the process. A good place to start is to ask what applicants are looking for and what they are seeing when the check out your company.


What You Say About Yourself

First, check out what you are saying about yourself.  General company website. Does it make the company attractive?  Would a candidate say, I’d be proud to work there? Recruiting website. Does it give an attractive picture of  what it is like to work at your company? (This is often done by video tours and  videos of workers.) Is it easy to navigate? Easy to apply? Social media. Is your organization active on social  media?


What Others Say About You

Look at  social media again—what is being said about your organization? And check out websites  that collect comments from workers and former workers. Sometimes these sites  are “trash” sites. Still, it is interesting to know what is being said. If  candidates are going to be reading these comments, you want to be ready to  offer your version of the story.


For  example, maybe the comments say that your workplace is an “evil sweatshop.” You  might be ready to say, “It’s true that we work hard here; we have a highly  motivated team of achievers that is working on exciting, cutting-edge  development. But we also play hard, and we reward our workers very well and you  set your own hours and take time off whenever you want. If you’re looking for a  workplace where the work is repetitive, slow, and deliberate, we’re probably  not the place for you.”


What Are Candidates Looking For?

First  of all, recognize that they will look. Surveys suggest that many jobseekers are  researching potential employers by visiting their websites. So, as mentioned,  make sure your site is well-designed and friendly. 


You  know your audience, I hope, and what they are looking for in a company and in a  job, and you know what you offer. Find a way to marry those two things.

And  then there’s the issue of applying online. Today’s applicant wants it to be  easy, and reports suggest that many will give up if the site is too confusing  or doesn’t work the way they want it to.


Visit  your site. Try to apply. Try it from your home computer, your tablet, and your  phone. The exercise could be revealing.



Apply-by-phone  is in the news these days, with some calling it a “must-have” feature. One  advantage is that many people who don’t have easy access to a computer do have  access to the Internet on their phones. But most phone applications systems are  clumsy and difficult. Further, it’s often hard to upload a résumé from a  phone.  This is an issue you will have to  face if you think you’re losing good applicants over it.


There  are many recruiting avenues for you to use and most experts recommend trying  several—you’ll soon see which ones work for you. And, as an aside, from a legal  standpoint, you want to use several avenues to avoid charges of discrimination.


But  there are still certain basics that need to be in place no matter what system  you use to attract and evaluate candidates.

Read 2298 times Last modified on Tuesday, 15 July 2014 09:17


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