1: Where else can I post jobs? 

If you’re only posting your open positions on large job boards, it may be beneficial to post on smaller places or vise versa. If your position requires a college degree, you may even consider partnering with your local university so they can share your information with students.

 

2: Application screening process 

Be sure your process is easy and straightforward. There’s a possibility you may drive candidates away from applying to your company if your application process involves too many lengthy steps. 

 

3: Internal recruitment advantage

By providing promotional opportunities for current employees you can positively boost morale and help to make your current staff feel that their talents, capabilities, and accomplishments are appreciated. Always post positions internally first.

 

4: Employee referral program

Your current employees could be a great source in gaining potential new employees. After all, they are likely to know others in the same industry. By having an employee referral program you can encourage your employees to promote your job posting to the people they already know who are qualified. 

 

5: Geographic reach

Consider posting outside of your local area. Keep in mind that if you expand your search geographically you should consider offering relocation assistance or by allowing remote work. Either way, be clear in the job description whether the position is home-based or requires a commute to the office. 

 

6: You should list salary ranges

First and foremost, take the time to research salary and ensure it’s competitive in your market. If the range is listed on your job posting you could draw in potential candidates who are filtering open positions by salary requirements and meet someone's needs who was on the fence about applying initially.  

 

7: Review your posting

Before posting your open position on job boards make sure you take a thorough look from a candidate perspective and make changes if needed.  Does it offer a clear picture of what the job entails, required qualifications, and what your company is like? Make sure it reads in a way that is enticing for prospective employees. 

 

8: Nurture past relationships

It’s important to keep top applications on file from former applicants who have expressed interest in your organization. Target your open position if you know they are well-suited for the specific role. 

 

9: Consider reposting jobs

Job boards often list jobs by the date they were posted, which means your post could easily and quickly fall to the bottom of the list. Consider reposting so your open position appears earlier in the search results. 

 

10: Post open positions to your company website

More often than not, applicants who see your job posting will come directly to your website to get more information. Make sure your potential candidates are able to see what your company culture may be like, as well as access your careers page. 

 

We_get_it

 

These are just a few suggestions for increasing your overall applicant flow. Finding top-talent that fits within your organization is a challenge and an opportunity for all employers. Additionally, retaining the best candidates can be easy if you do the right things. These specific actions will help you with recruiting and retaining all the talent. 

  

1: Increase brand awareness

Don’t just be a great employer– let people know you’re a great employer. This is how you build your reputation. As an employer, you want the best potential candidates seeking you out because they respect and want to work for your brand. In order to become an employer of choice, it’s important to take a step back and evaluate your brand.

 

2: Involve your current employees 

By involving current employees in your workplace, you may be able to make a more informed hiring decision. Here are three opportunities to get them involved:

 

  1. Employee recommendations - Ask your current employees if they have any friends or family members that would be a good fit for the open position. 

  2. Assist in reviews - Employees that are currently in the position you’re hiring for are a good resource. They can help you review resumes and qualifications for potential candidates.

  3. Interviews - Including current employees in the interviews can help you assess their potential fit within your company. 

 

Organizations that fail to use employees to assess potential candidates are underutilizing their most important assets. People who participate in the hiring process are more likely to be committed to helping new employees succeed.

 

3: Compensation is a competition 

You get what you pay for in the job market. Survey your local job market and take a hard look at the compensation people in your industry attract. You want to pay better than average in order to attract the best candidates.

 

4: Benefits can aid in recruiting 

Employees want the flexibility and opportunity to balance work with other life responsibilities. You can’t be an employer of choice without a good benefits package that includes standard benefits such as medical, dental and vision. With that being said, employees are increasingly looking for more. 


By expanding your benefit offerings, you communicate the message that your employees are important to you and that you want to provide them with solutions to their needs.

 

5: Job boards

Writing a compelling job description that portrays your company’s vision, mission, values, and goals is important in attracting more applicants. 

 

Conclusion 

Each company has to start somewhere to improve their recruiting, hiring, and retention of successful and valued employees. The tactics and opportunities detailed here are great places to start in order to help your organization succeed and grow.

 


BerniePortal can help you reach the best candidates faster by bringing your recruitment online. Easily attract more applicants, manage candidates, and seamlessly transition from job offer to onboarding with our Applicant Tracking feature. 

 

 

Hiring 101

 

 

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