ARYou would think that the prospect of job opportunities would bring in a flurry of new applicants by the day. After all, there’s plenty of people who need jobs and if an opening is available, why wouldn’t they jump at the chance to work for you? It can seem like a mystery though when opportunities are available but the applicants are scarce and the interviews don’t turn out the way you hoped.
It’s easy to think that applicants don’t know what they’re missing but let’s face it, something isn’t right. This article from the Business Insider gives a look at why people may not be taking as many job opportunities in times of COVID. There’s also two ways to look at it, even the opportunity isn’t attractive enough or there’s a problem with the interview. Take a look at the below and see if there’s anything that may be holding you back.
Things to avoid
- Overly serious tone – People want to feel they can join a team that is welcoming and most of all, human! While it is important to list the qualifications and responsibilities of a job, you don’t want to appear stuffy or unwelcoming. Explain more about the benefits of the role as well the current team – let them see the positive environment that will house them and try not to scare them away with a long list of expectations.
- Not keeping up with the times – Is your job not offering enough in the current climate? While we may cling to tactics that have successfully worked in the past, times have moved on and expectations change. Are you providing enough for the applicant? Do you need to consider including proposals such as hybrid working or flexible working hours?
- Being unrealistic – Don’t promise things that seem far-fetched, just focus on the role you are trying to fill and don’t go overboard. Promising pay rises and promotions may seem like you’re sweetening the deal but ultimately it can seem like you’re trying too hard. Let’s face it, you don’t really know them so why promise something that might not work out?
- Appearing misleading – People want honesty when it comes to their job. They are about to commit themselves to something that will take up a large portion of their lives. Try not to dance around factors of the role that might be an issue. Saying things like ‘people love it here so much they come into work on Saturdays’ will raise alarm bells. People aren’t as gullible as you may think. If you are trying to put a positive spin on poor practice, then maybe the company needs to change.
- Let them talk! – You really shouldn’t have to convince people that they need to work for you. The role, the company and the environment should sell itself. You are ultimately there to see if the person is suitable for the role and shouldn’t need to explain to them why they want it. Let them talk, find out more about them and see if they are right for the job. If the candidate feels it is something they want, then it’s up to them to convince you why they are the right fit.
Reputational Factors
Sometimes, the issue may go beyond the job opportunity or the interview, it may be the company itself. Online reputation can present us in many ways, especially when it comes to businesses. Work environments can be slammed, customer reviews may be poor and management skills can be criticised. Why would people want to work somewhere with such a bad reputation?
Taking the time to review your online reputation and taking an active stance to manage it, could be the solution. Why not have a look at Tagflag and see how it can help you look after your online reputation?
