Yield more job candidates in 2020 using this guide

The title of a position plays a larger role in an applicants mind than you think. If the title of your position is too traditional an applicant might be inclined to apply because it’s universally understood by other companies. However, if the title of the position is too vague, requiring many different tasks that don’t seem to line up, this could turn off an applicant, pushing them to skip over your opportunity. 

Reflection Point: Which of these jobs would you likely apply for? Or might sound more interesting to new applicants?

• Marketing Content Strategist
• Digital Content Creator
• Content Design Strategist 

Today, we are all extensions of our mobile devices. You can consider that most, if not all, of your applicants, have a mobile phone handy. Perhaps it’s time to consider incorporating a mobile feature to simplify candidate communication. If someone has been selected for an interview, you can alert them via text (if you collect that information beforehand), reminding them that their profile stood out and to check for next-step details in their email.

This can perpetuate a positive WOM causing more applicants to share their experiences with your company’s application process. Perhaps it might introduce a new trend that more companies could adopt, making the application process seem a bit more in hand. Now is a great time to leverage tech resources and communicate with your applicants.

Reflection Point: Consider the convenience for a 22-year-old applying, recent college graduate, receiving a text alert for a job application — how incredible would that be!

Sure, applicants are on social media, but if you’re looking for recent graduates, whether they are at the undergraduate level or the post-secondary graduate level, you need to be where their eyes are. Consider joining a college job fair or just having your job listed on their school’s job database. Schedule an opportunity for soon-to-be graduates to meet with you face-to-face and ask questions about the job application process. 

Don’t assume that all job applicants have the same level of knowledge when it comes to applying for jobs. Some students are first-generation college students, and often times need a small boost to provide more insight on this information. This also allows students to create a relationship and an affinity with a company, encouraging them to apply for opportunities with your company.

Reflection Point: When was the last time your company was present on a college campus? 

If your company is on a smaller budget, find creative ways to attract candidates using social media. Encourage your current employees to share the new openings on their social media platforms. This allows them to personalize their messages with their audiences.

Consider all the spaces you can advertise your job listing, for free and for a cost. Decide which places are strategically better to promote your job opening(s) and pay for those, and alternatively, find free locations to list your open position(s).

Reflection Point: Does it yield better/more trusted applicants if your employees share about a job opening or recommend a friend for a position?