Yield more job candidates in 2020 using this guide

Pipplet • 20 juillet 2020

If your main question is how can I attract more qualified job prospects, this guide is for you.



In order to increase your chances of finding great job candidates, you must reach those qualified prospects strategically. We will take a look at some of the top actionable strategies you can leverage so that your business can gain a larger, more qualified, candidate pool for job vacancies.

Rethink the title of the position

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 

Consider how you recycle through former job applicants


Perhaps during a former job applicants interaction with you, you found that their skills were not yet a match with the role they were applying for. Now is the time to consider re-integrating their profiles into the applicant pool for a particular position that still lines up nicely with the job description.



Don't forget to check in with them to make sure they still want to be considered for future jobs and to remind them to update their resume, if it has not yet been updated.



Reflection Point: Would personally like to remain in an employers database until you decide to remove yourself. 

Run through how easy it is to apply for the job


Surely, you don’t want to make it a one click-apply, but you also don’t want the application to run too long. There are many great HR tools that you can integrate into your application process to make it easier on you and the candidates. Your main goal is to reduce application friction.


Candidates don’t want to repeat steps. So, make sure that once they upload, the professional work fields auto-populate the best that they can. Don’t assume that because an applicant finds this tedious that they are lazy. Remember, if you want more applicants, you should make it easier to get more applicants. So it’s important not to forget to go through the application yourself to determine any bugs and fixes that need to be identified and work with the technical team of the platform you’re using, whether it’s in-house or outsourced.


Reflection Point: Consider whether or not you’d be willing to upload your resume and fill in redundant professional and educational experience.


Think about how you integrate mobile

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!

Make sure you are where your applicants are

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? 

Of course, leverage social media

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? 

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What are some of the strategies you use to attract top talent?

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