What’s standing between you and better hiring results? Probably these 6 things…
Why can’t you make the hires you need?
It’s a question as old as business, really. Hiring is a complex process with a bunch of contributing factors, including skills match, talent availability, company culture, employer brand, etc. When there’s a leak in the talent pipeline, it can be hard to pinpoint the source.
“Hiring is really difficult and time-consuming” says Brazen CEO Ed Barrientos. “It’s becoming more important to get the right person and the right fit for the job, especially in a startup environment, but also across the board.”
While a lot of hiring can feel out of your hands, if your company is having a persistent issue hiring the talent you need, you’re probably making one of these six hiring mistakes.
1. Your Employer Brand Sucks
Your employer brand tells candidates who you are and why they should want to want to work for you instead of one of your competitors.
Whether you are a big name like Google or a small mom-and-pop store, candidates are already able to learn more about your company than ever before through online new outlets, LinkedIn, product review sites like G2Crowd, or employee review sites like Glassdoor.
Nailing your employer branding is a crucial factor in attracting candidates consistently and securing your long-term recruitment needs. Ready to reexamine your employer brand? suggests you start by asking yourself these questions:
- Why would someone want to work for you?
- What percentage of your managers have received training in how to deliver the brand experience? (Employer Brand International research found only 46 percent have!)
- What is the perception employees and candidates have about your employer brand?
- What level of visibility do you have of your employees/talent pool?
- What percentage of your employees would recommend your company as a great place to work?
2. You’re Underpaying Your Employees
If you don’t know the competition, how can you play the game? That thinking is the same when it comes to snagging those star employees. There’s really no excuse these days to not knowing what the market looks like. You can use some of these more popular job recruitment websites to look up how to check if the position and your salary offer match up with the market value.
Remember — your base salary offer , but it has to be at least comparable to other offers your candidate may get.
3. Your Job Descriptions Are Too Vague
Candidates want to know exactly what a position entails before applying, interviewing, or accepting. If your job descriptions are too long, boring, or hard to understand, you might be turning away candidates from the get-go.
Review carefully what you’ve written for the job description. Ask yourself: Is this truly a job for one person? Could this be a job for two or three? How much experience would this person need? You’ll need to fully understand the scope of the job you are offering before you offer it.
A well-defined job description helps attract qualified candidates and reduce employee turnover in the long run. Honesty and transparency are key when communicating with candidates to ensure a best fit on both sides.
In the end, it’s all about how your job seekers view your job descriptions. So, keep it short, honest, and clear, and you’ll snag the right employees.
4. You’re Not Hiring for Culture Fit
Culture, culture, culture. That’s all these millennials seem to be talking about these days, but they do have a point.
If you’re doing hiring right, you’re not just hiring employees — you’re hiring a tribe. “When people are part of a tribe,” CEO of Dental Post and Brazen Guest Writer Tonya Lanthier says, “they are happier, have higher self esteem, and perform at a higher level than those who feel disengaged.”
Culture is a dealbreaker for many modern job seekers. If your potential employees feel at home at the workplace, they are more likely to stay.
5. You’re Looking in All the Wrong Places
Sometimes the “Old College Try” isn’t enough. Your recruiting style might not be enough to get the candidates you need. Maybe you’re looking on LinkedIn for the candidates who are actually on Facebook, or on Twitter for the younger candidates who are better reached via Snapchat. Maybe you need to utilize a program .
78% of CEOs told PWC in a that their business always uses multiple channels to find talent, including online platforms and social networks. Using multiple channels, including ranges of skills, diversifying your social strategy, and even expanding your search beyond the local area are all great ways to increase your chances of finding great candidates.
6. You Need a Better Call-to-Action
According to , a standard visitor-to-applicant conversion rate is 11%, which means that with 89% of visitors to your company’s career pages, the conversation is over before it’s even started. Often, those visitors are interested in working for your company, but they’re not quite ready to apply for a specific job — you’re asking too much!
Reach more candidates at the “Awareness” stage of their Candidate’s Journey by offering an alternative call-to-action. At Brazen, we’ve found that when placing a “Chat with Us” button as a secondary call-to-action on job postings, employers are able to move 3x more candidates into the interview process.
It makes sense, when you think about it. Lengthy forms right at the beginning of the process can turn candidates off, especially highly coveted passive candidates. is a way to offer candidates an alternative action to learn more about your company before they decide to go all in.