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13 tips to improve the quantity and quality of your talent pool

This concise mix of short and long-term strategies provide valuable insights to enhance your talent pool.

Talent acquisition is challenging in a tight job market so increasing the quantity and quality of your candidates is crucial to organisational success. HR Dive recommends the following strategies.

  1. Review the language of your job posting

You may be unintentionally turning away high-potential candidates through the wording of your recruitment advertisements.

“Terms like “go-getter” speak to younger candidates; “rock star” tends to deter women, research shows. Vet ads to make sure they’re inclusive.”

Investigate websites or tools that decode the language in your ads.

  1. Measure the ROI where you are posting

Are you receiving few good-quality candidates through a particular recruitment channel but continuing to invest time and money into it? Use your resources wisely by measuring the outcomes of the channels you choose to advertise your campaigns.

  1. Optimise for mobile

More and more candidates, particularly younger generations are searching for jobs on their smartphones. If your advertisements and website content is not optimised for mobile-usability, it can negatively affect your brand perception and detract from the number of applications you receive.

  1. Make the application process efficient

Don’t lose great candidates due to a cumbersome or repetitive application process. Review how long your application process takes, as it should be no longer than 5-10 minutes. Keep all fields relevant and necessary.

  1. Consider transferable skills

Non-traditional experience can boost diversity in your organisation and open up a whole new stream of candidates.

“A 25 year-old veteran with years of active combat experience, but no degree, has arguably more experience leading teams and thriving under intense pressure than someone at a similar age, no military experience, and a bachelor’s degree.”

  1. Ensure consistency across your employer brand

Boost your brand to increase the quality of your applicants by branding your job advertisements with logos and personalised language. This will increase the quality of your candidate pool, encouraging the right people to apply and precluding those who are not a good cultural fit.

 

  1. Network for referrals

Building good relationships with others in your industry and community can result in great referrals. Schools and universities in particular are beneficial avenues to gain a constant source of candidates.

  1. Review your online presence

Potential candidates have access to an abundance of information online, so bad reviews can damage your reputation as an employer. Ensure you are continually monitoring your online presence and addressing issues swiftly.

  1. Engage past high-potential applicants

Past applicants who demonstrated interest or made it most of the way through the recruitment process can be an excellent source of talent. Use online tools or recruitment specialists, engage with them through email campaigns or social channels, and reach out to them when a suitable role arises.

  1. Analyse your hiring metrics

It’s impossible to know what to change or where inefficiencies lie if you do not analyse data effectively. Understand what is driving your best candidates to apply and where conversions are coming from. Adjust your recruitment strategies accordingly.

  1. Test your screening methods

Test the screening methods you have in place to ensure you are not accidentally eliminating great candidates. This is as simple as submitting a good-quality test resume to check that it comes through.

  1. Use targeted advertisements

Use advanced marketing techniques such as geofencing, which shows targeted candidates online job advertisements inviting them to apply when they enter certain areas.

  1. Use flexible role structures

Considering shifting permanent roles to temporary, freelance, part-time, casual or job share  to attract more candidates.

Source

Recruiting holy grail: improving both quantity and quality of applicants

Riia O’Donnell

HR Dive

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