Why You Need a Wide Talent Pool
All too often, companies set quantity goals for their talent acquisition—the more candidates, the better! However, the focus should be placed on the relevance of applications and ways to increase it.
What does “relevant candidate” actually mean? The definition should be divided into at least two: technical fit (expertise and skills) and cultural fit (alignment with corporate values and workplace vibe). The problem is that these factors are usually more hunch-based than documented goals.
With clearly set goals, you can compose a more relevant job description and highlight the most valued competencies. A never-ending list of requirements does not imply that your company has high-quality standards. Rather, it says your company has unrealistic expectations, which is effective enough to banish any potential candidate.
Let’s face it. Even the best job ads are fairly plain. It’s simply not an adequate way to communicate the personality and values of your company. From the candidate’s side, it is like going on a blind date and only knowing the name and gender of the mystery person. At the same time, companies are expecting a full commitment from day one.
Sounds rather unbalanced, right? It is up to the hiring companies to provide enough information and stop playing hard to get. Otherwise, relevant applicants will remain an unrealistic dream instead of an actual goal.
Creating buyer personas for your ideal candidates helps you analyze where to reach them and what kind of content will capture their interests.
A compelling employer branding strategy will not bring you results overnight but is a must-have effort in the long run. Creating buyer personas for your ideal candidates helps you analyze where to reach them and what kind of content will capture their interests. For some, it might be technical articles, whereas others might be more curious about cultural diversity, health insurance, or on-the-job training possibilities.
Dare to ditch the mysterious hype and be transparent. The best way isn’t to exaggerate current employee satisfaction but to acknowledge challenges, as well as some of the more boring aspects of this position.
If you expect honesty and a long-term commitment from your candidates, then lead by example. Sharing is a display of confidence and will make the good stuff sound more reliable, too.
Do you really want to ensure that no relevant application is missed? Forget about painful processes and try new ways to make applying fun! TalentAdore’s AI-assisted chatbot, utilizing AI matching technology, lets a candidate upload their CVs on your website and receive automatic recommendations on suitable positions. Request a demo to learn more.
If they don’t match an open position right now, you can still invite them to your Talent Community, where they might just turn into an employee one day.
Modern recruiters sell not only the position or the brand but also the upcoming application process. Start by creating a compelling career site that motivates even passive candidates. Let them play with a company culture test, introduce your current employees in fresh ways such as videos, and make sure to provide a clear description of your recruitment process.
The more you educate your candidates, the more relevant applications you’ll receive in return.
To add a more personal touch, try embedding a video greeting on your career site where you can say hello and share a few tips. Tell your candidates the qualities you are looking for and how to demonstrate them. For instance, ask for a concrete example: “Instead of just saying what a great team player you are, please share a personal experience where your group communication skills really shone through. We would love to hear that!”
The more you educate your candidates, the more relevant applications you’ll receive in return. Furthermore, you get to set the communication style. Are you aiming for a plain, purely fact-based interaction, or do you want to encourage the candidate to show off some personality?
Do not forget to communicate your value proposition, too. Describe when and how your candidates will be contacted after sending an application and what steps are waiting ahead.
The candidate’s motivation should be tested via cover letters and interviews, not through how much insecurity they are willing to go through during the application process.
“We will review all applications in seven days and then contact you via email. In the meantime, we would love for you to join our Talent Community. It provides interesting articles, our popular Reference Program, and the possibility to subscribe to similar job openings in the future.”
“If you are chosen for the second round, you will be asked to answer video questions presented by your future colleagues. You can participate from your phone or laptop. No further equipment or software is needed.”
“The final stage is a face-to-face interview at our headquarters, after which the selection will be made.”
“At any point, you’re welcome to give us feedback or ask questions. Our goal is to finish all rounds in three weeks. We will keep you informed during the process. Thank you for considering us. We truly appreciate your time!”
The easier and more transparent the application process seems, the more it will entice competent candidates who are not even actively looking for a career switch. The candidate’s motivation should be tested via cover letters and interviews, not through how much pain and insecurity they are willing to go through during the application process.
Continue reading more about the biggest challenges in recruitment and dig deeper into different solutions!
Companies can do a lot to attract more relevant candidates. Set goals and create and promote a compelling recruitment process that gives all competent candidates an equal opportunity to prove themselves. In the long run, make sure your employer brand reflects the appropriate aspects. The era for blind recruiting is over.
Modern recruitment requires modern tools. Learn how to effectively master candidate communication and attract more relevant talent! Request a demo.
Writer: Essi Järvinen, Zesty