Let's check that we've got the basics covered.
For more than 20 years, HealthyPeople has brought together professionals and employers in our industry. While we continue to improve our processes, broaden our reach, update and upgrade our technology and build on our services, the one thing that we (nor anyone else) can do is guarantee the success of every job ad posted.
The reasons a job ad might not turn up the candidate you’re looking for are many and varied. It could be the location, the job offering, competing roles, competing roles in other industries, or even your own processes (for example, losing candidates due to delayed reply, or a poor interview).
The above challenges aside, let’s check that we’ve got everything covered.
Have you reached out to everyone who has applied?
DO NOT WAIT to amass several applications before you sit down and start calling (this happens). Contact all applicants as soon as you can. They’re likely applying for multiple roles, and the employers who get in first are going to make the most lasting impression.
Call ALL applicants. Some might look like a 'No', but professionals are not always great at best representing themselves in a CV, so keep an open mind and look for diamonds in the rough. If the attitude is there, skill can be trained. And if the hire does not go as expected, make use of the probationary period.
Have you shared your job ad on your social media?
Don’t just rely on our networks; your existing networks may contain people who would welcome the opportunity to apply. Put a QR code to the ad on your studio door. Ask your existing staff if they could share the opportunity with their networks!
Does your job ad actually reflect the nature of the role?
We'd prefer you to have 4 great applications rather than 15 ordinary ones. If you've only had a few applications and they're not what you're looking for, this is a quality issue, not a volume issue. If candidates are genuinely off the mark or lack a specific requirement, then there's a strong chance the ad needs to be updated. Give us a call to discuss, as we may be able to more clearly articulate who should (or should not) be applying.
Are you finding that applicants have found a job elsewhere?
The importance of responding quickly to applications can not be overstated. Do not leave this task to a set time in the week, or when you have a few applications to do at once. Respond as soon as possible when the application comes in.
Is the benefit to the candidate clear?
Why should the candidate choose your role over any other? Stay away from cliched terms like 'culture', 'state of the art', 'community', 'best' and the like unless you can back it up. Be clear on why your community (or culture or team or innovation) is any different to the next one.
Does the ad need to be shorter?
Does your role capture the attention of an audience that’s skimming many ads at one time? Do we need to distil the ad to the key points?
Is there anything truly unique about your business/location/team/clients?
It could be this quirk that attracts the very person you're looking for. Ask existing staff what they enjoy about working in your business. Maybe they'll provide some insight that you were previously unaware of.
If you’d like us to make any changes to your ad, please send them through, and we'll update things right away.