If you’ve been searching for quality job candidates, you are likely facing the struggle many employers in Connecticut face. You’ve created the job posting, written a tailored job description, and posted it everywhere you can think of–only to be met with a small handful of applications, none of which are suitable for the position. This can be frustrating, especially when you have a position that needs to be filled quickly.
From the job posting not reaching the right audience to the job description not being enticing enough to potential candidates, there’s a long list of reasons you may be having a hard time finding the right talent. That’s why working with an expert Connecticut-based staffing agency is so beneficial. With access to an extensive talent network, they can help save you time and money while filling the vacancies within your business.
Along with working with a recruitment company, there are a few other things you can do to increase your odds of finding quality talent. We’re rounding up seven valuable tips to help you hire the right candidate so you can focus on more important tasks at hand.
Seven Valuable Tips to Find Quality Candidates
Attract Candidates With Clear Job Posts and Descriptions
Finding quality candidates starts before the job even begins. In many cases, the talent you’re looking for won’t apply to the job simply because they don’t understand what the role entails. If you’re not clear about the job, what the daily responsibilities are, and what skills you’re looking for, chances are they’re going to leave and apply for other jobs, increasing the risk of you losing a candidate that is perfect for the position.
When creating the job posts and description, there are a few tips to remember:
- Keep it short – According to LinkedIn, candidates only take 14 seconds to decide whether or not they want to apply for a job. This means they don’t have time to scroll through a novel’s worth of text. The sweet spot is 1 to 300 words. However, posts with over 600 words also get more views compared to those with 300 to 600 words. If you keep it long, offer details that make the job more enticing.
- Include pay range – One of the most critical pieces of information to include in a job description is the salary range. In another study by LinkedIn, 91% of job applicants said that including the pay range would determine whether or not they apply for the job. It’s no secret that including this information can be dangerous, though. It allows applicants to see if it’s a viable option for them, but on the other hand, it can draw attention away if it’s too low. It’s important to weigh the pros and cons.
- The tone should match company culture – Although it’s not recommended to go into your work culture, it’s crucial to incorporate it into the tone of the post. If you work in a more creative industry, it’s okay to be casual. However, if it’s more formal, it may come off as unprofessional.
- Show empathy – Job seekers have shifted their priorities over the past few years. After the pandemic, many decided they didn’t want to work 60-hour work weeks for a company that they felt did not care about them. That’s why empathy is key, and one of the easiest ways to show that it’s important to you is to mention work-life balance in the posting. Whether you offer this by allowing employees to work from home twice a week or you have flexible PTO, showing that you care about their mental health can make a world of a difference for a potential candidate.
- Stick to traditional titles – Although it may be tempting to zhoosh up your job titles (i.e., marketing guru), it’s best to keep them straightforward. That’s because you want to maximize SEO potential to ensure it appears on their search engine results page (SERP).
Don’t Rely On One Job Board
Limiting yourself to one job board can hinder your chances of finding a quality candidate for your position. While we understand that creating a posting on multiple different sites can be time-consuming, it helps expand your reach. Consider posting on as many boards as possible.
A staffing partner can help with your reach. They have access to many different job boards and aggregators and can help get your post in front of more people with the right qualifications.
Take Advantage Of Social Media
It’s very likely that your company has at least some kind of social media following already. Whether you’re on Twitter, Instagram, Facebook, LinkedIn, or all of the above, letting your network know that your company is hiring is beneficial. Zippia reports that 57% of job seekers use social media to search for a job, and 73% of job seekers ages 17-34 found their last job using it. If you’re not posting jobs on social media, you’re probably missing out on some great candidates.
Job Recruiters in Connecticut Advise Reaching Out To Passive Candidates in Connecticut
When you create a job posting, you’re likely going to receive hundreds of applications. This doesn’t mean that they’re the best candidates for the position. That’s why reaching out to passive candidates is equally important. That’s where a recruitment company comes in. They’ll do all of the contacting, so you don’t have to.
A candidate may not be actively searching for a job, but they may be willing to make the switch if the offer is right. In fact, 73% of the workforce is made up of passive candidates.
Look For Similar Skills
When creating a job posting, you’re listing all of the skills that are necessary for the position. And often times, a candidate is expected to check off a certain number of skills in order to be considered for the role. However, in many instances, you can find candidates with skills adjacent to the ones you are looking for.
For example, if you are looking to fill a marketing role, you may search for skills such as social media management, communication, writing, and public relations. However, if they’ve spent the past few years as an account manager, they may have other skills (i.e., interpersonal skills) that are useful for the position.
Before creating the job posting, think about other positions or industries that may tie in with yours and open the job market to them as well.
Keep In Touch With Potential Candidates
Because you’re receiving countless applications, there’s a very good chance that you’ll interview multiple suitable candidates for the role. While you may end up only choosing one for your current role, keeping in touch with other promising candidates can be valuable down the line if another job opens up. They’re familiar with your company, and they may have developed new skills in the time that you haven’t spoken. This doesn’t have to mean emailing them frequently. It can be as simple as connecting on LinkedIn and revisiting their resume later on.
Partner With A Connecticut Staffing Agency
Rather than doing all of the work yourself, save time and money by partnering with a staffing agency. Allowing them to help you hire employees gives you a chance to focus on growing your business and other projects rather than the countless hours it takes to review resumes, conduct interviews, and onboard new employees.
On top of that, staffing agencies can help you reduce overhead costs, quickly fill gaps that may need to be filled as soon as possible, save you time while increasing ROI, and handle payroll and training. Not to mention they have access to a vast talent network, connecting you with candidates that you may not have come across in your own searches.
Need Assistance With Attracting Quality Candidates? Connect With A Top Recruitment Company in Connecticut:
We understand that hiring new employees has become more challenging than ever before. That’s why A.R. Mazzotta is here to help. We’ve been serving Connecticut for over 50 years, placing over 1,000 skilled candidates in roles every single year. With offices in Middletown, Wallingford, Thomaston, and Westbrook, we can assist you with direct hire staffing so that you can focus on the more important tasks at hand. This means feeling confident in landing quality candidates while still going about your day-to-day schedule. Ready to get started? Contact us today!