Solution

Search for candidates using a familiar job title, then read through the results and note other recurring job title variations. Next, add the “OR” Boolean search operator to your original search and include those titles. Expanding your terminology might just expand your talent pool.

Solution

Expand your focus by looking past top candidate search results. You’ll still see quality candidates, but from a different perspective. Many recruiters and hiring managers limit their focus to the first few pages of search results, meaning competitors and you are often looking at the same candidates. But descending order doesn’t necessarily mean descending quality.

Solution

Refine your candidate search results by embracing the “NOT” Boolean search operator. By excluding certain terms, you’ll see a better-targeted stack of candidates. If you’re basing your searches on every conceivable qualification, you’re likely experiencing candidate overload, leaving little to no time for engaging with those who are qualified.

Solution

Consider investing in a company careers page or revisiting your current content. Having an online page with easily accessible information about company culture, values, perks, and benefits all in one place will leave curious candidates feeling far more confident.
 

Solution

Job postings should work for you but speak to candidates, so be sure to include a salary range and a description of benefits. Candidates consider them the most important parts of a job description. Plus, including them is a subtle sign of your commitment to transparency and fair pay.

Solution

Round out hiring efforts by supplementing your job post’s list of candidate qualifications with thoughtful recruiting. By understanding the intricacies of the role, you’ll be better able to maximize time with candidates and assess their fit-well beyond a list of qualifications.

Solution

If your top priority is filling the position at any cost, candidates can tell. Be curious about each candidate’s career journey and be gentle with the urgency to hire. Even among non-matches, earned trust could lead to a future opportunity.

Solution

Be proactive in your communications. For example, asking “Are you free to chat this week?” seems direct but puts the onus on the candidate. Instead, ask “Are you available on [days] at [times]?” It gives the candidate options and keeps things moving.

Solution

Consider setting up reminders to send follow-ups about a week after your last email. Quality candidates receive lots of emails. Sending follow-ups is a tactful nudge that can be fully personalized and shows candidates you’re genuinely interested.

Solution

Build confidence in your candidates by sharing what they need to succeed. For example, in a pre-interview email, confirm your address, recap must-bring materials, and link to interviewers’ LinkedIn profiles. Take it upon yourself to sweat the small stuff on their behalf.

Solution

Probe for hard skills, but set up a process for evaluating soft skills, too. Traits like creativity, adaptability, and collaboration correlate to employee longevity. Plus, ignoring soft skills can come across as impersonal, transactional, and uninvested.
 

Solution

Have decision makers align on the role’s scope and define what makes an ideal candidate. Then, have them divvy up interview questions and determine who delves deeply into which topic. You’ll eliminate overlap, yet communicate from a united front.
 

Solution

Be crystal clear about compensation range from the get-go. While salary isn’t everything, especially to those looking for a better culture, it is a primary motivating factor. Candidates should never be caught off guard by salary by the time an offer is made.

Solution

Keeping candidates engaged means staying engaged yourself. Respect their time, make their application process easy, and hone your interview skills. Around 65% of candidates say a bad interview experience alone makes them lose interest in the job.

Solution

First, learn all you can about the issues, real or perceived. Read negative reviews, have frank discussions with employees, and formulate a plan with HR and leadership. The sooner you address the issue, the quicker you can alleviate a candidate’s concerns.