Here is the deal: Applicants will pick/select a potential employer who has one [career landing page], 10 times over an employer who does not. Why? Again, it demonstrates how important you consider candidates to be and what you are willing to do to welcome them. Interestingly, 8 out of 10 candidates will feel more curious and more tempted to apply if they see an inspiring, attractive career page on your website.

Most qualified applicants will have to choose between 5 to 8 employers before they make an employment decision. So, power of choice allows them to be picky and more demanding. They will dump your organization in a heartbeat if they “feel” something is not right – not the right attitude, not the right offer, etc. Remember, you are competing against hundreds – maybe thousands of employers in your area who are also desperately trying to hire good people.

The harsh reality about salaries is that in the last 2 years, we have seen a 15 to 20% salary inflation in almost every type of open position. Bigger employers do not hesitate to bet on the money to attract qualified people. If you do not know what the market is offering, you will lose a lot of qualified applicants who easily see higher base salaries on the same job board page.

That is a classic one. Some employers try to avoid posting numbers – hoping that they can attract applicants with a mystery. Let it be clear: no numbers in the posting = no candidates. You should also avoid cheating on the numbers; we see a lot of employers posting huge salary ranges which realistically seem unreal. Well, that is because they are [unreal]. Do your homework, be competitive but be real.

You need to be 100% transparent. If you hide anything about the job – or the organization, in the early step of the hiring process, you increase the odds of ghosting by 100% to 200% somewhere later in the process. Unfortunately, with the pandemic phenomena, many people have developed more animosity and less trust in their relationship with employers. If they perceive something is not clear or remains vague, they will run away – rather than asking for clarification.

Between preselection, interviews, testing, reference checks and background checks, the administrative part of the recruitment process might annoy many candidates. We have observed more than once that when an applicant can choose between a simple, streamlined hiring process and a lengthier or more procedural one, they will go the for the first one. Applicants do not want to be pushed and will naturally chose employers who offer a less formal, friendlier hiring procedure.

It happens very often that once a candidate informs their employer about their decision to find another job, they are offered better conditions and benefits for not leaving their current position. In fact, some people will apply and get a few offers in order to be able to renegotiate their conditions of employment with their current employers.

In a world increasingly managed by machines, digital communications and impersonal messaging, your willingness to put a personal touch and the genuineness of your communications with potential employees are badly needed – more than ever. And that is exactly what could make your organization more competitive, more attractive to potentials employees. Realize that besides the economic/money factor, the majority of job seekers are also craving for friendlier, more trustful relationships at work.

You can take advantage of the current challenges related to talent acquisition. Consider a high ghosting rate in your recruiting campaigns as a sign of disconnection with the current employment market reality.

If you have not done it yet, download our recent e-book “How to Avoid Candidate Ghosting” at this link.

If you need help in (1) getting tons of qualified applicants, (2) preselecting them and (3) handling the whole admin side of the process, with a three-month placement guarantee, check our Recruitment Process Outsourcing services.