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Top 3 reasons job seekers aren't applying to your open positions.

Number 3 will shock you!


 

Knowing that change is inevitable, many organizations have to adapt, evolve, and change if they want to avoid being in critical situations like Circuit City, Toys R US, KMART, SEARS, NOKIA, BLOCKBUSTER, etc. As with many other things, the job description has evolved as well. Believe it or not, Newspaper, Magazine, and online job board postings are outdated practices. However, technology and social media will continue to lead the future in advancing the way we practice and do certain things. Job descriptions are no different.




Exhibit A: Old paper job posting vs Exhaustive detailed job description from LinkedIn.

According to the Pew Research Center, 94% of job seekers (26% of all American adults) use a smartphone to browse or research jobs, 50% of smartphone job seekers (14% of all adults) have used their smartphone to fill out an online job application. Technology has simplified and made communication easier. In today's day and age, people are captured on mobile devices and streaming videos or programs 24/7. Video is by far the largest form of media consumed online by many across the globe. Organizations that have implemented innovative technological practices have experienced the benefits of visual media solutions. Employees comprehend and retain 60% more information by watching a video.

Unfortunately, many organizations continue to practice outdated job posting and job description practices. Inevitably, those organizations will slowly fade away and have no real presence. This usually leads to poor hiring, leadership, and unethical practices. When it comes to developing, writing job descriptions, and posting jobs; Candidates/consumers are the ones that dictate what they need and want. The top 3 reasons why candidates aren't applying to your open job positions should be obvious but an organization is only as good as the collective knowledge they have in the organization. The top 3 reasons are: Reason # 1, The Language used in job descriptions. The words and terms can be exclusive or inclusive to gender, race, age, or religious beliefs. This is the single most immediate turnoff for many potential applicants. Reason # 2. Exaggerated long job descriptions. The second most serious problem that potential applicants don't apply is the long job descriptions. Nobody wants to read long job postings, its simply boring, people have short attention spans, and quickly move on to the next thing. Last is Reason # 3, Unrealistic requirements and qualifications. Time and time again we find countless examples of job descriptions that contain unrealistic job requirements and qualifications. The most common example seen is the famous entry level jobs designed for new entrants joining the workforce for the first time that require 3-5 years of experience. Another common example is jobs asking for masters degree or bachelors degree that realistically doesn't require that specific educational level to perform the job. Private investigations have found that organizations that experience these harmful practices usually have personnel who are intentionally placing barriers for candidates because they are holding roles for family, relatives, or friends. It also has been found that the suspects behind these actions have no formal recruitment or human resources education or training. Easy fix, just hire someone that does. Want to seal it in stone, then hire one with a PHR from HRCI or SHRM-CP from SHRM. Moving forward, organizations need to continue to adapt, innovate, and change for the evolving workforce. The modern job descriptions are simpler and engaging. Below is an example of the many possibilities and potential of video job descriptions.


Example: Nxgen Hr recruitment video.

This new recruitment method is engaging and more accessible across all media platforms and devices. Keeping in mind that we live in a digital age, the diverse social media platforms available today is the place to reach and attract future candidates. This approach will help you attract top talent, boost your organizations SEO, improve brand recognition, reduce cost, and stand out from the competition. Online video consumption has significantly increased and will continue to increase. Remember, change is inevitable and growth is optional, talk to you next time.

#consulting #recruitment #business #entrepreneurs #humanresources #nxgenhr #workforce






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