What candidates want to know before they apply for your job

on 04 April 2016
Candidate Need to Knows

In the changing landscape, there is more to a job than simply the responsibilities involved. At one time, a job title basically covered the role and job ads covered roles and responsibilities in no more than a paragraph.

Nowadays it involves such things as company culture, the skills and knowledge needed, development, personality traits, working hours and the reputation the company has on social media. We are not only well and truly in the digital age as far as job titles and roles, but also in the field of recruitment as a whole. Your company is out there for the world to see and comment on and your recruitment needs to reflect that.  

A brilliantly crafted job advert in the right place with the right salary to attract the top talent used to be enough, but not anymore. When prospective candidates see your ad the first thing they will probably do is head to a search engine and go digging to find out as much info about your company as possible. They will be looking for your values and ethos and, maybe most importantly of all, how often you advertise vacancies. If they discover that you are advertising the same jobs every few months it can indicate to them that there is something wrong with your company culture which is highlighted in your inability to hold onto staff for any length of time, and the chances are the CV's will trickle rather than pour in.

If you are worried about how your company comes across on your website or social media you need to take a step back and look at the information displayed from a prospective candidate’s point of view. Transparency in your brand is a key factor is attracting top notch candidates. Plenty of pictures of the workplace and your staff will give them a better idea of whether they will be good fit into these new surroundings. With personality playing such a big part you need to get across the message that your company is a great place to work, and the types of personalities that make up the culture of your business, after all your happy workforce equates to high productivity which equals success.

The key areas prospective candidates focus on have been identified as;

  • The goals and values of your company
  • The company culture
  • Your past and present clients and customers
  • Your team
  • Style of leadership
  • Longevity of employees

It is your responsibility to ensure that all the information relating to these areas is readily available via your website and social media channels. If you are one of the thousands of company's who use a recruitment agency then chances are you will already have most of this in place but it's worth chatting to them to see if they can advise you on which areas need improving. If you’ve not done so already your recruitment agency can help you with this. If it isn't in place the wrong calibre of candidate may apply for the roles available which wastes a lot of time to sieve them out.

By working together before the ad is even written, you and your recruitment company can ensure that every I is dotted and every T crossed in terms of searchable information. They will guide you on what information to post to make your company comes across in the best possible light. They will already be aware of the key points noted above and know exactly how to make the necessary improvements to each area.

As every successful business person will tell you – your business can succeed or fail depending on the workforce. By putting in the groundwork now you not only elevate your company to the status where people are actively looking for vacancies but also ensuring those that apply are the best in the business. 


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