All you want to do is attract the best talent to your business, but for some reason, the right people aren’t applying. What’s wrong?

 

The most common issue is the job description. If it’s confusing or unappealing, you’ll be lucky to get even a handful of applicants. In most cases, they won’t be who you’re looking to hire.

 
Instead of just settling, learn what’s driving talent away and revise your job descriptions to attract the talent that helps your business grow.

 

Requirements Are Absurd

 

Job descriptions often ask for far more than what’s necessary. Instead of attracting the right people, the description reads more like you’re looking for a superhero to apply. This tends to come from hiring managers that don’t fully understand the job and just add a long list of requirements that make a business seem overly demanding and unpleasant.

 

Career Addict lists some of the most ridiculous job ads, such as a social media specialist position requiring at least 10 years of experience. At the time, social media was barely a decade old, meaning no one could meet that requirement.

 

Prevent this issue by being realistic. Also, ask the department that needs the employee what skills the person actually needs to have. You want a job description that actually appeals to those who have the skills your business needs, not a superhero that doesn’t exist.

 

It’s Not Gender Neutral

 

While a job description might sound innocent enough, it may still be geared more towards one gender over another. For instance, more aggressive sound phrases like “crush it” are more likely to appeal only to men versus women. It’s always best to use a balance of words to attract both genders equally. A wide variety of studies have shown that women are more sensitive to the phrasing used, which means the right wording helps attract the top talent from both genders. Glassdoor provides 10 ways to create more gender neutral job ads along with research to explain why.

 

The Application Asks Too Many Questions

 

If your job description includes an application, you may be driving away talent simply because the application is too extensive. Studies have shown that longer applications are used to weed out applicants who aren’t dedicated to getting the job. However, even the best talent may give up when it takes an hour just to answer all the questions for the initial application. Simply keeping the description realistic and the application under five minutes increases applications by up to 365%.

 

The Details Are Vague

 

Read over your job description. Does it clearly state what the job is and who should apply? If there are any questions, it might be too vague. While you don’t have to write a novel, you should list the main duties, skills and requirements. Applicants want to have some idea of what their average day would be like before they apply. If the job description is vague, it may make applicants believe a business isn’t certain about what they want or need.

 

Nothing Stands Out

 

The top talent are looking for a place that makes them want to get up in the morning. You may have listed the requirements, but why should a candidate apply at your business over the competition? Remember, hiring is highly competitive and applicants want to know what makes your business special.

 

Talk about what makes your business the best place to work. Think of it as a quick cover letter, except this one is to gain a candidate’s attention. If you don’t sell your business, top talent might skip your job description and move on to the next.

 

Having Trouble Attracting The Right IT Talent At Your Business?

 

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