Mech engineer. 5 yrs exp. req'd, project management a plus. Competitive benefits and salary. Send resume to Human Resources, XYZ Company, 123 Commercial St, whoville, USA, or email to hr @ xyzcompany.com.So, what's so wrong this ad? Here's just a cursory summary: abbreviations, "competitive benefits and salary", no contact person, a lack of key words, no discussion of perks, no content for culture or environment, no salary info, and no promotion of the company itself. I've come to understand that while creating a compelling and effective recruitment ad doesn't require any special talent or skill, it DOES take a little extra time, focus, and effort. So, in the midst of a busy day, it's natural for humans to neglect this activity.
So, after reviewing another swath of poor attempts that I have no doubt will fail to generate any quality candidates, I couldn't help but to jot down the following list. If you're not certain how successful your recruitment advertising is, here are some of indicators that your online recruitment advertising is FAILING.
- 1/3 or more of the applicants you receive are completely unqualified for the job you're trying to fill.
- More than half of the applicants you contact fail to return your call.
- Your ads are being opened fewer than 200 times in a week (no matter what the job is!).
- More than half of the people you invite for interviews are unwilling to work for the salary you're willing to offer.
- More than 1/3 of the people you make job offers to decline them.
- On average, your hires stay with the company less than 2 years.
- The onboarding process is getting longer and/or more expensive.
- No applicants come in when you aren't posting job openings.
- Your turnover rate is not decreasing over time.
That's where I'll draw the line for now. Poor recruitment advertising affects virtually every aspect of your business. Despite the advances and maturation of technology in our business processes, the foundation of sound businesses will always be your people. More time, care, and focus needs to be placed on identifying and attracting the right people, than choosing which equipment to buy, which vendors to work with, 0r even which property to buy. If you have better people than your competition, your company will be successful.
That's how it looks today from the Recruiting Front Lines!
Think some of those indicators are wrong? Did I miss any indicators that you feel are results of bad recruitment advertising? Share your comments here!