Redwood Technology Solutions | January 14, 2019
Although social media has become a powerful tool for acquiring and attracting new talent, many staffing agencies are not adhering to basic and successful online recruitment techniques. Their efforts in sourcing the right candidates are being thwarted by simple errors that are having an adverse impact on their searches, at the same time causing much frustration amongst job seekers. Listed below are the main blunders that recruiters make when hiring online.
Failing to Acknowledge Applications
One of the main irritations for online candidates is the lack of response from companies when an application has been submitted. However, this is a situation that can be avoided as most applicant tracking systems can send an auto response containing a brief message stating that the application has been received for assessment. It allows job seekers to keep in touch with the progress of their applications, as well as motivating them to connect with a company’s social media campaigns and keep up to date with the latest job postings and opportunities.
Make Confirmation Messages Useful
An acknowledgment should identify the position, explain the next step, and provide a realistic review timeline when available. Avoid promising individual feedback unless your team can deliver it. Test confirmation emails after application-form changes, and assign responsibility for updating candidates when a vacancy closes.
Leaving Salary Expectations Unclear
Not disclosing salary information. This is an issue that should be dealt with individually. Whether salary figures are made known early in the selection process, a job announcement includes a mention of basic wages or a wage stipulation is used as a benchmark to short-list candidates, it is important to recognize that the expectation amongst job seekers is that there should be some indication of salary levels.
Where possible, publish an approved compensation range and distinguish base pay from bonuses, commissions, or shift differentials. Review applicable pay-transparency requirements before posting. For example, an hourly warehouse listing should clarify whether an advertised rate includes a night-shift premium rather than leaving applicants to discover that distinction during screening.
Missing the Right Audience
It is important to ensure that job advertisements are reaching a targeted audience. With many candidates using smartphones to search online for job postings, a lot of scrolling up and down is often involved, to read all the information included in the advertisement and could lead to relevant facts about the vacancy being overlooked. It would, therefore, be better to place the minimum qualifications required for the job at the top of an ad layout so that they are seen first.
Match Placement to the Vacancy
Recruitment media buying should start with the role, location, and candidate audience—not simply the cheapest placement. Craigslist job posting may be worth testing for local hiring, while specialized boards may suit niche positions. Compare qualified applications and interview outcomes by source before renewing placements.
For resume search, define essential skills and realistic location criteria first. Try alternative job titles and relevant skill combinations so that suitable candidates are not excluded by overly narrow searches. Personalize outreach around the candidate’s relevant experience and the actual opportunity.
Allowing Application Friction to Grow
Keep an eye on applicant tracking systems to monitor abandonment rates. If they are increasing, it indicates that candidates are being discouraged by lengthy application processes. Requesting less information from the outset can help boost the chances of retaining higher application rates.
Abandonment can also reflect technical failures or unclear instructions, so investigate before changing screening requirements. Complete a test application yourself and check for repeated resume-entry requests, mandatory account creation, confusing questions, and upload errors. Retain necessary screening and compliance fields while removing avoidable duplication.
Neglecting Mobile Usability
It is essential that websites and listings are optimized for mobile devices. Apart from the creation of mobile advertising campaigns, response rates can be significantly increased by relaying the very latest opportunities directly to applicants and on social media sites. Remember to include simple but useful phrases and keywords that encourage individuals to refer a company, share the latest opportunities and pass on the information contained in an ad.
Run a Mobile Check
- Open the listing on a phone and follow every application link.
- Confirm that pay, location, schedule, and qualifications are easy to find.
- Test form fields, resume uploads, and submission confirmation.
Overlooking Posting Accuracy and Compliance Records
Manual job posting needs a consistent quality-control process. Maintain an approved job description, verify each destination’s required fields, and record posting dates and links. Update or remove listings when roles change or close.
For employers with applicable federal-contractor obligations, OFCCP compliance job posting should follow a documented workflow reviewed by knowledgeable compliance personnel. Retain relevant posting and distribution records; do not assume that publishing on a general job board alone satisfies every obligation. Recruitment process outsourcing can help coordinate these tasks while keeping ownership and escalation procedures clear.
Strengthen Your Recruitment Process
Redwood Technology Solutions specialize in a wide range of recruitment process outsourcing services. These include manual job posting, OFCCP Compliance Job Posting for Federal Compliance, Recruitment Media Buying and general Business Process Outsourcing. Our team has over 12 years of experience in the staffing, talent acquisition, and recruitment industry. Get in touch today – our team is ready to help customize a solution specific for your companies needs.
Contact Redwood to discuss your recruitment priorities and explore practical support for more consistent posting, sourcing, and candidate communication.
