Have you recently been solicited for a work-at-home job? Click here.


Employer Portal

How to Increase Candidate Interest in your Employment Opportunity

To attract a top-notch workforce, you’ve got to attract top-notch candidates. And that is by no means easy, especially in a vibrant economy. The better the economy, the more choices people have — and top candidates have more choices than anyone about where they work and what they do.

It’s therefore very important to make the best impression possible on candidates when you’re looking to fill a position. Here’s some advice on how to do that.

1. Write a clear and comprehensive job description

Job candidates apply based on a job description that itemizes the duties of the job, as well as the skills, qualifications and years of experience required. Take the time to write a clear and comprehensive job description.

Don’t make it sound as if the job does everything but fix the kitchen sink. A too-unfocused job description can be off-putting, especially to an experienced person. Make sure someone reading it has a clear sense of what they would be doing for your company.

Before posting a job opportunity, ask yourself if you’d accept the job. If the answer is no, reputable candidates will probably feel the same.

2. Have competitive pay and benefits

While there are many reasons to be attracted to an employment opportunity, pay and benefits rank very high on most job seekers lists!

First, make sure you do have competitive pay and benefits. It will be very hard to attract top candidates if you don’t.

Second, refer to the competitive pay and benefits specifically in your job description. Don’t leave them for candidates to infer — they need information. If you are comfortable giving a salary range, do. If not, a line such as “competitive salary based on experience” will suffice for pay. For benefits, list them. Be sure to include such standards as health insurance, 401k plans (and matches), paid vacation and holidays, and so on if you offer them.

3. Highlight your company’s culture

Job candidates want to work for a company that values them and in which they fit. It’s a good idea to highlight your company’s culture in some way in the job description.

Think carefully about what to include. A lot depends on your company style. Are you innovative and entrepreneurial? Then the job description could say something like “innovative, entrepreneurial firm seeks the next generation.” Are you traditional and conservative in approach? Then be that way in the job description. Perhaps a tagline like “top-quality service, 50 years and counting” could convey that message.

Fostering candidate interest in every job opportunity is part of the job of recruiting. These three tips will help you attract top job candidates. To learn more about how Nesco Resource can help you attract top talent, contact us today.

Previous Posts

Here's What you Need to Know Before Hiring a Temp Employee The Advantage of Using Project Office Management (PMO) Why Business Intelligence Matters to Your Organization Tips for Hiring the Best Candidate, Not Just Someone Who Interviews Well Follow These Steps to Simplify Your Hiring Process Strategies for Improving Workplace Communication Ways to Effectively Create Employee Development Plans Tips for Planning Your Business Goals for 2018 Tips for Identifying Performance Problems in the Workplace Top Four Ways to Reduce Stress in the Workplace The Top Technology Trends for 2018 Why Working from Home is a Crucial Perk to Offer How to Spot a Bad Candidate so They Do Not Become a Bad Hire Top Hiring Trends That Are Hot, and Those That Are Not How to be a Leader Instead of a Boss How to Make Sure Your Employees are Happy and Productive Turning Down Job Applicants the Right Way Managing Employees Who Don't Get Along The Importance of Employee Recognition You Want to Hire the Best Engineers, Don't You? Why Regular Staff Meetings Are a Must The Importance of a Strong Employer/Employee Relationship Should You Choose a Candidate with More Experience or More Degrees? Leadership Qualities to Promote on Your IT Team How Temporary Summer Help Can Be Beneficial to Your Business How to Handle an Employee Who Takes Credit for the Work of Others Why It Is Important to Get to Know Your Temporary Employees Three Ways to Offend a Potential Candidate During an Interview Why You Should Consider Hiring a Social Engineer Candidate Make Your IT Team Feel Valuable How to Hire a Superstar Engineer How to Make Sure Your Candidate is a Cultural Fit How to Determine if a Temp Worker Will be Reliable Interviewing for IT Independence Leading a Team of Engineers Disruptive Technology & IT Deals H1B Visa Demand Slips: What Is The Impact on Tech Talent As Companies Negotiate on Disruption; Talent Becomes Even More Important Does Your Company Hold Yearly Safety Reviews? 3 Mobile Phone Policies to Enforce as an Employer Make Your Third Shift Positions More Attractive The Real Cost of Hiring Video: Reducing Temp Turnover 3 Mobile Phone Policies to Enforce as an Employer How To Engage Employees To Do Their Best The Perils of Hiring Fast How to Make Your Employee Onboarding Successful