Hiring has never been more difficult. The US unemployment rate is at a steady 3% as of March, and to make matters worse, there are more than 15 million open job listings on LinkedIn. So candidates seem picky about where they choose to work… That’s why it’s so important to ensure your presence is top-notch when a candidate initially searches for your company or position!
A recent study conducted by Passport-Photo.Online reveals the main mistakes recruiters make and shows significant factors indicating job seekers to go for the offer:
These statistics show that many candidates are unimpressed by employer actions on LinkedIn, and their overall experience with the platform is often less than satisfactory. Candidates do want to be considered for jobs, and they appreciate employers reaching out using LinkedIn. That said, candidates are likely to skip over job ads that use gender-coded language or ageist language in the description; for example, “looking for someone around 30 years old” may offend a 50-year-old applicant.
Your job ad is the very first thing that your future employees will see. If you can’t capture attention and convince job seekers to apply, you’ll likely lose out on the best candidates.
The key is to craft a compelling ad that attracts talent, stands out from your competitors, and drives conversion. There could be a few reasons for not getting any applications. Depending on the job you are hiring for, some of these may apply – and by addressing them, you’ll likely see a spike in applications.
However, even though it is the first thing and undoubtedly the most important – the job ad is not everything, and using direct contact strategies can prove to be helpful too. For this purpose, we’ve pinpointed seven key reasons why working professionals ignore recruiters’ messages about prospective employment:
- The message is too generic (a standard, templated blurb along the lines of “I’ve got the most amazing job I know you’ll love”) (58%)
- The job opportunity doesn’t match the candidate’s experience level, skills, or career trajectory (57%)
- The company has a poor LinkedIn presence (e.g., it’s impossible to find sufficient information about the organization, its products or services, culture, or reviews) (55%)
- The recruiter overuses buzzwords or corporate jargon (52%)
- There are grammatical mistakes in the outreach message (51%)
- The employer calls the candidate by the wrong name (28%)
So, take notes, and improve your hiring!
Short bio: Magdalena Sadowska, the Community Manager & Content Writer of Passport Photo Online. With a background in psychology, she is fascinated by how people interact and create their reality.
As a travel enthusiast, given a choice of sea or mountains, she chooses both.
