Many recruiters ignore these three simple rules when hiring candidates
Mistakes don’t kill, they prevent us from hiring professionals.
So, you’ve posted a job and are waiting for hundreds of candidates to start to apply for your job. But it’s been two weeks now and your candidate response rates are low.
No structure of a posted job
I often see a job like a picture below.
Let’s look at this vacancy through the eyes of a candidate. When a candidate opens a vacancy the candidate wants to see:
- salary;
- benefits;
- about job;
- educational requirements;
- required skills;
- location of the company.
The vacancy from the picture does not fulfill the criteria. The candidate will be dissatisfied with such information and will go to look for another vacancy.
For your vacancy to be popular among candidates, we recommend using a similar structure:
- job title;
- company;
- location;
- salary;
- employment type;
- benefits;
- about job;
- skills;
- responsibilities;
- requirements;
- will be a plus(optional).
Many professional recruiters describe their work this way.
Let’s take a look at how a vacancy from a picture might look using our recommended style.
Bullshit in the vacancy description
A common mistake newbies make is they don’t understand who they need to hire.
There are often vacancies with incorrect requirements for the candidate. Such vacancies are immediately skipped by candidates.
To keep your vacancies free from bullshit in the description, you need to understand the specifics of hiring in the company’s industry.
We recommend that you analyze the profession in which you will be looking for a candidate. Talk to experienced recruits, product manager or team lead, they will help you.
We are already preparing animation videos on the topic of the IT profession, where we describe in one-minute videos what skills your future candidates will need.
Leaving a candidate without feedback = stealing candy from a baby
Many recruiters forget or don’t want to give feedback to candidates who are not suitable for their job. If you do not give feedback to the candidate, you are indifferent and not professional towards the candidate. In the future, he will ignore you.
Remember when you are conducting a conversation with a candidate you are building your own contacts network that will help you close vacancies in the future.
It is important to give a detailed answer in the feedback and honestly indicate the reason for the refusal. Don’t forget to wish him the best in his search. The candidate will appreciate your support, such a candidate will be open to future communication with you.
Conclusion
If you are looking to become a professional recruiter and easy hire professionals, just use these three simple rules.
We at Mecrutor have created an innovative system for hiring IT professionals.
Join us
https://mecrutor.com/
Together we will change the world of recruiting!
