5 Ways to Boost your Candidate Attraction Efforts

shutterstock_252623359When recruiting, deciding which job boards and sources to post your vacancy on will determine how quickly you can attract the right type of candidates for your vacancies. It’s beneficial therefore, to do some background work. You can use your competitors as a benchmark in order to make a judgement on what possibilities are available and to grasp an idea of the coverage that you can or need to achieve to maximise your candidate attraction efforts.
Dealing with a constantly moving recruitment industry can often prove difficult, which is why Webrecruit Ireland has put together 5 simple steps that will help you attract the highest quality candidates.
Webrecruit Ireland has experience in working with a range of roles and industries, so if you want to learn more about the specifics of creating great recruitment campaigns, why not download our 2016 guide to online recruitment advertising?

1. Choose the right place to post

When searching for a role, the average jobseeker does not just look in one place. They will use a range of job boards, sites and social media platforms to look for their next opportunity. However, this does not mean that it is advisable to post your role on hundred of sites to increase the response, as this will only increase the time you will have to spend “filtering through” the irrelevant applications and CVs.
It is important to understand your target audience for the role, and post on specific sites and job boards that are going to attract the highest quality candidates. You can get this information by talking to the sites directly to learn about which sectors they perform in the best. Or, if you use a supplier such as Webrecruit Ireland, you’ll receive a report detailing where good relevant candidates come from.

2. Consider volume recruitment advertising

How many roles do you regularly recruit for? It may be worth considering outside help to both advertise your roles and store the key information. The experts in the industry will more often than not provide a “bulk” offering that can be spread across a longer period of time, and is therefore more cost effective. By purchasing multiple campaigns, there are a number of valued-adds you can benefit from, such as reporting services or expert analysis into your campaigns.

3. Adjust your copy based on response rates

If your job advertising is not giving you the response rate that you would like, do not be afraid to make changes. Even the smallest detail, or change in key terms can make it clearer to the job seeker, and therefore may entice them to apply.
If you use a “go-to” template for all of your job advertisements, it can be a lot easier to make these amends, slotting in key detail in each area. You could also trace these changes you have made, building a pattern and making for more effective and efficient copywriting next time round.
Note – tweaking advert copy, however, can often come at a cost – so ensure to speak to your supplier to learn how to get your advert copy right from the start

4. Make sure you are posting your job advert for the right amount of time

Different start dates, finish times and duration periods can make successful job advertising management increasingly difficult. This is even more complicated when considered with the ever changing economy and employment industry.
As a result, it is recommended that you give your campaign at least two weeks. If your advert is positioned in the right you should hopefully see results immediately, and if not it is then within this period of time that you make amendments and change your strategy if necessary.

5. Use a database to store your information

No matter what recruitment advertising offering you decide to go with, always ask how much of the submitted information you can have access to. If you use recruitment software, such as an ATS, you can look at the data behind your campaigns to see any trends that will help inform future recruitment campaigns. These trends may reveal the best time of year to recruit for certain roles or which job boards to use candidate sourcing on the whole takes a lot of consideration.
Get the free whitepaper by Webrecruit Ireland to gain further insight that may help you in your recruitment in 2016.

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