Too often employers overlook the easy wins in talent attraction.
At TMP we frequently come across employers who've invested heavily in recruitment marketing and technology, but neglected core information - such as job descriptions, online postings & candidate communications.
Often these haven't been developed with the potential hire in mind and don't excite and engage. Or worse - they're stilted and clumsy, jarring with the desired employer experience.
Have you mystery shopped your own recruitment process - from end-to-end?
If not recently, then I strongly urge you to do so. It's be illuminating and should provide some clear interventions.
5 Must-Haves in Your Job Description More and more new hires regret their decision. HR needs a new approach to recruitment, starting with the job description, that focuses on what candidates themselves value. Your job description should “hook your reader with details about what makes your company unique - with more than 20 million jobs listed … a great job description can help your jobs stand out from the rest.” HR must think beyond their appeal to the masses if they want to attract candidates who will thrive as employees. In fact, HR needs an entirely new approach to recruitment that focuses on what candidates value, and helps them make decisions they’ll be happy with. “The percentage of new hires who regret their decision to accept their current position has risen nearly 50% since 2008”