Recruit Like Big Companies Do

The extension of unemployment benefits has left recruiters in a tricky spot. The economy has opened up, but the pool of candidates has shrunk. Too many Americans are happy to sit back and collect unemployment checks.

Southwest Airlines is one of only a handful of businesses to receive applications from TOO MANY qualified candidates. Recently, they received 342,664 resumes for 7,207 positions! How?

The careers section of their website features a streamlined user experience, which empowers applicants through apt job descriptions, information on benefits & culture, and a seamless application process. With just a couple of clicks, candidates can submit their application.

Now, that might not be an option for everyone. As a small business you may lack the resource to compete head to head with industry leaders, but that’s not to say their aren’t work arounds to recruit your fair share of qualified applicants.

If you lack the funds to pay a UX designer to build a refined application process, that’s okay. Here are scalable solutions to improve your online application process.

• Job boards continue to play a huge role in recruiting, by helping employers create a seamless, digital application process without having to build it out themselves. Popular platforms include Glass Door, Indeed, Zip Recruiter, and Monster. Job seekers create profiles and upload resumes and cover letters to apply for jobs.

• Some job search engines allow for promoted listings. Managers who want their ads featured on a search engine should investigate paying an extra fee for premium web placement.

• LinkedIn offers employers a uniquely attractive platform for recruiting. It’s essentially a networking app and a job board fused into one. In addition to posting jobs, recruiters can use their network to identify and connect with candidates.

• Quality is better than quantity. Focus your efforts on a couple strategically selected platforms, rather than spreading yourself too thin by trying to use them all.

• Use your existing digital assets to display company culture. Candidates are likely to look you up before applying, so make sure your website and social media accounts do a good job of displaying company culture.

Managers should think strategically

Your size shouldn’t limit you. Even if they can’t offer the benefits of a larger business, they have other advantages. Managers need to keep in mind that candidates are likely to research company reviews and ratings when deciding where to apply, so a positive reputation as an employer is important.

While technology has changed many aspects of the job hunt, building a network and personal recommendations remain important. Work with us to find out how you can make a small company as successful at recruiting as major corporations.

Need more help with this? Get in touch today for more details on how we can be a trusted partner.

Human Resources

email: hr@innovemp.com

Ph. 858-999-9531 Ext. 1055