Are your vacancies not attracting the right candidates?

Here are 4 tips for an effective recruitment strategy that we use:

1. Write for the candidate, not from the company

   Most vacancies are written from the company's perspective, full of job requirements and expectations. But what does the candidate get?
   Turn it around: what is your ideal candidate looking for in a job?

   Write about the benefits and unique aspects of the job. In the current market you have to offer something to attract candidates, otherwise a competitor will.

2. Use previous results to optimize your vacancy

   Compare previous vacancies you have posted and the response to them.

   If you have not yet posted enough vacancies to gain this insight, here are a number of elements where we see a positive effect:

   • Clear and compelling job title such as “Creative Marketer” instead of just “Marketer”.
   • Explain why this role is important and how it contributes to the company.
   • Provide at least a salary range and substantiate where a candidate falls within the range.
   • Add video or photos to paint a clear picture of what a candidate can expect.

3. Personalize the application experience

   After applying, you want to interview as many candidates as possible. Use AI for personalized updates and status tracking. Ensure a streamlined, simple application process without unnecessary steps.

   Did you know that you can send automated WhatsApp messages to qualify candidates? This saves both you and the candidate a lot of time.

4. It's a numbers game

   A vacancy that no one sees does not exist. Recruitment is a numbers game: the more people see your vacancy, the greater the chance that the right candidate will apply. And that means more than just LinkedIn and niche job boards.

   • Don't just post your vacancy on job boards; there are already countless other vacancies there.
   • Facebook and Instagram have 7 million and 5 million daily users respectively, LinkedIn only 1 million. For more visibility, use Facebook, Instagram and/or Google Ads.
   • We often hear “My candidate is not on Facebook”, but in practice high-end or difficult-to-fill positions also appear to attract candidates through these channels.

So what are you going to do?

Write your vacancy before the candidate, learn from your mistakes, ensure a streamlined process and enough eyes on your vacancy.