Are Your Job Requirements Scaring Candidates Away?

March 20th, 2015

Hiring is a delicate dance that involves a lot of moving parts. You need to start with a clear and concise job description. From there, you will match resumes to the job and begin contacting candidates. But what if your job listing doesn’t get the response you were hoping for or expecting? Could your job requirements be scaring away the best candidates for the role? Let’s take a look at the way your company’s requirements might be giving professionals the wrong impression and keeping them away from your doors.

  • Requirements are too specific. After the recession, many companies changed their hiring strategies. Instead of hiring for potential, they began to list every possible skill a candidate must possess in order to qualify for the job. Occasionally, these lists became so cumbersome there was no possibility that any candidate could have all of that experience. This is what effectively created what is known as the skills gap. If your job posting reads like a grocery list and suggests that the unqualified need not apply, you may not be getting any candidates – much less quality ones.
  • Requirements are not specific enough. On the flip side, some job descriptions have the opposite problem. They don’t provide enough information to let the candidates know what the job is or what experience is expected. When this happens, hiring managers see an influx of resumes in their inbox but none of them are qualified. Job seekers aren’t mind readers. You need to strike a balance in your description of what you require versus the employee’s potential to learn.
  • Stay away from industry jargon. Does your job posting look more like alphabet soup than a concise paragraph that would entice someone to work for your company? While some people believe that putting the industry terms in the description is necessary to weed out the candidates without the right experience, it can also be off-putting. The challenge is that even industry jargon varies from company to company, so what you call something may not be what everyone is familiar with or calls it. Write job postings in friendly, personal language.
  • Provide reasons why a candidate would apply. Lastly, you need to make sure there is some incentive to apply. The reward isn’t just the job itself, but the opportunity for the right person to work for your company and be successful. These reasons just can’t be implied. Talk a little about your company values and culture to attract candidates who share similar values to enhance your company. Let candidates know that you want people who are a match for your company and can contribute in the long term.

Are you looking for great candidates to add to your team? Meador Staffing Agencies in Austin TX can help today!