You’re a small business owner in the Bay Area, looking to expand your team. The problem is your employment advertising in the Bay Area and online have been ineffective. You’re having a hard time keeping potential candidates committed to the hiring process, and you’re out of ideas. This isn’t an uncommon scenario for many small businesses alike.
With so much “help wanted” advertising posted in the Bay Area, those looking for positions have much more freedom to be selective of where they apply and have more room for negotiating better terms. This is a disadvantage for small businesses, as they usually have less leverage to offer.
This isn’t to say that there’s no hope in recruiting new hires! Here are some recruiting tips that can help you attract more candidates and keep them invested in the hiring process.
The first order of business is to revamp your approach to advertising so that you can reach as many candidates as possible. Figuring out how to attract people to apply to your company is the first step in the right direction! Try following these tips to increase engagement from potential candidates:
- Enticing Descriptions
With the oversaturation of positions in the market, the best way to pique someone’s interest is to write a unique description that stands out from the others. Be specific with your titles, so that potential candidates have an idea of what you’re looking for before they even look into the ad. Your summary should be captivating enough that the job seeker is enticed enough to consider applying.
Include all the essential details that people would like to know about, such as core responsibilities and daily tasks, skills required, as well as skill development opportunities and unique benefits the company can offer. Keep the description clear and concise to increase the chances of applications.
- Employee Referral Programs
If your ads still aren’t reaching enough people, you can consider implementing an Employee Referral Program. This way, you can incentivize your employees in helping you find the perfect candidates, as they are usually well connected with other industry professionals and have leads to those who are actually looking to switch positions.
- Online Presence
Boosting your online presence through your company website and social media is a good way to attract job seekers. Having a promising website and interesting social media can help candidates get a feel for the company culture, envision working at your company, and encourage them to apply for the position.
- Check Resumes Hosted On Online Boards
Rather than waiting for people to apply to the company, you can also look on job boards to find your perfect candidate. Websites like Indeed, Glassdoor, and LinkedIn are good starting points as you can quickly search for qualifying candidates by description and geographical location, as well as any other specific criteria you may have.
- Consider Foreign Workers
Foreign workers often have a lot of valuable skill sets to offer, beyond those listed in your posting. If you’ve been unable to fill your position for an extended period, you could be qualified to apply for a PERM certification, which allows you to permanently hire foreign workers. There are many requirements that you have to meet, including meeting description specifications for ads you want to post in the Bay Area.
Because this is a complicated process, many companies hire agencies specializing in PERM advertising, so that they can handle all the details and help post immigration ads in the Bay Area.
Immigration job advertising in the Bay area can be very effective in reaching foreign workers if the agency does a good job.
Keeping Candidates Invested
Now you’ve finally gotten some applications, and it’s time to interview them. As much as you are screening your candidates during this process, the candidates are also screening you. A positive first impression of your company is important for them to stay interested in the position and continue investing their time in the interview process. Always treat your candidates like they are your customers, and keep them happy by the following practices:
- Be Respectful of Their Time
Candidates have to schedule time out of their day to meet with you, which could include taking time off work. Show the same respect for them and always be on time for your appointment with them. If you’re running late, tell them as soon as possible, and let them know them you appreciate their patience.
- Be Hospitable
Make your candidates feel welcomed and comfortable upon their arrival for the interview. Offer them a drink or anything they might need, and show them the way to the restrooms before they even think of asking!
- Be Available
Be sure to give your contact information to your candidates so that they have the means to send you any questions or concerns they may have while going through the interview process. Make sure you also respond to them promptly so that they don’t become disengaged.
Give your candidates a few days to respond to you, and reach out if you haven’t heard back from them after this period—don’t assume that they’re no longer interested in going through with the process. A lot of times, they may have missed your email or haven’t been able to respond yet due to other tasks they have on hand.
While these aren’t sure-fire ways to win a candidate’s heart, at least you’ve been able to make an impression on them. There isn’t more you can do, and all that’s left is to wait for their response!