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Talent Gremlin #1 - Low Response to Vacancy Ratio (aka not enough candidates applying)

  • Liezl Schoeman
  • Jul 16, 2019
  • 1 min read

There is nothing more frustrating than having an amazing opportunity advertised, only to receive only five applications or even none at all.

One of the reasons for a low response ratio is sometimes hidden in plain sight: THE JOB DESCRIPTION. Have you taken a look at your job advertisement lately?

Ask yourself these questions:

  • Is it a generic description containing terms like flexible, dynamic and hardworking similar to all the other job descriptions posted?

  • Can you identify the essence or purpose of the role easily when viewing the advertisement?

  • Does the opportunity stir a sense of excitement in you to such an extent that you want to inform others about it?

  • Is title, duties and money the focus of the advertisement or are other important themes like opportunity, challenge and culture also addressed?

  • Are you selling a job or a career?

  • Is there any use of infographics or video links to increase candidate attraction and engagement levels?

  • What is the USP (Unique Selling Point) of the role?

  • Is the advertisement sufficiently describing the reasons why someone would want to work for your company, in other words, the CVP (Company Value Proposition)?

  • Has attention been given to the level of language and grammar styles to appeal to the type of candidate audience you would like to attract?

  • Does the role description seem overwhelming or anaemic in terms of wording and word count?

In my next post, we will take a look at WHERE to advertise and promote an opportunity to effectively target the correct candidate audience.

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