​​For a while now, we have seen an increase in demand for skilled talent with SEEK reporting that both January and February were record months for job ads.  ANZ recently reported that demand for workers had hit a 14-year high and that February’s job advertisements figure was a 46.3% increase from the heady days of January 2020 when Covid was mostly just a rumour.  So, taking this into account, how can you make sure you are able to secure the best people for your business when it really has become a candidate’s market?

MAKE RECRUITMENT WORK FOR YOU!

1. Refresh your ad – you know the old saying, “insanity is doing the same thing over and over and expecting different results.  It’s the same with your job ads – if you keep placing the same ad and getting no suitable candidates then your only option is to refresh it.  Just because it worked once, doesn’t mean it will work now – especially in a tight marketplace where candidates have their pick of jobs.  Furthermore – within SEEK, you can change most of the ad within the 30 day period, so if one position title isn’t getting traction, change it up after a few days to see if a different position title nets you a better result.
2. A picture is worth a thousand words - When using SEEK, you may be better served if you utilise a standout ad as it will allow for a banner image and your logo.  Make sure you choose something that is reflective of your workplace but that will also attract quality applications.  If you are looking for a team player who will jump into group work in your office, go with an image that reflects a group working scenario over a banner with your logo or a picture of a solo worker.  Give candidates an image of what it would be like to work in your amazing business.  It’s kind of like styling a house for sale – it’s all about the dream.
3. Search-worthy position name – you need to use a job title that people actually search for when job hunting.  You may call your customer service team “Experience Experts” but no one will be searching for a term that is specific to your business.  Be generic with the position name in the title and then you can be more detailed in the body of the ad.
4. Include the offered rate of pay – generally speaking, people want to know what the opportunity offers when it comes remuneration.  Life comes with expenses and most candidates will want to know if this opportunity will cover these costs or possibly take them up a rung or two.Including the salary or hourly rate results in more job seekers actually clicking into your ad giving you a greater chance that they will put an application forward.   Conversely, what you are offering may reflect the level of experience you require so it may help weed out inappropriate applicants.
5. Spruik your business – aside from a great job (obviously) what else does your business offer that will incentivise a great candidate to apply?  Don’t hide your light under a bushel – if you offer amazing career progression prospects, or have a great employee benefits program, then make sure you include these advantages in your ad.It might be as simple as a constant supply of chocolate (yes, we are that easy to please at HR Staff n’ Stuff) but making sure you communicate the benefits of working for you is helpful in making your job ad stand out from others in the same field.
6. Tailor your ad to suit – Speak to the audience you are wanting to attract.  For example, if you want blue collar workers, go with an ad that is short and sweet.  Go even further by considering the application process – do not require a Masters degree style resume for a truck drivers position.  In fact, sometimes you achieve better results if you allow them to phone in their application as a written resume may be a roadblock for some candidates.Equally, when looking for specific qualifications for a specialist role, ensure you include the details in your ad so that the right candidates know you are looking for them.
7. Move quickly – this is one of the most important things you can do in a market such as this because everyone else is moving fast. If applications are coming in, review them immediately and set up interviews for those you think are worth pursuing.​Don’t let someone else lock in your star applicant - as Beyonce says, if you liked it, you should have put a ring on it!   Great candidates are very active right now, and they are being snapped up quickly.  Sitting on a job offer for even a weekend can mean you might miss out on a star performer.

When the market will shift again is anyone’s guess but don’t be deterred from recruiting now if that’s what your business needs.  Recruitment is a part of the Stuff that we do at HR Staff n’ Stuff – we figure that helping you find the right people in the first place will ensure you have less need to reach out to us to manage issues  😊-  so if you need help, get in contact now and we’ll help you find the missing piece for your team.