Cross-posting job ads result to employee mismatch

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In the increasingly competitive job market these days, a high interest in a job posting does not automatically lead to the right candidate for the vacant position. Most recruiters still suffer from applicant mismatch even if they are cross-posting on several employment websites.

If your organization is finding it tough to find high-quality talents, it’s important to take a pause and identify the possible issues in your recruitment strategy. Only after this step can you assess what to do to match with the right person for your company.

Matching with high-quality applicants

Filling up a vacant position in the company is not easy. While searching for the right hire, most recruiters are usually running into the following problems:

  • lack of qualified candidates for niche or specialized jobs
  • candidates being relegated to the hiring “black hole”
  • pressure to hire within an abbreviated timeframe

To address these issues, employment website Indeed said that recruiters should revisit their job postings and eliminate any skills, qualifications, or certifications that aren’t 100% essential. Companies could instead provide on-the-job training to bridge any skill gaps with their employees. 

Second, employers have to review the benefits that they are offering to their new hires. It is better if the perks are in step with—or better than — other businesses in the industry.

To avoid overlooking promising applicants, Indeed advised engaging with them ASAP! Waiting to approach these candidates could lead to losing them to other companies who have contacted them first. top candidates as soon as you spot them

Lastly, to avoid making bad hiring decisions, recruiters should focus on building a strong network of talent even if there are no roles for them yet. Schools and universities are good sites to build a company’s recruitment program. This way, recruiters would have the pick over the cream of the crop of any university program.

If you still can’t attract high-quality candidates, consider tapping a third party to strategize and simplify your deep dive. They are most likely more knowledgeable in industry trends, determining how your organization stacks up, and knowing what you can and should be doing to better attract quality talent for your open roles. 

 

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