Small Candidate Pools? Blame
the Job Ad.
Issues with job ads and where
hiring teams advertise them can
yield small candidate pools ,
which can limit the quality and
diversity of hires.
Many things can cause small candidate
pools, but two elements loom larger than
the rest. The first is the content and
language in the job ad and the signals they
send to job seekers. The second is how the
job ad goes out into the world, or how well
it’s syndicated.
To create more qualified and
diverse candidate pools, hiring
teams should pay close
attention to job ads and how
they're reaching candidates.
The first element that can
cause small candidate
pools is the job ad itself.
Titles are huge when it comes to job
ads. Job ads need searchable,
industry-standard job titles. If a job
title is obscure, job seekers may not
know what it is, or it may not even
show up in job board searches.
And while gendered or otherwise
biased language can deter job
seekers, clear and concise content is
actually more important. Job seekers
want to see certain content in writing,
including perks and diversity
statements.
They don’t want to see a never-ending
bullet list of requirements, overinflated
requirements, or confusing groupings
of skills. Also, language that is
accessible, clear, and inclusive for job
seekers of all backgrounds is vital.
The second thing that can
cause small candidate
pools is job ad syndication.
Using an applicant tracking system (ATS) can
help. These systems simplify data storage by
putting all candidate information in one place.
They also speed up the resume review
process through automation and enable hiring
teams to collaborate throughout the hiring
process, among other benefits.
So can tailoring syndication strategy to
the specific job. While big job boards
like Indeed and LinkedIn tend to
dominate the market, niche job boards
are a resource as well (e.g., FlexJobs,
Stack Overflow, Fairygodboss, and
Pink Jobs.)
Find Out More At
https://datapeople.io/