We're in one of the most challenging job markets since the last recession.
According to the Bureau of Labor Statistics, there are more job openings than unemployed workers in many regions across the US. This talent shortage is forcing businesses to rethink how they find and hire new employees.
For larger organizations that can leverage their scale and brand, they can afford to wait it out. They receive enough organic applications and have more resources to train and develop talent. Small businesses, many of whom are already strapped for time and resources, don't have that luxury. 50 percent of US small businesses today report that filling jobs is more difficult than they expected.
To compete, startups and small businesses have to get creative -- and there's no better way to spread the word than through social networks. According to a recent LinkedIn report, companies can expand their talent pool ten times be leveraging their employees' networks.
When considering which social network to leverage first, it's hard to deny the numbers:
However, you can't just post and pray that the perfect candidate will stumble across your social ad. To ensure your job speaks to the right individuals, here are three best practices from Facebook's Jobs Team. I've added my perspective on each and included pro tips from Facebook's Product Marketing Lead for Jobs, Shavi Goel.
1. Make your job description crystal clear.
When crafting a job description, it's easy to gloss over details and generalize for the sake of time. However, the more corners you cut, the less likely you are to find qualified candidates.
Read through each bullet point and ensure you clarify any points that seem vague. Describe the day-to-day responsibilities, critical interactions with others, key requirements, benefits, and needed skills. Do your best to explain what success in the role would look like within the first year.
Pro Tip: Don't get too creative in your word choice -- job seekers are much less likely to discover openings with eccentric keywords.
2. Use additional questions to gather information.
If you posted a job lately, you've noticed that most career sites provide an option to accompany job descriptions and applications with candidate questions -- so does Facebook. Again, for time's sake, most organizations skip this feature. However, if you take the opportunity to craft a few great questions, you can build layers of filters, and significantly reduce the amount of pre-screening for your recruiters.
You can use these questions to ensure the candidate's understanding and competency regarding required skills, clarify their formal education and professional training, and even hone in on their motivation for applying.
Pro Tip: Using additional questions in the application will help you save time later on in the hiring process by narrowing in on candidates that match your needs. The organizations that consistently hire top talent are more efficient with their hiring processes.
3. Try and respond to every candidate, and when you do, reply promptly and professionally.
For some organizations like Google who receive millions of applications a year, it's unthinkable, and potentially unworkable, to respond to every application. However, try to think of every candidate application as a brand experience. Anyone of those applicants could be a potential customer or future employee.
After being in the recruiting industry for over five years, I can assure you that candidates appreciate the thought of a reply, even if it's a rejection.
When you do respond, it doesn't have to be a novel. A quick call or email to let the candidate know they can move on in their search is the most important. Just make sure it's brief (especially if you're responding to every candidate), polished, and if feasible, personal.
Pro Tip: If you need support, try enlisting your coworkers so they can help with job postings and communicating with candidates. Remember, there's a possibility that your applicant might be a customer, or refer a future customer, so you want to make sure they have nothing but a positive experience with your company.
It's important to prepare your organization for the future by developing a social recruitment strategy. However, before you start spending on Facebook or LinkedIn job adds, make sure you remember the basics and these three best practices.