January 2012 18
You don’t get it. You’re doing everything right: You’re offering a great job with a great company, you’ve ensured your job advertising placement is targeting the right group of candidates, and you’re positive you’re offering the most competitive salary. Even your job posting is flawless.
And yet, the job applications just aren’t flowing in the way they should. So what gives?
It’s true that your company, no matter what other aspects you may excel and grow in, is only as good as its people. Yet, your people are only as good as your process of selecting them. As a company currently growing or preparing for future growth, how can slow down enough to reverse the cycle and improve your selection process to bring in better people–and see better business results?
It’s coming: The onslaught of buffalo chicken dips, foam fingers bigger than most people’s heads, shushing of those talking during the game, shushing of those talking during the commercials, vintage jersey envy, and a whole lot of whooping, shouting, and possibly even “pulling a Tebow” (hey, things can get emotional–I’m not judging).
Of course, I’m talking about this year’s Big Game, happening on February 5.
Facebook is always in the news, boasting over 800 million active users, but Twitter cannot be ignored. Not only is it a great complement to other social platforms, it’s perfect for injecting quick bursts of relevant info, career opportunities and job seeker advice to a large following. The platform also lends itself to one-on-one interaction and a variety of ways to share and cross-promote other accounts, making it a viable option for recruitment and employment brand building.
If you find yourself complaining that you can’t find the qualified candidates you need for certain positions at your organization, the good news is you’re not alone – by a long shot.
According to a recent Manpower survey, 52 percent of U.S. employers can’t find the skilled workers they need to fill open positions.
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