Tips to Get More Qualified Candidates in 2023

If you’re looking to hire someone new, you know that the process starts a long time before the initial job posting. Finding the right person takes time and effort, but there are some tips that can help you get more qualified applicants in 2023. Many recruiters and HR leaders have been vocal about the sheer number of applicants they are getting to their jobs, but there’s a big problem: These applicants aren’t qualified for the job. The reality is, if you want to find 5-10 applicants to interview, you must have an applicant pool of at least 30 qualified people. So how do you get more job applicants? Let’s explore some strategies and tips to get more qualified candidates. 

Targeted Job Descriptions 

The first step in building a strong applicant pool is crafting targeted job postings that make it clear what qualifications and experience are required for the role. Throwing out generic terms will result in too many non-qualified candidates applying for the position, so it’s essential to be very specific about what qualifications you are looking for. Additionally, it helps to include information about your company culture and values so potential employees can gain an understanding of whether or not they would be a good fit.

In short, know your targeted candidates. Evaluate your company and come up with a perfect candidate profile. From there, you can advertise your jobs to appeal to those who will be a better match. You can also more easily zero in on applicants who seem to match your ideal profile. Remember that just because a candidate has a relevant skill set, they may not be a good match for your company. You want to find people who will fit in with the culture of your company and who can thrive in your industry.

Utilize Recruiting Software 

Recruiting software can help streamline the hiring process by automating certain tasks such as collecting applications and sorting through resumes, allowing recruiters and HR managers more time to focus on other aspects of hiring. Additionally, recruiting software can also help target potential candidates based on criteria like education level or professional experience which makes it easier to identify those who meet your requirements without having to manually comb through hundreds of resumes. 

Invest Time in Networking 

Networking should always be part of your recruitment strategy because word-of-mouth referrals from current employees can be incredibly valuable when searching for quality candidates. Encourage your existing team members to spread the word about open positions within their own networks as well as attend industry events where they can meet potential candidates face-to-face and explain why working at your company could be beneficial for them.

Make Your Application Process Easy

Applying for a job should take minimal effort. To make the application easier, start by removing any unnecessary extra steps, such as asking candidates to upload their resume and then manually fill out their job history. Research shows that conversion rates — from job seeker to applicant — increase by 365% when a job application takes five minutes or less to complete.

Be Clear on Employee Benefits

In the “war for talent,” you have to sell your company to applicants as much (if not more) than they have to sell themselves. To do this, you need to be very clear about the benefits that come along with accepting a job offer at your company. Examples of included employee benefits:

• Salary Range
• Paid Time Off
• Healthcare Benefits
• Flexible Work Schedule
• Professional Development Opportunities
• Paid Travel

Focus on DEI

If your company is focused on DEI and you want to know how to get more diverse applicants, you need to make it clear that you are a safe company for all employees. You don’t need to add something overly wordy to your job postings, but a sentence reaffirming your commitment to a safe workplace is always helpful and comforting.

HubSpot has a great example: “HubSpot is a place where everyone can grow. So however you identify and whatever background you bring with you, please apply if this is a role that would make you excited to come to work every day.”

Keep Job Posts Brief

Shorter job posts (less than 300 words) tend to result in more applications than those that are medium length (301–600 words) or long (601+ words). In fact, shorter job posts receive 8.4% more applications per view than average. Considering that most candidates spend very little time scanning a post, you’ll have a much better shot if you keep it brief.

Post Your Job Posts on Mondays

This probably won’t come as a shock, but Fridays, Saturdays, and Sundays are the worst days to post your job. The best time to post your job openings is a Monday morning. Why? People are more willing to take time out of their busy workdays to look for a new job than use their weekends to look for and apply for new jobs. 

Create a Culture Where People Want to Work

If your company isn’t a good place to work, no matter what you do, there will always be an issue with getting more applicants for your open positions. In a world of social media, people talk. An organization with a toxic culture can increase employee turnover and reduce the number of people applying for your openings.

Hiring new staff is never easy—and finding qualified applicants in 2023 may seem daunting—but with the right strategies in place, it doesn’t have to be a time consuming task! By crafting targeted job descriptions, utilizing recruiting software, and investing time into networking opportunities with potential hires, you’ll be sure to build an applicant pool full of high quality candidates who meet all of your requirements – so that when it comes time to fill open positions this year, you’ll already have a great selection of people ready and waiting!

HR doesn’t have to be overwhelming. Partnering with HRO Resources, the HR experts, will help you stay ahead of the curve when it comes to hiring and retaining employees. Whether you are a startup or a growing company with 50+ employees, HRO has the tools you need so you can focus on guiding your team to success.