SmallCandidatePools?Blame theJobAd.
Issueswithjobadsandwhere
hiringteamsadvertisethemcan yieldsmallcandidatepools, whichcanlimitthequalityand diversityofhires.
Manythingscancausesmallcandidate pools,buttwoelementsloomlargerthan therest.Thefirstisthecontentand languageinthejobadandthesignalsthey sendtojobseekers.Thesecondishowthe jobadgoesoutintotheworld,orhowwell it’ssyndicated.
Tocreatemorequalifiedand diversecandidatepools,hiring teamsshouldpayclose attentiontojobadsandhow they'rereachingcandidates. Thefirstelementthatcan causesmallcandidate poolsisthejobaditself.
Titlesarehugewhenitcomestojob ads.Jobadsneedsearchable, industry-standardjobtitles.Ifajob titleisobscure,jobseekersmaynot knowwhatitis,oritmaynoteven showupinjobboardsearches.
Andwhilegenderedorotherwise biasedlanguagecandeterjob seekers,clearandconcisecontentis actuallymoreimportant.Jobseekers wanttoseecertaincontentinwriting, includingperksanddiversity statements.
Theydon’twanttoseeanever-ending bulletlistofrequirements,overinflated requirements,orconfusinggroupings ofskills.Also,languagethatis accessible,clear,andinclusiveforjob seekersofallbackgroundsisvital. Thesecondthingthatcan causesmallcandidate poolsisjobadsyndication.
Usinganapplicanttrackingsystem(ATS)can help.Thesesystemssimplifydatastorageby puttingallcandidateinformationinoneplace. Theyalsospeeduptheresumereview processthroughautomationandenablehiring teamstocollaboratethroughoutthehiring process,amongotherbenefits. Socantailoringsyndicationstrategyto thespecificjob.Whilebigjobboards likeIndeedandLinkedIntendto dominatethemarket,nichejobboards arearesourceaswell(e.g.,FlexJobs, StackOverflow,Fairygodboss,and PinkJobs.)
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