1 – Make your organisation easy to research.

To make sure you’re receiving the best candidates, you’ll need to make the questions they’re likely to have easy to find the answers to. If you can work out the questions that your candidates might be asking, you can try and answer them through the content on your website, Glassdoor page, Indeed page and social media sites. For example; posting regular updates on social media about the day to day goings on in your organisation can give candidates a great insight into what it would be like to work for you, and they can judge for themselves whether they’d be a good fit. For passive candidates, the workplace and organisation may be more of an influence than the job description itself and could be more of a deciding factor on whether or not they apply. So, the more information they can find, the better equipped they’ll be to make a decision.

2- Make the application as easy as possible.

The easier your application is to complete, the more candidates you’ll have that complete the whole thing. If your application form is very long, or requires registering for an account, you may find that candidates (especially passive candidates) get frustrated and don’t complete it. By making it quick and easy to apply you are likely to receive more applications (you can always send an email with a link to register afterwards with a temporary password if needed).

Your application form has to be mobile friendly – with over half the traffic on most job boards being from mobile users you really can’t afford for it not to be. Integrating your Applicant Tracking Software with job boards eliminates the step where candidates are asked to attach their CV (the frustrating point for most mobile users, who don’t have their CV stored on their phone and need to switch to a computer). Instead, candidates can store their CV in their account with the job board, and attach it to their application. This will help to reduce abandoned applications – EasyWeb saw a 4x increase in applications after doing this!

3 – Make arranging interviews easy.

You can make interview scheduling quick and easy by having timeslots already booked out that the candidate can choose from. This stops the emails back and forth between interviewers and candidates and speeds up the whole process. You could send these in an email to candidates, or set up self-service interviews in your ATS, which allows you to set up the timeslots and the candidate can book themselves in at the most convenient time.

4 – Make a decision and get back to them quickly.

Most candidates aren’t finding relevant employers and then just waiting for them to have a role available. Most candidates will have an idea of the type of role they are looking for, and will take the first good offer they get from a company.

You never know how many companies a candidate is applying to or interviewing with, and if the candidate is interviewing for fairly similar roles, they’re likely to accept whichever offer they receive first. Being efficient with arranging interviews and offering the job as soon as possible afterwards means you’re likely to beat the competition and have your offer accepted first.

5 – Make them feel welcome on their first day.

Before their first day, you can send over their onboarding information, along with anything else they may need to read over/sign before their first day.

A great way to show an employee you’re excited for them to join the business is with a welcome pack on day one. This can include anything – from branded merchandise like pens, notebooks and mugs to chocolates, drinks or flowers – and will be sure to make your new employee feel welcome right from the start. They’re also quite likely to take photos of this and post to social media, which will have a good impact on your company image too – a win win situation!

Adrian McDonagh

Founder at Easy Web Group
Adrian McDonagh founded EasyWeb Group in 2005. He oversees the training and technology teams at EasyWeb. His formal job title is “Chief Ideas Officer” which probably says more about his personality than what his job entails. The best explanation we could get from him was “Part-time trainer, part-time product manager, part-time business owner, full time online recruitment ninja” – make of that what you will.

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