You may think you are taking all the right steps to attract c-level staff candidates online, and yet, no one is responding to your job postings. Or maybe you're receiving many responses, but none of them are qualified. Why not?
One possible reason could be that you aren't being specific enough about what you're looking for. A post that lists the responsibilities of the job in detail might get fewer replies , but the replies will be from more highly-qualified candidates.
Writing for LinkedIn, consultant Kevin Wheeler says an unfocused approach to job posting is out of step with the current times, and that tailoring your outreach to your audience is more likely to yield an executive candidate with the right set of skills. He says that recruiters misstep by trying to catch lots of candidates rather than the best ones.
"When we lacked technology and reach this was a marginally acceptable approach, but today it creates big problems," he says. "Most candidates are very concerned with applying for an appropriate job, but how can they really tell from the way descriptions are written? Are the specific requirements spelled out? Is their any promise for action?"
Not only does this make the company's executive recruitment plan easier in the long run, it appeals to the applicant, who is looking for usable information about the position. An executive recruitment firm can help guide this process, helping your business go from combing through every candidate to finding the ideal ones.
Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people – for all company functions, across many industries and globally.
