Here we are, at another episode of The Tea on Recruiting! Guess what we are going to discuss this time? The episode, followed by its notes, are ready to serve you and only you! Have a lovely time!
Howdy, partner! Part of what I’ll tell you today might help you avoid getting into a brutal fight your evil bawss so that you can keep your job. Can you relate? Welcome to the Tea on Recruiting, where we share insightful and thought-provoking content that can help you shape your recruiting career.
Let’s check out our first piece of content of the day…
Crisis means you can worry less about your candidates. It’s an employer’s market now, right? For the millionth time, NO!
Perhaps your boss is rubbing his hands, contemplating how he can finally pick up his dusty 2008 hiring manual and go back to ghosting candidates, or making them fill in 28 pages of information just to apply to a vacancy. If you’re exasperated by this and cannot find a way to explain to him why CandE is STILL important, we read an article in which Atta Tarki, Tino Sanandaji, and Burt Francis explain to us why this crisis is different.
We can spot at least four anomalies:
The first part, The unemployment rate. It rose more in 2 months of COVID than in the first 2 years of the Great Recession, but then in the past, it took 2.5 years to bring it back. Now, it has come back within 4 months.
The second pointer has to do with the fact that because of health risks, roles requiring on-site presence are going unfilled, and employers are increasing the pay of these workers. Odd, right?
Point number three: Many Americans are moving because of COVID and economic support from their family. This causes a geographic mismatch between available talent and vacant roles, even within the same city. This leads to fewer jobs being filled.
Point number four: In 2001 and 2008, the number of job openings quickly dropped below 4 million and continued to sink for months. This June, we saw an increase to 5.9 million job openings, climbing to 6.6 million openings in July. Basically, we see unprecedented, high unemployment rates, but also unprecedented, high numbers of open job vacancies.
This is nothing but a sharp curve on a racetrack. Pass other companies competing for talent with you! The trick? You got it, take your candidates feel special, and attract the top-notch talent you need to thrive.
Onto our second piece of content!
Ok, so you have a vacancy to fill. How do you distinguish yourself from the flood of job posts on the internet?
Samantha McLaren’s “10 Creative Job Posts and Ads That Will Inspire Yours” gave us some cool hints.
Point number one: Change it up: approach different platforms. This is what Waste Creative did when they recreated their London office in Animal Crossing. This not only allows you to be more noticeable, but it also opens doors to different pools of candidates.
Point number two: A little humor never killed anybody. If your employer brand allows it, be lighthearted in your postings. Let’s look at what Bud Light did. “We know a hard seltzer is only as good as its meme, and unfortunately, our memes are trash. We need someone who can change that for us; someone who can pull us out of the pits of cringe, someone who knows how to use the lasso thingy in Photoshop, someone like you. Please help us. Please.” See what they did there? Also, this is a good way to encourage people from different backgrounds to apply. And since it’s so funny, it’ll be shared a lot more.
Point number three: Let the world know that you LOVE IT when your employees bring their whole selves to work. Atlassian did a great job here, tying their ad to their diversity and inclusion commitment. Hobbies are part of our personal lives. Our diverse background and experiences make us stronger. Atlassian acknowledges this and it also signals to candidates that they appreciate that you are more than your job.
Point number four: Relieve anxiety. In a world in which mistakes seem intolerable, approach fresh talent by opening your arms like McDonald’s did with the McMistake. Get it?
All in all, your job posting will only be fabulous if it conveys the necessary information while sharing what your culture’s like.
Seriously. Think about it.
You know it: the more barbaric your treatment of candidates, the more demonic their Glassdoor reviews of your company. Here’s a nasty review we’ve decided to share.
Shoutout to a bully company we won’t name – how did you think that it’d cool to MOCK your candidate for having an accent? And interrupt them continually? But ok, the role-play part? Sorry, let’s read this short paragraph: “They wanted me to be in a million weird situations and speak to them as if they were the customer. Imagine that I am the customer, and that I came, took off my pants and showed you my naked bits. What would you do as a manager?”
Got something to say about this? Drop a comment below, we’d love to pick your brains. I mean, we can only get better at helping you get better… With your help.