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You say you value talent. But you haven’t been successful in attracting and retaining top talent into your organization. Could you be making one of these five mistakes?

  • Posting boring job ads. Do your ads merely list the job duties and its requirements? There’s your mistake. You need to tell job-seekers what the job is about, what business your company is in (don’t hide your identity!) and what you’re trying to accomplish. And most of all, why people should considering applying for it— what’s interesting or fun about it. Don’t spend your entire posting telling applicants what you need from them without telling them what you can do for them.
  • Losing applicants into the black hole created by your recruiting portals. Have you ever assessed your automated tracking system (ATS) for ease of use? Go use your portal to apply for a job at your company. How long did it take you? Did you get close to finishing, then have it crash? Did it offer any flexibility? Did it ask you to repeat almost every bit of information on your uploaded resume just to get through the system? One more question: At which point do you think people who aren’t desperate got fed up and quit your site? Not many great candidates are going to be desperate enough to put up with this kind of nonsense.
  • Not bothering to respond to jobseekers or interviewees. It’s easy to respond to candidates who submit resumes. You can set up an automated response, or use a fairly generic message, as long as it’s polite. Candidates appreciate knowing that their resume or application hasn’t just disappeared into the ether. And once you’ve brought someone in for an interview, you owe them updates or at least a polite response to any inquiries. If the job is filled, canceled or put on hold, let them know. By not responding, you may lose that candidate forever—and you’ll definitely get a bad reputation in your industry.
  • Offering below average compensation. You know the phrase, “You get what you pay for.” This is especially true when it comes to paying for talent. Unless your company has a tremendously strong value proposition—in other words, you offer great reasons to work for you as opposed to the competition—you’re not going to attract good people. Find out what kind of compensation package it will take to ensure you can be competitive in the talent game.
  • Taking too long to make decisions. You’ll lose candidates during the interview process if you drag things on for too long. Does your interview process take weeks? Do you force candidates to go through several levels of telephone interviews, testing and in-person interviews? Make it a priority to keep your hiring process down to only a few weeks. And be flexible in scheduling, to accommodate those who are already working.

At Smith Hanley, we practice what we preach. Contact us if you’d like us to deliver top-notch talent to your door.


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