New title here about interview advice

Arnaldo Pasangha
3 October, 2022
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Headline

It all begins with the job ad. A well-written (and at times, visually pleasing) job ad helps you attract the right target group. The headline is important here because you can already start to sift people out by writing an informative headline. Examples:

  1. “Software engineer”
  2. “C++ Software engineer - Tech lead - Gaming - (Company X)

The first example is too general and will probably annoy the candidate from the get-go since they know there are a hundred variations of software engineers. In example two however you are defining what is expected of them to know, what position you’re looking to fill, and you give the opportunity to let the candidate rule in, or out, the company and the industry. Another perk of writing the ad like in example 2 is that you help search engines find your ad.

Body text

Remember the golden guidelines and do your best to include them in the body text.

Information: location/remote/both, start date, benefits, application length

Expectation: skills, experience, tasks, benefits

Clarity: Be concise and engaging. Use bullet lists.

Apart from the above, did you know that you could subconsciously discriminate against people by using certain words? Your perfect candidate at this step of the process is everyone. That’s why you want to be as inclusive as possible. How?

There are digital tools that can scan your job ad and tell you who you are most likely to attract.. Research shows that those who define themselves as males tend to be drawn to words that indicate strength. So, if you would write, “we’re looking for a power-house of a person who can move mountains and write code faster than a cheetah runs,” then you’ve excluded many people who don’t relate to moving mountains, nor cat animals. A bit exaggerated, but you catch the drift. In order to attract everyone, you should go for a neutral language without many adjectives. This relates back to giving information and being clear rather than fluffy.

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How does the candidate apply?

Lengthy applications can cause 60% of all applicants to drop out. Aouch. If you, on your side, are trying to get as much information out of the candidate as possible, without taking into consideration what that person has to go through, then it might be wise to change tactics. Some would say that those who decide to complete a lengthy application are those who truly want the job. But that is not true. Many people already have a job and an everyday life to take care of. Spending evenings on job applications that take over an hour is just not doable and there’s no real value in it either. Here are some tips on what to communicate during an online application process:

  1. Depending on how you choose to extract information, whether it’s a talent assessment, a text-based questionnaire along with resumés and personal letter, or solely the latter, remember to spell out (before the candidate presses “apply”) how long it will take to complete the application. It’s also kind to mention if they need to prepare certain documents for the employment form.
  2. If the applicants fill in forms, implement a progress bar that helps them know how much there’s left to do.
  3. Before they press “send” let them know what they can expect now. Write “we’ll send you a confirmation email.”
  4. In the confirmation email, you let the candidate know that you’ve received their application. Make sure to mention at what point in time they can expect to hear back from you. Again, manage expectations.

If you don’t have automated emails in place, find a digital tool that can support you with this. Sending these emails manually will take too much of your time. Another kind thing to do is to provide an email address in the confirmation email. This way they can send information they might have forgotten to write down and they can ask potential questions regarding the job… or, what a minute, is that a good idea? To risk receiving a multitude of emails from curious candidates?

No. That would be a lot for you to take on. Instead, you could implement an automated chatbot software either on your website or in the email. The chatbot can act as your HR assistant and help with answering the most common questions such as benefits, pay, starting date, etc.

Arnaldo Pasangha
3 October, 2022

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