As predictions of a skills shortage feature heavily in recruitment headlines, could these six areas be deterring talent from applying to your open jobs?
Gender biased language : New research from Adzuna reveals the hidden gender bias in your job posts affecting your ability to hire. The report found that feminine language is most common in social and teaching jobs. In contrast, advertising sales and consultancy job posts feature heavily masculine language. The tech sector was perhaps surprisingly one of the least biased in their use of language around gender. But even here, the use of masculine words became more frequent when advertising senior level roles. As the gender pay gap featured again last week, reconsider the use of your language to expand your candidate reach. Notably, the most popular masculine words included ‘lead’, ‘active’ and ‘competitive’, while highly ranked feminine words included ‘support’, ‘responsive’ and ‘understand’.
Lack of clarity : Focus on the main purpose of the role and what your company has to offer not just to entice job seekers but retain your employees beyond the first six months. Up to a quarter of new hires leave during that crucial time according to research from Korn Ferry, primarily because the job did not live up to the expectations they were given during the hiring process. A clear job description and transparency in your adverts enables job seekers to make an informed decision on whether or not to apply to your vacancy.
Jargon filled job posts : Too much jargon or use of technical language is putting off young people in particular from applying to your adverts. One third of job descriptions reviewed by Business in The Community contained jargon, acronyms or confusing technical language, such as ‘mergers and acquisitions’, ‘procurement’ and ‘KPIs’. Your job posts should be designed to attract the talent pool they are aimed at. Echoing the findings of Korn Ferry, companies were also cautioned against ‘talking up’ roles that create unrealistic expectations of what a job actually entails on a day to day basis.
Location : The location of your business can have an impact on the number and quality of candidates applying to your jobs. INSEAD’s Global Talent Competitive Index named Cardiff as the most competitive city in the UK in 11th place, with London and Birmingham both in the top 20. Those cities can expect to attract talent in search of relevant jobs where sourcing qualified applicants may be more difficult elsewhere. Overall the UK was ranked third on the global index. .
Lack of security : Job security was ranked as the number one priority for job seekers by Indeed. A reputation for low pay, poor treatment of workers and consistent use of zero hours contracts will all have a detrimental effect on responses to your job posts.
An ageist workplace : A new survey found that 40% of employees believe ageism is the main cause of discrimination at work. Less than a third felt the promotion process was fair, in stark contrast compared to 94% of HR professionals who thought it was. Digital skills training and a transparent promotion process that values all employees is vital to your talent management strategy and ability to hire the right people.
Kate Smedley offers a range of talent solutions including advice on your hiring process and content to boost your employer brand.
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With 18 years of experience in in recruitment, Kate Smedley offers a range of talent solutions for employers and careers advice for professionals.