ATTRACTING THE RIGHT CANDIDATES

Attract Better Candidates From the Start

Hiring gets easier when the right people understand the opportunity and can see where they fit.

Strong recruiting begins before the interview—with a clear role, realistic expectations, and a message that reaches the people you actually want to hire.

Better candidates start with a better invitation.

START WITH A CLEAR JOB

Define what success looks like.
Before writing the job posting, be clear about what you actually need this person to accomplish. Focus on the work and the results—not simply a list of duties.

Separate requirements from preferences.
Not everything belongs under “required.” An unnecessarily long list of qualifications can discourage capable candidates who could succeed in the position.

Write for the candidate, not the organization.
Internal language, acronyms, and complicated job descriptions may make sense inside your company but mean very little to someone considering the opportunity.

Be specific about the work.
Candidates should understand what they will actually be doing, what will be expected of them, and how the position contributes to the organization.

Make compensation and logistics clear when possible.
Salary range, schedule, work location, travel requirements, and other important details help candidates determine whether the opportunity realistically fits their needs.

Remove unnecessary barriers.
Ask whether every degree, certification, number of years of experience, or other requirement is truly necessary to perform the job successfully.

The goal isn’t to attract the most applicants. It’s to attract the right applicants with a clear reason to consider the opportunity.

REACH THE RIGHT PEOPLE

A strong job posting only works if the right people see it. Recruiting should go beyond posting a position and waiting for applications.

Use more than one recruiting channel.
Job boards can help, but also consider professional networks, employee referrals, community organizations, workforce programs, schools, apprenticeship programs, and industry associations.

Build relationships before you need candidates.
The best recruiting partnerships are not created only when a position becomes vacant. Stay connected with organizations and people who regularly interact with potential talent.

Go where your candidates are.
Different positions require different recruiting strategies. Think about where the people you want to reach actually look for opportunities and information.

Make it easy to understand how to apply.
Complicated applications and unnecessary steps can cause good candidates to leave the process before you ever see them.

Respond to the candidates you attract.
Recruiting doesn't stop when someone applies. Timely communication helps maintain interest and gives candidates confidence that there is a real opportunity on the other side of the application.

A talent pipeline is built through relationships—not just job postings.

REMEMBER

Attracting the right candidates begins long before the interview.

Be clear about what the job actually requires. Write the opportunity so candidates can understand it. Remove unnecessary barriers, and recruit through more than one channel.

Build relationships with workforce organizations, schools, community partners, and other sources of talent before you have an urgent opening to fill.

Better hiring starts with attracting the right people—and giving them a clear reason to consider your organization.