Episode 011: The Right Bait to Hit the Employment G-Spot

Talent acquisition has basically turned into a defensive formation, along with candidate applications that have taken on a defensive formation as well. Lots of virtual tackling is happening. But…. who has the ball? And how can anyone possibly score?

I don't know about you, but I see inspiration and recruiting analogies everywhere I look. On this episode of The Rebellious Recruiter with Daava Mills, I am going to break down an especially awful ad that came through my FaceBook feed recently. Then I am going to cross reference it to current recruiting practices. Which means, today, we're pulling back out the fishing analogy of chum and bait.

Daava's Rebellious Recruiting Notes:

• Companies get overrun with resumes and applications, making it near impossible to find the right candidate.
• So companies add in lots of hoops to jump through in the hopes of weeding out unqualified or disinterested candidates, but all that does is confuse and aggravate great candidates, who then reject the bait.
• The result is everyone ends up on the defensive and no one wins.

How to fix it?

1. Start with the job ad.

• List the top 5 things they will be doing
• Use narrative and bullet points
• Keep it to one page
• List out the problems you need solved instead of burying candidates in unnecessary and inflexible requirements
• Describe the job in military terms as a way to cater to women and men transitioning from the military

2. Review the application process and limit all the number screening questions down to what is truly necessary.

3. Create a spot on your website that speaks directly to potential employees.

4. In every job ad and every interview, explain the hiring process for your company.

5. And finally, stop with all the unwritten rules.

As always, you can email me at daava@millsgroupllc.com with your thoughts or questions. I may use your subject matter in upcoming shows.