When faced with the need to select personnel, any client immediately finds a seemingly obvious solution - post a vacancy on a job site, get responses and calmly choose a good candidate. After all, there is a crisis in the country and people need work. But in reality, this scheme no longer works.
The client tells us about four key problems:
"My candidates are not on job sites!"
"I don't get any feedback or not enough"
"The wrong people are responding to me"
"They don't get there well," etc.
The client immediately thinks that something is wrong with his vacancy. But even having uae phone number List made an ideal offer, there is no significant difference. Why do difficulties arise? This article will help to understand why this happens and what to do about it with a limited budget.Waiting for responses to a vacancy is a passive, uncontrolled search with an unpredictable result.
Job postings, as a search tool, work when the following conditions are met:
You have chosen the right site/several sites (this is not necessarily a job site).
The candidate is on this particular job site (has a resume published on it).
The candidate is interested in finding a job, actively searches for vacancies and responds to them, and does not passively wait for calls after posting a resume (a very common occurrence).
Technically, your candidate was able to find your vacancy through the site filters because he knows how to use them (to do this, you still need to have a certain level; shift personnel, for example, are often not capable of this).
The candidate liked the vacancy because you described it well or because the candidate liked the company, location or salary.
The candidate correctly identified when responding that he meets the requirements of the vacancy (often candidates respond to all vacancies with a good salary without discrimination).
The candidate's resume reflects the experience you need and the desired position and looks suitable (often this is not technically true, since 90% of candidates do not know how to write a correct resume and correctly indicate the desired position).
Having received five responses in a month or a string of completely wrong candidates, you will see that fulfilling these conditions is quite a difficult thing. And it does not work for all vacancies. Our experience shows that searching only through responses to vacancies at least somehow justifies itself when selecting middle managers, because it is this category that conditionally meets all of our 7 points: level, motivation, presence on different platforms, adequacy, etc. Searching for other employees with this tool is significantly more difficult.
How to fill a difficult vacancy with a limited budget?
-
- Posts: 2
- Joined: Mon Apr 21, 2025 7:20 am