Introduction

It’s super important to really know who you’re trying to hire. Everyone’s different, and if you miss the mark on what the candidate wants, your advert might just disappear into the ether.

Demographic Dynamics

I always start with the basics—like age, education, and where people are coming from. It’s pretty interesting to see how different their needs can be. Everyone assumes that every candidate who leaves uni with a computer science degree walks into a job. Patently that’s not true, running an advert for a trainee developer will elicit plenty of applications from those that didn’t get a job in the previous year. 

They usually want jobs that give them lots of freedom and the latest tech.  Don’t we all? But not every company can offer the latest tech the vast majority have gone down a path where this could only be achieved with a major re-write so they have to focus their advertising on different elements of the role.  Meanwhile, folks who didn’t go to college often look for secure jobs with clear paths to move up.

Psychographic Profiling

It’s not just about their resumes. It’s about figuring out what makes these candidates tick. Some might love the buzz of a startup, while others prefer the security of big, established companies. This insight lets me tailor my job ads. When they see a job that feels like it’s just for them, they’re way more likely to hit apply.

Getting this right isn’t just helpful; it’s essential. It changes my recruitment from a shot in the dark to a targeted conversation. So, instead of just crossing my fingers and hoping the right people stumble across my ads, I’m out here making sure they can’t miss them.

The Pitfalls of a Generic Recruitment Strategy

When you use a one-size-fits-all approach in recruiting, it rarely hits the spot. Just think about it — not every job seeker is looking for the same thing. If your job ad sounds like every other ad out there, it’s going to get lost.

This leads onto the classic buyer beware. Many ATS now offer AI help in writing job adverts but to avoid these becoming ‘Samey’ as the Brits would describe them, you need to apply a human touch and treat the AI content purely as a start point. There are tools out there that check for gender bias and inclusivity, just use them with caution.

Lost in the Noise

In today’s job market, there’s so much out there that it’s easy for any single message to just blend in. It’s like throwing your ad into a sea of others and hoping someone notices. But when all the ads sound the same, why would someone pick yours? I’ve seen plenty of generic ads fail simply because they didn’t stand out — they were just another drop in the ocean.

The Cost of Irrelevance

The Cost of Irrelevance

Let’s go back to our trainee developer role. Its a trainee position so whilst it’s fine to list the company development environment we don’t necessarily need someone with experience of it. Chances are, if your only real ‘requirement’ is say a computer science or related degree they will not have the experience of the technical stack you use. The object is to attract applications not make the advert so difficult to fill that nobody applies. Remember it is a job advert not a job specification.

Cutting Through the Noise

Here’s a fact that might surprise you: over 80% of applications that come via job boards come from the overnight job alerts they send out and not active searches on job boards. This means if your ads aren’t tailored well, they might not trigger the right alerts, or worse, they get ignored when they do show up in someone’s inbox.

Wasted Effort and Resources

Think about all the effort your team puts into crafting those ads. Hours spent writing, designing, and then managing responses. When those don’t reach the right audience, all that effort is just wasted. We have mentioned the basics age, education and location but as everybody reading this should know “It is illegal for an employer to publish a job advertisement that shows a preference for or discourages someone from applying for a job because of his or her race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information.” Although this is taken from the US Equal Employment Opportunity website similar rules apply throughout Europe.

Your adverts should briefly talk about your company, your ethos without it becoming war and peace. Keeping a candidate warm after they have applied with links to company pages or additional job details moves the application process up a notch. You would not believe the number of predominantly staffing agencies, who send out first contact emails something like this. “Hi [Candidate first name] thank you for apply for the role of trainee developer. If you haven’t heard back from us within two weeks please assume that you haven’t got the role”

Brand Impact

Now, consider the bigger picture. If job seekers keep seeing ads from you that don’t relate to their interests or skills, they’ll start thinking your company just doesn’t understand what employees want. It’s a quick way to make your brand look out of touch. And in the recruitment world, reputation is everything. A bad rep can deter great candidates from even considering your roles.

By avoiding a generic approach and focusing on specific, targeted ads, you avoid these pitfalls. Effective ads not only save money in the long run but also protect and enhance your company’s reputation. Remember, every ad is a chance to show you know what you’re doing and who you’re talking to.

Crafting a Unique Early Careers Strategy

To avoid the pitfalls of generic recruitment strategies and truly stand out in a crowded job market, it’s essential to craft a unique approach tailored to the specific needs and expectations of early career candidates. Here’s how you can make sure your recruitment strategy not only reaches but resonates with the right talent.

Leveraging Data and Insights

Understanding the data behind job seeker behaviors and preferences is key. Utilize analytics from your past recruitment campaigns to identify what works and what doesn’t. Look at the engagement rates, application sources, and feedback from successful hires. This data can guide you in refining your strategy to be more effective.

Engaging Through Innovation

Think outside the traditional job posting box. Early career candidates, especially those from younger generations, are drawn to innovative and interactive recruitment processes. Consider incorporating elements like virtual reality job previews, gamified elements in application processes, or interactive Q&A sessions with current employees. These approaches can make your company stand out and show that you’re in tune with current trends.

Tailored Messaging

Your job ads need to speak directly to the aspirations and concerns of early career candidates. Highlight opportunities for growth, learning, and mentorship rather than just job responsibilities and requirements. Make it clear that you’re not just offering a job, but a career path that values innovation and personal development. I work with a very well known engineering company. They identify potential candidates as they leave college but don’t take them on telling them instead to go away and they will follow their career and contact them in a couple of years. That couple of years is actually three whereupon the candidate gets an unexpected email inviting them to an interview. A hugely successful technique.

Building a Strong Employer Brand

Your employer brand should communicate a clear message of inclusivity, opportunity, and innovation. Showcase your company culture through stories and testimonials from current employees who have grown within the company. Use social media and your company website to share updates about community involvement, workplace awards, and employee success stories. This builds a positive perception that attracts early career talent. This is all great but in terms of hires one of the biggest pitfalls is delay (previous anecdote excepted). You must respond to all applicants quickly, thinking I’ll batch these up and go through them next week is an absolute recipe for disaster. Good candidates don’t stay on the market long, a week or two’s delay and they will be gone.

By focusing on these areas, you can develop a recruitment strategy that not only fills positions but builds a pipeline of engaged, motivated early career professionals who are excited to grow with your company. Remember, each interaction with a potential candidate is an opportunity to showcase what makes your company unique and a great place to work