Be sure to fill out your profile completely, and make sure your experience and skills match the job you’re applying for. In addition, make sure your profile has a professional photo. A photo with a group of friends might be fun, but it won’t make you stand out as a candidate when applying for a job. You can also use Indeed’s recommendation feature to help you land a new job.
Make sure to use relevant keywords in your job titles and your job descriptions so that the right candidates will be able to find your job postings. For instance, marketing positions should include the specific kinds of marketing tools that candidates should be required to have experience with, so that those searching for jobs with these tools will find these job ads. This is a huge factor in receiving quality applications.
Test potential candidates. Indeed offers a series of tests that you can give each job applicant. Choose a test or an assignment that relates to the specific role you're hiring for. For instance, if you're a web developer, you may want to send applicants an assignment that tests their coding skills. These tests are great at weeding out ok candidates from great candidates.
Sponsored job listings inevitably have better success rates than free posts given their potential to reach candidates that are an ideal match for your requirements. While it may be tempting to use Indeed's free feature, a little extra investment on your part will yield high-quality leads. This works especially well if you're looking to fill up job positions urgently and can speed up your hiring efforts as a result.
Interviewing aspirants could be extensive, but using a prescreening process before the interview will help you hire the right candidate on Indeed. This method helps narrow your candidate list down. It’s conducted over the phone; such calls will assess whether the candidates fulfill all your requirements. Often, a company’s HR professionals handle this task. You can utilize the information obtained through this job assessment to define the vital qualifications to discuss during the call. Such questions might seek details regarding a candidate’s interest in the role and experience, salary expectations, and coveted work environment.
Sometimes less is more. In a similar vein as general marketing principles these days, we've found that publishing elaborate job descriptions seldom leads to enough candidate applications simply because people these days don't have as much patience to read verbose job ads. It's also less appealing to have long descriptions because it overwhelms people with the looming workload before they even step through the organization's doors. Too many particular requirements also make hiring managers seem to be nitpicky and demanding micromanagers, driving away potential talent. While it's great to be forthcoming with your expectations, save it for the interview to discuss the role in further detail. The interview also allows you to tailor the role to the interests and capabilities of the individual candidate to bring out the best in them, making it a win-win situation for both employee and employer.
Ensure that your company has an updated Company Page on Indeed. Share what your company does, its purpose and values, some photos and quotes from employees etc. The Company Page is your best way to give candidates a glimpse into what it is like to work for your company.
Send a thank you email to all who apply via the site, whether they’re offered employment or not. Indeed allows employers the option of personalizing their job posting with links to additional questions and more. Answering said questions can be time consuming and exhausting. You’ll establish a reputation as a kind company that respects every candidate's time and efforts.
A great tip I have for hiring on Indeed is to make a very detailed, specific job description when posting the job. It's never a good thing to be vague when describing the job's responsibilities, duties, pay, and projects. This can lead to people who are underqualified, or overqualified, to apply and slow down the hiring process because they aren't sure if the position would be a good fit or not. Make sure you’re outlining all the responsibilities and requirements of the role well, along with the location and working conditions. It's also very important to emphasize the culture of the organization. Most candidates will likely be brought to your post because of the title but draw them in and interest them with reasons why they would want to work for your company!
For your job listing to be impactful, it needs to give the candidate all the information they could possibly need, without leaving a shadow of doubt in their minds regarding your requirements. For this reason, it pays to put in the extra effort and craft a highly informative job description that covers all the responsibilities and tasks right from start to finish. To help get this right, visualize what a normal day on the job would look like and note down everything that your new hire would need to do that qualify for success at their job.
Job descriptions are the key, especially on a platform as large as Indeed. You'll have many unqualified applicants regardless, so it's essential to save yourself (and potential applicants) time and make it crystal clear which requirements and pre-requisites are mandatory. This is the time to be direct, frank and frankly blunt. The more detailed you are in precisely who you're looking for the more relevant pool of candidates you'll attract. You can go as far as including the potential salary range (although that's your call of course). Either way, look to provide as much detail as possible from the start, and you'll quickly thank yourself later.
When I was in college, a couple friends and I signed a lease on an apartment. At signing, we were asked to fill out roommate preference cards in the event that the apartment needed to pair us with a fourth roommate. The leasing agent agent advised us to fill out the preference cards with details of a person who likely didn't exist, in order to avoid being matched with a fourth roommate. With great detail we described a person who we never could have imagined existed. And then, on move in day, we were assigned a fourth roommate who fit our description down the most outlandish detail. When hiring on Indeed, share every exact detail of the person you wish existed in the job description. There's so many candidates on Indeed, that the more specific you are with the person you wish to hire, the more qualified applicants you'll receive. And in the end, you might just end up with a candidate who satisfies all requirements.
For best results hiring through Indeed, respond to applicants as fast as possible. People use Indeed because the process isn't as lengthy as other job platforms. It's easy to get lost in the mix if you aren't fresh in a candidate's mind. Provide a smooth, responsive application process to hire the best talent on Indeed.
Digital Marketing & Asst. HR Manager at Great People Search
Answered 4 years ago
Developing a recruiting strategy can assist you in identifying and attracting the best individuals for your open positions. Anyone else involved in the hiring process, such as human resources specialists or members of your team, can collaborate with you. A recruitment strategy has several components, including determining where to advertise job openings, who will conduct the interviews, and what types of interview questions to ask. Setting these goals and identifying the types of individuals you want to attract will help keep everyone involved in the hiring process on track and focused.
Try to ask creative interview questions. This ensures candidates are thinking on their feet and will also show how they can handle anything that comes their way. The hiring manager can observe their answer and determine if it aligns with how the company thinks and operates. STAR questions are a good place to start. In doing so, it gives managers a better understanding of the applicant in real time versus their past experience.
Job titles are the very first thing that a candidate scans through when looking for relevant opportunities which is why you need to be careful with the way you word them. There's no shortage of generic job titles and while they do get the job done, it's easy for your job listing to get lost in a sea of similar posts. Instead, take the time to craft a creative and out-of-the-box job title that perfectly encapsulates who you're looking for. That said, make sure that the title suits your company culture without trying too hard to be quirky.
Indeed allows you to provide assessment tests for your candidates. Take advantage of this option in order to require your candidates to prove their proficiency with certain skill sets before moving further into the interview process. This can save you a lot of trouble down the road; You would not want to realize too late that a candidate may not be as skilled in certain areas as they may have seemed.
Your job posting should be detailed, one that outlines the responsibilities and requirements of the position. But you won’t know the full extent of how well a candidate matches with the role until you interview the person. To gain the necessary insights, go over the individual roles of the position with the candidate and make them describe how their skills and experiences match. Make them give examples of how their previous work experience makes them qualified. Maybe they have soft skills that make them a better candidate than you previously realized. You may also find that the candidate is better suited for an adjacent role. Be as specific as you can, otherwise you won’t have as deep an understanding of whether someone is the right fit.
There’s many aspects of potential jobs that candidates look for to determine whether or not they submit an application—one of these aspects is the salary/pay rate. However, many employers elect to not include this pertinent information in job descriptions. This practice can be detrimental to a business because it can discourage qualified prospects to apply for their positions. Additionally, there are a plethora of other opportunities on Indeed to go after, so candidates may simply turn their attention to a company that openly displays how much they can expect to be paid. To avoid missing out on potential star employees, save them time and energy by adding the pay rate to your open positions on Indeed.
Write unbiased, informative job descriptions. After reading the job description, candidates should be able to gauge if they have the expertise to fill the role and what they can expect on the job. You’ll cut off qualified candidates when your job postings are too vague. You also want to avoid being unnecessarily specific and using discriminatory language against candidates’ gender, race, or abilities. Use neutral language to describe the job’s responsibilities and company culture, and you’ll find your ideal candidates.