As hiring managers, we want the very best talent that money can buy.
We want staff that is highly motivated and ready to hit the ground running, making the time and effort it takes to build our staff worthwhile. And, we need to make sure that job applicants understand what they are applying for.
Otherwise, newer staff will flounder. We’ll waste precious resources on team members that are not a good fit for the business.
Effective hiring managers design job opportunities that avoid red flags that job seekers know to look for and actively avoid.
In fact, a study by SimplyHired asked 1,001 people who were on the hunt for a job over the past year what stopped them from applying for a job.
What red flags prevent people from applying for a job?
According to the study, the number one most common red flag that prevented almost 60% of people from applying for a job was missing salary or benefits information.
Without a good ballpark figure about salary, most applicants skipped the opportunity.
If the job post is over a month old but is still “active”, that prevented 53% from applying, assuming that the position was already filled.
Unclear job descriptions, too few details about the position, and a long list of job requirements also prevented many job seekers from sending in applications for those jobs.
In addition, nearly 77% of people said that they would be unlikely to apply for a job that requires an unpaid trial or probationary period before being officially hired.
Privacy has also become a red flag.
“Asking for sensitive information also lessened the likelihood of applying for 73.8% of people,” SimplyHired wrote in the report. “Varonis’ 2019 Data Risk Report found that companies “still keep thousands of files unprotected and open for anyone inside the company to access.” People seem to be aware of these risks, and it’s impacting their perceptions of job postings.”
Hiring managers would be wise to keep these red flags in mind and pay special attention to them as new job opportunities are written and posted online.
The best job postings
To attract the best talent and avoid scaring away potential candidates, avoid common red flags by:
- Including salary and benefits information
- Providing a clear and concise job description
- Avoiding overwhelming the posting with job requirements
- Matching the job requirements with the job title
- Keeping job postings active only until the position is filled
- Resisting asking for too much sensitive information
In addition, the report found that describing the hiring process in the job posting greatly encouraged candidates to apply, as did including contact information, the company’s mission statement as well as any charitable giving or initiatives.
If you cannot fill the position in time, consider revising the posting and re-submitting it rather than leaving it active. There might be an inadvertent red flag in the posting that candidates are noticing.