Enhancing your job search- tips for employers

Last week I talked about ways candidates can improve their chances of getting hired. This week I'm turning the tables and giving advice to employers. My job search has shown me there is definitely room for improvement on this end.

A. Give candidates enough information to know if they even want to apply
Wherever you post a job, you need to display this information:
1. Job description
- This needs to accurately reflect what you need the candidate to do. If you're not sure, you aren't ready to hire anyone.
2. The work hours, especially if they aren't standard for the type of position
- I recently went to an interview where no one had mentioned the job required lots of evenings and weekends. This is very outside the norm for my field. The interview ended after less than 5 minutes. This was a complete waste of the interviewing company's time and mine
3. Location
- Candidates can rule out areas that aren't commutable for them
4. Pay
- Yes, I know employers hate this. But candidates hate having to guess. At least give a minimum. This saves you and the candidate time if the pay doesn't meet their requirements

B. Make it easy for candidates to apply
Your online application takes an hour to complete and is very difficult to use? Wave good-bye to qualified candidates. You've never tried the application yourself, HR person? Shame on you! Do that right now, and recruit a few other people to do it too. It may be eye opening. If candidates can submit resumes directly without the application process, all the better

C. Respect candidates' time
Personal pet peeve here
1. Give reasonable notice to set up interviews.
- The next day is not reasonable. Aim for at least a week.
2. Have decent interview times available.
- To catch the good fish, you may have to come to the pond early or stay late.
3. Provide any paperwork you need the candidates to do well before the interview.
- This way they can bring it completed to the interview.
4.  Start and end the interviews on time

D. Communicate with the candidates after the interview
At the end of the interview, provide candidates with a timeline of when you'll communicate with them and STICK TO IT. They have taken time from their busy day to interview. You OWE this to them. I have considered sending a bill for 8 hours of vacation to one company. I took the day off to interview. I never heard any from them, even after I left a voicemail AND sent an e-mail. How unprofessional!

These tips will help your company make a better impression on your potential future employees.