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Building A Steady Application Stream

In recent times, finding reliable employees can be a difficult challenge, and depending on what field you work in, you could eventually find yourself struggling to recruit enough qualified candidates for your various positions. This could especially be the case if your jobs tend to be consistently recruiting in nature or if you’re always battling a high turnover rate. Today’s blog is highlighting a few ways hiring managers can pursue a steadier stream of job applicants if you have open opportunities that fall into one of these categories.  


Online Hiring Platforms 

Continuously growing in popularity, online hiring platforms such as IndeedZiprecruiter, Monster, Glassdoor, and the like are an easy way to get your name out there and showcase your available jobs. Indeed has features allowing you to schedule interviews and share your availability at the click of your mouse. It can even conveniently send out automated acceptance or rejection emails on your behalf when you’re sifting through candidates if you prefer. Most of these websites also have paid options available. Setting a modest budget of five dollars each day to expand your listing’s reach could be an easy way to engender more interest, and keep new applications in your inbox.  

Social Media 

These days it seems like social media is used for almost everything, and yes, that includes searching for job opportunities too! Be sure to utilize your company’s presence on social media to frequently share potential openings with your audience. Now, both Facebook and LinkedIn offer the ability to actually post a job offer, and also give the incentive to increase its performance if you have a budget to work with. LinkedIn is especially helpful for scoping out good potential candidates because of the more professional nature of the platform. Though less common, you may opt to cross-post over to your company’s Instagram account as well; we have definitely seen it done before!  TC_SecurityTraining_CTA2

Job Fair 

If your company requires a physical presence at the workplace, a job fair could be the way to go. Job fairs give the opportunity to meet local talent currently seeking new employment. More often than not, attendees will keep a copy of their current resume with them, so you will leave with new prospects and increase the local awareness of your openings. It’s a win-win! Meeting interested candidates face-to-face is a common strategy perpetually-hiring companies use to find employees.  

Consider Revamping the Job 

If you feel like you’re endlessly fighting an uphill battle with high turnover rates for a position, try to take a step back and evaluate the job first. Figure out why this is an issue and strategize how you might fill in those gaps for employees. It goes without saying that it’s not possible (or realistic) to please everyone, but it could be worth considering small adjustments if they’re feasible.  

Some of the most common reasons employees tend to leave their jobs include needing higher wages, struggling in difficult work environments, feeling a lack of appreciation, desiring a better work-life balance, or experiencing sudden or big life changes. Some of these things are out of an employer's control. However, listen to the needs of your employees; being willing to make some new adjustments could potentially decrease your turnover in the long run, and keep your employees in good spirits.   

Offer Training Programs 

Taking on a new job and integrating into an unfamiliar work environment can be stressful for some people. It could benefit you to consider offering paid training programs for new employees. Including this information on job postings will let applicants know they will be fully onboarded and educated in the position and can help ease potential transition anxieties. This will be a monetary investment, but these programs often facilitate higher retention rates and reduce turnover.  

Offering these opportunities to candidates will also attract more applicants , especially those who tend to skip some postings where they fear they may not be qualified enough. This will reassure them that they will be well-trained and educated, so they don’t have to know everything beforehand coming into it.  

Try implementing some of these ideas and see where they take you! Hopefully, your stream of applications will pick up over time. You will finally be able to keep onboarding the talent you need for your company or get out of the revolving door cycle with some of your positions with a high turnover rate. Let us know if this was helpful to you. We hope to see your inbox filling up really soon! 

Robby Coles
Robby Coles
Robby Coles is a born and raised Nashville, TN resident. He has been a marketing content writer for the past 14 years and has recently joined the Thinkcurity team as a Content Marketer. He enjoys writing compelling content that drives engagement. Robby is a wine enthusiast and dog dad that splits his time between Nashville, TN and Vienna, Austria.

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