It’s an example of what attracting or repelling at the top of the funnel can look like.
And when you embrace this mentality, you can expect certain outcomes:
Short-term: Recruiter efficiency.
Less time talking to people who aren’t bought-in.
Bought-in candidates turn into highly engaged employees. This means they stay longer––especially when times get tough.
Here are some tips:
- Come out of the gate with a strong, transparent headline. (Job titles are boring. They’re rooted in norms and assumptions. Kill them upfront!)
- Manage expectations: How many hats will they truly be wearing?
- What’s the compensation? Yeah, just come out with it already!
- What are the hours? Are they flexible?
- Speak to the current (and future) state of the business.
- What does this role mean to you as an organization?
- Give a look inside the work: What will their day-to-day look like.
Allow candidates to opt themselves in or out before they apply. Pure and simple.
Note: This role is currently closed, but will re-open in some iteration in the near future.