Eliminating recruitment FOMO with the 3 Ws

Dave Jenkins, a seasoned expert in recruitment strategy and the CEO and Founder of Wave, brings his wealth of knowledge to the UK Recruiter Recruitment Smarts Live, joining Louise Triance in a discussion that promises to provide valuable insights for recruiters.

Dave brings a wealth of knowledge on effectively attracting and engaging candidates in a competitive job market. In this session, they delve into the core principles of candidate attraction, specifically focusing on the “Three W’s”—Where, When, and What.

Additionally, Dave and Louise explore the importance of leveraging existing resources, the optimal timing for job postings, and the critical elements that make a job ad compelling.

Dave also shares how marginal gains and the strategic use of technology and data can significantly enhance recruitment outcomes. Whether you’re a recruiter looking to refine your approach or an employer seeking the best talent, this discussion is packed with valuable insights to help you succeed.

Key takeaways:

1. Three W’s of Candidate Attraction:

Where to post:

• Job ads should be posted on a variety of platforms, including job boards, your website and social media.
• Different sectors may require specific job boards (e.g., CW Jobs for IT roles, Totaljobs for a broader range).
• Utilising the right platforms ensures reaching the most relevant candidates.

  When to post:

• Post job ads early in the week, specifically on Monday, Tuesday, and Wednesday.
• Applications peak between 8:00 AM and midday.
• The first 48 hours after a job is posted are critical, receiving about 30% of applications.

What to post:

• Job ads should be compelling and engaging, ideally around 300-350 words.
• Clearly outline what’s in it for the candidate.
• Avoid jargon and keyword stuffing to ensure clarity and attractiveness.
• Consider including salary ranges as candidates increasingly expect it.

2. Utilise Existing Resources:

• Your CRM is a goldmine of potential candidates. Re-engage with candidates already in your database.
• Your website can drive a significant number of organic applications. To enhance visibility, ensure it is optimised for search engines and listed on Google Jobs.

3. Application Timing:

• The best days for posting jobs are early in the week, with applications peaking on Monday, Tuesday, and Wednesday.
• Applications tend to surge at midday, making morning posts more effective.
• Avoid posting on weekends unless targeting specific roles like shift work or healthcare, where weekend postings may still be effective.

4. Quality of Job Ads:

• Aim for a concise job ad length of 300-350 words to maintain candidate interest without overwhelming them.
• The content should be explicit and engaging, providing a solid sense of what the candidate can gain from the role.
• While images can improve brand perception on mediums such as social media, text content is critical as it is what job boards and search engines index.

5. Marginal Gains:

• Small optimisations, such as precise timing of job postings and clarity of job ad copy, can significantly impact the number and quality of applications.
• These marginal gains can collectively improve the overall effectiveness of the recruitment process.
• Leverage technology and data to understand candidate behaviours and application trends.
• Use insights from data to refine and improve recruitment strategies, ensuring they are data-driven and effective.

By following these practical insights, recruiters can strengthen their strategies for attracting candidates, optimising job postings, and increasing the likelihood of attracting high-quality talent. This empowers them to create a more efficient and effective hiring pipeline.

A strategic approach to recruitment can make all the difference in attracting and retaining top talent.

As Dave underlines, understanding the ‘Three W’s’—where, when, and what—is not just important, it’s a valuable framework. This framework guides us to be precise about where job ads are placed, the optimal timing for posting, and the critical content that resonates with candidates. By integrating technology and data-driven strategies, recruiters and employers can create a more efficient and effective hiring pipeline.