The salary should fit the range of the position and its duties

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It’s best to shoot for some of the requirements you’re looking for — not all. An “all or nothing” approach is unrealistic in a low unemployment job market. Keeping your requirements lax will help bubble your pools back up with more interesting talent. If you change your ad from 5–7 years of experience to 3–5, you don’t have to hire people with that experience. However, you may find someone with other skills needed for the position or skills you didn’t consider would be useful. Improve the candidate experience and invite them to apply instead of putting up barriers preventing them from doing so.

Compensation, Perks, Engagement and Culture
If your company is increasing the compensation to fill a position prior to any interviews, there are many more effective ways to attract quality talent without touching the salary. Therefore, you should show off other things applicants find attractive.

Flex your benefits like health insurance, dental/vision, 401(K)/retirement, etc. However, if you aren’t listing perks your company culture holds, you should. Company culture can be a huge asset for drawing in candidates. Perks japan phone number resource like social work events, a beer fridge, birthday events, growth and volunteer opportunities will help make your job post more attractive and increase the number of applicants you receive.

Nothing attracts employees more than an engaging work culture, but candidates want testimonials of what it’s like to work with your company. Use that. Show off your current employees on your website or redirect links to videos showing what it is like to work there. Since employee engagement increases the rate of employee retention, this can help employees commit to your company for the long-run. Make sure your culture is attractive for applicants to see and apply to.

Your job position should stand out. If it’s not for the position and salary, it’s for the company and culture.

This article was originally published on the IQTalent Partners Blog.

About Chris Murdock:

Chris Murdock is the Co-Founder and Senior Partner of IQTalent Partners. Chris has over 12 years of executive recruiting experience and leads search execution and client relationships along with supporting searches across the firm. Prior to Founding IQTalent Partners, Chris was a sourcer with Yahoo!’s internal Executive Recruiting team in the corporate offices in Sunnyvale, California.