“First-class career opportunities” are what almost everyone offers. Employers have to adapt much better to the wishes of their target group. These 3 pieces of information are important.
Applicants want real, reliable information from the company – already when they first approach them. Usually these are job advertisements that are presented on the well-known job exchanges such as Stepstone or Indeed: More than half of those interested in a job use them to start their job search.
Very few employers reveal everything there – and job seekers miss that. As a recent survey by the recruiting software provider Softgarden found among 6,720 applicants, those interested in a job lack salary information in particular.
A job advertisement consists of different sections: the job title, the company profile, the job description, the requirement profile and, increasingly, the “We offer” section. For the Softgarden experts it is therefore not surprising that “applicants pay particular attention to the requirement profile”.
More than two-thirds of the survey participants prioritize the requirements for applicants as high or very high, for almost a third it is even priority 1. This topic is closely followed by concrete insights into the task and everyday work. But these descriptions are a standard that every company creates its job advertisement in this way. The applicants, however, want more.
1. Concrete salary information
Almost three-quarters of those surveyed want to find out in concrete terms what salary they can expect in the advertised position. Identical job advertisements that were placed once with and once without this information show very different click rates. In short: Anyone who, as an employer, withholds salaries will lose a large number of potential applicants. Salary information is therefore considered a success driver.
Companies don’t just have to be measured by salary: employer reviews integrated into job advertisements are becoming increasingly important. Obviously applicants trust the experiences of the employees more than the supposedly great self-portrayal in the ad, which lacks authenticity.
2. High employer rating
In terms of employer reviews, there is a recognizable threshold for applicants, which is an average score of 3.5 out of 5 possible points. This is what the survey shows. For more than two-thirds of those interested in a job, employers are only then considered, around 42 percent of those surveyed only apply with a score of 4.0 or 4.5.
3. Clear information on the application process
If applicants have already focused on a company, take a look at their career websites. Around a quarter of all job seekers join directly above. And then they want to be classified as valuable. This is what they feel when they feel well informed about the application process.
Because on the career websites of the companies, offers such as those that transparently inform job-interested parties about the duration of the application process win the race. Such a career website is clicked on by around three-quarters of applicants. In contrast, only a quarter of applicants estimate the variant without information on the application process.
