Let’s face it, we are in a technology talent shortage – especially when it comes to Workday technology skills. Company openings are currently averaging  60+ days open which not only strains current resources but also delays key team deadlines. Moreover, companies are reporting they are seeing fewer candidates for their openings as they try to source on their own.

Which leads us to ask – could you be shooting yourself in the foot with your Talent Attraction strategy?  Here are common mistakes we see that impact not only the quality of candidate pipeline, but also the quantity of applicants as well.

Mistake 1 – Can anyone really find your opportunity?  The first step is having a quick link on your website home page that will lead candidates to your openings. People will search around 2-3 places and then leave if they can’t find what they are looking for.  Secondly, make sure you are advertising on your company social media, including having employees help publicize on their social profiles. Want to rise above the noise out there, ask your marketing team for help in creating intriguing stories or videos to separate yourself from the competition.

Mistake 2 – Same old Boring Job Descriptions – What’s in it for me?  If you want people to choose your company over the competition, you have to make the answer that question in the job advertisements. How will they be successful and contribute to the organization? What will they be exposed to in order increase their skills and knowledge. Just rattling of standard HR job descriptions and requirements are not going to capture the hearts of quality candidates out there.

Mistake 3 – Process too complicated.  Thinking your online questionnaire will help screen out candidates and thus, make your process more efficient? Think again. Around 60% of candidates are applying via mobile devices and dropping out of online applications in droves if it takes too long.

Mistake 4 –  Moving too slowly.  Once a candidate has decided to start looking at other opportunities, they will move on and likely apply other places. In the competitive world of SaaS talent, this will lead to candidates having several interview opportunities to occur at once. If your company is moving slowly throughout the interview process, most likely you will miss out on candidates or find yourself in several competitive bids with other companies.