There are more job vacancies now than there were before the pandemic, according to official figures released by the Office for National Statistics (ONS) as unemployment edges slowly down after a year of job losses.

That’s good news for anyone looking for work but for recruiters, it means that the fight for talent is only getting fiercer. It’s a hurdle that doesn’t appear to be going away anytime soon.

It’s a situation that should prompt HR leaders and TA folk to overhaul their outdated Job Ads so as to attract diverse talent. Because let’s face it: Given the talent shortage that recruiters face today, standard Job Ads just don’t cut it. They are un-relatable, un-enticing, full of corporate jargon or if not SPG errors, and inaccessible to diverse talent.

However should is the operative word and the reality is that too many companies and organisations are continuing to push out pre-Covid Job Ads. Consequently, businesses could see limited hiring success in the second half of 2021.

Noura Dadzie, VP Sales UK & International Markets at Talent.com, explained: “With unemployment levels dropping as vacancy numbers rise, the war for talent is accelerating exponentially. The challenge for hiring managers now is not just to get in front of the right people before the competition, but perhaps more importantly, have the right content to push to these audiences.

“Job seekers are placing greater emphasis on diversity initiatives and employment culture in a post-pandemic world, but as businesses attempt to replace lost resources, too many are falling into the trap of pushing out pre-Covid ads and job descriptions that are arguably outdated and irrelevant.

“Job seekers are more likely to apply for a position if they can easily identify with the job description and advert. If these do not reflect the diversity of the new talent landscape, employers will be on the back foot – a less-than-ideal scenario in a growing economy.”

Here at Get-Optimal HQ, we have always recognised the importance of a diverse workforce. Only by hiring and developing people with a wide range of backgrounds, experiences, and skills, can companies continue to learn and build inclusive, collaborative, and successful workplaces.

And with the growing attention around social injustices – read the deaths of George Floyd, Ahmaud Arbery, Breonna Taylor, and many others – now is the time to re-evaluate DE&I strategies, not to keep plodding on with existing approaches.

If you need help reevaluating your traditional Job Ads and using inclusive language in your copy, get in touch with Get-Optimal. It takes an intentional focus to unbiased those recruitment processes which is where we come in.

We’ve created a proprietary job advert formula that incorporates everything you need to successfully attract diverse talent as a business owner, recruiter, or agency.

This data-informed formula is made up of multiple components using tens of thousands of data points, both structured and unstructured data from multiple data sources and open APIs.

Want to know more? Book a demo with me today.

Are you ready to embrace the journey?

Daniel Fellows
CEO
Get-Optimal.com