So let’s say one has placed immigration ads and has done everything they need to attract new potential employees. However, not many individuals seem to be interested in the job or, in some cases, too many that are not qualified for it. It could be because one has made a few of the most common mistakes, but the good news is that after one identifies them, they are easy to fix.
Wide Net
While recent developments in technology are great, because they allow one to place their immigration job ads with a whole lot more ease than before, it also has its drawbacks. That is because if one posts the openings everywhere, people who may not be most suitable for the job or who may be trained in completely different areas than one needs them to be may apply. This issue can be solved by ensuring that one offers a detailed account of their requirements, and then proceeds to ask for proof of meeting those requirements in the cover letter or during the application process. Indeed, casting a wide net may not necessarily be a bad thing, so long as one knows how to handle it.
Wrong or Lack of Social Media Presence
When it comes to placing immigration job ads, social media is a wonderful tool, but only if used correctly. Indeed, potential applicants may look at one’s social media to gain information about that company, to see what projects it has going on, what is the opinion of former employees, and so on. If there are a lot of negative reviews of the company, either by former employees or by clients, it could raise a big red flag. In addition, if the company’s Facebook was updated over a few years ago, potential applicants may feel like applying to that company isn’t the best idea.
Saying No to Diversity
It’s quite clear right off the bat why this is an issue, and that is because it can be seen as racist, depending on the aspect of diversity one is shying away from. Still, even if one is not racist, there are other ways in which they can go wrong as far as diversity goes. Many managers make the mistake of wanting the new individual to be very similar to the rest of the team. Whether that has to do with gender, age, or background experience is irrelevant. The point is, diversity fosters innovation, as it helps create engaging discussions that could lead to one’s company making big steps forward.
