Hiring new employees is a time-consuming and often frustrating task. It is even more irritating if you can find the right fit for the position. According to a report by Silk Road, there are 33 external applicants for each candidate that you end up interviewing. And the outlook isn’t much better. Over 90 percent of employers expect the competition for talent to increase.

That’s why it makes sense to use Indeed’s resume search tool effectively to save your business time and money. It’s not just about scanning credentials. It also involves homing in on the right individuals who will make a positive contribution to your company and optimize training and their subsequent performance. It all begins with the screening process.


How Indeed Resume Search Works

Resume and job search

The resume search is a powerful tool—when used correctly. That means knowing how to make the best use of its functionality. There are several things you can do before and during your task, beginning with your word choice.

Using Keywords

The best way to make your search more useful is to use the right keywords that home in on what constitutes a better worker for your business. That will take some homework on your part. Go over the main points such as:

  • Education
  • Skills
  • Qualifications
  • Certifications/Licensures
  • Previous Job Titles

Brainstorm with your team to find specific words that describe what you need in an employee. For example, search for a particular field in the degree rather than just bachelor’s. If you need someone with certain skills, look for a person with that educational background. It’ll give you a good foundation from which to work with subsequent training.

Also, look for particular types of experience to find people who have a greater understanding of your industry. If you’re looking for someone to sell pharmaceuticals, look for a medical background. That can optimize your time with the new hire. Rather than starting on fundamentals, you both can jump right into the job.

Don’t disregard the importance of job titles. If you’re looking for a manager, make sure they’ve been in that position in the past. It’s one example where there is a steep learning curve. It takes time to learn how to work best with people. Unlike education, these are skills that can transcend different industries.

Also, check the size of the operation that a person managed too. Working with a team of five is a very different thing than an organization of 100 or more. These are the types of soft skills that can make someone an excellent candidate versus one who you’ll have to lead by the hand. It’ll also help with the new hire transition smoothly into their position.

You may find it helpful to identify other people in your organization who exemplify the qualities you want to help you refine your search even more. Ask for their input on what they think are the crucial skills and qualifications to make your task more fruitful. Consider the factors that drive success whether it’s in sales volume or employee retention.

Get Noticed.

Indeed.com provides a host of other tools to widen your reach, and, thus, improve your search results. Remember, there’s a lot of noise on the Internet. It takes extra work to make your job description stand out from the countless other employers with the same goal. While you can post ads for free, you can jump to the top of the search with sponsored jobs.

Also, you can make your postings mobile-friendly to tap into that market and attract millennial. You might also consider becoming a featured employer. These options can help you find quality talent who might otherwise ignore the free job descriptions.

Fit the Job Description to the Candidate.

Someone looking for employment has similar goals as you, the employer. They want to get through the search as quickly as possible. To improve your pool of prospects from your search, make sure that the job description provides clear company goals to which a candidate can relate. It boils down to where you cast your net.

A striking difference of the best organizations versus all companies in general is that they engage their employees in their work. The ratio is over two to one. Part of that means presenting a clear description of what they can expect with a new business. That, in turn, will improve your results because you are searching for like-minded candidates.

Remember that it’s a two-way street. They use the search function too for finding prospective employers. They are looking for a better place to work just like you’re seeking more qualified candidates.

Mind Your Company’s Brand.

Hiring an employee is a two-way street. It’s not all about you. It also means maintaining your business’s profile and keeping it up-to-date. People searching for jobs are just as likely to screen you as you will them when they come up in a search. In many ways, it’s like any other social media account.

Just like you’d respond to comments from customers, so should you do the same with people who review you. Bear in mind how disruptive it is to an individual’s life to switch jobs. Today’s workforce is more confident and willing to jump ship if the corporate culture is less than ideal.


How to Make the Search More Targeted

Job Search Online

There are several things you can do as an employer to make your job posts more effective at attracting the right people, and, thus, improve the functionality of the search. First, there’s the job description itself. You can approach it in one of two ways. You can emphasize what you want in a candidate to spare you the hassle of hires without the necessary qualifications and skills.

The advantage of doing it this way is that you save time, yours and the applicants’. The disadvantage is that you risk turning off prospective candidates. It’s all about first impressions. The other way you can tackle it is by focusing on what you can provide employees. Today’s workforce wants the motivation and the right tools for the job, especially training.

A news story published in The Wall Street Journal found that the latter approach attracts a better class of job candidates. That will, in turn, give you a more targeted pool of applicants when you do your search on Indeed.com. The chances are that anyone you interview has had a less than ideal experience with a past employer. Often, it’s because of different needs.

Final Thoughts


workers having a meeting

Getting better workers is a multifaceted endeavor. It begins with creating a job description that is specific to exactly what you are seeking. It also means taking that same attention to detail to the resume search with keywords that home in on the qualities that the successful candidate will possess.

The more specific you are, the greater are your chances of finding an individual who’ll make a good fit for your organization. Bear in mind the qualities that they seek as well. If you can find common ground, you both will have a much better chance at a good employer-employee relationship. It’s an investment of time and effort that will pay off with improved worker retention.