To reduce interview “gamers” (i.e., candidates who apply just for the interview), you can make adjustments at various stages of the recruitment process, especially starting with the job posting. Here are some tips: 1. **Clarify job requirements**: Thoroughly describe the job responsibilities, expectations, and challenges. This will help candidates understand what the job entails and decide if they are truly a good fit for the job. 2. **Highlight company culture**: Share information about the company’s values, mission, and culture. This can help attract candidates who are truly interested in the company’s vision and values, rather than applying just for the interview. 3. **Define the ideal candidate**: Be specific about the skills, experience, and qualifications you are looking for. This can help candidates self-assess and determine if they are the right fit. 4. **Avoid generic language**: Avoid using generic phrases such as “motivated” or “team player.” These can attract interview “gamers” because they don’t convey clear job requirements or expectations. 5. **Emphasis long-term commitment**: Mention the company’s commitment to employee development, retention, and career growth in the job posting. This can discourage candidates who don’t plan to stay with the company long-term from applying. 6. **Include salary range**: Provide a salary range or clearly state the compensation framework. This can help filter out candidates who are applying solely for the salary. 7. **Use behavioral language**: Use language that describes specific behaviors and actions, such as "team player in a collaborative environment" instead of "team player." 8. **Add realistic job prospects**: Share realistic examples of work experiences, such as projects, deadlines, and challenges. This can help candidates understand what the job entails and decide if they are truly a good fit for the job. 9. **Use simple language**: Avoid using overly exaggerated or marketing-sounding language. Use clear, concise language to describe the job and the company. 10. **Consider adding skill assessments**: Consider adding skill assessments or quizzes to the application process to test the candidate's abilities and filter out unqualified candidates. In addition, consider the following recruiting strategies: 1. **Leverage employee referrals**: Encourage employees to refer their network contacts, as this can lead to higher-quality candidates. 2. **Leverage professional job boards**: Post jobs on professional job boards or networks related to your industry to attract candidates interested in the field. 3. **Hold a job fair or open house**: Allow candidates to experience the company culture firsthand and meet team members. By implementing these strategies, you can reduce the number of interview “players” and attract candidates who are a better fit for the position and company.