In todays’ competitive market place, attracting high quality candidates requires a powerful message and a solid process.
Attracting the right team, with the right skills, culture fit and way of thinking is fundamental to achieving your company goals and objectives. In return, high calibre candidates are a minority, and finding the right company for them, is key to achieving career success and long term satisfaction. The decision to join a company can be life changing, and requires some serious thought.
So what can you do to show these potential recruits that your business will offer them everything they desire? How can you get your business into a situation where your success attracts the best people and in turn the best people create more success for your business?
To assess how your business is perceived by a potential employee, you must look at the business itself and consider the following:
Are they unmotivated or negative?
(If so, ask yourself how you may be perceived as someone to work for)
How do employees feel about the business?
(Are you competitive in areas such as, salary, benefits, holidays, hours of work and their working environment? If not, why not? Bear in mind this could affect a potential recruits’ preference. Consider what you may need to do to change this.
What message does the team convey externally?
For example if your employees radiate “come and work here”, they are by far your best recruitment tool.
The Recruitment Process
How a potential recruit is treated in the interview process speaks volumes about their perception of what the company is like to work for. A recent People Pod survey found that a third of graduate job-seekers looking to work in retail have actively switched brand due to a negative experience whilst applying for a job with that brand.
Do you involve your employees in the interview process?
This may be something to consider. They may help explain on a less formal note, why the company is such a great place to work.
What does your staff turnover look like?
A settled team or a revolving door? High staff turnover can seriously damage your reputation as a business. Try to determine the causes of turnover and aim to put employee retention strategies in place.
Just as a potential recruit will aim to sell themselves over the competition, they will want to know what you have to offer that another potential employer can’t. Determine your company’s USP’s (unique selling points) and communicate them.
Once you have determined the key selling points of your business, you are ready to communicate these in interview.
By following some or all of these tips, you will begin to position yourself as a preferred employer in the marketplace.
The quality of your staff is the single most important variable affecting the success of your business, regardless of the size of your organisation or the nature of your field.
From the Outside…
Here are some of the most important things the best candidates are looking for when considering joining a business:
Company Culture The best candidates want to work in an environment which is dynamic, exciting, challenging, rewarding, flexible and most importantly fun. Our research shows that 38% of candidates would be attracted to apply for a job by the quality of the culture and working environment.
Training and Development
Potential employees will be motivated by the structured programmes a company has to offer to develop their status and managerial ability. Training and development helps to keep up with changes in the market, and offering training and development shows the company wants to help the employee grow and stay with the company. A candidate wants assurance that they can grow with the company and share its success.
You will find that the best candidates will be looking to work for a business which is competitive when it comes to salary, bonus and benefits.
People want to be excited by their work, don’t wait till someone has left to find out why they were bored. If they are really talented, then challenge them with important initiatives and watch them rise to the occasion. The top candidates want to be stretched and pushed but more importantly want their work to make a difference.
Where does your company want to go? How will your company be looking to grow over the next, 3,5,10 years? What do you stand for as a business? The top talent will be ambitious and want to know .
Trust and Respect
This must start at the first interview. Candidates need to trust that the hiring manager is accurately portraying the culture of the company and the job opportunity. Trusting and respecting your employees also means tolerating their mistakes and recognising them as part of the learning process – just as it was part of yours.
By considering your business’s strengths and opportunities, you will gain a fuller understanding of how attractive it will be to a potential employee. By following these tips you will increase your potential for attracting, recruiting, and retaining the best talent in the industry, and in turn making your business even more successful.
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