The current job market is extremely competitive, so top-quality candidates are receiving multiple offers with a diverse set of benefits. The candidate is in a powerful position, so you need to develop a strong recruitment strategy to stand out and land an ideal candidate. Learn what you can do to land the right hire for the job.
Create a Clear Job Description
Your job description will often be your first point of contact with potential candidates. As a result, it needs to be written clearly with a sales approach. It should outline ideal skills, qualifications, and the company’s culture to highlight what makes your organization stand out. For example, you can add what alternative benefits your organization uses and what initiatives your organization has developed to improve equity, work-life balance, etc. Moreover, companies are now also including a pay band to be transparent about what they can offer and detailed employee health benefits.
Focus on the Individual and Not Only Skill
Organizations hire people, not skillsets. When interviewing candidates, you should focus on how the position will impact the organization and what that specific individual can bring to the table. It includes company culture and the ability to learn and grow. During the interview process, you want to share your vision about yourself, the company, the product, and the market. You should offer candidates a potential glimpse into the future. Candidates want to know why they are coming to work and what they are working towards.
A Proactive Approach Can Land You an Ideal Candidate
Don’t wait for an opening in your organization to start recruiting. Network and go after candidates that might not be looking to make a change. You can accomplish this through professional organizations, LinkedIn, college job fairs, or social events. These opportunities allow you to collect contact information for future use or tailor a position to bring in a compelling candidate with a competitive bid. Keep in mind that even if you don’t meet a candidate to bring in at that moment, they may search for you in the future if you create a memorable impression.
Create a Transparent and Efficient Interview Process
It is crucial to have a good interview process because candidates often move on when a company takes too long to decide or even contact. You need to be transparent, listen to feedback, hire fast, and trust your gut. Candidates that must wait 4 or 5 days for feedback will be moving on to other job opportunities. Let them know your decision-making process and have everyone on your hiring team have clear expectations on giving feedback on the candidates.
Sell Your Company to the Ideal Candidate
The interview process should reflect your company culture. Every candidate should walk away with a positive experience. Interviews can be nerve-wracking, so interviewers should ask questions and give information in a compassionate, empathetic way. We have all been on the other side of the table, so treat one another how we would want to be treated.
Learn More with Clark & Lavey
Landing a quality candidate is challenging for today’s employers. Clark & Lavey offers an array of resources to help you attract and retain talented workers. If you have any questions, contact us and we would be happy to advise you with more information.