You might have caught our article the other day on ‘Why It’s a Good Time to be a Job Seeker’. Conversely, if you’re an employer looking to recruit in the current job market, you need to be aware that it’s particularly competitive at the moment. Demand for quality candidates is far outstripping supply in many industries, so you have to be savvy in how you approach your search.
Ever wondered why some companies always seem to secure the best talent while others perpetually struggle? There are reasons for this.
Here are our tips for ensuring that your business is doing all it can to land top shelf candidates.
1. Show them the money. This might seem like an obvious one, but there are elements to it that can be overlooked. Firstly, ensure you are up to date with what your competitors are offering for comparable roles. It’s not enough to just assume – the job market is so dynamic and your assumption could be way off the mark in the current environment. Businesses that are up to date on this will always have the advantage.
You need to also consider how specialised the role is. If it’s highly specialised, this needs to be factored into the remuneration. As the old adage goes, if you’re paying peanuts, you’ll get monkeys.
2. Be fast. Make a decision on the candidate quickly and make them an appropriate offer quickly. Sure, do your due diligence on them, but this shouldn’t require 5 interviews and a month-long vetting process. Acting fast shows confidence and belief in the candidate, plus it gives them less time to second guess the opportunity or get cold feet.
3. Remember that you’re marketing yourself too. Many companies make the mistake of thinking that because they’re a well-known name, people should be honoured to work for them. This is the wrong mindset. The candidate’s day to day job is the thing they’re most interested in. You need to sell the job to them. It’s important that you explain to them what makes your company special.
4. Amplify the parts of the role that are fun and interesting. This is an extension of tip #3. Think about what makes your company different and why people like working there. Talk up the culture and the non-financial benefits.
It might be that you offer employees regular mental health days or that you let them pick and choose which days they come into the office. It could be that there’s a free gym attached to the office or that everyone gets a nice bottle of champagne every time the business wins a new deal. Whatever it is, if it’s a positive for the employee, you need to mention it.
5. Be specific. Don’t talk in generalisations or make vague overarching statements. Don’t say things like “we’ll lay out a great career path for you.” That’s too vague. Instead, say something like “the senior who you’re replacing is now a supervisor.” That’s being specific. Here’s another example – don’t say things like “we undertake many exciting and interesting projects here.” Instead, say something like “we just won X and Y project and you’ll be doing A,B,C on these projects.”
This is offering people clarity on their role and it paints a picture for them of what their day-to-day will look like. Great candidates are worth fighting for and if you’ve managed to find one, it’s important not to leave anything unsaid.
