As we dive deeper into a candidate-driven market, it’s crucial to rethink your approach to hiring.
Most companies are hiring and looking for top talent. You have to stand out from the crowd and best position yourself so you become the first choice for the candidate.
How can you do this?
You must act like every candidate is happily employed and not actively looking for their next role.
While there are some skilled unemployed people out of work, in order to secure the best talent, whether employed or unemployed, you have to roll out the red carpet treatment, sell to them and wow individuals.
You might have the impression that there’s a surplus of candidates eager to join your team, but the reality is far different. The truth is, you’re unlikely to find a queue of 50 unemployed candidates ready to jump at the chance to work for you.
So, how do you attract these sought-after individuals when a head hunter or recruiter sparks their interest? Here are some vital strategies to ensure your hiring process stands out in a crowded market.
Move Fast
When a talented candidate expresses interest, time is of the essence. You must act quickly to secure their attention and engagement. Talented individuals often receive multiple offers, and hesitation can lead to missed opportunities. Even if the individual is still available after 2 weeks, they’ll likely no longer be interested as the company has taken so long to come back to them – it gives off the wrong impression.
Streamline your recruitment process to enable swift decision-making without sacrificing the quality of your evaluations.
Create a Compelling Offer
Don’t just present a job description; sell the role with enthusiasm! Highlight what makes your company unique and why the candidate should be excited about joining your team. Share your company’s vision, culture, and the impact they can make in the role. When you engage candidates with a compelling narrative about the position and the company, it creates an emotional connection that can be pivotal in their decision-making process.
The Right Questions Matter
Refrain from asking, “Why do you want to work here?” – at least not right away. At this stage, candidates are still considering your company and may not have formed a strong opinion yet. Instead, focus on showcasing what your organisation offers and why they should be excited about the possibility of joining. You are trying to lure them in, not interrogate them.
Offer Competitive Compensation
In this talent-driven market, it’s essential to present an attractive financial package. Don’t lowball candidates. Aim high from the start. Offering a competitive salary and benefits package demonstrates that you value their skills and experience, making them more inclined to consider your offer seriously. Remember, talented professionals are well aware of their worth, so make sure your offer reflects that.
I’ve seen too many times where a candidate was asking for an amount, say £50,000, and when the employer offers £45,000 they decline. Then the employer offers £50,000 and the candidate still declines saying “I would’ve accepted £50,000 initially, but now it feels like they were trying to negotiate and get a bargain so I’m no longer interested as it’s likely a sign of things to come”.
Maintain Engagement Pre-Start
Once you’ve secured a candidate, keep the momentum going until their start date. This is where your pre-start engagement strategy comes into play. Provide ongoing communication that keeps them excited about the new opportunity. Share insights about the team they’ll be joining, introduce them to future colleagues, and highlight any upcoming projects. A well-thought-out onboarding experience is crucial – create an environment where they’ll feel welcomed, valued, and eager to contribute from day one.
Bonus Tip: Treat Job Seekers the Same Whether They’re Active or Passive
Even if a candidate is actively looking for a new role, the same principles apply. They might be exploring various options, but it’s still your responsibility to demonstrate why your company is the best choice. Apply these strategies consistently to ensure you remain competitive in attracting talent, regardless of the candidate’s job-seeking status.
Conclusion
Securing top talent demands careful planning and execution. Attracting candidates isn’t merely about filling a role; it’s about creating an irresistible opportunity that stands out in a crowded marketplace.
If you’re looking to refine your recruitment strategies and make a lasting impression on potential hires, reach out to us. We can help transform your hiring process to make sure you attract the exceptional talent your company deserves.
Contact us:
Phone: 01489 850202
Email: info@mexasolutions.com
