Finding new recruits can be a challenging process. The job market is more competitive than ever, with companies headhunting talent from their competitors, creating a challenging environment for job-seekers and employers alike.
Staying ahead of the game is essential to attracting the calibre of employee you need to keep your business afloat during testing economic times. The question is: how do you attract these kinds of candidates, and what can you do to make your company their destination of choice? Follow these three quick tips that will help make your organisation a destination of choice.
It’s as simple as the word suggests. Communication during the interview process can not only help you suss out whether a candidate is the right fit for the job, but also find out what drives them and if they’ll be able to integrate into your company culture.
Job seeking is stressful at the best of times and can be downright disheartening at the worst. A symptom of the current job market is impersonal responses from companies when it comes to applications.
Some companies send off a copy-pasted response, while others don’t even offer a response at all. If you have the time and the means, send a thoughtful reply to their application that outlines why they have been declined or what they could improve.
Not only does this response provide value to the applicant, but it will likely encourage them to apply again when they feel they meet the criteria you set out in your reply.
This doesn’t just apply to your company, but what you want in a potential employee, what you expect them to bring to the table, and what kind of qualities they need to help both themselves and your organisation succeed.
Think of it this way – you expect candidates to walk into an interview prepared, therefore you should show them the same courtesy. Having a dedicated interview team, comprised from a combination of key decision makers and HR, can help you show interviewees that you have a clear vision for the future that will help them grow and ensure the long-term success of the company.
Most people consider discussing salary in the first interview a taboo subject. Candidates don’t want to scare away a potential employer with their salary demands straight away, while employers don’t want to overpromise or potentially lowball a good candidate.
Bringing salary up in the first interview can be like addressing the elephant in the room – unexpected but sometimes necessary. It can help alleviate some concerns that either party may be feeling and get rid of any expectations that might arise during the interview process.
Broaching the subject early in the process can also give you leverage during the process by handling salary-related concerns by offering added benefits and a clear path up the corporate ladder (if that’s what the candidate wants).