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Technology can serve as a wonderful recruiting tool, helping you distribute job descriptions and collect resumes, but it is typically about finding, not attracting talent. Wouldn’t it be great if candidates were seeking you out, instead of the other way around?
Attracting qualified job seekers has become a significant challenge for many companies. With a widening skills gap, the demand for highly skilled professionals currently exceeds the supply. According to a recent survey by the ManpowerGroup, 75% of employers report having issues with filling positions, a number that has grown from even just a couple of years ago. As businesses work to find top talent for their open positions, they should spend some time thinking about how to attract candidates. This requires some innovative and strategic planning to ensure they don’t lose the best talent to the competition. What can you do to entice job seekers to apply to your company when the market is so competitive? Read on!
Be a Top Talent Magnet
Here are five strategies that can help you attract great candidates in a competitive job market. We have even included some real-world examples of companies that are successfully implementing them.
1. Develop a Strong Employer Brand
Set your company apart
A strong employer brand starts with what sets you apart from the rest, otherwise known as your Unique Value Proposition (UVP). Your UVP defines how you stand out from the competition and makes it attractive to potential employees. Identify your company’s unique strengths, culture, and values, and articulate them clearly. This can include your commitment to innovation, employee development programs, or a collaborative work environment.
Showcase your company culture
Your company has its own personality—showcase it! Highlighting your company culture will help you attract candidates who will thrive in your environment. Utilize social media, your company blog, and employee testimonials to highlight what makes your workplace unique. Share stories that illustrate work-life balance, professional growth opportunities, and your company’s values.
Success Story: HubSpot
HubSpot, provider of inbound marketing and sales software, is also known for a strong employer brand, transparent culture, and focus on employee happiness. HubSpot’s branded career page outlines the company’s values, mission, and commitment to employees, helping to attract candidates who align with their culture.
2. Rethink Your Job Descriptions
Be Clear and Realistic
A well-crafted (and realistic) job description is your first opportunity to attract the right candidates. Write job descriptions that are clear, concise, and free of jargon. Be selective and specific about the responsibilities, required skills, and qualifications you list. Many job seekers are frustrated today by the way job descriptions list a set of skills and experience that no person can possibly measure up to. Be careful not to scare away a great candidate with unrealistic expectations. Keep in mind that upskilling a great candidate or even a current employee could be a viable approach too.
Highlight Key Benefits and Opportunities
Your job descriptions should also emphasize what sets the position apart from others. Highlight career progression opportunities, benefits, and any unique perks your company offers. For example, mention if your company provides professional development programs, flexible working hours, or wellness initiatives. These details can make your job postings more appealing to top talent.
Success Story: Spotify
Spotify is a good example of creating engaging and detailed job descriptions. They focus on clarity and precision, outlining specific roles and responsibilities, required skills, and the benefits of working at Spotify. Their job descriptions often highlight unique perks, such as opportunities for professional development and a creative, dynamic work environment. Plus, Spotify’s job page is fun (Join the Band!) with an appealing and easy to navigate design!
3. Utilize the Employee Connection
Encourage Employee Referral
Employee referral programs can be an effective way to find top talent. Encourage your employees to participate by creating an engaging referral program. Offer incentives and recognition for successful referrals. This not only helps you find great candidates but also boosts employee morale.
Leverage Social Networks
Encourage your employees to share job postings on their social media networks. Provide them with easy-to-share content and clear instructions on how to participate. Social networks can significantly expand your reach and increase the chances of finding the perfect candidate. LinkedIn is a particularly powerful platform for this purpose, given its professional focus.
Success Story: Salesforce
Salesforce has a robust employee referral program that significantly contributes to their talent acquisition efforts. They offer bonuses and recognition to employees who refer qualified candidates, and this approach has helped Salesforce tap into the networks of their employees, effectively expanding their talent pool.
4. Invest in the Candidate Experience
Streamline the Application Process
A time-consuming application process can deter a potential applicant. Streamline your application process to make it as simple and user-friendly as possible. Utilize technology to improve efficiency, such as automated resume parsing and mobile-friendly application forms. A seamless application process can enhance your company’s reputation and attract more candidates.
Communicate Effectively
Effective communication throughout the hiring process is crucial. Keep candidates informed at every stage, provide timely feedback, and personalize your communication. This shows respect for their time and effort and can significantly improve their perception of your company. According to CareerBuilder, 81% of candidates say they value communication throughout the application and hiring processes.
Success Story: Google
Google is widely recognized for attention to the candidate experience. They have streamlined their application process, making it easy and accessible. Google also maintains clear and consistent communication with candidates, going so far as to explain their hiring process up front, and providing timely feedback and updates throughout the hiring process.
5. Build Relationships With Passive Candidates
Networking and Talent Pools
Building relationships with passive candidates—those not actively seeking a job but open to opportunities—is essential. Network with potential candidates through industry events, webinars, and online communities. Maintain a pool of qualified top talent for future openings, so you’re prepared when a suitable position arises. Passive candidates are a great source of qualified talent, and if you employ the other strategies we’ve highlighted, you may tempt them to make the switch to you!
Employer Engagement
Engage with potential candidates by providing valuable content and resources. Share industry insights, career advice, and company news through newsletters, blogs, and social media. This keeps your company top of mind and positions you as a thought leader in your industry. Companies like HubSpot use their blogs to share valuable content, attracting and engaging potential candidates.
Success Story: LinkedIn
LinkedIn itself is a prime example of building relationships with passive candidates. They actively engage with potential candidates through LinkedIn Talent Solutions, using the platform to share valuable content, insights, and job opportunities. This approach helps LinkedIn maintain a strong talent pool and keeps them connected with top professionals who might not be actively looking for new roles but are open to opportunities.
Be Strategic To Compete
In today’s competitive job market, it is not enough to simply search for candidates when you have a position to fill, and attracting top talent requires a proactive and strategic approach. While technology plays an important part in helping you find great candidates, that will not serve to bring the best talent to you. Using the strategies we’ve covered, you can significantly improve your talent acquisition efforts, attracting the best candidates and maintaining your company’s competitive edge. Many companies are succeeding with these strategies and your business can too!
Join the Ceipal Community!
Have you had success attracting top talent to your company? We’d love to hear your thoughts and experiences! Meet us on LinkedIn to share your stories and join the conversation.
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