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Candidate Attraction Strategies

Attracting top talent is becoming increasingly difficult as discussed in my previous post regarding Salary Expectations vs. Reality

Despite popular belief, it isn’t just about throwing around lucrative salaries and 100% remote working. To create a winning candidate attraction strategy, you need to get creative.

To create an attractive Candidate Attraction Strategy, you need to:

  • Ensure you don’t have a one size fits all policy – you need to ADAPT your strategy for each role – you need flexibility to adjust and win.

  • Create an enticing advert – don’t just copy and paste the job description – highlighting everything YOU NEED for the business. What does your business offer a candidate?

  • Ensure you are highlighting opportunities and development on your adverts – any candidate worth their weight in gold will want to understand how you can mentor and coach them to develop in their career. How many days training and at what cost to the business?

  • Optimize your adverts with keywords and buzz words so that it reflects the way that candidates search for a new role.

  • Use the POWER OF SOCIAL MEDIA. 40 million people search LinkedIn for jobs every week and 73% of millennials found their last position directly through a social media platform. Again, this comes back to understanding your target market – gone are the days of posting an advert in a magazine or newspaper. The average company is spending ¼ of their recruitment budget on social media but based on statistics this needs to be much more.

  • Your current employees are a vital part of any attraction strategy. Focus on YOUR people – if they enjoy working for you, they will let people know. They will also be more likely to share any vacancies onto their personal LinkedIn network.

  • 75% of candidates research a company’s reputation and employer branding before even considering moving forward with an application. – Encourage active employee reviews.

  • ABOVE ALL ELSE make sure that you have or build a strong Employer Brand or EVP. There is a fine line with this – try not to look arrogant but also make sure you are promoting why your business is a good place to work.

As a candidate, more money and flexible working is clearly important BUT you also need to ensure that any company you are considering is investing in you as a person with coaching, development, and mentoring especially during recession.

Ask the question – when you are interviewing don’t be afraid to ask your potential new employer how many training days they are offering (as a rule of thumb it should be between 6 – 12 days per annum). Ask what the cost of that investment will be – you need to understand you are not just a gap filling overhead.

Equally, being home based 24/7 may sound good but if you want to progress you need to be visible – especially if you want to move into management – you just can’t do this 100% remote. If businesses are offering hybrid working and want, you in the office – This is not to micro manage.

Creating a culture where you can learn from people around you and move forward in your career should be high on your agenda. If you want to be a middle manager for the rest of your career and work from home all the time for that perfect work/life balance that is fine but understand that you may never progress forward from where you are now.

For both parties here I can’t stress enough you NEED TO UNDERSTAND what you really want – if you are a candidate and want a high salary with 100% remote working then you trade off development and progression – equally if you are an employer you need to understand your market and audience.

Make sure you are doing everything you can to entice the people you need in your business – be flexible to STAND OUT FROM THE CROWD!

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