With the power balance shifting from employers to candidates, a change of strategy is required for companies, especially those pursuing prospects who are very much in-demand.
But what can these companies do to entice reluctant professionals to them? What would attract someone to your business when they can go to your competitor?
Why do people work for you right now?
You don’t have to start from scratch if you can replicate something but do you have something worth replicating yet?
Company culture is a big pull these days for young millennials and zoomers, who want to feel engaged. By promoting an already existing winning combination of values, vision and environment you shouldn’t fail to attract the new generation.
Competitive salaries are the bare minimum and in-demand candidates are going to expect a perk package to show they are valued. You should perhaps also reassess your perk package if you have realised it is lacklustre. Your current employees may hear about other companies offering more. Exceeding expectations mean you will be viewed positively.
Are you looking at your company from an outside point of view?
So many companies think they are giving the best impression they can to the outside world, but at some point they are faced with the ugly truth that they don’t look as good as they should and their competitors have outflanked them as they were sleeping.
Many companies have been tempted to treat their employees carelessly and they fail to remember that over 4/5 of candidates will check them out on Glassdoor or equivalent job review boards. Bad reviews on Glassdoor point to a rot within a company but also to a lack of self-awareness.
The company must be viewed through the eyes of a stranger. Looking around, do you see problems that could be fixed? Is due care and attention given to the first impressions your company will be giving to candidates? Sometimes these things are large and sometimes they are small, but they all matter.
Does your brand match up?
Are you a forward-facing, future-embracing company, yet your website is old, out-of-date, un-updated? Does it have a STAFF section of the site that features a lot of people who left ages ago? Why has it not been updated? Whose job was it to update it? This minor things speaks loudly about the company. It shows that people who work there are not prized and that, in turn, means they will not be directing people to the site to promote it. And if your own employees aren’t promoting your business, you are throwing money down the drain.
Over 3/4 of those seeking jobs check out a prospective employer’s brand before they apply for that job so this is not a minor thing we are talking about here.
Are your job specs doing you no favours?
The major failing of a job spec is that it encourages those who are not a good fit for the job, to think that they are a good fit for the job. This is not their fault, this is the fault of the company that puts out misleading job specs. Not only does it give people a bad impression of the company, it also wastes everyone’s time.
In addition to this, it can also put off those who you do want to apply. Job specs are seen as a technicality but really they are a highly-important piece of marketing. Time, effort and energy should be devoted to these early on or more time, effort and energy will be spent further down the line, but without much to show for it.
Do you need help?
It is the hardest thing in the world to admit that you need help but sometimes it needs to be done. A specialist recruitment partner know where to find the best candidates, they can be your evangelists to the candidate, seeing as they are a third-party and have more of an objective view and they can also advice of any blind spots you have in your company’s brand, job specs and the impression you make.
Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.