Employees are a company’s biggest assets. If you have the right people assigned to the right job positions, no one can stop the growth of your company. This implies that recruitment is much more than just about filling up the vacant positions.
If your company cracks the correct strategy of fetching the best applicants for your vacant positions, you will be able to skyrocket all your success parameters. And, for this to happen, you need to market yourself as a great employer to your potential hires.
So, in this article, we will discuss a few ways that can help employers and recruiters attract the top candidates to fill up their job roles.
Ways to Attract Top Talent for Your Company
Provide a Detailed Job Description
The process of hiring a candidate for a particular job opening starts with posting a job description. While candidates expect employers to provide a detailed job description, employers do not fulfil these expectations fully. And that’s what reduces the number of quality applicants.
Oftentimes, the recruiter tries to address all the details that an applicant might want to decide whether to apply for a job or not. However, this is usually not enough from a candidate’s standpoint.
For example, in a job description, recruiters do include a bit of roles and responsibilities but not an in-depth detail of who and what they are looking for. On the contrary, 70% of candidates want to listen more about the roles and responsibilities of the job, rather than talking about how they can fit in the role and the team.
Therefore, it makes more sense for an employer to give an exhaustive job description that clearly tells the selection process, roles and responsibilities, salary structure, benefits, company culture, and the skills and experience that an applicant should have to be eligible to apply.
It might look a bit comprehensive, but the best way to do this is through a video because it can increase your candidate application rate by up to 34%. In the video, you can also give your applicants a virtual tour of your office so they know what to expect from you as an employer.
Simplify the Application Process
Simply put, no one wants to apply for a job if it takes a lot of time and effort to do so. In a time when more than 73% of job seekers are passively looking for a job, you ought to lose a bunch of potential hires if your application process is too long or too complex.
You can simplify the process by making it mobile-ready. This implies that it must be easy for a candidate to complete the process from start to finish only by using a mobile. Whether it be through LinkedIn, Google form, or through your website, it must not take long for the candidate to finish it.
Implement Screening and Assessment Tool
As a recruiter, you should consider implementing is a skill assessment step in your recruitment process to keep your employees engaged. So, as soon as a candidate applies for a job, they are instructed to take a skill assessment test.
Such a test will help in two ways. It will help you recognize the potential of all the applicants and you will be able to rank them according to their performances. Additionally, it will also make the candidates feel enthusiastic towards the whole process.
They would know that their application is not going to fall on deaf ears, instead, they will be evaluated based on their scores.
Further, ensure promoting that you believe in keeping a proper communication channel live between the applicants and the organization.
This can be done by reverting the applicant with a confirmation message after receiving their application and letting them know an estimate of how long they need to wait to get an update from you. You can also encourage them to message if they have any queries or feedback.
Promote your Key Differentiator
Your key differentiator or value statement is the x-factor that sets your company apart from other companies as an employer.
- Do you offer rewards and recognition for good performance?
- Do you provide trendsetting facilities for your employees?
- Do you offer flexible timing or option to work remotely?
- Do you incentivize top performers?
- Do you offer a unique Employee Stock Ownership Plan (ESOP) for your employees?
Apart from these, you may also want to highlight bright opportunities for career growth, competitive pay packages, and similar things to attract the top talent to apply for your jobs. But ultimately, there must be some value proposition that your company offers, while others in the market don't.
And, once you know what your key differentiator is, promote it on your social media pages, in your job descriptions, and in the video that you prepare for job descriptions so that your potential applicants know about it.
Promote your Corporate Culture
According to Forbes, corporate culture is extremely important for a candidate to apply for a job. After the Great Resignation, people want to work with organizations with a value system that aligns with their personal values.
Furthermore, a whopping 91% of managers believe that a candidate’s alignment with the corporate culture of the organization is as important as their skills and experience, if not more.
Therefore, it has become more important than ever to highlight and promote your company’s culture while hiring for a job role. Convey to your potential applicants about your culture, such as teamwork, competitiveness, customer satisfaction, or the importance of team bonding to attract like-minded people.
Now, culture takes time to be built. It isn’t a job that’s done in a day. And, it is also essential that each employee of your organization, whether from the support staff or the top managerial staff, resonates with the culture.
It isn’t something written in just the mission and vision statements, but it is truly felt and imbibed in every part of the company.
It is only then, that your promoted corporate culture on social media or job postings, looks authentic and real.
Communication is Important
Candidates, today, expect engagement from the organization, even during the recruitment process. Most candidates are turned off when they get to hear from a company about their application too late or when they are unsure of how the recruitment process is going to proceed.
When a candidate applies for a job at your organization, you don’t want to keep them waiting. Or else, they might end up losing all hope in your company and accept an offer from somewhere else.
Thus, to ensure that your candidates don’t lose their hopes, engage them through communication. One excellent way of doing this is through live chat widgets or chatbots.
There are several recruitment tools available in the market that offer chatbots for your applicants. All you need is to set them up with the FAQs and they’ll do a great job in engaging your applicants.
You can also provide a single point of contact in your organization to the applicants. He or she should be well-equipped to answer all the questions related to the recruitment process and should also be aware of the candidature status of all applicants.
Develop a Referral Program for Recruitment
Hiring people through referral programs can be extremely beneficial for the organization in terms of the resources involved. It takes less effort, less time, and less expenses, and increases the quality of the candidates hired.
A referral program must be well formulated and documented to be effective. All the current employees in the company should be well aware of how it works. And then, all it takes is good communication between the hiring managers and the employees within the company.
Provide your employees with a job description to keep it uniform across the board. Each of your employees will have hundreds or even thousands of people in their network who might be interested in your job role.
So, once they post the job description on their social media, all you have to do is wait for an organic and top-talented pool of applicants.
Opportunities for Career Growth
The number one reason why candidates make a switch is for career advancement. Hence, if you have a vacancy in your organization, you should first strategize the career development path for the individual who joins the position.
As an employer, you should think of ways to train and grow your employees in terms of both hard and soft skills. This involves regular evaluation of your employees, awards and recognitions, and implementing in-house training plans to make sure your employees climb up the ladder in their careers.
Conclusion
The most important reason why people switch their jobs is not money or corporate culture, it’s the career growth that they want. Thus, the best thing you can do to attract top applicants for your job postings is to tell them how you plan to navigate the path of their success.
Tell them that you offer regular assessments so the employees can self-evaluate themselves and can enroll in the numerous training schemes that you propose.
At WeCP, we offer skill assessments for your applicants as well as employees, so you know how to rate your applicants and what trainings your staff needs to ensure a common growth of the individuals as well as the organization.
Want to know more on how WeCP can help you out? Try WeCP for free or Schedule a Call with us.
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