Staffing Cents: Q2-2016

Tips and Tricks—Getting Quality Candidates in the Door

There is significant competition for top talent. Prospects have options (including staying where they are) and they will choose the role that is best for them. Companies need to sell their opportunities and ‘court’ prospective employees. The ‘courting’ process should begin before you even have a need.

Increasing the flow of quality candidates:

The best candidates are employed and may not be actively looking. Further, employers are ramping up efforts to retain their talent. Not only are you competing with other employers hiring, but it is increasingly more difficult to pull candidates from your competitors.

• Social media presence—There are a multitude of options to brand your company and several employers have already done so. Sites like Twitter, LinkedIn and even Facebook offer easy ways to engage and interact with future (and current) candidates. Take advantage of social media and garner interest in your company before there is even a job opening.
• Implement or revamp a referral program—Your best employees generally know like-minded people with similar skill sets. By incentivizing your employees, you are encouraging them sell the company for you, but from a much more personal level. Additionally, employees generally only recommend people they trust or truly endorse since their own reputation is at stake. Lastly, they often have first-hand knowledge of their referral’s skills and know if they would be a cultural fit.
• Work with a staffing firm or recruiter that works in your industry or with the role(s) you are trying to fill. Staffing firms have the time and resources to target candidates who are employed and not actively looking (those who are not applying to the posted ads). These are often the best candidates in the industry.

Attracting the best candidates:

You followed the tips above, but now you have to give them a reason to click “apply”. What are they looking for and what can you do to set yourself apart from the competition?

• Redesign your job postings—Focus on what the candidate wants, not what you need. What will they achieve in this role? Why work for you? Use a language/tone that fits the role. Oh, and make it mobile friendly. More and more candidates are applying for jobs via their smart phone.

If you offer any of the following, mention them early in the job posting (add them to your social media pages too!):

• Benefits Package—Do you a full package with multiple options? Do you offer more than two weeks of PTO/VAC and more than 10 holidays (any floating holidays)? Do you offer a 401(k) Match?
• Training and Development—Do you offer a defined career path and provide extensive training options? Do you offer tuition reimbursement?
• Office Culture—Do you have events/parties at work or company-sponsored sports teams? Do you offer flexible schedules and/or work from home options? What is the dress code? Do you offer free food or snacks?

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