I’ve addressed this topic before in our newsletter and in our blog, but it bears repeating: simply running an online job ad is not enough to attract the best candidates in the marketplace.
In fact, in many cases, it’s not even enough to get their attention. After all, the best candidates aren’t looking for a new employment opportunity. They’re too busy at their current employer, performing at a high level and more than likely being compensated well for it.
Even if you do get the attention of top talent, you can lose their interest quickly. That’s because today’s passive job seekers are sophisticated and difficult to impress. However, if you want to secure the services of the best candidates, you must impress the best candidates. (Makes sense, doesn’t it?)
Top candidates are in the habit of evaluating potential employers. They do their homework. That’s why they’re top candidates. As such, if you as the employer don’t do your homework, then you won’t impress these candidates . . . and they won’t want to work for your organization.
These candidates will have questions, and they’ll want to have these questions satisfactorily answered before they consider your opportunity. Some of these questions are as follows:
- Why are you hiring for this particular position?
- What would compel somebody leave their current job and come to work for you?
- Why do your current employees enjoy working for your organization?
- How are your current employees growing their careers by working for your organization?
- What kind of employees succeed within your organization? Why do they succeed?
- What kind of employees do NOT succeed? Why do they not succeed?
- What do you do to make a difference and not just make a profit?
- What is your mission statement and value proposition?
The first step, of course, if coming up with answers to these questions. Ideally, you already have the answers. The second step is to communicate the answers to top talent.
Here’s the tricky part: you have to communicate the answers prior to the interview process. That’s because if you don’t, you won’t be able to get these candidates into the interview process. You have to convince these people to interview with you.
That means incorporating this information into your organization’s marketing and branding campaigns, which includes its website and social media outlets. If this is done correctly, then you’ll be able to gain the attention of the best candidates. Even more important, though, you’ll be able to keep their attention.
And that’s how you position your company to attract top talent.
We help support careers in one of two ways: 1. By helping to find the right opportunity when the time is right, and 2. By helping to recruit top talent for the critical needs of organizations. If this is something you would like to explore further, please send an email to firstname.lastname@example.org.