It may not require much to win-over mediocre or average candidates regarding your open position but top talent, who receive multiple job offers, need to see the value in why they should should choose your company over your competition. These candidates are often looking for challenging and rewarding roles that offer more than just a competitive salary. Here are a few ways to attract top-tier candidates and what you should bring to the table.
What Do You Have to Offer?
Take an honest look at what your company has to offer and where you may have some room for improvement. If you want to attract top talent, that list needs to compete with the benefits being offered by your competitors. If your list is short, take some time to think about what could entice a top-level candidate to join your team; a competitive salary and benefits are a given, so what else might you bring to the table? These perks can range from schedule flexibility to comprehensive training resources that would appeal to sought-after candidates. Most importantly, once you have that list down, sell them in your job description and during the interview. Yes, you are interviewing a candidate to determine a fit but top candidates who have a wide range of opportunities are also interviewing companies they are meeting with to make the right career move for themselves. Make sure you highlight these advantages to a candidate so you stay top-of-mind.
Respect a Potential Candidate’s Time
This is mutually beneficial for both a candidate and employer. Streamline your hiring process with strategic questions to determine a cultural fit and qualifications and provide pertinent information necessary for a candidate (and you) to make a decision regarding the position. Take a look at your company’s hiring steps and decide what items are necessary but more importantly those steps that may be redundant. Keep the process moving forward with each candidate and if you decide any candidate is not the right fit, inform them as soon as possible. Keep in mind that these candidates may be waiting on a response from you in order to make a decision with another company; in keeping with respecting your candidate’s time, it is important to keep them fully informed throughout the process as you never know when you may work together in the future.
A Company’s Personality
A company isn’t just an inanimate entity; it is made up of people, holds core values and a personality (or culture) created from its environment. A candidate will be attracted to a company with a dynamic culture and vibrant atmosphere. Top talent will be drawn to a place where they know they can develop and thrive. Envisioning being surrounded by people in a place that will make a candidate excited to go to work every morning can be one of the biggest selling points to gaining top talent.
What are some ways you’ve attracted top candidates or as a top candidate, what has been one of the most important factors in choosing a company? Please comment some of your thoughts below.
