Without good employees, your business is going nowhere. It’s as simple as that. Yet while most of us know this fact, many companies still struggle to find the right people to fill their positions.
Attracting top talent is about putting yourself in job seeker’s shoes and tailoring your recruiting efforts to what they want. In many ways, recruiting is not all that different from selling, except this time your products are your open positions, and your customers are job seekers.
So what is it that job seekers want? Competitive salaries and benefits are still the most important, but there are a whole host of other things people are looking for when considering a job. Make sure you’re aware of them so that you can market your company as a desirable place to work and bring in talent that will help transform the business.
Offer Great Benefits
Salary and benefits are still the most important thing people look for in a job. This makes sense. After all, we work to earn a wage, and no one wants to feel like they’re underpaid for what they do. However, attracting the best candidates is about more than just offering the highest salary. Not only is it not practical for companies to continuously raise wages, but people are increasingly aware of the limitations money has in helping them achieve a better life.
This is why things such as flexible working hours and PTO, remote working options, wellness assistance such as health club memberships, and the option to take sabbaticals need to be part of your benefits packages. In the end, it’s about helping people build a good work-life balance. Long gone are the days where you could just throw money at someone and expect them to work harder.
But this makes sense, for if you can help someone improve their overall wellness, then you are also helping them to be more productive. If you’re having trouble figuring out the logistics of offering a competitive benefits package, there are specialized HR firms that can help you.
Showcase Your Culture
Somewhat surprisingly, after salary and benefits, corporate culture is the next most important thing to job seekers. This is because a strong company culture usually results from an organisation’s commitment to a particular set of values. And people are now more concerned than ever about working for a company they believe in, and that stands for something.
As a result, you’re going to want to do everything you can to broadcast your company culture to job seekers. This means updating your company website to not only describe but show with photos and videos what your culture is. And it also means getting active on social media. Posting and sharing content that is reflective of your culture will help people form the right associations about your company culture.
Another idea is to invest in an employee advocacy program, as this turns your workforce into ambassadors of your brand, helping to spread the word about what it’s like to work at your company.
Improve Your Office Design
First impressions are everything in life. They’re really easy to mess up, and almost impossible to change. And the same is true in the recruiting world. The impression someone gets of your company when they first come into the office is going to have a lasting impact on their perception of what it might be like to work there.
Picture this: you walk into an office and the first thing you see is a tall reception desk that looks like no one is behind it. The lighting is that horrible fluorescent white that makes you feel like you’re trapped in a doctor’s waiting room. And there are no windows anywhere, turning your workplace into a prison. Would you want to work there? Probably not.
On the other hand, if an interviewee walks into an office and sees a well-lit, well-planned office that’s humming along with activity and that feels warm and welcoming, it will be much easier for them to imagine themselves working there. Improving office design takes a bit of an investment, and you’ll likely want to bring in a professional to help you optimize the space, but it can have a significant impact on the way people perceive your company when they first walk in, and this can go a long way towards helping your attract and secure top talent.
Focus on Professional Development
People don’t want just a job. They want a career. This makes sense, especially when you consider humans’ natural desire for growth and development. As a result, when you’re marketing your positions and recruiting candidates, make sure you make it clear how they will be able to advance once they come work with you.
It’s true that it’s more common than ever for people to work multiple jobs throughout their careers, but this doesn’t mean people don’t want to stay put. If they feel as though there’s enough stimulus and room to grow in their current position, then they’re going to be less apt to want to change.
So it’s your job to not only provide these opportunities, but also to make sure candidates know they are available. State outright in your job descriptions what opportunities you offer for professional development, whether it be access to eLearning platforms, a seminar budget or tuition assistance. During interviews, make sure to have materials prepared that detail how people can move forward, and try to position your company as a place with “room to grow.” This will help catch the eye of your industry’s top talent, and it will also help you improve your chances of securing them.
Recruiting is a tough business. And in today’s economy, it’s even tougher. More and more competition means that each and every business across all industries needs to work hard to present themselves as an ideal place to work. Staying in touch with what job seekers want, and adjusting your strategy to give it to them, is a good place to start. But you’ll need to closely monitor the latest trends to make sure you remain a top option for those most-desired candidates.
About the Author: Jock Purtle is the founder of Digital Exits, a business brokerage and business advisory service. He consults regularly to help business owners design a growth plan and execute their exit from the business. He likes to share his experience with others by regularly contributing to blogs and other online forums.