Making yourself attractive to future employees in 5 easy, simple steps!
looking for your next recruit?
Make yourself attractive!
We all know how difficult it is to recruit, right?
With hundreds of job boards available to choose from, making the decision of which is the best one to use is almost impossible! And when you do choose, receiving 100’s and 100’s of applications that a) aren’t relevant to your role b) aren’t suitable for your business and c) are highly likely not to follow through with their engagement of the role anyway, it’s clear that as a hirer, we need to be on our A game to secure the best talent available.
And what with candidates checking us out left, right and centre on social media, it’s now critical more than ever that we spend time on our Employer branding, making sure our employment message is strong and that we can organically attract talent through our own channels and efforts
That’s why I thought I’d share some really simple but effective hints and tips on how to become more ‘attractive’ to potential employees.
By following and implementing these simple steps, you’ll be soon swatting the candidates away - or saving them for future opportunities. Either way……it’s a win / win for you!
Be aware of the competition!
Now I’m not saying become some serious stalker or anything, but…..it’s always good to see what your competitors are doing in terms of their candidate attraction. Check out their careers page if they have one - is it good? Or is it bad? Take the best and worse bits and adapt them in to your own. It doesn’t even have to be a direct competitor – any business who has a great employer brand out there – take a sneaky peak at how they promote their employer-ability on their website and socials. Indeed is also a great tool to compare salaries and hiring insights for your geographical area so that when you do recruit, you know you’re pitching the salary at an attractive rate and better than your competitors. Juice Personnel can provide you with these insights and reports if you don’t have the facilities to do so!
Meet the Team!
This might sound really obvious but many companies don’t have a ‘Meet the Team’ page and I think it’s a must! Firstly, it tells everyone who makes up your business and what the different types of roles are that your company employs. Secondly, it makes your team seem already familiar, and less of surprise when a new starter joins.
Let your team do the talking! On the Meet the Team page, let your employees say what they like about your company, why they like working there and what their journey with you as an employer has been like so far. It’s a free way to promote your business by the people who really matter – your existing team!
Share your celebrations!
Everyone loves an award right? Employee of the Month, Top Selling Consultant, Best Cup of Tea maker! Share your team’s successes – whatever they might be, on your social platforms. Not only will this show your audience that you regularly remunerate and reward your staff for their achievements, but it will also display that you’re a real ‘team’ that celebrate the wins together and will help create a really positive employer brand. As well as this, it will also create an inclusive working environment for your existing staff and again, will help strengthen your employer brand out in the open public domain.
Have a careers page
Again, not a genius idea but a really simple and effective one. Candidates will now more than ever, be checking your company website out before applying for any roles with you and so a great way to meet their expectations from the off-set is to explain the recruitment process before it’s even began!
Give a detailed step-by-step guideline of the process and the timescales candidates can expect when applying for roles with you. Explain each stage of the process right from sending in their CV to the onboarding stage. Expectations which are set and met, makes happy candidates!
Have a Rewards and Benefits section
Include an up-to-date list of your current rewards and benefits that candidates receive when appointed. Salary really isn’t everything in today’s market and I’m seeing more and more candidates ask ‘what are the company benefits’ before committing to the application stage. You may be currently reviewing these as I type but as a freebie, Juice Personnel would happily carry out a rewards and benefits audit on your current offerings and provide you with some additional or alternative suggestions which we believe candidates see value in (other than the pay packet!)
These are all really simple hints and tips which you can implement today however, if you would like me or a member of my team to chat with you in more detail and elaborate on the above, then we would be more than happy to.
I’ve worked in recruitment for over 24 years now so I’d like to think that I’ve got enough experience to offer this advice. I’ve worked with some of the best and some of the worst hirers so if it’s a friendly chat you’re after, with a bit of advice thrown in, then give me a shout! I am always happy to Talk Recruitment.
Kelly x
