Six Ways to Attract Star Talent

In their search for talent, employers must also act like job candidates—making themselves look like people top prospects would want to hire.

These days, organizations are busy finding ways to attract people by gauging opinions and catering to those feelings. For example, to create a better fan experience, professional sports teams conduct focus groups. Retailers ask consumers to take online surveys so they can create a better shopping experience. The same principal now applies to acquiring talent in the workplace. In order for companies to attract top candidates and stay competitive, building a positive candidate experience has become essential.

A positive experience must start even before a candidate walks through your front door. It should begin with an attractive and easy to navigate website featuring an up-to-date career page, evidence of a good industry reputation and a favorable social media presence. Once a candidate does enter your front door, their experience should include a pleasant interaction with your company personnel, streamlined interviewing and hiring processes, and ultimately if an offer is made and accepted, a smooth on-boarding process. Let’s look at each of these a little deeper.

Appealing Website & Career Page:  Job candidates will judge your company based on the quality of your website. Visual appeal plus design and easy navigation influence a job candidate’s first impression.  In addition, your website and especially, company career page, must be mobile-friendly.  If your site and career page cannot be accessed through a mobile device, the impression is that your firm is out of touch with the latest technology and trends.

Good Industry Reputation:  Many organizations consider a good name and reputation one of their most important assets. Not only does it increase corporate worth and provide an edge in a competitive market, but it also attracts top talent.  Winners want to work for companies that are recognized as “employers of choice.”

 Favorable Social Media Presence:  Social media offer a good way to engage passive candidates.  Therefore, it’s most important to monitor your social media sites and make sure anything posted is in line with your company values and mission statement.

Interaction with Company Personnel:  Your front-line employees will be the first to interact with job candidates as they walk through your front door. Pleasantries and greetings matter.  How your candidates are first treated will be important in their decision to work for your company.  During the interview itself, put job candidates at ease by being hospitable, open with information, and ensuring that the position you describe is an accurate reflection of the job.

Streamlined Hiring Process: Provide a better candidate experience by removing any unnecessary steps in your hiring process. More candidates are lost due to lag time between interviews.  “A” players aren’t a patient lot. They’ll get frustrated with red tape and accept employment where there’s less of it. A streamlined and shortened hiring process gives you better odds of acquiring the talent you want the most.

Smooth On-Boarding Process:  If you make an offer and it’s accepted, helping your new hire make a smooth transition from their previous employer to your firm is vital.  It can help them reaffirm that they made the right decision in joining your company. Proper on-boarding not only includes a warm welcome but the tools and resources necessary to be an immediate contributor.

Building a positive candidate experience will set your company apart from others. You’ll be known as an outstanding organization where people want to work, want to stay and want to give you their best every day.

Dan Charney is managing partner with Direct Recruiters Inc. (www.directrecruiters.com), a Cleveland, Ohio-based search firm for companies associated with automated packaging and material handling systems.

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