4 tips to recruit top talent with positive candidate experience
Every day we are seeking top talent to bring into the fold. But are you prepared?
Will you meet their expectations?
The current job market leans itself to favour not only candidates but organisations with clear brand propositions. Top-tier professionals know they’re in demand, and if you’re not marketing yourself, your brand, as well as, understanding what your dream talent expect from you, you will lose your top choice to another competitor.
How do you ensure you’re bringing clarity and promoting your company from your advertisement to signing the contract? Because not only will you be interviewing your future employee, but they will be interviewing you – and telling their friends about it. They are deciding if you’re a good match; someone who aligns with their needs, ideals, and professional goals.
But, what else might they want to know?Today is the day to get prepared. It’s essential for your top talent to understand more than their key KPIs. They are looking to you to provide clarity and confidence. These days they want to know if you offer flexible hours, contribute in the community, provide employee benefits and more.Not only is this great for your future talent, but it’s also an excellent opportunity to re-engage with your current staff. Today, you can revisit what makes you attractive to potential and your existing employees.Here are some topics, questions and tips to get you prepared for your new talented hires:
Tip # 1 – What’s your EVP?
An employee value proposition (EVP) is what sets you apart from your competition. It’s the unique set of benefits which an employee receives in return for the skills, capabilities and experience they bring to a company. Knowing all the benefits that you offer and ensuring these are discussed somewhere along the selection process is critical.It’s never too late to gain clarity, if you don’t know what this looks like for your company, then the time to start is now. Most companies are seeing the benefit that this adds to talent recruitment and retention and how that saves you $$’s in the long run.
Tip # 2 – Are you Unique?
For example, do you offer flexibility of hours?In today’s day and age, this option has become an important one for candidates. Maybe they have children and would love the possibility of starting slightly earlier so they can leave earlier to pick up the kids at the end of the day from school. Maybe they are training for an important sports event and want to workout at the start of the day and require starting slightly later.
Perhaps they’re caring for ageing relatives. These scenarios don’t impact someone’s ability to achieve KPI’s, but rather ensure you have an employee who feels appreciated, while still managing their lives and achieving goals at work.
Tip # 3 – Who’s your champion?
Selecting the right people to hold the interviews is essential to the candidate experience and how they feel about your company. Who you choose will represent the values and character of your workplace, and it’s who your talent will envision when they are thinking about taking the role and picking you over another company.
What do you need to consider when choosing this representative?
- Are they a company ambassador with a strong knowledge of company history, goals and objectives?
- Can they answer questions about the company?
- In particular, do they know where you started vs where you are today, and where you hope to be tomorrow with confidence?
- When talking about your company can they communicate clearly and respond appropriately with honesty and integrity?
- Do they understand the detail of the role you’re interviewing for?
- This must include goals/expectations and required skill sets of the position. It’s vital they have a clear, detailed understanding of the role this ensures your future employee can get immediate feedback on what you are looking for and what is important to you.
- Do they have a strong understanding of what sets your company apart from others and makes you unique? Why should your top talent choose you over other employment offers?
Having a champion can go beyond the first interview. Not only will this champion assist in the interview process, but they can continue to be a key point of contact after the contract is signed, welcoming your new recruit on their first day, helping answer questions about the company during their first week, and supporting them to understand their overall impact in the organisation in the first thirty days.
Tip # 4 – What does ‘fit’ mean?
There is a lot of talk about finding the right fit for a role, but what does this really mean?
Traditionally, finding someone who is a ‘fit’ would mean they met all technical requirements. It wouldn’t take into account personal values, motivations, or behaviours.
Focussing only on skills fit may mean that someone comes into your business with the wrong behaviours. They might not collaborate well with others, and despite their high level of skill, projects aren’t completed as don’t value teamwork.
Do you know the critical skills you need beyond the technical? Perhaps some skills that could be learnt on-the-job for the right motivated person? Maybe they have experiences which show they will learn quickly on-the-job and make a significant impact on their motivation and passion to be successful.
Finding the right balance of skills, behaviour and aligning values fit can be tough. It’s unique to each role, department and company and needs to be clarified throughout your entire recruitment process.
The tips outlined might create more work in the short-term but this will ensure you find the best fit and a long-term employee; saving you time, money and energy in the process. Get this right and even those who don’t join your workplace will become your personal brand ambassadors. Spreading the word about the positive experiences they’ve had and the great culture you can provide to future employees.