If you’re a Hiring Manager or Owner of a company, then one of your most important responsibilities will be to attract the right talent to help your business thrive.
However, as we all know, this is easier said than done. When advertising your role, you may only have a limited number of people apply. Alternatively, you may become inundated with applicants – which is great – but only if they are the right candidates for you!
If you’re experiencing a high level of turnover, struggling to get past the application or interview stage, or finding that candidates are turning down your offer, then it could end up costing you a lot in money and resources.
In our experience, we’ve found that many businesses can inadvertently make a number of mistakes that could discourage talented candidates from applying for your roles.
Take a look at our top 5 reasons why you may not be attracting the right candidates below.
First of All, Look After Your Existing Talent!
When you’ve finally got the right candidates through your door (congratulations!) the hard work doesn’t stop there.
It’s vital that everything we mention below isn’t just included within your recruitment process, but that your company lives and breathes it each and every day.
Failing to live up to your own hype will just ensure that talented employees eventually leave.
Encourage your employees to work flexibly if it would be beneficial to them. Provide employees with wellbeing courses to help them feel happier at work. Provide opportunities for development via leadership courses.
If you look after your current talent, then we guarantee you’ll find attracting new talent much easier.
1) Is Your Recruitment Process Fair?
Before even getting to the interview stage – consider what you’re actually looking for when sifting through CV’s.
Do you mainly focus on which universities candidates attended and what companies they’ve worked at previously? Or do you look at the wider picture?
Hiring people with identical educational backgrounds or similar experiences can significantly decrease your ability to grow a diverse team of people. Focusing on “cultural fit” can lead to homogeny.
Instead, think of how a candidate can ADD to your culture. Focus on whose personal values match those of the organisation. During the interview process, techniques like Personality and Ability Assessments are great tools to help you determine this.
It’s also crucial that you develop a standardised recruitment process and interview format that can be fairly compared. For example, the interviewers, questions, and tests used should be consistent throughout.
2) Is Your Company Branding Clear?
Work has long become more than a source of income for top talent. Candidates are looking for roles that fulfil them and allow them to feel inspired each day at work.
An important part of this is company branding – so it’s vital that your company is clear from the offset on what exactly you stand for. Armed with a strong company branding and clear values, potential candidates are far more likely to apply for your role.
Many hiring managers fall into the trap of using generic ‘buzzwords’ in job adverts because it’s often the easiest option. However, you need to make sure you portray the personal narrative of your company.
Top candidates will want to see your innovative plans for the future. Seeing your company’s vision displayed on your website, for example, will allow them to feel like they will be able to progress and grow with you.
3) Consider Your Employee Benefits Package
Over recent years, and particularly since the pandemic began especially – we have seen a huge shift in what candidates are looking for in a role.
Employers must consider what really matters to their employees. A competitive salary and great pension scheme may not be enough.
Your employee benefits can also be a great way to attract a diverse team. Providing remote or flexible working opportunities is one of the best ways you can build and retain a diverse team of people such as parents or those with other interests (i.e. Athletes).
Here at Inclusive Consulting, we’ve recently added a monthly expenditure allowance into our employees’ benefits package – whereby they have a set amount of money each month to spend on whatever is best for their individual well-being.
4) Are You Keeping an Eye on Social Platforms & Review Sites?
It’s important to remember that the hiring process is as much about the candidate deciding whether you’re the right fit for them as it is about you interviewing them.
If someone is considering applying for a role with you, they’ll almost certainly do their research beforehand. And in today’s digital world, this research will go far beyond simply your website alone!
Social media platforms such as Facebook, LinkedIn, Twitter, and Instagram can provide a goldmine of information to potential candidates. If there ever comes a time that you receive negative feedback on these platforms – then how you respond to this is very important and will tell a lot about your brand.
You should be sure to utilise Facebook review features to help build a strong, positive brand. Likewise, review sites such as Glassdoor provide an unparalleled level of transparency into your organisation for potential candidates.
If you have a poor reputation with previous employees, then this information could be a major turn-off to potential candidates.
5) Are Your Job Roles Being Seen by the Right People?
Once you’re confident that all of the above is in order, then the only thing left is to ensure your job roles are being seen by the right pool of candidates.
If the job role is specific to a certain sector or level of seniority, then a generic job board may not be the best place to help you find the best talent.
By working with a recruitment agency that has years of experience within your particular field, you’re able to gain access to a much wider pool of talented people.
For any further help or advice on how to attracting candidates to your company, please get in touch.
