Recruiting for Success – The Employee Offer
Recruiting for Success – The Employee Offer
The widely reported war for talent is real; today’s candidates have more choice, more individual values and are generally more selective when it comes to making their next career move than ever before. Recruitment success is dependent on not only differentiating your employee offer in a crowded marketplace but also ensuring your brand aligns with the values of potential candidates.
A recent study by us and Harvey Nash Group [1], harvested the opinions of more than 2000 senior leaders, and found that despite remote working increasing choice for candidates, less than a third of employers had redesigned their employee offer to reflect this. So how can you make your organisation stand out from the others and appeal to an increasingly discerning talent pool?
Employer brand
Candidates are increasingly looking at an employer’s brand. A great brand is even more crucial If you’re not in a place to lure talent by offering the highest salary, you must win their attention by offering the best place to work. Promoting a vibrant company culture, being creative with benefits and perks, and maintaining a fun, active social media presence are all things that will help you stand out from the crowd. Job adverts need to be more than a series of demands and instructions, they need to explain why the role is perfect for their talent. It is as much about what you’re offering to the candidate as about what you want.
Employee Value Proposition
Recruiters need to put themselves in their candidates’ shoes. Prospective employees want to work for a company where their development is taken seriously. They want to work for an organisation that plans on investing in their full potential. What can they gain from this role? Perhaps your organisation fosters speedy career progression with excellent performance. This all needs explaining in the job advert. You need your talent network to come away with a strong understanding of your business’s working culture, an insight into the employee experience and hopefully with some form of personal connection established with your organisation.
Your unique offer
You also need to get creative when it comes to perks of the job. There are lots of sought after benefits you can offer your employees: wellness programs, onsite gyms or fitness classes, office book clubs, spa services, free snacks and drinks, generous maternity and paternity leave, flex time — the list goes on and on. Adding just two or three unique perks to your benefits package can help you stand out from other employers.
Candidate experience
Lastly, are you making your screening process clear for candidates if they do apply? Outlining what happens to a candidate after they hit the ‘send’ button on their application will build trust from the start. Will unsuccessful candidates ever hear from you again? Can you commit to providing at the very least acknowledgement or even better, some feedback? If they are successful, what are the next steps, how will they be interviewed and by whom? Will there be psychometric assessments and where will assessments and interviews take place? Making the process clear from the outset will make a potentially nerve-wracking process more familiar and comfortable for your talent pool.
Investing more effort at the start, will attract more of the right talent for your particular business and help differentiate your organisation in a crowded market.
[1] https://www.harveynashgroup.com/news-hub-reports/digital-leadership-report
Alumni
We have over 30 years’ experience in the fast-paced world of recruitment but still offer the latest in methodologies and knowledge. We have international presence and a global reach into local talent pools as well as a wealth of industry and sector expertise. We help our clients identify their future managers and specialists by tailoring our process to their specific needs and our experience covers a range of industries in both the public and private sectors.
We strive to always challenge your candidate profile and often include both active job seekers and passive candidates, who may not currently be looking for new career opportunities. Our process often begins with thorough analysis and research phase, using a range of inputs from you and our network, to map out the market.
We pride ourselves in recognising the potential in the diversity of talent and will bring candidates with a richness of backgrounds and perspectives to your long list. Throughout the recruitment process we will advise, challenge and help you ensure well-informed decisions that drive your future success.
Need advise and support in a recruitment?
Leave your contact details below and we can contact you for a dialogue around your unique requirements.
