When recruiting new additions to your team, it goes without saying that you will want to attract the most talented candidates available.
But how does an employer attract quality candidates? A simple ad in the local paper won't cut it. What to do?
Luckily, this blog is chock-full of tips to help you shine a spotlight on your vacancy and get talented candidates fighting over the job like hungry dogs over a juicy steak.
How to Attract Quality Candidates When Recruiting
Anne Mulcahy famously once said that "employees are a company's greatest asset" and it's hard to argue with that statement.
Quality staff naturally lead to quality performance, ultimately resulting in a successful business. Follow these key steps to make your recruitment process more attractive to high-quality candidates.
Be clear about what's on offer.
While it's important to depict the role as an attractive proposition, it's also important to be open and honest about the position you're advertising, including salary. Don't lose sight of what the role actually is in pursuit of glossing it up with bells and whistles.
Additionally, this is not only a great opportunity to provide details of the role itself, but also the opportunities that come with it. Don't pass up the opportunity to highlight the perks of the role and benefits of working at your company.
Top applicants typically place great value in career progression so be sure to clearly divulge details of potential career path for driven employees. Highlight the development prospects and potential for professional growth to pique the interest of ambitious candidates.
Be as flexible as possible.
Life in the 21st century is arguably more fast-paced than ever, which has made balancing home life and professional life a never-ending tight-rope walk. As such, emphasising flexibility is vital when it comes to attracting talent.
Traditional offices are becoming less of a tradition in favour of a schedule that offers a better work / life balance. Logically, a stringent 9-5 policy with little leeway will lose out every time to a similar position elsewhere offering flexi-time or work from home options.
Remember that talented applicants aren't ten a penny and should be treated as a valuable commodity. One of the best ways to make them feel appreciated is to give back and offer them something more than the next role they come across.
Promote your vacancy in the right places.
The greatest advert in the world is no good if it's placed where nobody can see it. As such, knowing where to place your ad is just as important as the content of the ad itself.
Top science professionals gravitate towards HRS for our specialist knowledge of the industry and specificity of the roles we offer. Identify your target demographic and find out which sites talented professionals in your sphere use for their job search.
Advertise a Vacancy with HRS >
During your research, take time to see what the competition is offering in terms of perks to stay one step ahead of the game. Respected companies are heralded for a reason so don't be afraid to take the lead from those with a track record of quality candidates.
Industry networking events are a goldmine for industry-specific talent, so it may be worth having your brand represented at such an event. This can highlight top candidates in a setting that quite literally puts them all in one place for you.
Don't let the recruitment process drag on too long.
Job listings that feature an extensive application period before the closing date can be a double-edged sword. While it theoretically allows for a greater number of candidates and thus more talent, it also prolongs the process, which can backfire dramatically.
If a talented candidate discovers your vacancy fresh after posting, a deadline of six weeks later with an additional week or two for shortlisting leaves them with a two-month window to be snapped up by another employer.
Worse still, they could even lose interest by the time you get around to calling them. Holding an interview six weeks after the initial application can have a negative effect on applicant enthusiasm, as well as blurring the candidate's knowledge of the role.
Conversely, a shorter application period can provide urgency for truly interested candidates, while it can also weed out time-wasters. Meanwhile, it allows you to speed up the recruitment process for a more efficient and positive experience for all parties.
Prepare thoroughly before interviewing candidates.
It's also important to remember that the recruitment process goes beyond the initial job ad, CV sifting and short-listing process. The interview is equally important, if not more so.
Spending time and effort on the recruitment process only to conduct a poorly prepped interview is akin to a rugby team letting in a soft, losing try the dying seconds of the hard-fought game.
Come equipped with well-thought-out questions and a clear direction of how you want the interview to go. Also, ensure all participants are free to attend and well aware of the scheduled times.
Remember that this is not only your first impression of them, but their first impression of you. Tardiness and disorganisation isn't a good look for a candidate and can be equally damning on the other side of the table as well.
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