1. Think about your value proposition
Everyone is chasing top talent. In a competitive market you have to know why a great candidate should join you. It’s often about much more than money. For less experienced employees it could be the opportunity they have to learn, grow and take on new challenges. For others, flexible working maybe a big attraction. It’s important not to over-promise and under-deliver. If you do, you’ll find your new employees walking out the door.
2. Grab attention
Take a look at where your job ads will appear – and make sure you write copy that sells the opportunity from the start. You may only have a handful of words to grab attention before your potential candidate moves on to the next vacancy in the list. Tell them about yourself, and why you are a great brand to work with. According to research by Glassdoor, 94% of people are likely to apply for a job if the employer actively manages their employer brand. Start with the foundations; provide comprehensive details, a good summary and don’t forget to give clear instructions on how to apply.
3. Let the software do all the hard work for you
It was reported by Glassdoor that each corporate job opening attracts an average of 250 applications. Sifting through that many CVs may sound like a daunting task, but online HR software can provide all the support you need. This includes everything from automatically posting job ads directly to your website and free job boards, through to helping you screen CVs, scheduling interviews and even making job offers.
4. Move fast
If you know that others are chasing the same people, you can’t afford to hang around. That doesn’t mean that you should take shortcuts in the interview process, but don’t delay getting in touch. Kick the interview process off with a round of telephone interviews. Use these calls to ask initial qualifying questions about their understanding of the role and also your organisation. Ensure candidates tick the right boxes at this stage before you invite them in for a face-to- face interview, saving everyone valuable time.
5. Be prepared
It’s not just interviewees that should prepare for an interview. In order for it to be a success you should have a clear plan with a list of points to cover and supporting questions – and talk honestly about the expectations of the role. Remember that interviews are a chance for both parties to ask questions, and a good interviewee will also be weighing up whether the job is right for them.
6. Make a great offer
It’s great when you find the perfect person for the job, but don’t celebrate too soon. You still need to offer them the job, they need to accept and if you haven’t already, you need to agree on a salary, benefits package and start date. Salaries should be competitive and benchmarked against competitors and the industry standard. They should also be regularly reviewed and any available benefits (such as health insurance) should be highlighted at this stage.
7. Give your new starter the tools to do a fantastic job
There is plenty of evidence to show that engaged employees perform the best, but according to Gallup 70% of US workers are not engaged at work. So whilst it’s fantastic that you’ve found the perfect member of staff, it’s important that you don’t stop there. First impressions really matter. So get everything ready for their first day, introduce them to the right people, and provide everything they need to achieve great things.
About Sue Lingard:
Sue Lingard is Marketing Director for Cezanne HR, a fast-growing supplier of SaaS HR solutions for mid-sized and growing local and international businesses. Having studied HR as a post-graduate at the London School of Economics, Sue’s career has covered HR, technology, sales and marketing.
