Highly capable jobseekers always have options when deciding who they want to work for, but now it’s more important than ever for your organisation to sell its benefits to prospective employees.
If you’re serious about attracting the best talent, the days of the “It’s a privilege to work here” mentality are long gone.
In Australia’s major cities, professionals are lifestyle conscious and a significant portion of the working population fall into a demographic with an established career who don’t have to take a job out of desperation and can afford to be selective when deciding where to work.
Companies that candidates are currently employed in have adapted, adopting flexible working arrangements and they are expecting their new company will be as progressive as the one they are leaving. The 2017 Deloitte Millennial Survey showed that 84 percent of millennials reported some degree of flexible working in their organisations.
Here are my five top tips to land the perfect candidate:
- Ensure you are familiar with your EVP and leverage it at each stage of the hiring process.
HR and Recruitment teams have been working hard to implement Employee Value Proposition (EVP) programs to further enhance the brand and jobseeker experience.
Update yourself on everything on offer that makes your organisation attractive to prospective employees (you never know there might be something that you are unaware of, and can take advantage of yourself).
- What are the other benefits of working with you and your team?
If you are a hiring manager, think about some of the other selling points you can use to attract the best candidate to your company and team… social activities (sports teams, team events), technology, fruit box, interesting projects, etc.
- Be a brand ambassador
Being a brand ambassador for the organisation should be part of your personal branding in your day-to-day business activities anyway, but it is critical to share that vision with a prospective employee when you have the opportunity to do so face-to-face, at interview. Don’t forget the employer branding can have an effect on future perception and sales of the business.
- Don’t be surprised if candidates are forthright with their requirements
Candidates may ask you about flexible working hours, working from home options, career progression, along with learning and development opportunities. Five years ago these questions were less likely to be asked; fast forward to 2018 and these are the commonly asked questions, which you must be prepared to talk about with candidates.
- Corporate social responsibility is high on the millennial agenda
Younger generations are socially aware, so working for an organisation that helps to give something back to the community is appealing and will attract talent to your team.
If you are struggling to find good talent to join your business, maybe it is time to revisit your EVP so you can ‘sell the company’ more effectively. Be more flexible in your thinking on working hours and consider hiring on potential, rather than current skills and experience.
How has your organisation evolved over time to the changing nature of the world @work? What are some of the features of your EVP?