In today’s job seeker’s market, candidates have a lot of attractive work opportunities to choose from. This means employers are often battling to attract the best talent, making enticing in-demand professionals to choose your organization a bit more of a challenge.
So when you’re hiring for open positions at your company, it’s vital to understand how you can show prospective employees what you bring to the table over others in your industry. For the best strategies for standing out, we asked a panel of Forbes Coaches Council members for their top most effective outreach tactics to help your company land top talent. Here’s what they had to say.
1. Invite Prospective Employees To A Volunteer Opportunity
To attract employees to your company, share one of your important volunteer causes with them. Companies constantly talk about their culture and how important it is for you to be a culture fit, not just a job fit. Take that to the next level. Invite prospects to participate in your volunteer events. You will see them in a situation beyond the typical interview; they will see you living your passion. - John M. O'Connor, Career Pro Inc.
2. Highlight Your Culture On Social Media
If you want a dedicated workforce, then show them what dedication looks like in your workplace culture. Outline high-profile projects and feature different employees involved in these challenges on social media, with project descriptions that intrigue potential recruits. It goes without saying to ensure your featured employees are fulfilled, as they'll become your talent ambassadors. - Laura Smith-Proulx, CCMC, CPRW, CIC, COPNS, CTTCC, An Expert Resume
3. Make In-Person Connections In Your Community
Get out from behind the computer and go where your target candidates are, whether locally or within your profession or industry. The companies that actively participate in face-to-face events, whether as sponsors or as attendees, are the ones that are building better relationships faster today. Better relationships—not better-recruiting systems—lead to better hiring results. - Darcy Eikenberg, PCC, Red Cape Revolution
4. Create An Honest, Streamlined Application Process
Streamline the application process. Don't ask candidates to fill out tedious forms while also asking for their resume—it's duplication and frustrating. Make the process as transparent as possible and don't hide vital details like salary range. It is extremely disheartening to spend an hour filling out an application form only to find that the reward is half the rate they are looking for. - Victoria Canham, Ahead Together Ltd
5. Write A Compelling Job Description
Job descriptions are often an employee's first impression of a company, yet they can be dull and lengthy, rarely communicating what makes a company a great place to work. By writing a job description from the perspective of what the job seeker needs and wants to know, companies can help prospective employees envision themselves in the role and create an emotional connection to the opportunity. - Molly Walsh, Standout Consulting
6. Show Candidates That You Value Their Time
Make the candidates feel important and valued. This can be accomplished by simply acknowledging receipt of their application, following through on your commitments to them on time, sharing with them your decision-making process and being honest and transparent in your communication. These actions tell candidates more about your culture than any fancy video, website or brochure. - Lee Eisenstaedt, Leading with Courage Academy
7. Ask Candidates About Their Learning Experiences
Understand their experience of learning. Develop questions that provide insight on how they learn. Consider learning as the work of the future—learn, unlearn, relearn. Questions you may want to consider: What do you do to stay agile in a fast-moving business environment? What makes you motivated to learn? Describe a time you had to learn something brand new—how did you go about it? - Thomas Larkin, Communico, Westport CT
8. Know Why They Should Want To Work At Your Company
A company looking to fill positions with the best talent in a competitive environment should be able to answer this one question for the candidate: "Why would I want to work at your company?" The answer should go beyond the standard salary and benefits to include corporate citizenship, diversity and inclusion culture and work-life balance. - Deborah Hightower, Deborah Hightower, Inc.
9. Understand The Candidate's Sense Of Purpose
Beyond screening for qualifications and skill set, seek to understand the candidate's sense of purpose. Companies are able to attract talent if they are willing to listen to their employees and their talent pool. There is no better way to make that evident than listening from the very beginning. Then articulate how the company's mission and its practices are aligned with the candidate's purpose. - Lulu Curiel, Ivy Advisors
10. Create A 'Choose Us' Campaign
Forget outdated help wanted ads that tell candidates how great your company is. Run campaigns that attract the best employees in your field by asking them to choose you. Let them know you will work hard to develop their skills and value their talents. You will appreciate their contributions. Ask the best players to choose you from the crowd of companies you know they have to choose from. - Lynda Foster, Cortex Leadership Consulting
11. Share Personalized Video Content
Video is a great way to grab the attention of a prospect and keep them engaged throughout the process. You can leverage social media platforms to find the profiles of workers that could be a good fit for your organization. Then, once the initial contact is made to gauge interest, the hiring managers can send short, personalized videos to the worker to communicate alignment of the worker, company and role fit. - Marvin Chambers, Built To Last Solutions, LLC (Marvin Chambers Coaching)
12. Understand What Candidates Are Looking For
Top talent typically works at great companies that provide a very attractive package. Too many recruiters reach out without understanding what might make them feel compelled to leave, nor an understanding of what the value proposition is for their own company. Be armed with both before connecting. - Rami Shapov, Westforth Leadership
13. Ask Employees For Referrals
To attract top talent, generate referrals from your top employees. This is how you tap into passive candidates, the people focused on excelling in their current job and can be convinced to work for you. The best predictor of future success is a past success, so leveraging your employees to find people who produce results is worth your time because they're a better bet than online applicants. - Scott Swedberg, The Job Sauce
