Demand for talent is possibly at an all-time high. In a market where there is so much choice for applicants, companies need to make a strong case for people to join them. Here is a 'top 5' of what employers need to do to succeed in hiring the best applicants.
Your job description should be a showcase of the job and your company, not a list of “must-haves“.
We see so many job descriptions that read like a shopping list of points saying “You must have… “. Your job description is likely to be the first document an applicant sees about your company and vacancy, so keep it positive from the start. Avoid stating the obvious - everyone knows they will need to have a good eye for detail, a positive attitude, the ability to meet deadlines, and so on, so there is no need to emphasise these points. Instead, talk about the responsibilities and what is good about the position, the team, the company and the type of work.
Be friendly at interview
The 'prove to us you are worthy' method to interviewing can appear agressive and unwelcoming and will put off most applicants. Keep it friendly. A compliment about an applicant's experience or achievements will also go a long way.
Don't appear stingy - offer competitive salaries.
The “go in low and negotiate“ approach to job offers doesn’t work in the current market and will be to your disadvantage if other employers are offering stronger packages without the fuss and debate. Offer your very best and be as generous as possible if you want to hire the best talent.
Training, training, training!
Learning new skills is becoming as important to jobseekers as the salary package, regardless of level. Make sure your training and development programme is covered in detail in your job descriptions and at interview. If you don't have this detailed and documented already, make it a priority.
Talk about the people in your team
An applicant’s decision to join your business is based just as much on the people they meet as the job and the package. Make sure you give a good overview of the people in the team, their backgrounds and, if possible, get applicants to meet them.