Every organization wants to attract talented talent – the people with fresh ideas and a strong work ethic, with the competencies and experience to support the organization in achieving success.
And while you know how awesome it is to work for your company – the talent you’re looking to attract may not. As recruiters and hiring managers, we actually need to sell our employer brand. We need to talk with candidates and convince them that what our organization has to offer is better than what they have now – or than what the competition is offering.
When it comes to hiring, make the candidate king
In a recent Inc.com article, Lou Adler points out that (for some reason) recruiting seems to be the exception to the golden rule: the customer is always king. The whole point of talent acquisition is to make your talent brand attractive to both “the land of the looking” and “the land of the not looking.”
You can’t do that if your approach, communication style, and follow-up is abrupt or overbearing, dismissive or all around unengaging.
None of these approaches do much for your employer brand, and failing to appeal to a candidate can land you at the bottom of their job prospect shuffle. Not where you want to be.
I like that Adler states we need to shift our perspective to understand “how the best people find jobs and why they select one opportunity over another.”
There are many ways to attract the right candidates to your organization and we’ve talked about a few of them here on this blog. But a key, yet often overlooked element of this process is the value of the job description.
Why attracting top talent starts with a great job description
Job descriptions done right help you hire the right people and successfully manage the performance and development of new and existing employees. They’re a critical, foundational tool that help to support all of your talent programs.
this reason, job descriptions should reflect the job-specific competencies
needed to be successful in a given role as well as the core competencies that
reflect the culture of your organization.
And your job postings should be based on your job descriptions to ensure they appeal to the talent you’re looking for. Another reason this is important: it ensures any job posting you create reflects the realities of the job.
Of course, a job opportunity isn’t just about meeting a list of skills, tasks, and responsibilities. It’s about how a candidate can apply their skills and experiences to move the organization forward. It’s also about the career progression and development programs available.
If you can’t describe the opportunity in this way, top talent will simply pass you by.
Don’t just sell the job, sell your employer brand
For top-candidates, choosing which job to pursue is not just about what the job is, but how they can contribute to the organization and what they get in return. There needs to be some reciprocity to the employee-employer relationship. So treat recruiting like marketing and use your employer brand to inspire and excite potential candidates.
And when it comes time to discuss the job opportunity with a potential candidate, use the job description to sell how this individual can have an impact on your organization’s success.
Your turn: What are some great ways you engage with potential job candidates?