Hiring an employee can cost companies an average of $4,700 per person.
When hiring employees can cost that much, you want to make sure you find the right talent. However, this can be challenging with a difficult job market.
Keep reading to discover a few strategies for attracting talent that will produce 5-star work in the long run.
Create a Good Job Description
The first step to attracting and retaining talent is to write a compelling job description. Having a well-written job description can help top candidates find your job opening and convince them to apply. It can also weed out people who may not be top candidates.
First, you’ll want to focus on the content of the job description. This is the first impression that you’ll have to make on a job seeker, and you need to convince them that your company is a great place to work.
A great job description will include the role requirements, expectations, tasks, and skills that are needed in this job. However, you should also focus on the perks and benefits and your company culture. If you’ve won any awards for the best workplace, then you should put them in the job description as well.
This can sound like a lot of content, but you need to present the information in a way that’s easy to read and understand. For example, use bullet points and headers to help section of the information and make it easier for candidates to scan.
At the end of the job description, use a call-to-action to tell candidates how and where they can apply.
One other thing you want to take note of when crafting your job description is the tone. If you’re a light-hearted culture, you can try and convey that in your description. Just make sure that you’re not using biased language that will deter some groups of people from applying.
Create Candidate Personas
Identifying what a top candidate looks like for a position is also important. You can create a list of requirements and qualifications that a candidate will have which means they’re a top candidate.
You can create this by starting off with some questions. You should ask what level of education and work experience the candidate will have. You can also list things like what salary range and benefits they’re looking for to see if it aligns with what you’re offering.
If you’re not sure where to go from there, pull your best employees aside. Ask them what would make a valuable member of the team would look like for them. Or ask them what qualities they would want in their next coworker.
You can also check the data that you do have. Look at the analytics of your current employees and see what background and experience they have. This can help you get started in identifying what a top candidate might look like for you.
Focus on Employer Branding
When creating your talent attraction strategy, you need to remember that the most qualified candidates will be able to get jobs at almost every company. So why should they choose yours?
Employer branding plays a large role in if candidates will want to work at your company or not. Many candidates will at the very least check Glassdoor to see what the reviews say.
If you have poor reviews or a bad culture, you’ll not only have a hard time recruiting talent, but it’ll be challenging to retain them as well.
You should invest in some marketing that will show employees why your company is a great place to work. You could highlight current employee testimonials and turn these into social media posts.
Review Your Compensation Offers
While compensation isn’t everything, you need to ensure you’re offering a competitive compensation package.
Take some time to research what the industry standards are for the role that you’re hiring for. You still need to offer something that’s within your company’s budget, but you can also offer competitive benefits as well.
If you can’t offer a competitive salary, try offering competitive benefits like healthcare, PTO, or reimbursements. Offering different compensation combinations can make your job offer more attractive as well.
Many other companies are utilizing technology and AI to help automate parts of the recruiting process so that they can focus on finding the best talent. If your company isn’t doing that, then it’ll be harder for you to keep up in the race for top talent.
You should leverage technology like AI to help you produce content or to manage candidate relationships.
However, you can also use technology like automatic scheduling to save time and not have to go back and forth with candidates about their schedules.
At the end of the day, establishing relationships during the recruiting process is one of the easiest ways to keep candidates engaged and successfully recruit them.
Having relationships with the people that candidates interview can make them more likely to accept a job offer at the end of the process. Both recruiters and hiring managers should be trying to build a relationship with an employee during the interview process.
To help facilitate these relationships, it can also help to have structured interviews.
Discover More Tips on Attracting Talent
These are only a few tips on attracting talent, but some companies might still find it challenging to hire top talent.
That’s where companies like ours come in! We are experts in talent acquisition, and we can help you find the best talent for your company.
If you’re interested in learning more about our solutions, check out our solutions!