Attracting the best employees: how to give your candidates what they want
So, your number one priority is to find the right person for the job. But when time restraints and external pressures kick in, it’s all too easy to forget what candidates are really after.
Put candidate experience at the top of your agenda. Carefully listen to and identify the things that are most important to job-seekers. SEEK’s recent Laws of Attraction Study reveals valuable insights into a job-seeker’s priorities, suggesting the things they are actually looking for might not always be what they are getting.
So what is it that they want?
Candidates want straight talking. Say it like you mean it.
Describing your company as a ‘market leader’ sounds impressive, but it’s not what candidates want to hear. The SEEK Laws of Attraction Study found candidates placed company size or its market position as the least important attraction driver.
It’s no secret that your job ads are trying to perform in a highly-competitive landscape. You have limited time to really get your target candidates engaged and listening to you, so it’s vital that you talk about the things they care about, in a creative and succinct manner.
While many hirers don’t disclose salary, we know that it is one of the highest searched fields. So what do candidates actually mean when they say salary is important? In some industries, base salary is the key attraction driver, with 84% of those surveyed saying it was a must.
As for a bonus scheme or profit share, 55% said they would be delighted if that was an option, although only 10% felt it was a must.
Promotion opportunities, on-the-job skill development and in-house training programs were considered a must by 35%, 34% and 29% of the candidates surveyed respectively.
As these attractors vary across different industries, you may not be able to take a one-size-fits-all approach. With every candidate you meet, aim to discover their expectations. How do the things that motivate them align with the position you are trying to fill or the messaging that you are using to sell your vacant opportunity?