It’s not about bending over backwards to try and keep your candidates, it’s about understanding their lifestyle and whether you as an employer are offering the right opportunities for them. There are many types of candidate and the clearer an employer can be about the workplace and the workplace culture, the more informed the candidate will be to make the right choice.
Longing for loyalty
The priorities and concerns candidates have about employers are changing. Money is no longer the top priority for some. The deciding factor for one candidate could be whether you are able to offer flexible working hours, so they can have a family. For some it could be the opportunities for in-house promotions and training as they are looking to further their skills.
For this point, I would like to refer to the phrase we used in a previous post: “What if we train them and they leave? What If we don’t and they stay?” This refers to investing in your people as a way for the employer to invest in themselves. If you value your employees, listen to them and show loyalty, the right candidate will show this back to you. This isn’t to say an employer needs to kneel before the candidate and constantly praise them, it’s about equality. If the employer is making efforts to ensure their employees are happy, the employee should invest equal energy back into the employer.
Others will look at your company’s impact on the world.
A 2019 Deloitte Millennial survey found that there is “an image problem with business leaders. Only 37 percent of millennials believe business leaders make a positive impact on the world, and more than a quarter said they don’t trust business leaders as sources of reliable and accurate information.”
So how can you best showcase what the candidate can expect from working for you?
To keep your candidate in a candidate driven market, be clear what the job offers in terms of a lifestyle the candidate will be able to lead. Be clear and open in job advertisements about the types of people that would suit working for you. An employer who matches that will have a big bank of happy candidates. Candidates want to know they are working for like-minded people who share the same vision. Just as the employer wants to know they are hiring staff who share their vision and work ethos.
Transparency and honesty are key
Take finding your Friday night dinner spot as an example. Whenever someone is looking for information about a restaurant, they are more likely to eat at places with a great website and showcases the food honestly. The same goes for an employer. We live in a digital age, where you as an employer can be scrutinised or praised on websites such as Glassdoor, Work Advisor or The Job Crowd. Although some reviews are written in a fit of rage rather than understanding, there could be some valuable lessons to learn about your workplace.
What else can I do?
Keep in contact and keep it personal. Rather than focusing on getting hundreds of CVs through the door, focus on fewer and give them the time they deserve. That will make you stand out from the rest. Otherwise that perfect candidate may go to another opportunity, because you didn’t move quick enough.
A good understanding of each other will ensure the right things are said and the right decisions are made.
So I ask you, who are you and are there changes to be made to meet the demands of the ever changing world?