How to attract the best talent in a candidate-driven marketplace

How to attract the best talent in a candidate-driven marketplace

This is the final article in this month’s series on ‘avoiding significant recruitment mistakes in times of skill shortage’. The full series can be found at monarc­hper­sonnel.­com.

A candidate-driven marketplace may sound scary to recruiters, but ignoring it and thinking of a happy place won’t make it go away.

The truth is that without a time machine at your disposal to transport you to times of recession when candidates were knocking on everybody’s door regardless of what job might be available, the current skills shortage means that candidates have the upper hand.

This doesn’t have to be a bad thing. It doesn’t mean that candidates have complete control. Managed well, recruiters can bound and leap through the current hiring landscape like a gazelle in all its graceful glory.

There can be long term benefits too!

Here we will explain how to approach hiring in a candidate-driven marketplace to make that happy place more attainable.

Offer a competitive salary and publish it

Employers need to rise above the noise, and offering a competitive salary with an enticing package is one surefire way to do it. This will not only help you to bag your ideal candidate, it will also have long term consequences. If a new recruit knows that they were given a no-quibble great offer to join the company, they will feel valued and keen to offer their loyalty and commitment.

The salary and package should be stated on the job advert. It is widely claimed that job adverts that include salary information receive 41% more applications than adverts that don’t. Publishing a great salary and package offer also gives kudos to the company and its brand. The company will be seen as a good employer which is now a significant benchmark for measuring a company’s performance.

Provide company information

Recruiters should make the details of the hiring company clear with some additional information that candidates will be interested in. Candidates want to know about the company they’re applying to.

There is no need for companies to ask agencies to make them anonymous and refer to them as ‘the client’ amid worries about being inundated with enquiries. This is unlikely to happen in a candidate-driven market!

Remote and flexible working

Post-pandemic there is now an appetite among workers for remote or flexible working conditions. This will be one of the most visible impacts of a candidate-driven marketplace. Businesses will need to offer remote or flexible working where possible, or perhaps both, when recruiting, if they are to be competitive within the market.

Onboarding homebased employees can result in a lack of engagement, to which a hybrid approach is usually the answer. Businesses will need to factor this into their management strategy, operations, administration and overall culture. It may take time to adapt.

Review ‘essential’ and ‘desirable’ experience and skills

When skimming job adverts, candidates can be very literal in what they read. Under the list of the essential skills required, they might see an item that makes them instantly think they can’t apply. While some essential skills are… essential, others might not be. It may be simply a matter of adapting the wording but in some cases the essential skills could be moved to the desirable list.

A skills shortage is not a time to be choosy, so recruiters must decide what really is essential for the role. Monarch Personnel advocate recruiting on mindset, as mindset is instinctive whereas skill can be taught. Can any of your ‘essentials’ be taught to the right candidate?

Make the job title clear

The job title needs to clearly tell the candidate what is involved in the role. A vague or misleading job title will put ideal candidates off and encourage less suitable candidates to apply. Don’t over-complicate a job title or make it sound more prestigious than it is. This just leads to wasted time on interviews.

Process applications quickly

Don’t leave candidates waiting. It creates a bad impression and risks losing them to another company. At the very least, keep lines of communication open. For example, let them know they have been shortlisted before processing all the other applications. This will keep them interested and make them feel valued.

Look out for the next article

Our next series will begin on Wednesday November 3rd when we will look at efficiences in recruitment.

In the meantime, if you would like to learn more about Monarch Personnel, you can read our latest articles by signing up for our newsletter. You can also follow us on our social media channels: LinkedInTwitter & Facebook, or visit our website www.­monarc­hper­sonnel.­com.

Posted in Help & advice and tagged #SkillsShortage #StaffRetention #CandidateMarket on