For many years, employers have had the upper hand. They’ve had the pick of the bunch, an elite group of candidates meeting with them and discussing their deep interest in joining your company.
Until now…
Gone are the days where interview stages feel like X Factor boot camp with hundreds of people fighting for a chance to work with you. It’s almost as if the interviewer has become the interviewee.
There are lots of jobs on the market, with plenty for candidates to choose from. So, why should they choose your company?
Here at Beam, we wanted to give you some pointers on how you can attract candidates and keep them interested. Of course, there will be lots of reasons why they should join your company – but you need to know how to show them off. Get your sales pitch ready, here we go!
Show them what your company stands for
People want to work for a company that has great values. What is your company’s ethos? Perhaps you take part in regular charity events, or perhaps your company has a pledge to grow X number of trees within the next year. Let the candidates know!
Candidates want to be a part of change, so anything you can think of that makes you stand out is crucial.
Let them know the benefits of working for you
You only have to take a browse through LinkedIn to see the serious competition between companies. Free gym memberships, Bupa health care, free private dental care. You name it, and another company has it bullet pointed on their list of pros.
What do you offer that makes you stand out from the rest? We would recommend avoiding the cliché of free teas and coffee – that’s been overused! Instead think of what would attract you to a job ad, or what initially attracted you to the job you have now. If you can’t think of any perks, this could be a great time to get together with HR and come up with some rewards for your team.
Pro tip: make a booklet with all the benefits, see it as a ‘welcome pack’ and add important bits of information about sick pay, annual leave etc. This will be perfect for employees to refer back to when needed.
Talk about the company’s 5-year plan
You might often find yourself asking candidates, ‘where do you see yourself in 5 years?’
Well, where do you see the company in 5 years? Candidates want to be somewhere they see progression as a possibility, and if your company is expanding and achieving amazing things, make sure to tell them that.
If it’s an exciting time to join the business – emphasise it! Candidates need reassurance this is the right choice for them. If we’ve learned anything from the pandemic and mass redundancies, we’ve learned to be careful when it comes to making life changing career decisions!
Ask the candidate what they want out of their career with you
This is perfect to see if you are the right fit for each other. If the candidate wants quick progression, but your role is more chilled out and steady (perhaps something that may not budge for a few years), you’ll need to tell them that. Although you need to sell your job, you must be honest.
Selling the role is all about finding the right candidate, one who wants to stay with you in the long run, to avoid constant staff turn-over and the re-hiring of that position. It wastes everyone’s time.
If they see you’re asking questions about them, and you care about their career path, you’re on to a good start already.
Do your research
You need to check out your competition.
If you’re hiring for a Senior Copywriter in your area for 23k, but a Junior Copywriter position has opened up elsewhere for 25k plus bonus’, you’re going to lose quality candidates.
Doing your research will mean you know your competition, their rates and the benefits they offer. You can then tailor your ad so you’re in a better position to impress great candidates.
Pro tip: Also tailor your ad for the audience you want by researching that demographic of people. Remove key phrases such as ‘fast past environment’ or anything that may give candidates the ick.
Let them know your company is a team
This is super important. Let them know they won’t be alone, and any mistakes they make on the job through human error is ok. If you’re back in the office, we’d recommend introducing the candidate to some key members of staff.
This is perfect for their first day when they get to meet those familiar faces again!
Pro tip: We would avoid using phrases like, ‘we’re family here.’ Although you mean well, a lot of candidates find this too intense.
Build an extensive training programme
Upskilling has become super important post-Covid-19. Lots of candidates want to be somewhere they can grow and learn new things. Show them your plan for the role, where you’d like to see it grow and the types of training courses you think would benefit them.
Investing in your employees is key!
We hope this blog post has helped you when it comes to selling your company. Always remember, interviewing is a two-way street – make sure your company shines!
