Winning the War of Talent in a Candidates’ Marketplace
When there is a large number of job seekers, hiring managers have a lot of options. But, if there are more openings than skilled candidates, filling jobs becomes difficult.
In present times, one must understand that acquiring talent is somewhat challenging keeping in mind that it is a candidates’ marketplace. Yes. Since, it is a growing candidates’ marketplace, employers need to be more focused on the way they acquire talent.
Building a good branding for oneself is highly essential in order to attract good talent. This is one of the major reasons why organizations need to focus on employer branding.
A good employer brand goes a long way in attracting and retaining talent. Improve your employer branding in the following ways
ü Evaluate how your employer brand is currently portrayed by looking at online reviews on sites like Glassdoor, or survey employees to see what they think about their job and workplace.
ü Analyze the good and bad aspects the reviews and surveys bring up. The negative feedback can help you improve your brand and the positive feedback will help you identify key areas to focus on in your brand marketing.
ü Create a plan for highlighting and communicating the positive aspects of your employer brand to current employees, candidates, and the community.
Offer a good candidate experience
A good candidate experience matters a lot in present times; and especially when you intend to win in a candidates’ marketplace. These days’ candidate experience matters to a great extent. In order to offer a great experience, you may consider the following:
ü Personalized contact: Developing a relationship with candidates is a great way to help them feel connected to your organization. Having personal contact with every candidate — whether that’s simply a personalized email or a quick phone call — can set you apart from the automated responses, or worse, unresponsiveness that are so common.
ü Time consideration: Applicants often won’t tolerate lengthy application or interview processes because they have so many options. Be considerate when scheduling interviews, balancing the time you need with consideration of their schedule as to not drive away highly-sought candidates.
ü Transparency: Establish trust with candidates by being transparent throughout the process. Be clear about next steps, upfront about what the job entails, and even give candidates a little taste of what it’s actually like to work at your organization with an office tour where they can chat candidly with employees.
