All candidates are not equal
When you advertise your vacancy, you ideally want a choice of candidates. But let’s be honest, you’re not looking for just ANY candidates. What you really want are career-conscious job seekers. Those who are not merely role-hopping but are looking for a long-term career path. Because you want to employ someone who will stay, who will grow, and who will develop.
These candidates are helpful for team morale, healthier for the bottom line, and better for keeping overheads down. They are more likely to deliver a financial return for the time and money invested in them and to show up on time, work hard, and be engaged and self-motivated whilst doing their job.
But how can you control the profile of the people who respond to your vacancy?
What sets this type of candidate apart is that they have the long term in mind.
The vision they have for their future means they are motivated to learn and develop. To attract them, you need to appeal to this. It’s not just about THIS job; it’s about the career you are offering them.
Show them a path of development
Many people move on from a job because they are no longer stretched.
They’ve learned all they can, and there is no route for a new challenge. As an employer, you need to provide career paths and develop an ethos that is about continual self-development. If you can demonstrate solid career opportunities, you will gain their attention. This can be done by using case studies of other employees, gathering staff testimonials, and structuring your organisation in a way that allows plenty of upwards and sideways promotions.
Support them on the path
It’s all very well dangling the prospect of future board positions in front of someone, but you also need to demonstrate that you will do all you can to help them move along their career path. Job shadowing, training, sponsorship, mentoring, and cross-department teams all give employees the chance to learn new skills and work with different colleagues and functions.
Tailor your benefits to appeal
A great salary alone is unlikely to be enough to keep the career-conscious applicant interested. Think about what you could offer that clearly demonstrates a commitment to their self-development. Paying for additional education and professional qualifications or time off to attend part-time college courses shows you are serious about supporting their learning.
Flexibility is another benefit that is likely to be appreciated. Providing the technology to allow remote working and supporting a healthy work/life balance is proven to build loyalty.
Market your employer brand
Career-minded individuals are looking to work for a company they can be proud to represent over a number of years. Develop an employer brand that communicates what people can expect their employee experience to be like. This can include things such as a set of core values that encapsulate the experience of working for you and build these into everyday interactions with staff and into your recruitment programme. Encourage employees to have professional, positive profiles on business social media sites and make visible the ways you develop, train, and engage with your current workforce. Ensure your onboarding process is superb. The impression of an organisation will be cemented in the first three months in a job — if you want people to stay long term, you better make sure it’s a positive one.
So, in conclusion, the career-focused candidate will be looking beyond the job description. They are seeking a career that drives them and brings job satisfaction in an organisation that aligns with their values and invests in staff development. Show that you can deliver that for them, and you’ll be well on the way to attracting the right candidates.
Originally published at https://www.proactive.it on June 28, 2021.