Question

To attract the best people to apply what are two different things that you will either offer or say about your business to promote working with you?

Answer 1

Job candidates are drawn to businesses for many of the same factors that draw them as customers. People want to work for a company full of great bosses and friends as much as (or more than) people want to buy from a company full of great people. It makes a lot of sense, though, to use the strategies you use when promoting your business as an important part of hiring new applicants.

A diverse workforce is a fantastic incubator for creativity, and we draw on these advantages on a daily basis, but simply saying "We 're diversity-friendly" doesn't make it that way. You may need some support in designing work advertisements that are genuinely friendly and advertise your business as diverse. To advertise in the most appealing way, use a few industry-standard methods explicitly designed to ensure that work advertisements encourage diversity.

Creating a welcoming front-end experience is one thing, but the best job candidates will only seriously consider firms that have established themselves as great places to work. As you market your company to potential employees, one of the most important things to communicate is your employer brand, which is made up of the ideals and focus of your firm. Flexibility and the freedom to innovate are two of the most important values that employers seek for the emerging generation of employees. If there is a lack of your brand in these areas, ask the existing employees why. Companies consider these values part of their value proposition for workers.

With an enticing job description and a clearly defined employee value proposition, you have a much better chance of attracting the right talent. But the secret to maintaining the interest of these prospective workers is to personalize the whole process as much as possible. To market your company as one where employees want to work, communicate with candidates using the same level of customization as you do in your targeted marketing campaigns. It's all down to communication. This contact is provided to candidates who become employees. Nonetheless, one of the toughest things that applicants most often express about their work hunts is the inability of a organization to notify them of their refusal. They may not have been workers, but the rudeness of leaving people hanging will cost customers to businesses. Even if the candidates don't, be mindful of their time by communicating that fact to them to avoid your brand leaving a bad taste in their mouths.

As with customer marketing, personalization and communication are the hallmarks of the talent you've worked so hard to find. In your marketing campaigns, the organization creates an picture that appeals to its audience. In recruitment marketing, that means making the front and back ends of your talent acquisition process as accommodating, engaging and personalized as your company's image promises.