4 top tips for attracting candidates

Unemployment is at the lowest point it’s been in fifty years. While this is great news for the economy, the fact that more people are in work and less are actively looking for new jobs does pose a dilemma for employers and means competition for attracting candidates is stiff. 

This is only heightened by the uncertainty of Brexit and the fact that attracting candidates isn’t always simple. For example, how can you make your jobs stand out from the crowd? Likewise, are you certain that you’re maximising your advertising opportunities? 

If you’re not sure how to answer these questions, then read on. We all understand the importance of having a great team working for us. So, this guide will provide six top tips for attracting candidates who are right for your roles.   

1. Offer competitive salaries

Salaries are at the top of the list on job-seekers’ priorities. The simple solution for attracting more candidates, therefore, is to make sure that you’re offering competitive pay rates. To be sure that you’re paying a reasonable sum, find out the market value of the role that you need to fill.  

However, don’t take this as a given. In the current candidate-driven market, salary isn’t always enough to rely on for attracting candidates. If you’re still struggling to see results from your job offers, then consider pushing your workplace benefits more 

Your workplace perks can equate to a considerable sum. Whether these are gym-membership subsidies, private medical insurance, or training and development programs. Plus, showing that your company looks after employees’ wellbeing is something else to shout about when advertising your vacancies!  

2. Research your online reviews

Candidates could be rejecting your job offers because of something they’ve read about your company online. For example, review sites like Trustpilot and Glassdoor will paint a picture of what it’s like to work at your company, even if this isn’t totally accurate.  

Although these sites can be great for providing informative feedback, undoubtedly there will be reviews which will hurt a company’s reputation.  

To minimise the negative effects of bad reviews, anticipate that candidates will see them. Address the negative reviews before they deter candidates from applying to your jobs. This will also show that your business is willing to listen and adapt.  

3. Make your vacancies easy to read 

Don’t make job specifications hard work. If a candidate reads a description of a role and still isn’t sure what they’ll be doing, it’s highly unlikely that they’ll apply. This includes getting the title of the role right. A snappy title will improve candidate accessibility.  

Finally – proof-read the advert. Make sure that it covers all the key factors that candidates need to know. Double-check that there’s no typos! This is a simple error but will scare off the best candidates.  

4. Streamline your recruitment process

It’s perfectly acceptable to have a structured or intensive interview process. This might even encourage candidates to apply for your roles, as they’ll see that your company only wants the best talent. Yet, you could risk scaring away candidates if your recruitment process is unnecessarily long.  

What to avoid: 

  • Constantly changing the interview schedule 
  • Overloading candidates with forms 
  • Making interviewees meet with every department 
  • Not replying to candidates within a prompt time-frame 

Moreover, don’t hesitate to go the extra mile in the early stages of the recruitment process. Small touches, such as checking to see if candidates have all the information they need, or providing lunch, will reflect well on your business.