5 effective strategies to include exceptional talent in your workforce

Have you ever found yourself in a situation where top candidate rejects your job proposal despite offering them an inciting paycheck? Have you ever wondered what went wrong with recruiting?

Cash is not the only determinant in recruiting rather it is one of the many determinants in attracting the attention of candidates but there are also other things that candidates look for in a workplace.

The workplace has certainly witnessed changes in the recent years where opportunities and benefits such as work from home, chances of growth and positive culture within the company have become important for employees. Hence, these benefits are likely to attract talent and convince them to join your company’s workforce.

So recruiters must keep in mind that a big paycheck is not likely to ensure that top talent chooses your company rather, there are multiple other factors that attract job seekers attention and interests. I provide you with 5 effective strategies to recruit and retain top employees in your company.

1. Inquire what type of job candidate is looking for

During a job interview, it is crucial to ask the candidate what type of job they want in order to understand their attitude towards work. Few right questions like these can minimize the agony of not being able to find the right candidate. Such questions would ultimately give you an idea regarding what type of job offer would lead them to say yes. Few examples of what type of questions to ask are given below:

• What type of office culture is likely to yield productive results from you?

• What lead you to look for a new job?

• What are you looking for in your role in new company that is absent from your current role?

• From your previous job roles and experiences, which one gave you the most satisfaction?

• Can you tell us about goals that you have set for your career?

• Are you comfortable in working within a team or alone?

Such questions can give you an idea regarding what motivates whom. You must know accurately about what are the requirements of the company in order to choose the right candidate and make them the right offer to close the recruitment process.

1. Candidates’ criteria and commitment of the company

After knowing the preferences and motivations of the candidates, it is important to align them with the company’s commitments. Candidates lose interest in a company if they see that recruiters are not ready to value their preferences. If you are completely sure that you want to hire a certain candidate, re-evaluate your company’s policy to fill a vacant position and create flexibility in it to suit the candidate’s needs.

1. Explain company’s attributes

To attract and hire top talent, it is important to sell your company’s attributes and flexible policies. Keep in mind a pitch regarding company’s favorable policies towards employees before an interview. A candidate looks for a new job when he/she feels that the current job is missing something. Grasp whatever a candidate is looking for in a new job and inform them how your company strives to provide the best to their employees. For instance, if a candidate is looking for flexibility in work hours, highlight your company’s work from home policy. Such details would help candidates’ in thinking how much more can they achieve in your company.

Some few examples of how you can motivate a candidate to join your company are:

• Any recent activity organized by the company to entertain the employees or for team building purposes? Show videos and images to the candidate to let them know that company thinks about the well-being of their employees.

• Inform candidates about the successful customers of yours to show them the success of company.

• If your company’s story or interview of any member from high management is published, let the candidate know about it in order to show them the popularity of the company.

• Explain your mission and values to the candidate to let them know that the company strives for its goals.

1. Make interviews friendly

Interviews are known to get stressful for both the interviewer and interviewee. Let the candidates know that it is an informal interview where they will not discuss CV rather the candidate would tell himself about themselves and his goals.

Another idea to make interviews stress-free is to let the potential candidates meet other employees and their future teams. In such a way the candidates can assess the working environment and office culture and imagine themselves being a part of the company. Including people from higher management in the meeting is also a good idea.

Encouraging the candidates to be confident is likely to motivate them to join your company.

1. Let them take time to evaluate your job offer

After all the previous steps, at this stage, there is not much recruiter can do other than to give them time to review the offer. Give them time to evaluate the pros and cons of an offer and avoid pressurizing them to answer within a day.

Neither pressurize them to give an answer nor take too long to get back to them to know their answer. Either way the candidate might feel annoyed with your constant need to get them to say yes or may begin to lose interest in the offer if they come to feel that you are not interested in hiring them by waiting too long. Follow up with them when it was decided and keep the conversation small and respect their choice.

Final Word

And this is it. That’s all a recruiter needs to know about recruiting and convincing the candidate for a certain job. The above steps would show a candidate that you are interested in them and would like to retain them as an employee for a long time. After understanding their preferences, make them an offer that attracts their attention and certainly keep these above 5 strategies in mind to get a yes from the candidates.

Author: RecruitGyan

RecruitGyan provides recruitment consulting, business staffing and interview preparation services based in Houston. We have worked with Fortune 50 companies and Startups to fill technically challenging roles.