When it comes to finding the right candidate, there are a lot of methods you can adopt.
Whether that’s taking inspiration from Apple, or asking certain interview questions to help lighten the mood.
But how often do you consider what the candidate thinks of you and your company?
While there’s naturally an emphasis put on the candidate to impress the employer, it’s also important to think about making an impression yourself.
For instance, if your business looks boring, why would a candidate come and work for you?
In such a competitive market, you need to sell your company just as much as they need to sell their skills and compatibility to you.
To put this into context, we’ve used some fascinating stats from Glassdoor which might just make you reconsider how you approach your next recruitment campaign.
Knowing what makes a candidate tick
Ultimately, every candidate is different.
However, the survey by Glassdoor does suggest that there’s a consistency you must consider.
More often than not, candidates rank the five elements below as their priority while looking for a new role:
- Salary and compensation
- Career growth opportunities
- Work-life balance
- Location/commute
- Company culture/values
With this in mind, do you believe that you’re offering enough money to a new employee?
Can you promise them an honest path towards reaching their goals?
In regards to salary, a top tip to get an idea for a suitable amount to offer is to use Indeed’s salary checker.
This gives you a clear indication on what the industry standard is around your area, so you can effectively budget to make your employment package attractive to job seekers.
As a result, this should then make it easier for you to create a diverse growth plan for a new employee in regards to salary progression.
The importance of social media
The way you advertise jobs is continually changing to reflect today’s digital-savvy generation.
In fact, 79% of job seekers use social media platforms to look for work nowadays.
That’s an incredible opportunity for you to get your company out there and tap into some of the most talented professionals in the country.
Yet despite this factor, employees believe that two out of three businesses aren’t sure how to use social media to advertise job openings or don’t even bother at all!
As a starting point, you should look at using LinkedIn.
With 740 million people using it in more than 200 countries, it’s easy to find potential candidates.
To start with, you should:
– Set up a business page
– Encourage your current employees to share your job posts
– Use the platform’s LinkedIn Ads, Recruiter or Recruiter Lite features to headhunt and contact the best talent
They want to be satisfied
Job satisfaction is another major selling point to candidates.
They want to see a business that’s dedicated to giving their employees a great way of life.
Interestingly, 80% of Millennials stated that they’d rather make £40k a year at a job they love, rather than £100k and not be happy.
This is a fascinating revelation when you consider that salary is supposedly meant to be the number one selling point.
However, these two salary brackets are relatively high in western culture, so it may suggest that candidates prioritise money up until they reach a certain seniority, then things change.
And with the current tax threshold in the UK, it’s hardly surprising that professionals don’t really see that much of a financial benefit to earning a few extra thousand every year.
Millennials might be targeting a new way of living and have rightfully realised that their quality of life is important – which isn’t surprising when you consider that we spend most of our lives working anyway!
Develop a first-class work culture and desire to provide top company perks, and you’ll start appealing to more professionals.
You have a reputation
According to Glassdoor’s study, 69% of job seekers wouldn’t take a job with a company that has a bad reputation, even if unemployed. Yikes!
So it might be worth considering how you treat your current employees too.
One way to ensure that departing employees don’t leave a dodgy review or spread bad stuff about the company on social media is to carry out an exit interview.
This will allow you to clear the air and ultimately get free, honest advice on how to improve things.
Summing up
If you’re going to leave a positive lasting impression with a candidate, these statistics highlight the importance of investing in your current employees.
This begins with making sure that you offer a competitive and flexible salary scheme, future opportunities and worthwhile perks.
Get this right and you’ll appeal to more and more job seekers.
