How to get the attention of a candidate

Last week I spoke about how to get the attention of an employer.  So today I would like to explore the other side of the coin - as an employer how do you get the attention of a candidate?  Especially the ones that you hope to hire some day.

In this day and age of social media, multiple posting outlets, and word of mouth, it is fairly easy to attract attention in the job market.  But I added the caveat above to talk specifically about attracting the attention of the candidates you actually want to hire.  In the battle of quality over quantity, here are some tips we have seen work successfully:

1)  Be transparent.  I can understand that it is a slippery slope to share too much information with a candidate.  Especially if they are currently working for a competitor.  But I have seen many passive candidates in the past 6-8 months get turned off when employers seem to only tell them part of the story.  Whether it is something about the culture, the process, the infrastructure, or a recent departure of an employee, being too guarded can work against you.  Being honest and sharing some valuable information can show a candidate that you mean business and are not afraid to talk openly to make sure they know the full story of current working conditions and strategy going forward.

2)  Talk about recent hires.  I have actually used this one myself.  When we have a good client where we place multiple candidates, I am sure to tell a potential candidate about this fact.  It is amazing how much it puts someone at ease to know more about individuals that have recently joined the team.  It can help a candidate see how much they have in common with new hires.  In some instances they may even be a part of the interview process.  Even if a recent hire has not worked out, don't shy away from that necessarily.  It could show what doesn't work as much as what does.  And possibly prevent you from making another bad hire if the candidate you are interviewing turns out to have similar characteristics or traits.

3)  Outline benefits, both direct and indirect.  Far too often salary and job description are the only two things discussed in a first or second meeting.  Why not outline some of the perks your company provides?  Especially if you have a lot.  I have clients that have refrigerators stocked with free drinks and snacks for employees, jeans every day, shortened work weeks, ability to work remotely, ability to keep travel perks like hotel points and frequent flier miles, and much more.  Why not brag on these areas when first talking with a candidate to help pique their interest?

4)  Have a company Facebook page.  I know this one is debatable for some, but it has worked well for us as a company, and I have a number of clients that are beginning to embrace it more and more.  Your best bet is to have one company administrator that oversees content frequently so that employees aren't posting inappropriate behavior from a Friday night excursion.  But if you have having parties at work for a colleague who recently received an award, or having a baby shower, or a holiday party, this could really show the human side of your workplace.  This could factor into a candidate's interest in talking to you.

Bottom line is that more and more companies are pro-active in their approach to recruitment, and it is paying big dividends.  What else have you seen in the market that is successful?  Anything unusual or unique you have seen in the recent past?