If you’re a hiring manager or other employee in charge of recruitment, you know we’re living in a candidate’s market. In other words, employees have the advantage over companies when it comes to deciding where they want to work. With that in mind, businesses need to take care when crafting job descriptions. Here are some tips to adjust to this new market and create job ads to lure the best and brightest:
Why should they switch jobs?
If you want a candidate to work for you, you have to persuade them to stop working for someone else. Start by giving employees a reason to choose you over a competitor. For example, maybe you offer support and opportunities for advancement that can help workers get ahead. Most people don’t want to feel stuck in a rut for years, so use your job description to assure workers you’ll help them succeed.
What are the benefits?
A good job description doesn’t just tell workers what they’ll do in your employ; it also reveals the ways working for you can help candidates live their best lives. And we’re not just talking about salary, though that’s certainly important. Along with making sure your rates are competitive, look into offering flexible hours, remote opportunities, great benefits and perks like gym memberships and company laptops.
Why should they work for your company?
One of the best ways to lure candidates is to sell your company culture. Much more than a mission statement, culture is something your employees live every day. Make sure your website and social media pages reflect these values and your workers and managers echo them in their daily lives.
Land the Best Candidates for Your Open Positions
At Accurate Personnel, we don’t use a one-size-fits-all solution to staffing. On the contrary, we attract a wide range of candidates and screen them to ensure they’re up to the task. Our goal is to find direct hires or temporary employees to meet your individualized needs the first time, every time. To learn more about what we can do to help, call today or set up a staffing appointment online.