If you thought talent acquisition was all about the assessment that recruiters and hiring managers make of a candidate, think again. Talent attraction involves an equally critical perspective and evaluation – from the candidate’s side of the table.
For a candidate, saying yes to a job offer goes beyond the job content, responsibilities and compensation. The work environment and culture are equally important. For an organisation, the choice is about providing the details as a transparent and consistent brand across different channels, including social media or leaving it to the candidates to obtain it from other unreliable sources. If inadequate or inconsistent, organisations run the risk of losing good candidates. It is, therefore, essential for TA and hiring managers to speak the same language.
Let us look at the four key aspects that a candidate would want to know about the company.
1. What are the company’s values and culture?
Researches across geographies and industries reveal this as the top factor of talent attraction.
Employees want to belong and feel one with their employer’s values, beliefs and culture. Sharing a purpose to achieve their company’s goals tells them how their job contributes to its current and future success. Visualisation is a powerful tool for motivation, and an open account of what the organisation stands for will inspire confidence and high performance.
The responses of the spokespeople should reveal the team dynamics and collaborative environment, the extent of energy in the team, whether the job is client facing or back-office etc. When the talent acquisition process allows the true picture to emerge, potential employees will also know what they will need to do to fit right.
2. What are the products and services that the organisation sells?
Who are their customers? The pride of working for eminent customers cannot be underestimated, as it unfolds the type of work and the range of contacts they can expect to make. Today’s millennials and Gen-Xers are more concerned about the company’s reputation through its customers than its actual financial soundness.
While the company’s website and social media presence tells a lot about the organisation, listening to a knowledgeable and involved company executive gives more information to the candidate. The recruiter and the hiring manager should focus on the company’s history, how it has evolved to what it does today, what differentiates the company in a crowded landscape and who their clients are. Sharing this information within the confines of confidentiality will lend a lot of motivation to the candidates.
3. What is my team’s profile?
An employee’s happiness at work is largely determined by the team they belong to – their team members and managers. It virtually becomes a second home, as they spend a good part of every day with them.
Giving a clear idea of the following will best answer the candidate’s question.
- The work that the team does
- How the team’s work impacts the client’s outcomes
- The team structure as related to the work being done
- The profiles and experience of other members
Getting the specific managers to address the candidate can be a good idea. It is also important to educate all stakeholders of the importance of being consistent. Anything you communicate to the candidates should be in line with the digital footprint of the team, the hiring manager and the organisation.
4. What are the opportunities for growth?
Candidates who possess drive and ambition will want to know about opportunities to grow and learn. A clear articulation of advancement opportunities both vertically and laterally will enhance the organisation’s ability to attract the right talent.
Successful talent attraction is about win-win outcomes for both candidates and the organisations that look to hire them. Great employers and recruitment teams know the importance of effectively answering these five important questions for right-fit success.