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.
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 forchooses 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.
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 led you to look for a new job?
- What are you looking for in your role in a 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 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.
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.
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 examples of how you can motivate a candidate to join your company are:
purposes? Show videos and images to the candidate to let them know that company thinks about the - Any recent activity organized by the company to entertain the employees or for team building
well-being of their employees.
- Inform candidates about the successful customers of yours to show them the success of
- If your company’s story or interview of any member from high management is published,
- Explain your mission and values to the candidate to let them know that the company strives
4. 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.
5. 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
pressuring 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.
Author: RecruitGyan
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
pressuring 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.
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
