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You need skilled, dedicated employees to build your business. But how do you attract the quality candidates that will position your business for growth and success?
In many ways, it’s about presenting your business so candidates will get excited at the prospect of working there. Of course, offering competitive compensation and benefits is always important, but there is much more to the art of positioning your company as the best choice for your top candidates.
The following features will enhance your company’s appeal:
Compensation and Benefits Package
- Competitive salary
- Bonus or other incentive compensation
- Health care and life insurance benefits
- Tax-saving retirement plans (e.g., 401(k))
- Other types of benefits, such as childcare assistance and gym membership
Flexible Workplace
- Flextime
- Telecommuting
Support and Training
- Career-enhancing courses
- Certifications
- Opportunities for career growth and potential
Company Brand
- Well-known for sound values
- Successful, industry-recognized company
Company Environment
- Friendly, organized workplace environment
- Positive company culture
Interview Process
- Straightforward, friendly, professional interview process
Branding to Attract Quality Candidates
Your company’s reputation in the marketplace, brand, and image can be powerful recruitment tools–particularly in attracting skilled employees. Candidates will more likely be attracted to businesses that are respected and known in the industry for their success and professionalism.
The following points will help you build your brand:
- Develop a clear vision of how you want your company to be perceived and make sure management and employees share that vision. The big picture can be communicated through a company’s mission statement, advertising, marketing materials, and annual report.
- Implement organized and consistent policies and procedures. These will help employees understand what they are supposed to do and how to do it.
- Provide training and professional development. Make sure your employees have the tools to do the job today and meet new challenges tomorrow.
- Maintain standards for management conduct. To create a caring, supportive environment, train your managers to reach out and support employees.
- Make sure you have an organized new employee orientation or onboarding program. First impressions are vital to the long-term success of the new employee.
- Adhere to nondiscriminatory policies.
- Promote “green” energy-saving practices, such as recycling and car-pooling.
- Encourage volunteerism among employees in local community projects.
- Promote health and wellness in the workplace through wellness programs, newsletters, healthy snacks, and walking at lunch.
Recruiting Quality Candidates Inside Your Company
A business might decide that it already has the right people with the right skills to do the job, particularly if its training and development program has been effective. In cases like this, recruiting from inside the company may be the best option.
Benefits of Internal Recruitment
Some of the advantages of internal recruitment include encouraging talented employees to stay with the organization, having a greater understanding of the candidate’s abilities than those of an outside applicant, potentially shortening the training period for the job, and saving on advertising costs.
Disadvantages of Internal Recruitment
There are, however, potential disadvantages to recruiting internally. For instance, filling a position from within the company could create an atmosphere of political infighting for promotions, and create morale problems with employees who do not receive them. Recruiting internally can also limit the number of applicants for a job opening. Along the same vein, hiring from within can limit the diversity of a company overall, with possible exposure to claims that a hiring policy has a negative or disparate impact on protected classes.
Some other disadvantages to internal recruitment include:
- Foreclosing the opportunity for new perspectives and attitudes to be brought into the organization.
- Missing external candidates who might be better qualified for the job.
- Creating another vacancy that has to be filled.
- Giving existing staff the sense that they have the right to be promoted, whether or not they are the best candidates for the job.
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