Advertising YOU, the Employer
The past few years have been crazy times all-around. In our line of work, we’ve also seen huge changes in the hiring climate. Employers are running into new challenges and new opportunities to shine when it comes to bringing on new talent, but many don’t even know where to start. Let us help you. Here’s some basics to consider as you step into your hiring journey.
Advertise what sets you apart
Are you screaming from the rooftop about your great company? Develop marketing that shows prospective employees just how fantastic you are, then back it up with a streamlined process and positive company culture. Consider a flier for prospective employees to use at job fairs, for current employees to pass out, or to hand out during an interview to discuss or cover questions regarding benefits.
Here’s a quick example that would be easy to create for any office:
Leverage your internal team and social media
Post to local job boards and utilize your social media accounts such as LinkedIn and Facebook to spread the word. Love your existing employees? Ask them to let others know about the fantastic opportunity at your company. Birds of a feather flock together – you very well could land a second rock star just by encouraging a current one to ask around to acquaintances or social circles.
Offer a career, not a job
Assess the job path of your employees and provide opportunities for growth from within. We understand that it can sometimes be difficult in a small office to provide upward growth in terms of job titles and movement, but it isn’t difficult to provide professional growth and development through online or in-person classes, certification courses, book club or other industry specific development opportunities. Get creative and don’t be afraid to ask your existing employees what would be most beneficial.
Stand out as an employer of choice
There are a million companies looking for their next rock star and competition is fierce in today’s hiring climate. So how do you not only catch but hold their attention? What do you have that will create interest – all the while creating a positive workplace culture to retain existing rock stars?
• Create a culture, but don’t rock your foundation.
Determine where you as a leader and company need to change and grow to improve the existing culture. Introduce those changes and growth in small, incremental changes to create a big impression on not only new employees – but also existing ones. If you’re able, include employee testimonials when marketing positions or feel free to expose employees to candidates within the process as a transparent way to showcase your amazing culture.
• Feature your benefits
You DO have benefits, don’t you? If you don’t, you really need to get them – something, anything. Healthcare is a great one and usually a make or break for candidates in the hiring process. PTO, holidays and similar time off are huge, too. We even have offices that offer free coffee, tea, soft drinks, weekly lunches and other fun perks to make their employees feel appreciated. A skillful, happy and engaged team is worth way more than the few extra bucks each week for K-cup refills. Establish benefits, then feature them.
• Create a great experience for candidates
Finally, streamline your process as much as possible. Review resumes quickly, respond quickly and set-up interviews quickly. The current market is extremely fast-paced and time is of the essence. We don’t want you to rush into a bad fit, but we do want you to understand that ideal candidates are likely being “courted” by multiple companies during their interview process. Don’t let a quality candidate get snatched up because you failed to act in a timely and consistent manner.