Attracting the best and the brightest has rarely been as challenging as it is now. Presenting the right vision is vital to your organization’s success.
It’s a “seller’s” market when it comes to finding qualified talent … sellers being those looking for employment. Low unemployment has resulted in significant competition for good candidates. Plus, we are looking to hire from a generation (Millennials) that is willing to change jobs for a wide variety of reasons. The days of hiring employees who will stay with you for 10 or 20 years may be a thing of the past.
So how do you attract the kind of employee who will end up being an MVP for your company?
I’ve explored this topic a number of times on this website as well as in my IdeaXchange blogs. That’s why an article last week on CFO.com, written by Keith Mirabile, executive director of Aerotek, piqued my interest. The article addressed how important it is for companies to develop a strong Employee Value Proposition (EVP) before they begin the search for the right candidate. According to the article, an EVP creates “a compelling vision of what the company stands for, what its mission is, and what value it brings to its employees and prospective employees.”
If you are posting a job description – even a very specific, extremely detailed, job description – you will likely attract good candidates. However, the goal should be, not just to attract good candidates, but to attract the right candidates for the job and for your company. Just because a candidate is bright, seems capable, and has a promising resume, doesn’t necessarily mean that he or she is the “right” person for the job.
To develop an effective EVP necessitates taking a close look at your company culture, as well as its mission. If you’ve developed an EVP, you know the kind of people you are looking for. A goal should be to make sure that wherever your job posting appears, you make it clear to the applicants why you would be the kind of company they would like to work for.
The article lists five important messages you should include when recruiting for candidates:
- Who you are – What does your company produce or provide. Communicate the value of that product or service in the marketplace. Always make sure your messaging reflects the brand.
- Aspirational goals – Where is the company going in 5 years, 10 years, and beyond? Candidates (and existing employees) want to know that there is a future for them.
- What kind of person you’re looking for – Obviously, the candidate will need to have the necessary skills for the position, but there might be certain traits that will “fit” your company’s ethos. For instance, you may have a casual rather than formal office atmosphere; or your company works best with risk takers, rather than those who take a safer, more moderate approach to tasks.
- Culture – This has become just as important for Millennials as salary and benefits. Are you a company that is very involved with social issues or one that is highly involved in the local community? Do you have a flexible policy when it comes to working remotely, overtime pay, or flex time? Make sure to communicate these things in your posts.
- Opportunities and operations – How does your company work when it comes to employee opportunities for advancement? How and how often are employees evaluated? Do you offer training or compensation for further education?
These are all very important talking points that should be in every job opening communication whether you post online or use a third party recruiter. Make sure that your HR and recruiters know your EVP and how to communicate it to prospects.
And don’t forget, the best recruiters and brand ambassadors may be the employees currently working for you. Make sure they understand your EVP and how to explain it to others.
Read my recent blog on the changing role of HR.
