Get more candidates for recruitment by catching their attention.
There are various ways to catch the attention of potential candidates. Similar to targeting customers, think about who it is you are looking for and where you might find them. It’s important you understand the targeting to get more candidates for recruitment.
A great way to create target profiles of candidates is to look at your current employees and what common traits they might have – including what skills they might be lacking. A skill gap analysis is very helpful in identifying who you need to look for when recruiting.
How to do it
Use social media company accounts: Be present on social media and advertise your open positions on the company’s profile page. Some even have an extra career pages, such as the LinkedIn Career Page.
Use a multichannel sourcing approach: We at Lionstep, always consider various channels, not just LinkedIn, when reaching out to candidates. Think about using more than one channel and find out which one works best for you – by analyzing your data. Using unique UTM parameters in your links, can help you track that information.
Remember it’s a continuous process: If you want to get more candidates for recruitment, you need to keep your recruiting funnel open at all times. Even if you don’t have any open jobs, provide a way for interested candidates to apply for a role. Generating awareness requires a constant activity from your side. You can’t just start marketing your employer brand once you need to fill a role.
Consider providing various information over the course of your whole business year, such as:
💡 Company’s vision, mission and team
- Goals and plans – share content on what you are doing to achieve your goals/plans
- Exciting projects – sharing project achievements or exciting roadmaps you are working on
- Reactions from stakeholders/reviews – this could be a positive review or comment you found online
- Team insights – any team related stories on their career or reasons why they enjoy working for your company
- Career progression from your team – sharing any promotions from your team to demonstrate career advancement opportunities
- Training sessions or upskilling you provide – sharing content from your team during development trainings
- Job security – sharing stories from people who have stayed for more than 3 years
💼 Work environment
- Events – sharing content from events in your company, whether it is team building exercises, roadshows or a guest speaker coming to share their experiences
- Work-life balance/integration – sharing information on what it’s like to balance work, maybe time management insights or how a specific role’s work schedule is divided
- Ability to contribute/impact – sharing surveys or possibilities for capturing feedback from your employees/followers/candidates who are applying
- Agility and flexibility – provide insights on how your team works to be agile and fast in changing directions – insights to level of autonomy
💰/ 🎁 Compensation
- Promotions being made: how that system might work
- Salary and compensation model: you can provide a range or at least state that you work based on market standards
- Benefits and perks: share all the benefits and perks you have. This can be shown in various ways. Maybe a photo with a team dog in the office, showing your office is dog friendly. Or a photo from one of your team members working at home – demonstrating you have home-office perks. Get creative.