Mint Talent

TOP 3 WAYS TO QUICKLY ATTRACT THE RIGHT PEOPLE TO YOUR BUSINESS (EVEN IN A CANDIDATE-SHORT MARKET)
It’s no secret that the multifaceted effects of the COVID-19 pandemic have brought on radical transformations in all aspects of our lives, and nowhere is this as evident as in the world of business. Changes in how consumers make their purchasing decisions, and even how companies deal with their day-to-day.

Of course, the biggest shift we have seen is the increased reliance on online operations and systems, especially when it comes to recruiting new talent. Resumes are now submitted via email, ending the time of the in-person resume drop, and AI has sped up the automatic screening process.

The demand for the most skilled candidate has also consistently outweighed the supply, making it more challenging to find the candidate best suited for the job.

So how can you ensure that you are attracting the best possible people for your vacant role? Here are a few steps on how you can draw in the best talents virtually.
1. KNOW WHAT YOU WANT.

Take time to carefully draft your job description before posting; ensure it looks decent, free of typos and grammatical errors, brief but concise, and that it communicates your brand very well. Before posting job vacancies to your website or different job boards, make sure your job description clearly outlines the must-have skills you expect from your applicants, the ‘preferred-but-not-required’ capabilities and the non-negotiables of the role. This helps attract the right talent and saves you from the hassle of filtering so many unqualified profiles in the long run.
2. KNOW WHAT THEY WANT

Recruiting has become even more competitive when the digital world revolutionized the hiring system and as the demand frequently outnumbers the supply. That said, it is not only enough that a company clearly outlines what it wants. In order to usher in the top talents, you have to know what the jobseekers desire and value. Applicants are no longer enticed with big brands but rather look into the compensation packages and the room for professional growth and development. The market is currently short of candidates and so applicants have the pick of roles out there. Offer perks and incentives that separates your company from the rest. Adjust your benefits with the current trends. Your usual ‘free-drinks-friday’ and ‘family-day’ activities may no longer be feasible but you can always convert them to something else. Offer to help setup your employees home office instead by providing a budget for an ergonomically perfect desk and chair to keep them excited and motivated to go to work. To attract the best candidates, the salary package should also be competitive enough and inline with the current market rate or higher. Collaborate with your recruitment partner on what can be done to ensure that you are not missing out on great talents. Balance out what you can offer with what your applicant wants.
3. INTERVIEW AND THE HIRING PROCESS IS A TWO WAY STREET

During the interview, while companies are focusing on marketing a role, the candidate is also selling their own skill set. This means that the questions that you ask during the interview and those of the applicant are equally as important. While you’re gauging their skills and what they can bring to the table, they are also feeling whether the role and the company is a good fit for them. If done correctly, it gives an opportunity for both parties to know about each other and come up with the best decision.With the shift to a dominantly online recruiting process, as well as a rise in applicant power, it has become more crucial than ever to paint your marketed role in the best light possible. In order to attract the best talent for your business (while keeping them away from your competitors), it is important to take extra care to ensure that your posted position is written in such a way that it effectively ticks all of the candidates boxes so that they can tick yours.

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