Attracting, acquiring and retaining the most talented professionals is a process that starts long before interviews are conducted.
In today’s labor market, unemployment is relatively low, which means companies are jockeying to differentiate themselves in order to compete for the most qualified candidates. Regardless of your sector, understanding how to present your brand in an employee-focused manner is a crucial part of finding the right candidates to help your organization thrive. Read on to learn how to land the best candidates for your needs.
Cater Your Hiring Process to the Candidate
Our labor market is highly competitive and volatile which means there is a high level of competition for candidates. As a result, you should think about your hiring process from a potential candidate’s point of view. Make sure your website’s career page has a fluid, efficient, user-friendly interface and ensure any mobile functionality works correctly. As you think about your interview process, it may help to tweak the way you communicate its structure so that candidates know what to expect and feel prepared. If you are hiring for a quality assurance job, consider personalizing your email communication so candidates know their participation in your process is valued.
Market Your Organization
Candidates primarily want three things during the hiring process:
- A clear understanding of the company culture;
- Insight into the employee experience; and
- A sense of connection with the employer brand.
Most candidates use a variety of methods to find jobs, including partnering with executive recruiters and executive search firms. Use your company’s social media platforms and website to promote your mission, vision, values and culture. You should also highlight a few key selling points highlighting why a candidate should choose your company over the competition.
Discuss Salary Early
The best executive recruiters and executive search firms advise tackling compensation compatibility before getting too deep into the recruiting process. Money matters and there is nothing more frustrating than working with a candidate for more than a month, only to discover there is a $20k salary difference between what they expected and what you’re offering. Be transparent and start this conversation as soon as you can. Candidates may be reluctant to initiate this discussion, so there is nothing wrong with taking the lead. For example, if a candidate for a quality assurance position does not ask about the salary range, put the ball in their court by asking, “What are your salary expectations?” Establishing salary up front and early in the hiring process will help weed out candidates who do not fit your own expectations for the role.
Consult the Best Executive Search Firm
At Penta Search Group, we specialize in connecting clients with qualified candidates in sectors as diverse as consumer products, life sciences, food and beverage, and the chemicals supply chain industry. With a blend of functional and sector expertise, our executive recruiters cultivate a deep understanding of each of our clients’ products, processes, materials and technologies to ensure the right match in filling quality assurance jobs and global supply chain roles. We spend the time necessary to find the best candidates at every level. From executive leadership and management to front-line professionals, you can count on us.
Whether you have precise requirements for a single role, or are seeking to build out a robust team, we will provide the expert support you need. Tap into years of supply chain expertise and discover the Penta Search difference today.
