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The U.S. labor market recorded a shockingly strong January, adding over 500,000 jobs, bringing unemployment to 3.4%. It’s now more imperative than ever to give viable candidates a reason to choose you over your competitors. What exactly sets you apart? There is a noticeable change in the dedication of candidates to find their perfect job fit whether that takes weeks or months. A simple pay increase, though still greatly appreciated, will no longer be the deciding factor between offers. There are a few steps we recommend taking to attract top talent that begin before you even post for the job.

Clearly define the type of candidate you want to attract

This is such an important step that can be easily overlooked as it seems so obvious, but you as an employer need to know what type of candidate you are trying to attract, and what exactly that type of candidate may be looking for from you. Are you looking for a recent college graduate? Maybe you want to offer internships to get their foot in the door prior to graduation. Or maybe you want to attend a job fair to get your name out there. Are you looking for someone who brings 10+ years of working experience and a Master’s Degree along with them? Or perhaps someone with working experience, transferable job skills, and the ability to achieve a certain license or certification? Each of these candidates will bring along a different list of their own requirements regarding training, salary, benefits, etc. You must be just as prepared to market your company to the candidate as they are to market themselves to you.

 

Make an offer that will be hard to turn down (i.e., competitive wage, hearty benefits, an opportunity for advancement)

It goes without being said that you must be in line with if not over the industry standard with regard to the wage and benefits package offered. Candidates are aware of their value when they begin their job search, and they will not take less than what they feel deserve. The good thing is that once you define your ideal candidate, you can almost certainly get an idea of the wage and benefits they may require before even meeting them. If you’re targeting a recent graduate, it’s safe to assume their understanding of the entry-level pay rate for their targeted role and if they even required benefits, it is more than likely individual. The average PTO is between 2-3 weeks for an entry-level candidate, and the offer of a 401(k) with a match is a plus as college graduates are prepared to save for their future right off the bat. If you’re attracting a seasoned employee with years of working experience, it is safe to assume the offer of a pay increase will be in order, and they will more than likely also require a more specific benefits package for either family or individual. On top of an assumingly increased PTO request, they may want to further discuss 401(k) match, or even profit-sharing if applicable. On top of the traditional health, dental, vision, PTO, and 401(k) offered candidates, are seeking added benefits. Again, if you are attempting to attract a college graduate, they may be seeking further education in which case the offer of tuition reimbursement or continuing education is a plus. If the candidate is willing and able to obtain a certain license or certification for the role, reimbursement is a plus. If you are able, offering remote or hybrid flexibilities is an EXTREME attraction to candidates. Post-pandemic, remote or hybrid work has become a top requirement of candidates and it can be a deal-breaker for them

 

Don’t take the interview lightly

The interview is just as, if not more, important for the employer. Did you know that 43% of employees report that their day-to-day role wasn’t what they had been led to believe it would be during the interview process? This unfortunately doesn’t shock us as much as it should. Before you even post the opening, you should be able to clearly define the job responsibilities and qualifications required. The interview is your time to be completely transparent regarding expectations which will ultimately help to determine if the candidate is sufficiently qualified for the role. Nothing will make a new hire resign faster than them feeling blindsided in week one with job responsibilities they were unaware of.

 

Training, Training, Training …. (Did we mention training?)

Despite popular belief, the job is not done once the candidate signs the offer letter. We cannot stress enough how important job training is. Specifically, if you are targeting an entry-level candidate or candidate with fewer years of experience, proper training is a must. Nothing is a bigger turnoff than starting a new job and being thrown to the wolves with no guidance. It is your job to provide the opportunity for your employees to achieve success, which will only benefit your company in the long run.

 

For further assistance in your search for qualified candidates, please contact us at (518) 275-4816.

 

 

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