Recruiting is the lifeblood of any organization — it’s responsible for bringing in the individuals that collectively keep a business alive and thriving. A poor recruiting strategy could prove detrimental to even the most robust organizations. Since The American Society for Healthcare Human Resources Administration Conference is just around the corner, it’s just the right time to schedule a recruiting check-up. Check your vitals and uncover the symptoms keeping top candidates from working for you.
What’s in it for me (WIIFM)? Candidates want to know. Understanding why top talent should work for you is the first step toward establishing an employee value proposition that can’t be ignored. Begin by identifying your People Brand. For instance, what does your organization stand for, what motivates top performers, what values is your business founded on? From there, you can better align business goals with talent needs to build a congruent brand strategy, candidate experience, brand identity and message.
Now that you’ve established the WIIFM, how are you making candidates aware? You’ve listed available positions online, yet the applications aren’t quite flooding in like you expected. It may be time for a second opinion. If your career site features nothing more than an impersonal listing of jobs, you’re likely repelling top candidates. Your career site should compliment your employment brand by telling a story your ideal candidates can relate to. It should feature employee testimonials, company mission and portray how your workplace culture varies from the competition.
A strong employment brand is one condition you’ll want to spread. The prescription for raising brand awareness? Add a dose of marketing best practices. Don’t assume simply having a career site is enough to help candidates understand your work environment. Incorporate video to showcase life at your organization. Ensure your social media pages highlight careers and incorporate search engine optimized content throughout your site. Doing so will help your company develop a community of loyal followers that inherently create a pipeline of high-quality candidates.
Candidates, hired or not, possess incredible power over your brand’s identity. A bad experience shared by a potential hire could deter other top talent from considering your workplace in the future. We know you not all candidates can be hired, but you can control the manner in which you engage with them throughout the application journey. The best place to start is with your apply experience.
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Are you getting the recommended dosage of top talent applying to work for you? If not, we’re here to help.
