Don’t forget the sell; first impressions work both ways

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As a recruiting company owner, we’re given certain parameters in every new job order — “must haves” from clients on what they like to see in a candidate.  This information may be found in the job description, or some of it may be key traits or previous experience that ensured prior candidates’ success in the job.

This is great, we love this. The more we know about the skills, industry background, abilities, expertise, etc. a candidate needs to be successful, the better we are at finding the right talent for our clients.

But sometimes an obvious, yet essential factor is missed. What’s in it for a top-notch employee? Why should the best and the brightest come work for your organization? It’s so simple, but just being true to what we like to call the “sell” factor is monumental.

Every candidate should be so impressed with your company that even if they’re not hired, they’ll want to recommend it to their friends.  With this goal in mind, remember three things to help your candidate experience:

  • Create an appealing job description. We often see job descriptions that have been thrown together hastily and don’t offer an accurate portrayal of the job at hand. Include an intro paragraph about your company’s “cool” aspects. Is your company growing? Why do employees love working there? Drop the standard “we offer a great team environment.”  Do you have state-of-the-art technology that advances candidates’ knowledge? Are your workspaces or break room inspiring?
  • How do you make your company more desirable than the competition? This may require some brainstorming and serious creativity.  How can you outshine competitors in work experience?
  • Keep new relationships moving forward. In other words, don’t let the grass grow under your feet in a critical hiring process.  It’s a fast-moving world. If great candidates are coming through the pipeline, keep the good mojo going!  Call top candidates back in for a coffee.  Let them meet your team sooner than later.  Don’t let them hang for several weeks before you call. If they sense your interest is light, your competitor may get the upper hand. Or they could simply decide to stay where they are.


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