In times of low unemployment rates, it becomes significantly more challenging for employers to attract and identify the high level of talent they are seeking. As a recruiting firm, we consult with employers on ways to improve recruiting strategies and ways to target your intended audience of job seekers (passive or active).
Here are the Hiring Manager tips that we offer when you are trying to fill an open requisition:
Understand the advantages of working for your company
Have you ever asked the current members of your team why they work for the company? Today, employees have more options than ever and most have even reported getting job offers or recruiter calls on a weekly basis. Why do they turn those calls and offers down? The answers may surprise you. Initiating this conversation could be a great exercise to create an employee attraction strategy. Often what keeps employees at the company are the people and team culture, opportunities for advancement, tools and technologies they work with, excellent employee benefits, and more.
The next step once you retrieve these answers is to pull the information together and create a Value Statement. Look at our how to guide on creating a Value Statement here.
It is critical to minimize the amount of time that goes by from resume submission to interview steps to making an offer to the candidate. The interest in the job can fade the longer that time extends beyond the Candidate’s first initial call with their On Cue Hire Recruiter. Work with us to make sure that we are driving the process forward and not delaying. Delaying causes missed opportunities and we want to make sure that we’re creating great talent matches for our employers. Great candidates are rarely available for longer than a week in this job market.
Make a strong offer to the candidate of your choice
Once you’ve identified your top candidate, take into consideration their target salary range, what they’re seeking regarding PTO and benefits and make a strong offer. Now is not the time to try out a low offer on salary, as it’s likely the candidate has other contending offers. If you are unsure of what to offer, engage with your contact at On Cue Hire and ask if s/he feels that the candidate would accept. If the answer is no, discuss options to make the offer more desirable. Working with your On Cue Hire contact is key at this stage. Sometimes, we will even recommend that the Hiring Manager call the candidate directly to congratulate s/he on the offer once it’s accepted.
If your candidate is perfect but lacking one thing, is that a trainable trait?
You’ve interviewed the candidate. You are fairly sure that this candidate is your top choice, but there is something holding you back from making the offer. Discuss this with your On Cue Hire contact. Could your candidate take a skill share course on that topic or a master class of some sort to brush up? Or is it a soft-skill that you feel you can train? Are you worried that this person may have left their last position too soon – concerns about job tenure? Discuss options with your On Cue Hire contact. We do a significant amount of screening before the resume reaches you, so we may have additional information to provide to assist you in making the right decision.
We hope this helps you in your hiring process. Please contact On Cue Hire if you’re looking to hire great talent.