An interview is not only about the candidate selling their abilities to the employer, but also about the employer selling the opportunity to the candidate. Too many companies focus on evaluating the candidate and don’t spend enough time talking about potential growth opportunities, perks, and benefits of working for their company.
According to the data from the MRINetwork Recruiter Sentiment Study, one of the main reasons companies continue to lose out on great candidates is because of their inability to sell open roles and career advancement opportunities.
There are four strategies that will help you sell your open position and avoid losing out on top candidates.
Start With An Appealing Job Description
Many companies scare job candidates away by having too long of a job description. The best way to enhance a job description is to Incorporate exciting information about the company. For example, include the company’s history and forecasted growth, culture, solutions offered, etc. Make sure to add key selling points about your company that will entice candidates to continue reading and apply for the opportunity.
Identify Company Benefits
Another thing to mention when talking to candidates about a position is any sort of benefits the company provides. This can include health benefits, stock options, 401k and even company vehicles. These are some of the more traditional benefits and they should be mentioned when vetting a candidate.
There are also some non-traditional benefits you can mention. These days, many candidates are becoming less concerned with compensation and more concerned with things like work/life balance and health benefits. If your company gives employees gym access or allows for flexible working hours, make sure to mention these too.
Describe Unique Company, Industry, or Location Perks
In addition to benefits, many candidates can be sold by describing perks that are unique to your company culture, industry or location. For example, if a company provides any special trips or bonuses for top performing employees, those are definitely selling points for candidates. Also, depending on the industry, a company might be able to provide special discounts or deals for employees. For example, a large hotel chain could provide employees with special rates for employees and their friends and families. Finally, if your company is located in a great location, whether in a lively area of town or in a warm state, these all should be used as selling points for top candidates.
Ask Candidates Questions
Finally, if you’re not sure what is going to entice a candidate, then ask them. Find out what reservations they’re having about the position and work with them to find a solution. Also, don’t forget to ask them about their career ambitions and future goals. If you want a candidate to have a long tenure at your company, then you need to make sure their future plans align with the company’s plans for them. For example, if a candidate wants to move into a leadership position in the next two years, but you know an executive level job won’t open up for another five, then the candidates probably won’t last very long at your company.
Don’t miss out on top candidates because you’re not able to sell your open position. Follow these four strategies to increase your chances of getting an offer acceptance from your top candidate.
