With so many ways to find talent following the tech boom of the past ten years, it can be easy to forget to focus on how a candidate wants to be found and recruited. Here, we discuss the ways to reach the perfect candidate and how to keep them interested come interview time.
In the Candidate’s Shoes
Getting into the mind of the contemporary candidate is the best way for companies and recruiters to identify how best to target and attract top talent. With advancements in technology, candidates are searching and applying for jobs in more immediate ways. According to research from LinkedIn, up to 56% of candidates now use professional social networks to hunt for jobs, whereas a further 50% search on a desirable company’s website for vacant positions.
In terms of whether a candidate must be classed as active in order to receive job updates, 80% of professionals would like to be informed by recruiters even if they are not particularly looking for work. It is this personal touch which gives candidates a sense of worth and also encourages a strong relationship between recruiter and jobseeker.
How to Promote a Job
It has long been thought that salary is the main focus for candidates looking for a new job, however this is secondary to finding out the responsibilities and day-to-day tasks of the role. The top three aspects LinkedIn cited as most desirable from initial communication by a recruiter are: the responsibilities of the role, reasons why they in particular are right for the job and, lastly, the estimated salary range.
Whereas many companies may consider a candidate’s finances one of the main reasons to take a job, the current culture for promoting a healthy work/life balance has stretched into the mind of the candidate. They are now less concerned with take home pay and more likely to take a job in which they can enjoy their day to day work life and exceed professionally rather than just in monetary terms.
At the Interview
In terms of what motivates a candidate to actually accept a job offer, it appears to be a more existential reasoning that prevails. 49% say they would take a job which offers better compensation and 21% care about whether it is a better place to work. However just 6% of candidates would take a job based on gaining a better job title, and 33% said they would start a job which offers them better professional development.
It goes without saying that candidates are easier to reach nowadays more than ever, with a multitude of channels through which to engage both active and passive candidates. It is only by utilising knowledge of what motivates candidates that recruiters and businesses can ensure they reach the right people at the right time, with the right offer.
Castle Hill House