One of the most rewarding accomplishments of being a recruiter is when you find that one perfect candidate. Not only do they fit the criteria for the position, but they also really want to work for your company.
Unfortunately, too few companies make this kind of match, because there’s very little excitement over their organization in the talent pool.
In order to attract and retain the best talent, your company must have attractive branding and an employee value proposition (EVP) that entices candidates to jump to your ship.
Why should someone work for your company? What can you offer that others can not? Most mid-to-large size companies offer medical, dental, and vision coverage. Some have 401k plans or similar financial benefits. While these pieces are obviously important, they are fairly commonplace. What differentiates your company from others? What do you offer that may be enticing to a passive candidate? Having a strong EVP will help draw candidates who will look to stay with your company for the long term.
In order to have an effective EVP, certain criteria should be considered. These may include, but are not limited to:
• Mission/Values Statement
• Company Culture and Work Environment
• Compensation, Benefits, and Perks
• Leadership Practices
Some organizations may choose to highlight their exceptional work environment. Others may point out the more uncommon perks (telecommuting, child care, fitness centers, etc.).
Depending upon the candidate’s needs and pain points, a recruiter should highlight sections of the EVP that will most appeal to that individual.
Once you find an ideal fit, you’ll want to keep that person working and happy as long as possible. Company events and team-building exercises are a great start. Employees should also be surveyed about their happiness and asked about what would keep them engaged. They should also be tapped for their feedback on potential improvements. Continuous re-evaluation and tweaking of the company brand and EVP are keys to keeping top talent with your organization.
By Bob McLaughlin | People Science Sr Talent Advisor