The moment you start looking for new employees, you are entering the first stage of the employee lifecycle. It’s no secret that hiring top talent is crucial for the success of your organization. Research tells us that one top achiever delivers the same productivity as almost 4 average employees. Nevertheless, the war for talent is tough. How can you make sure that you stand out as an employer and an organization so you attract the right talent?
It is important to highlight the competitive advantages of you as an employer. Find out with your current employees why they chose you as a company to get more insights. Or think about yourself, why did you choose to work for your current employer? Is it the values, the culture, the learning opportunities, …? Whatever the reason may be, make sure it is clear to the applicant.
Additionally, write a compelling and accurate job description. Be as specific as possible, and make sure you don’t oversell (or undersell) the position. The more clear the job description is, the less likely your new employee will leave after a few months because it was “not what they had expected” it to be.
After you went through the recruitment process, don’t forget to conduct a satisfaction survey. Even the candidates that did not get the job, can still give you valuable feedback to improve the recruitment experience. Ask questions about how long they had to wait for feedback, whether they think the process was fair, if the job description was clear, if they felt welcomed during the interview, if the application process was easy and straightforward, etc…