Every company wants employees. But not just any employees. Rather good or right employees. Take for example the business of fishing, fishermen look for not just any fish in the ocean. They look for good fish, and they don’t compromise on that.
The ocean big as it is, has got that kind of fish the fishermen, with lots of effort so desires to catch. So, in the world of business hiring managers have got to fish for the best talent from a large pool of graduates and transitioning job seekers.
Of course, employer brand forms a lion’s share in doing that. But to really succeed, it has to be complemented by a few things. To be sure, competition for right employees is real and fierce.
In fishing, one thing is worth noting; the fishermen throw in a net or hook and the fish will come. So with the right hiring net or hook the right employees will be found easily. Employers can’t be passive about this, and expect the right candidates to come-by. It is, therefore, very important to sweeten the deal for job-seekers.
However, it’s more than just salaries.
As a hiring manager, you really want the best there is, as such you have to be desirable to your targets. Make them want to be with you, and afterwards to stay.
You need to make sure that you have an inkling of how job seekers, today, approach both life and work goals. Make no mistake about it, it’s not in all cases that you can use income as the only incentive to woo prospective employers.
“Spoiler alert, salary is the No. 1 key piece of info 67 percent of workers and job seekers say they look for in a job ad, followed closely by 63 percent saying benefits and perks most catch their attention. These breakouts also differ between men and women- women prioritize flexible work hours and office location more than men when deciding to apply for a job,” writes Michelle Silverstein in Socially Responsible Companies are more Appealing to “Millennial” Job Seekers,
Think about it this way: people have got their values. They know what matters most to them and would readily, seek out an employer who aligns with those. In the past, employers could use income to make people switch off their aspirations.
Yet today, people want to be seen as change makers in the courses that make much sense to them. And in most cases, the very people who the company is looking for are not necessarily looking for it.
Why is this? Well, the company doesn’t really make them tick. To be with such a company, they may feel that it would be a compromise to all their personal values.
What does this mean for employers?
Michelle Silverstein continues, “What this means for employers: companies can better appeal to millennial job seekers by being more socially responsible. Creating a socially conscious and ethical work environment can help you solidify an employer brand that aligns with the values of millennial job seekers. And not only will you be able to attract great candidates, but your current employees will also feel happier and more engaged. Added bonus: social responsibility doesn’t just attract great candidates and bolster your employer brand. It also has a positive impact on your customers.”
In as much as people would work for money, they greatly want to know “What’s in it for me, if I choose to work with a given company?” Like the fishermen in our illustration, hiring managers must make their strategies and companies inviting to job seekers. Give people a reason to look no further for job opportunities, but them.
Job seekers are lured by attractive benefits, and perks; convenience, easy commute; high salaries; as well as flexibility (work from home). Get these in line and see what happens.