In a candidate-driven job market, attracting more workers to your company is getting trickier than just simply putting up a basic job advert and hoping for a large response.
The recent ONS labour market report found that unemployment is down and at its lowest figure (3.9%) since 1975. This ultimately means there are fewer candidates looking for jobs, putting pressure on employers to stand out from the competition.
After all, you’ll want to hire the best candidates possible. But you won’t achieve this if your company isn’t seen as an employer of choice.
With this in mind, here are a few ways to make your company more appealing to candidates.
Offer flexible working
For millennials, the monotonous 9-5 just doesn’t seem appealing. Instead, more professionals favour a flexible work schedule to fit around other commitments outside of work.
This may include the ability to start earlier and get home before rush hour hits, or maybe even an early finish on Fridays. These are just a few examples of what will appeal to candidates, and they’ll certainly stick out on a job advert.
In fact, our research at CV-Library found that flexible working is one of the most important parts of a job offer. What’s more, a further 44.5% look for working hours in a job description.
So, if you’re planning on bumping up your working hours to a six o’clock finish to boost productivity, chances are your candidates will choose a job with more flexible and shorter working hours.
A relaxed dress code
Following the news that Virgin Airlines has relaxed its dress code, a lot of other companies have since followed suit. Even Goldman Sachs, a leading global investment bank and Wall Street giant, has tweaked its dress code in a bid to attract more talent.
A casual working environment is very appealing to candidates. Plus, with more companies adopting this approach, it means they won’t need to go and buy a new work wardrobe to accommodate a smart dress code.
That said, it’s still important to have some boundaries and rules in place. Make sure employees don’t abuse this and draw the line where necessary. You don’t want a member of your team turning up in a tracksuit!
Salary is a huge pull factor for candidates; there’s no doubt about it. If you’re undercutting your potential new hires with a lower-than-expected starting salary, when they could find a better-paid role elsewhere, then they’re unlikely to accept.
In fact, our February job market data revealed that average salaries in the UK have jumped up by a staggering 30.2% since last year. So now is not the time to try and negotiate a lower salary with a talented candidate. Especially as salary is critical to 77.6% of Brits.
Don’t scare off a candidate with a low salary offer. Assess the market and your competitors and make an informed offer on the back of this!
No one wants a dead-end job that doesn’t lead anywhere. Attracting a candidate to your job is about a lot more than just the short-term benefits – including good pay, suitable holiday allowance and short working hours.
Of course, they can be nice to begin with for an employee. But if they’re set in stone and have no chance of progression, your workers will soon outgrow the company and jump ship.
What’s more, candidates will always choose a company that offers progression over one where they’ll just be a cog in a machine. For example, if you’re hiring for an editorial assistant at a publisher, be sure to explain in the interview that they’ll progress to a senior editorial position in time.
Keeping staff turnover to a minimum is important for any company. Especially considering how costly the recruitment process can be. It’ll save a lot of money giving employees annual pay rises based on performance, instead of watching them leave and having to train up a new hire all over again!
Can you make your company more appealing?
There are some factors that are just out of our control as employers. The most important part of a job offer, according to our data, was revealed to be the location (84.7%), for example.
However, there are still plenty of ways you can make your company more appealing to candidates. Something as simple as a 4:30-5pm finish on a Friday, or maybe even loosening up that smart dress code to a smart-casual requirement.
As the job market evolves and changes, so should our mindsets around attracting new talent to our companies. If you refuse to acknowledge or accommodate this change, you’ll get left behind, and your company will only suffer for it!
As Managing Director of the UK’s largest job board, and CEO of one of America’s fastest growing job sites, I’m currently focused on expanding the businesses and continuing to drive innovation in the recruitment industry.