Most organizations can readily speak to their brand to attract customers. They have invested thousands of dollars to identify the ideal client, create client personas, and deploy snazzy marketing campaigns targeted at those personas.
What if I told you that following the exact same process to understand an organization’s ideal employee, employee personas, and developing an employer brand to market to those personas is just as important? And yet very few employers choose to make this investment.
Understanding the make-up of your workforce is not only a huge asset when it comes time to determine where to invest those precious dollars in HR programs and initiatives, it can also be a big advantage when it comes to recruiting.
In today’s competitive job market, attracting the right talent is crucial for the success and growth of any organization. The right employees bring valuable skills, knowledge, and most importantly, a shared perspective that aligns with your company’s goals and culture.
So, how do you do this?
1. Define your employer brand
Start by defining your employer brand—that unique identity and value proposition that sets your organization apart. Clearly communicate your company’s mission, values, culture, and the benefits of working with your organization. Craft a compelling employer brand message that resonates with potential candidates and tells them who you are looking for and most importantly WHY they should come work at your organization rather than a competitor.
2. Use job postings as advertisements
The power of a well-written job posting that accurately reflects the role and responsibilities while highlighting the unique aspects of your organization is too often underestimated. This is the equivalent of your marketing campaign and should be compelling to the ideal employee previously identified. Use clear and concise language, focusing on the qualifications and skills necessary for success and written in a way that speaks to your organizational culture – Formal? Informal? Innovative?
3. Develop an engaging online presence
In today’s digital age, a strong online presence is vital. Optimize your company website to showcase your employer brand and career opportunities. Utilize social media platforms to share engaging content, employee testimonials, and behind-the-scenes glimpses into your company culture. Actively participate in relevant online communities, such as professional networks and forums, to attract talent and build relationships, all targeted at your “employee personas”.
4. Cultivate a positive candidate experience
The candidate experience plays a significant role in attracting the right talent. Ensure a smooth and transparent recruitment process that respects candidates’ time and effort. Provide timely communication, personalize interactions even in an email, and provide constructive feedback to those you interview but do not retain. Treat every candidate, regardless of the outcome, with respect and professionalism. Positive experiences can leave a lasting impression and generate future referrals.
5. Leverage employee referrals
Tap into the power of your existing employees as brand ambassadors. Encourage them to refer qualified candidates from their network. Employee referrals often yield high-quality hires who are more likely to align with your company culture.
Keep in mind when using referrals that this can be a place where biases exist… so be mindful and make sure to keep your candidate pool diverse!
6. Offer competitive compensation and benefits
It goes without saying that to attract top talent, it’s essential to offer competitive compensation packages and attractive benefits. Conduct market research to ensure your salary ranges are in line with industry standards. Consider additional perks such as flexible work arrangements, professional development opportunities, wellness programs, and other programs that reflect your corporate culture. Highlight these in your job postings and during the recruitment process.
Attracting the right talent requires a strategic approach and a strong employer brand. By defining your employer brand, knowing, describing your “ideal employee”, refining job postings and, developing an engaging online presence, you can enhance your organization’s ability to attract not just talent but the RIGHT talent.
Remember, attracting the right talent is an ongoing process that requires continuous effort, but the reward is well worth it, resulting in capable employees, aligned to your culture, ready to contribute to organizational success.
Optimize the way you find, develop, and manage your people – from finding and attracting the right talent to compensation and leadership development requirements with Stratford People & Culture.
About Annie Prescott:
Annie is a bilingual, seasoned HR Professional with over 20 years of experience both as a consultant and practitioner.
As an experienced facilitator, coach, and consultant in HR strategy, change management, as well as leadership and organizational development, Annie frequently works with executive and senior level teams to enhance their effectiveness and deal with challenging dynamics.
