The skills gap, low unemployment rate, and our candidate-driven marketplace are among the hot buzzwords currently circulating around the recruitment space. Recruiters and hiring managers are constantly raising conversations around their increasingly difficult plight to attract talent. So, what are employers missing? Personalization in their recruitment process.
While hiring managers typically operate with the mindset of “What can this candidate contribute to our company?” a more effective approach requires shifting our way of thinking to ask, “What can our company offer this candidate?” Throughout the interview process, you should be working to undercover the candidate’s motivations, interests, and work preferences to formulate your offer and value proposition in a manner that aligns with that individual’s needs.
Uncovering the right candidate is tough work. When it comes to making an offer, mindlessly going through the motions, rather than placing an emphasis on personalization, could deter the candidate from accepting the job. Because quality talent is in such high demand, and today’s job seekers are entertaining multiple opportunities, any missteps during the offer process can easily dissuade an individual from coming on board.
Here’s how to use personalization when extending a job offer to ensure the candidate has a good experience.
Showcase Your Brand and Culture
Throughout the recruitment and interview process, you should be showcasing your brand in a way that gives it a personality and character. Promoting your workplace in a manner that will resonate with each candidate’s needs and career goals will help you communicate your opportunity in a dynamic way. Maybe they talked about wanting a healthy work-life balance. Or maybe, they mentioned their desire to expand their leadership skills and eventually move into a management role. Whatever the case may be, it’s important to reiterate how the position you’re offering will help them work towards accomplishing these goals. Employee experience and engagement is an important part of attracting and retaining talent, so be sure to speak to your company’s professional development offerings and internal culture.
Pick up the Phone
While you will need to email pertinent information about the job offer to your prospective hire, make sure you pick up the phone first and don’t rely solely on email. Not only will a phone call feel more personal for a candidate, but it’ll communicate that your company places value in their employees and makes the extra effort to create a good experience for them. In addition, sending a candidate the job offer via email, without first connecting via phone, will make it easier for them to dismiss your opportunity. If they have a few questions they’d like addressed before accepting the position, you don’t want to delay the process and risk losing the candidate to a competitor.
Make Your Offer Enticing
Many employers will refrain from making their ‘best’ offer up front, which will only drag out negotiations and delay getting a candidate in the door. If you want top talent, you have to be willing to compensate them appropriately. These individuals typically have multiple job opportunities on the table, and they will wind up migrating towards the company that delivers the most value.
Time is of the essence and allowing negotiations to drag out for several weeks can hurt your company in more ways than one. First, you’ll be eating the costs of an unfilled seat – both economically and by negatively impacting employee morally. Secondly, you’ll run the risk of turning the candidate off to your opportunity, as they will interpret your long-winded negotiation process as a sign that the company is focused on conserving dollars over investing in their employees.
Accentuate Their Top Skills
By now, you’ve sifted through a large stack of resumes, conducted interviews with multiple candidates, and have seen individuals with skill sets of all shapes and sizes. Before discussing the offer, take a moment to reflect on the qualities and experience of the chosen candidate that ultimately secured them a golden ticket to join your organization. As you’re speaking with this individual, mentioning these specific skills and traits can help emphasize that they will be a valued, and respected, addition to your team.
Wear Their Shoes
Throughout the interview and offer process, always take a step back, put yourself in the candidate’s shoes, and ask yourself: “Would I be satisfied with the way I was recruited for this position?” and “Have I been given an enticing enough proposition to satisfy my needs as a candidate?” Budget and time constraints can cause recruiters and hiring managers to neglect the candidate experience, furthering the pressure they feel to fill their open seats. However, there are always ways to improve your hiring process without blowing a hole through the company’s budget.
Personalization is key. Incorporate it into every step of the hiring process to enhance the candidate experience and secure top talent.