With one of the most challenging job markets ever, it can be difficult to successfully snag the best candidate to join your team. Selling is a common occurrence in almost every aspect of business, but when working through the hiring process, being successful has to start with selling. Local Greenville companies are no longer just competing for employees with other local companies. With remote work options continuing to grow, competition has spread across the nation, and not from the big shots like Apple, Google or Amazon. Small companies from around the nation, just like yours, are recruiting from your candidate pool because they are able to sell their organization effectively.
Selling your organization to potential new employees should have always existed during the process, but now more than ever it is a necessity to bring as much to the table as possible. Candidates are often fielding multiple offers, looking to negotiate, maybe even receiving counter offers from their current employer. It is okay if you are not offering the highest salary out there, but an industry standard salary offer alone is not enough. You need to bring more than a number, and if you are bringing candidates back for a second or third round of interviews, it is safe to say that you or the team like them and it is worth the time to expand on what the role and organization really looks like.
To start, put together all of the information you can on what your company offers including benefits, PTO, detailed team structures, office environment, and any other potentially appealing aspects.
More detailed advancement opportunities and long term career growth roadmaps are increasingly more popular questions candidates are looking for answers to during their interviews. If there isn’t a clear answer on what the next job title would be, there should still be some detailed plans on increasing responsibilities over time, performance review schedules, and a clear path for professional development. To help you communicate this effectively, you can put it all together like an elevator pitch, clearly communicating what your organization does, why it does it, what the specific team does to support this, and what the employee should expect to gain from joining the team. Candidates have been putting in the work to help sell themselves to you, its time to reciprocate the effort! Instead of just expecting to hear how they will make a great addition to the team, let them know what the team structure is like, where you expect them to fit in, and any plans for growth in the near future.
You can strive to discuss what you realistically do for your employees to genuinely meet their life and career goals, or show off that you will treat them like people, not robots or just another number. For example, if you have ever had an employee leave for a higher salary and then come back because they preferred your team environment, brag about it! Or give success stories of employees who were quickly promoted to new positions, if you provide employer sponsored certifications or educational reimbursements. In this market, you should make sure to discuss the outlook of the industry your organization operates in, especially if the business model is resilient to turbulent conditions or if it is “recession proof”. Employees want to know if you have a plan in place to help avoid layoffs and retain them if they are valuable to the bottom line.
Even more important than having this information ready for yourself is providing it to any recruiters you are working with. Recruiters need to sell the roles they are tasked to fill for you, and they do the best they can with what they are given. But, recruiters can only go as far as what is shared with them.
Your recruiters are also competing with other companies across the nation, and need to know more about all aspects of your business in order to be even more successful. Recruiters really need an honest description of your business model, the current team, product line overviews, and new initiatives directly from you or whoever is in charge of the hiring decision. Not only will this help create consistency in what is told to the candidate throughout the entire process, knowing the “inside scoop” can help recruiters get candidates even more excited before you get to speak to them. Especially in IT, being able to sell what tech stack you’re working with or new technology that is going to be implemented creates much greater buy-in than a salary alone would. If new technology implementations or changes are going to be made possible through the hiring of this new employee, it is vital to share that this will be part of the responsibility of the role to help build the excitement and interest of that candidate.
Because of this job market, interview processes have had to become refined, shortened, and streamlined so that hiring managers can make their decisions quicker than ever before. With this comes less buy in because there is less time to thoroughly explain everything. If you do not take the time to refine how you sell your company, you’ll likely find that when the offer is extended, the organization that took the time and effort to fill in the candidate on the details will be the one who gets the win.
If you need help being the organization that wins your perfect candidate, reach out to the Perceptive Recruiting team to find out more about how we can help you navigate a path to success. Perceptive Recruiting has over 25 years of technical recruiting experience in the Greenville and surrounding markets. We pride ourselves on building relationships and matching high-quality candidates with our clients. We work with our partners every step of the way to provide a valuable and personalized process. Our team speaks to technical professionals daily, investigates new or obscure tech, and asks the right questions to truly be technical recruiting specialists. Let us put our expertise to work for you today.