Find out what your candidates really want
Posted: Thu Jan 23, 2025 6:54 am
Lay the groundwork for your candidate focus in recruitment by understanding what they are interested in the most. You can accomplish this with a brief survey of your current talent pool. Find out what inspired them to come work for you. Interestingly, many times this is not tied to compensation according to a recent McKinsey Quarterly survey. Instead, candidates may have been attracted to you through your content sharing, the corporate culture, or the opportunity to grow with a company representing deep values.
#2 - Get to the root of core success drivers.
Candidates who are in the top percentage of performance metrics are often driven by slovenia phone number library unique factors. It's your job as a recruiter to dig below the surface and get to the core of the success drivers. For example, when recruiting management candidates, look for those who like peer recognition. Share the corporate brand in a strategic method by segmenting your brand communication to this need.
#3 - Choose specific industry and career buzz words.
It's easy to get caught up in writing job postings and descriptions that are too general. Candidates are not a single-minded audience, however. Consider setting up specific niche groups on social networks to build your brand with targeted job listings for each group. Also post job adverts where your candidate specialists frequent, so they get the message directed to them. Share a segmented brand message designed specifically for your top performing candidates and get them excited about working for your agency. Tap into their passions, interests, and unique ways of absorbing information.
#2 - Get to the root of core success drivers.
Candidates who are in the top percentage of performance metrics are often driven by slovenia phone number library unique factors. It's your job as a recruiter to dig below the surface and get to the core of the success drivers. For example, when recruiting management candidates, look for those who like peer recognition. Share the corporate brand in a strategic method by segmenting your brand communication to this need.
#3 - Choose specific industry and career buzz words.
It's easy to get caught up in writing job postings and descriptions that are too general. Candidates are not a single-minded audience, however. Consider setting up specific niche groups on social networks to build your brand with targeted job listings for each group. Also post job adverts where your candidate specialists frequent, so they get the message directed to them. Share a segmented brand message designed specifically for your top performing candidates and get them excited about working for your agency. Tap into their passions, interests, and unique ways of absorbing information.