In one of my recent articles, I pointed out that the candidate-experience very often found its effectiveness in simple approaches, and that it begins even before the first interaction between candidates and employers, continuing until after an employee leaves the company.
This inevitably leads us to mastery of talent management and the tools to maximize the candidate experience. We can also categorize them into 4 distinct steps:
Over the next few weeks, I suggest we cover each of those axes a little more in depth, in a series of 4 articles, starting this week with the attraction.
Attraction, driven by perception
Attraction is defined as a force that attracts, or tends to attract, people to someone or something.
In fact, we are often drawn to things that we know little about, but which arouse curiosity, interest, for different reasons. These are the elements that will define the association between these two parties, both from a candidate and employer point of view.
To attract customers, companies develop a marketing strategy to attract a customer profile that they have targeted (persona) and identified their potential needs, goals and values, and how the company can meet them through their offer. , and tactics to raise their interest.
The same goes for attracting candidates! An understanding of the needs of the company, of the candidate profile that the company is looking for, but also of what these talents are looking for to help them in the realization of their professional and personal lives. These elements will thus facilitate the establishment and execution of the attraction and recruitment strategy.
The business world is an endless universe of employers and opportunities. It is therefore important to stand out to attract the attention of potential candidates – and those who come closest to the persona identified for the position to be filled. What is the point of being visible to people who might not have an interest in your position / organization, or candidates who lack the desired goals or skills?
A good reputation: natural magnetism
Do you know your reputation in the market with potential candidates? Is it positive or negative? And for what reasons is it so?
Employers with a brand image in the market attract the best talent, and candidates go to these companies even if there are no vacancies.
Conversely, there are companies that have a lower reputation, and that candidates do not have a good impression – or even avoid.
Finally, there are the companies that potential candidates do not know at all.
This reputation is built over many years, and is the sum of many elements, from brand positioning in the market, ambassadors (current and past employees), to the benefits offered to employees.
That is why it is important to make sure that everyone in the company feels appreciated and can achieve themselves, in a context of mutual respect and development.
Mission, vision, and values: at the heart of the corporate culture
Birds of a feather flock together, they say. To get there, you must know where you come from, but above all where you are going. Not only is it important to have defined the mission, vision and values of companies, and that they are in line with the strategy, but also that the management of the company believes in it, adheres to it and makes it happen. promotion.
Have you ever assessed whether all the employees in your company are not only aware of this foundation, but that they believe in it and, above all, implement it?
If not, how do you convey it and bring it to life for candidates even before they are hired, so that they feel a sense of belonging even before signing a job offer?
When I ask candidates to define me what the ideal employer profile looks like, the vast majority describe a company that has a vision and believes in it, that puts the actions in place to achieve it, and that they want to. contribute themselves.
If this aspect is well conveyed and felt by the whole organization, it will be important to highlight them in the attraction strategy, but also throughout the recruitment process.
Healthy working environment
We spend a large part of our working lives at work, and among the main reasons for leaving key employees are a difficult relationship with the manager and an unhealthy work environment.
Good collaboration and sound management of labor relations will thus help build a positive employer image, both in terms of attraction and retention.
We must not neglect the aspect of remote work, which is more and more widespread but also which will be (even is already) an important criterion for a candidate in his choice of employer.
Beyond the way of working, it is just as crucial to ensure that the managers in place are equipped to properly manage this new reality. The management style must adapt as much from an efficiency point of view as it does regarding expectations and support for employees.
Anticipate and adapt to trends
The world belongs to those who get up early, just as success is achieved by companies that are visionaries, anticipate market needs, and innovate in this direction.
The same principle can be applied to talent attraction – employers who are creative, innovative, and meet the expectations of potential candidates will be able to lead the way and stand out.
Beyond remuneration and social benefits, companies considering differentiating elements thus increase their attractiveness. Social involvement, eco-responsible values, initiatives focused on health, involvement in associations and specific groups are all examples that can influence the attractiveness of the company, to the point of being an element in the process of selecting a company by the candidates.
As easy as an answer
In my article on candidate experience, I mentioned the importance of clear and transparent communication throughout the recruitment process. Whether it is sharing the steps of the process, such as notifying additional deadlines when they arise, candidates appreciate and feel respected.
This will ensure that you always have communication with candidates, who will see it as a corporate culture based on respect and openness.
Despite the situation we are going through, the best candidates still find themselves today in a situation of multiple offers – I see this every day. Employers who take care of their level of attractiveness thus increase their chances of welcoming the best talent into their organization.
Do you want to attract the best talent? Or simply fill a vacant position?
Do you want to discuss your talent management strategy that will allow you to maximize your attraction and retention efforts, and support your growth?
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