Six ways to attract the best talent
From providing volunteering opportunities to offering tailored development training packages, there are plenty of non-financial ways to attract the best candidates.
They say money makes the world go round, but for many candidates salary isn’t the only factor considered when accepting a job offer.
While incentives used to be limited to popular perks such as stock options and mortgage allowances, candidates are now looking for a wider range of benefits. We asked two of our experts for their advice on how you can ensure your hiring processes are meeting expectations.
1. Company reputation
“To attract the best talent on the market, it’s essential companies create a reputation as somewhere candidates want to work,” As we think at TopMindz. As our leadership team explains, companies well known for their products and working practices will be able to attract the strongest candidates simply on their reputation within a particular sector or industry.
“When it comes to the actual hiring procedure, invest time and effort on creating an efficient recruitment process that promotes and reflects this reputation,” she adds. “Everything from a well-crafted job description to the way the successful candidate is offered the position should reflect the company in a positive light.”
2. Company culture
“Having the right company culture in a workplace can make all the difference when it comes to making a position more marketable for potential employees,” says our Vice President Ajay Wadhwa. He explains that having the right culture for the right talent could include opportunities for flexible working, the level of autonomy given to employees or even providing a team lunch on a daily or weekly basis.
As Ajay notes introducing smaller, softer perks like a casual dress or giving employees the day off for their birthday is a great way to gradually change company culture. “These changes can often be hard to accept in workplaces with an ingrained culture, but they can make a role significantly more attractive to candidates.”
3. Personal relationships
Line managers should view interviews as opportunities to develop good interpersonal relationships with candidates,” as our European head Amara. She argues that relationships formed through the interview process can often make the difference as to whether a candidate accepts an offer or not, as it provides them with an idea of what working relationships they can expect within the role.
“Provide relevant training for line managers before the interview process to ensure they can successfully present both themselves and the company to candidates,” she says.
4. Personal fulfillment
“Employees don’t want to feel like they’re simply a cog in a large machine, they want to know that they matter and that their work is making an impact,” explains Ajay our Vice President. He notes that this sense of fulfillment is increasingly important when it comes to attracting the best talent. “These candidates will want to make a tangible difference and be able to see how their particular work affects their department, their company, and even wider society.”
One way companies can make this sense of fulfillment central to the recruitment process is by setting out how candidates can interact with the decision-making process in the role. “Candidates will want to know their overall decision-making capacity and that their ideas matter.”
5. Career progression
“The prospect of career progression is often fundamental in a candidate’s decision to accept a job offer, so it’s essential companies look to signpost all available opportunities for professional development,” advises Amara. As she explains, establishing training schemes that focus on increasing the hard and soft skill sets of employees is a great way to attract those candidates thinking about longer-term career development.
“Companies should consider introducing a job rotation program that provides employees with a good overview of the different skills needed in the company, ensuring details of this program are fully laid out within their recruitment process.”
6. Option to work from home/Remote.
Giving the opportunity to work from home when needed or if you find the right resource culturally fit and have all knowledge to contribute to the company although he/she may not be able to come to the office. We should allow him/her to work remotely.
Remote teams with focused metrics and best team members can produce great results. Says our President Krishna. When he started first Business in Ecommerce when he was 21 years of all his team members placed in Hyderabad, India this was the year 2000. While All his team members were in India, he was able to build eCommerce business in the US between 2000 to 2003. Then when he started Infovision all his team members were working from home all the remote team members contributed to the company. In fact, some of them from 2006 till now work from home and still bringing value to the business which he exited in 2013.So, managing the team with Key metrics and good leadership does matter. The work location does not matter.
I am enjoying already working with a great team interacting remotely across our leadership a new way of working. When someone works remotely their productivity is increased and results will enhance business growth.