In Part 1 of this blog series, we revealed that four in five businesses are still struggling to find the right people to fill their talent gaps. So, let’s look at some recruitment ideas to get more people excited about your business and reel in those awesome candidates.
The past few years have totally changed how employees see and approach work. But one thing’s for sure: businesses must stay on top of their future workforce’s priorities to keep attracting top talent.
As a small business owner, you may not think you have as much to offer as bigger companies. But there’s a lot you can do to give the big players a run for their money. It’s time to unleash your small business power and show candidates the perks of working for you.
If you want to know how to attract more candidates, read on! Here are 6 recruitment ideas to make your business more irresistible than a freshly baked pastry from a Parisian bakery.
Build a strong employer brand
What’s it like to work for your company? Let’s face it, it’s all candidates want to know. And the first place they’ll probably check is social media.
Don’t be afraid to inject a little personality into your social posts to attract candidates. Think team member Q&As, work nights out and employee recognition posts – anything that showcases your company culture and builds a reputation as somewhere people would love to work.
Authenticity is key here. Make sure your employer brand accurately represents your business to draw the right candidates to your roles.
Creating a strong employer brand encourages your team members to be brand ambassadors, too. They’ll be shouting about your job openings on their social media and spreading the word to their friends, helping you attract more candidates.
Offer growth opportunities
Most candidates are in it for the long haul and want to know what long-term prospects an employer can offer them. Luckily, growing businesses can usually offer more flexibility and opportunities.
Create a culture of continuous professional development and clearly communicate this to candidates. This will go a long way to showing them they have a real chance of developing their skills and progressing their careers by working for your small business.
Establishing tailored mentoring and development schemes for your employees gives you even more to shout about during recruitment. So, you won’t just be boosting your existing team’s motivation but also attracting the attention of shiny new recruits – it’s a win-win!
Sell your benefits
This can be tricky, as what actually counts as a benefit can be up for debate. Remote working, for example, was once seen as a nice-to-have; something a person could only dream of. Now, it’s more common and likely to be expected by many candidates.
So, it’s important to keep up with what candidates really want and offer specific, genuine benefits to capture people’s attention.
We love a workplace perk here at Work.Life and think these are some of the most desirable:
- Time off for volunteering
- Social and networking events
- Health and wellbeing support
- Gym membership reimbursement
- Generous annual leave (or even unlimited!)
- Wellness activities like yoga and meditation
- Personal development and training opportunities
- Required breaks (bonus for comfy breakout areas).
Provide an awesome work environment
Don’t underestimate the power of a badass work environment when you’re looking at how to attract job candidates either. We’re not saying you need an office that rivals Google (how cool does an office slide sound, though?). But certain physical characteristics can attract candidates while improving employee performance.
We’re talking mixed workspaces, eye-catching décor, social spots to collaborate or take five, and a fully-stocked kitchen – not forgetting the free snacks and drinks.
A pooch-friendly workspace can also be extremely attractive to some candidates.
Prioritise autonomy & show appreciation
Showcase how your small business encourages employees to own their work, make decisions and unleash their creativity. Candidates often look for roles that let them have a meaningful impact and contribute their unique ideas.
We also believe in creating a culture where everyone feels valued and appreciated at work. So, developing a workplace reward programme will show candidates you’re serious about recognising employee contributions.
Trust us, celebrating achievements and milestones will create a great sense of motivation among your teams and attract job candidates.
Highlight your mission & values
As we’ve mentioned, candidates are drawn to businesses that share their vision. But what’s important to job seekers these days? Well, quite a lot! Here are some of the important ones to factor into your recruitment ideas:
- Positive impact
Working for a company that positively impacts society motivates many people. Whether it’s making a difference in your local community or striving for a sustainable future, include these goals in your company mission. You could even consider becoming a B Corp. This badge of honour can help attract candidates as it showcases your commitment to making a difference.
- Work-life balance
Promoting work-life balance can be a real hit with candidates, too. According to Jobtrain, 75% of candidates said they’d jump at the chance for a job with a healthy work-life balance. Implement policies that support flexible working hours, remote work options, and breaks.
Diversity is also moving up the job seeker priority list. A staggering 92% of candidates believe a company’s Equality, Diversity & Inclusion (EDI) policy is crucial when choosing where to work. If you’re proud of your ED&I strategy, include it in your recruitment process!
Your values show the world what drives your company’s purpose, what it stands for and the standards that guide it. So, be crystal clear about your values and don’t be shy to shout about them.
Bonus tip: Make applying easy!
A quick and convenient application process is a sure-fire way to lock down top talent. Make it as easy as possible to inquire about or apply for a role. Keep applicants in the loop about timelines and next steps, too. And if you’ve removed a candidate from consideration, don’t ghost them. Try to let them know as soon as you know so they’re not left hanging.
Next up, we delve a little deeper into how to build an employer brand with real personality (and why you should!).