How to Represent Your Company When Hiring
With unemployment rates so low and many businesses on track for growth, qualified candidates seem to be in short supply. When a business does happen to find a promising option, there is a lot of pressure to seal the deal. However, enticing candidates is not as straightforward as it used to be. Candidates are no longer only concerned with the salary, title, and corner office. In order to compete in today’s job market, employers must make the case that theirs is an irresistible company that will enhance the prospect’s life and purpose. Remember, your company very well is not the only one the candidate is talking to!
Although this might seem like a tall order, making your company irresistible is not as difficult as you might think. Here are some strategies you can employ during your next interview rounds that will elevate your contender status, while vying for candidates.
- Tell a Story During Your Interviews
Interviews are no longer viewed as an information gathering session on the potential employer’s’ part. Today, interviews are more of a mutual evaluation, where the purpose is to determine if the employer and candidate will mutually benefit from a union.
Telling a story of your company’s journey is a big part of helping the candidate understand your organization’s values, mission and even approach. Using a story to illustrate you company’s culture and how you are distinctive from other companies is powerful. It’s also a great way to get a candidate excited about your organization’s future and understand where they might fit in accomplishing future goals. Provide insight into what makes your companies business model better than competitors, or why your customers/clients love to work with you.
- Ask Strategic Questions
Asking strategic questions is a great way to create investment from a candidate. Not only will these questions allow you to evaluate a candidate, but it also allows a candidate to envision themselves in the role. One example of a strategic question could be asking them how they would solve or optimize a current situation your company is facing. As the candidate begins to problem solve, not only do they instantly feel valuable, but they will also be creating investment and interest in the execution and outcome of said plan.
Another way to strategically ask a question, is to identify a strength from their resume or cover letter and ask them how they would utilize that strength in their role with the company. Again, this creates a vision of them, not just working for you, but succeeding in their role with your company. This positive and mindful exercise paints the idea of working with you in a highly favorable light.
- The Social Experiment
As an employer, you well know the most valuable asset you have is your team. Utilize them in your recruiting efforts. Whether you invite a few to interview a candidate or invite the candidate to team events, it’s important for your candidate to meet the heart of your business and experience their excitement.
You can invite a candidate to any one of a number of team events. From energetic stand up meetings, to the monthly ice cream social, allow the candidate to form connections with the members of your team. If a candidate can see themselves not only doing something they love, but doing it with people they enjoy, you’ve more than likely sealed the deal.
The key is to also not take too long in the interview process, thus this is a delicate balance. Remember, you’re not the only company in town looking for someone just like the person you have met. When a candidate has to come back a third time, you should be prepared at this point to make an offer! Represent your company all the way thru the process with considereration as well for the candidate and you will have a succcessful outcome.
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