We all know the saying if it’s not broken, don’t fix it. But what if you don’t know it’s broken in the first place? Employers tend to overlook what attracts the best possible candidates for the job, and most importantly, to have them stay. We all know that business 101 teaches us to always be innovative. But how far will that take your vision if you don’t spend the same energy on attracting the perfect candidate for the job? The answer is not far. Push yourself and your team to follow these tips and stand out from competitors.
Stand for something. (And actually, live up to your mission).
One of the most critical components of a company that makes people thrilled to work for them right off the bat is a mission-driven model. Workers want to be a part of something bigger than themselves. Before you scroll to the next tip, know that any company can apply the principles of a mission-focused workplace. You just need to know how.
People often misunderstand what a mission-driven workplace looks like. So what is it? Mission-based organisations centre their objectives around a humanitarian purpose. This can look like a nonprofit or government agency solely dedicated to a particular cause, or it could look like a for-profit company selling products or services to encourage mental health and wellness or a cleaner planet.
The way to push your company from ordinary to extraordinary is to visualise your mission on a broad scale. Yes, your product or service may be geared toward changing an individual’s life, but always think bigger.
Still lost on what to do? No problem. Another way a company can incorporate these principles to attract the right people without a complete overhaul is to promote or partner with charities and nonprofits aligned with your values. This is also a great way to start a major shift in workplace culture.
Be sure to live up to your mission. This may seem obvious, but far too many employers think all they must do to engage their staff is to slap a mission statement on their website. It should be challenging to sustain a mission-driven model. Be sure to review your mission every day for yourself and your employees. Approach your employees and ask them how to improve as a leader and a company as a whole.
Before hiring, ask what your candidates think about your mission. Genuine enthusiasm for your company’s goals is one of the best ways to find your perfect fit. It’s not enough to declare what your company stands for. Put in the work for a better world.
Be easy to find and do your brand justice.
These days it’s imperative to have an online presence to intrigue candidates. The first thing a candidate will do is go straight to Google. Invest in SEO optimisation to ensure you’re easy to find. This appeals to workers because it reduces the time spent in their research. Once a candidate finds you online, remember that an attractive website will make the job more attractive. Bold visuals and an easy-to-use interface will make your brand memorable.
Consider upgrading your brand on social media. Active social media pages go a long way in captivating not just clients, but also employees. Ideally, an organization should have at least one person whose full-time job is to run social media.
Many employers still ignore the time and effort it takes to run an engaging social media platform. If you cannot put the resources into a full-time position, that’s okay for now. But there’s no need to wait as there are small ways to grow your social media presence while juggling other work.
Set a time every day where you create one post for your pages. This will not only help to gain followers, but candidates will appreciate that your last post was not an entire 10 months ago. Stay on top of trends and don’t be afraid to incorporate humour into your content.
If possible, offer remote work.
The COVID-19 pandemic has created an entirely new way of how we think about work. Remote work is on the rise, and companies are realising there are many benefits to a hybrid model or full-time remote work.
Offering remote work will show candidates their employer cares about their health and is flexible. It also significantly increases your pool of candidates who would otherwise commute from a long distance.
When work opportunities are remote, candidates can apply from virtually anywhere, increasing the likelihood to find a great match and find the top talent for your company. The less time workers are commuting, the easier it is for many to manage time.
Don’t forget about retention.
Investing in the retention of employees is too often overlooked. Applicants want to know the answer to the question, “What is it really like to work here?” and it’s very difficult to find. But when candidates do find reviews, it has the potential to completely turn them off to your company. If a company wants to attract the best candidates, show that people stay.
Share statistics on retention and opportunities for promotions. Highlight concrete ways the workplace promotes diversity and listens to employees’ concerns. This will showcase your company as a healthy environment where people want to stay.
Utilising these elements will surely energise applicants along with current employees. Remember there are no shortcuts here. It is supposed to be challenging work, which is why so many employers don’t make the effort. So why not stand out?
About The Author
Gabrielle Ci
courel Hanley is an up-and-coming freelance writer with a passion for the sociology of work in the modern age. After working various odd jobs in different industries, she became fascinated with the components of work, bureaucracies, and other types of organisational structures. She received her Bachelor of Science in Sociology at the University of Oregon. With an additional background in communications and multimedia design, she brings creativity and precision to all her projects. Gabrielle resides in Tacoma, Washington in the United States. For more information, email gabi.cicourel.hanley@gmail.com.
