Candidates are picky.
Blame it on the pandemic, the economy or life’s uncertainty, but today’s professionals want to work to live.
What we mean is that they will rarely compromise their wellbeing for their career prospects.
Forbes just wrote about a phenomenon that is the cutting-edge of new flexible work arrangements. It’s called “micro-retirement.” Professionals can step away from work for a short time period to pursue a passion or to simply rejuvenate. It’s tied into the notion that careers will span much longer than in the past, requiring even more flexibility to sustain teams.
Basically, firms have to work much harder to attract qualified candidates and keep them. But you already know that.
What is more important is that candidates know how hard you’re working to build and sustain a great culture.
What They Don’t Know Hurts You
We see firms missing out on great candidates in the following ways:
- Not following up after meeting them at a career fair
- Offering little to no information on their websites about firm culture or benefits
- Relying too much on recruiters or third-party application portals
- Making the application process too difficult
- Doing little to no content marketing specifically for experienced professionals
- Offering no stories or testimonials from current employees
Let’s be honest. Some firms may be overwhelmed with applications, but most could do better by offering more direct contact for candidate research, questions and initial applications.
We worked with a firm recently on videos that help candidates see who they will be working with. This emotional “do they look like or seem like me” is a real factor in a candidate’s decision-making process.
With another firm, we completely revamped their Careers pages to focus on interns, graduates and experienced professionals on distinct website landing pages. That way, the firm can point candidates to information specific to them. And we can track their page views, clicks and form submissions.
This strategy and data collection helps your firm compare direct submissions with third-party job site applications… and see which strategy offers the best results. Maybe it’s a hybrid of both, but you don’t know until you track it!
Your TikTok Moment… Be Memorable
There are great candidates out there who aren’t great at adding keywords to their resumes to make it past the ‘bot gatekeepers. So this is your TikTok moment. Be memorable as a positive highlight in their application and interview process…and win them for life.
Rent a Marketing Analyst:
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