Menu
January 2019
Written by Adam Richardson (adam.richardson@arresourcing.com), Managing Director and Owner of AR Resourcing. Adam has 19 years’ experience recruiting professional and technical disciplines across the built environment industries.
Roles that are essentially identical often get very different response rates depending on the company advertising them. Typically this is down to three factors:
1) the package: there is plenty you can do beyond salary to make your role stand out;
2) communication: how and where you market the role matters; and
3) the “employer value proposition”: some employers are better at creating a brand people want to work for.
So how do you maximise your chances of attracting the best candidates in the short and longer-term?
A little thought and flexibility will go a long way to making your role stand out. Candidates need a reason both to leave their current role and to join you rather than one of the other companies vying for their capabilities. With salaries broadly aligned it is generally the trimmings that will differentiate one role from another:
Scoping a role that will compete effectively for the calibre of candidate that you are looking to attract is only the first step in attracting more and better candidates. Consider:
Most industries have a handful of companies that a majority of candidates mention when asked to list their dream employers. These organisations nurture their “employer brand” to develop a reputation that connects with prospective employees. Some focus on innovation, others become known for social values, others as good pay-ers, some for promoting internally, others for investing in staff development… there is an endless range of options.
What the best companies all have in common is a well thought out and attractive employee value proposition (EVP) – this is a set of values that they offer employees and use to attract and retain staff.
They ensure their EVP is clearly defined and then continuously and consistently communicate it to existing and potential employees across various channels. It is a process that takes a significant investment in terms of both time and money but long term it is a strategy that pays itself back.
Adam has over 20 years’ experience recruiting procurement and commercial professionals across the construction sector.