In prior years, the more money you threw at candidates, the more likely they would accept the job offer. This strategy may still be effective in 2023 but isn’t financially sustainable long term.
You must set yourself apart from the competition to capture candidates’ attention.
The best place to start is to improve your interview process, and in this article, we will discuss five ways to do just that.
Convey the impact of this role
9 out of 10 career professionals would sacrifice 23% of their future earnings — an average of $21K annually — for work that is always meaningful, according to a report by the Society for Human Resource Management.
That’s a significant chunk of change that speaks volumes.
Candidates continue to want careers that have a purpose. And we don’t anticipate this changing soon, so you should explain how the role impacts the organization. The best time to communicate this message is early in the interview process and, if possible, sprinkled throughout the following interviews and conversations.
Discuss opportunities for training and development
Money talks (and always will); however, candidates are asking for more to make a career change.
Because Ambrion partners equally with clients and candidates in the Twin Cities area, we have the inside scoop on both sides of the interviewing process. Candidates are seeking job opportunities where they’ll have the ability to gain new skills and pursue professional passions — something their current company isn’t addressing or allowing.
We anticipate this trend to continue throughout the year, so be sure to ask candidates meaningful questions about professional growth during an interview. To give you an idea of what that looks like, here are two great examples:
- “In your next job, what skills would you like to learn?”
- “What portions of the job do you see as an opportunity to leverage your current skill set? And what areas would it help advance you to new levels?”
These are winning interview questions because they take a unique spin on the flat classics and demonstrate you care about them and their professional goals. Candidates will remember this.
And, when it comes time for them to make their decision, you will be at the top of their list.
Define career growth and advancement
One of the most common questions you’ll receive in an interview is about career growth potential at the company.
Be prepared to answer this before the call begins, so you can clearly explain the routes (if any) for career growth and how the company defines qualifications for promotion opportunities.
Suppose you’re not transparent about the lack of growth, and they accept the job offer under the impression that promotional opportunities are available. In that case, the candidate will feel like they’ve been misled and begin to explore what other jobs are available to them that better suit their professional goals.
Not being honest with candidates during interviews will negatively impact your retention and come with a hefty price tag. Forbes mentioned in a 2022 report that the average employer spends $4,000.00 to hire a new employee.
Offer flexibility
The bottom line is — it’s about adopting a hybrid culture.
With over 23 years of experience recruiting and staffing in the Twin Cities, we know what candidates want. Roles that are two days in the office are far more appealing to candidates than jobs that are three to five days in the office.
If you want your talent search to be easier and the retention of your staff to increase, offer the flexibility of a hybrid culture.
Butter candidates up (figuratively)
Think about the first time you read a candidate’s resume.
What makes them different (on paper) than any other resume you’ve seen thus far? What about it gave you that a-ha moment of “I need to schedule an interview with this candidate immediately.”
Tell them you’re impressed during the interview and believe they’re the right person for the job opportunity!
People want to feel valued and important. And even if giving praise doesn’t come easily to you — it’s okay. The key here is to come across as genuine. We recommend practicing what you will say in a mirror before your upcoming interviews. Pay attention to your facial expressions because non-verbal communication is just as important as what you say!
When the interview is wrapping up, make sure your top candidate leaves the interview with a clear understanding that you’re seriously considering them for the role.
Final thoughts
Historically, offering a competitive salary and above-market benefit package may have been enough to turn candidates into employees — but that’s not enough now.
To win top talent, you must step up your game.
Set yourself apart from your competition by incorporating the five strategies mentioned in this article. Your chances of finding, hiring, and retaining top talent will significantly improve — especially when you partner with an Ambrion recruiter.
Whether you need assistance assembling an interview panel, preparing interview questions that assess technical talent and soft skills, or something else, we are readily available and happy to support you in your search for talent.