Securing candidates in a tight market
Attracting candidates can be difficult in a candidate short market. We
believe that as an employer you can improve your chances of securing your
ideal candidate by incorporating some of the following ideas.
Candidate Control
At the initial application stage (eg at interview)
understanding what the candidate's motivations and decision-making factors
(eg money, benefits, organisation, career opportunity and personal
circumstances) will better ensure a successful result. At RecruitR, we take
the time to discover these, and are able to provide a comprehensive list of
these factors for each candidate we represent.
At the Interview Stage
This is your opportunity to sell the benefits of your
organisation and set yourselves apart from your competition. An effective
way of doing this is to devise a formal information employment pack that
best outlines your organisation, and the benefits. This pack should include
elements such as organisational culture, career opportunities, company
objectives and goals and perhaps profiles on successful people currently
employed in the company.
Additional Sweeteners
In a candidate short market, many clients are considering
additional financial benefits over and above a salary that may sway a
candidate's decision. We suggest considering the following:
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Sign on bonus
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Project or end of year bonus
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Profit sharing
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Key Performance Indicator bonus
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Depending on how long the person has been with the previous employer, offer a payment in lieu of upcoming long service leave
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Additional benefits like medical insurance
