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:

Sign on bonus
Project or end of year bonus
Profit sharing
Key Performance Indicator bonus
Depending on how long the person has been with the previous employer, offer a payment in lieu of upcoming long service leave
Additional benefits like medical insurance