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Here's How Companies Can Stand Out In A Candidate-Driven Marketplace

Forbes Human Resources Council

Today's prospective employees have higher leverage when it comes to the decisions they make about the role they'll play in the workplace and which companies they're willing to spend their time with on a daily basis, for the short- or long-haul.

The aftermath of a global health pandemic is prompting people to pay closer attention to the things that matter most in life and how a career may (or may not) fit into their own personal (and family) lifestyle, not the other way around.

As the "Great Resignation" continues to have a highly negative impact on industries and supply chain demands across the board, 16 members from Forbes Human Resources Council are here to help other employers remain diligent, competitive and relevant in a candidate-driven hiring market.

1. Disclose Your Pay Range Offers

Job candidates are seeking pay transparency. Although there are laws in some states requiring the disclosure of wages, companies that aren’t required to should include pay ranges to look competitive, especially if it's not an entry-level or senior position. Not only will this differentiate the position, but it will also strengthen the company's brand, attracting more qualified applicants. - Tanya Jansen, beqom

2. Know Your (Company's) Worth

The best way to remain competitive is to know what your company is able to offer its employees and articulate that in a way people can fully appreciate it for what it is and what it will mean to their careers. - Lisa Toppin, Illumina

3. Define Your ESG

Next-gen talent expects recruiting companies to clearly define their environmental, social and corporate governance (ESG) initiatives. Company websites, social media and financial reports should all reflect the commitment to ESG goals. In addition, talent teams and hiring managers must provide examples of a socially good and open-minded culture. - Maria Leggett, MHI

4. Drive Home Your Solutions To Industry Pain Points

Know the pain points of your competitors so that your company is strategically accomplishing more successfully. Then coach your recruiters and hiring managers to elaborate on how the company has created solutions to these pain points through internal resources and growth opportunities. Giving a potential candidate a visual of the support and career opportunities drives momentum. - Kelsey Schnittgen, Mission Critical Solutions

5. Advocate For Your Employees' Mental Health

Focusing on the importance of mental health should be taken just as seriously as our physical health. Employers that are supporting their employees during this interesting phase of uncertainty will stand out. - Prakash Raichur, Taghleef Industries


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6. Elevate The Candidates' Job Interview Experience

Never forget the importance of the candidate experience. Right now, candidates have many options and they're assessing the company just as much as you're assessing them for the role. If the candidate experience wasn't great, they'll likely be left thinking their experience as an employee will be worse. A bad or even so-so experience is a quick way to lose out on top talent. - Katya Daniel, Golden Hippo

7. Focus On People

The fourth industrial revolution is people-driven, and that is turning into a competitive advantage. Business is about people and combining our shared humanity and diversity to engage in diverse ways of being in the world. The combination of business and humanity creates a powerful competitive advantage for businesses across all industries. - Loren Rosario-Maldonado, Claro Enterprise Solutions, Inc.

8. Explain Your Mission, Values And Culture

To attract top talent, employers must communicate what makes their company a fulfilling place to work. This is done by developing an employer brand—mission, values, culture—which is equally as important as a customer-facing brand to remain competitive. Top talent wants to work for firms with missions and values that align with their own and be part of cultures they believe can provide personal fulfillment. - Camille Fetter, Talentfoot Executive Search

9. Treat Employees Like Family

This cannot be taught, but if you care about your employees, they will care about you. Treat employees like family and they will be family to you. This will increase loyalty and also attract top talent to a place anybody would like to work. - Richard Polak, American Benefits Council

10. Build A Brand As A Top Employer

Create a strong employment brand and promote it! Be known for being a great employer. Apply for best industry workplace awards and showcase the perks of open roles, especially as it relates to work-life balance and wellness programs. - Leigh Yanocha, Knopman Marks Financial Training

11. Respect Everyone's Time

Be honest, keep it simple and build a culture and organizational construct around these two principles. Now imagine an organization where from application to onboarding in the talent acquisition process feels welcoming to the applicants. It shows them that you value their time and want to see them succeed with a selection and service focus rather than a rejection orientation in your approach to attracting talent. - Rohit Manucha, SIH AGH

12. Go Remote

A recent survey by GoodHire found that 74% of employees want to work remotely in some capacity moving forward. Remote work is what will attract and retain top talent in 2022. HiringThing has been fully remote since 2012. The flexibility, autonomy and work-life balance provided by remote work is what drives our team's high performance. - Joshua Siler, HiringThing

13. Speed Up Your Job Interview Process

Proactively seek out top talent and move quickly through the interview process. It's not enough to have a great culture and pay well. Candidates have lots of options, so make sure you are reaching out to candidates, not waiting for them to apply to an online posting. Once they are interested, be prepared to move quickly through the process to the job offer stage. - Jennifer Dill, Data Innovations LLC

14. Be Flexible

Understand what is important to your target audience and evaluate whether your cultural values align. There is no question that a large segment of our population, especially those who work in technology, want remote, hybrid or flexible work arrangements. Are you going to hold firm that everyone has to come into the office or should you reconsider? - Danielle Monaghan, Uber

15. Showcase Current Employees

The fundamentals haven’t changed, but the psychology of jobseekers has. Their priorities have shifted and so has the way they consume information. Let your employees do the talking and showcase real people in your recruitment marketing content. This will help to bring your employment brand to life and the enthusiasm among employees to share will be contagious. - Kim Pope, WilsonHCG

16. Get To Know Your Prospects

Get creative and customize your approach to attracting talent. When the market is as competitive as it is today, you want to ensure your attraction points are relatable and valuable to the individual candidate. Get to know them to understand what they value most in their future employer, whether it be flexible work or monetary, then you can put your best offer forward. - Caroline Faulds, Canada Pooch

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