Standing out as an Employer in a Hot Candidate Market
During this podcast we hear from two of Stellar’s very own (and successful) team members, Kymberly Tupai – Manager of New Zealand’s North Region and Georgia Mackie, Brisbane’s Corporate Services Manager. These two ladies are making bold moves in their space and are here to dive deeper into what it means for employers looking to attract and retain talent and how to stand out as employers in the hot market. We learn about visions within the company, career progression, shortlisting candidates, using brand ambassadors and more!
Kym & Georgia’s Highlights:
1:30 - Standing Out to Potential Employees
2:38 - Vision within a Company
4:24 - Career Progression and Development
6:45 - Shortlisted Applicants Connecting with Direct Leaders
7:54 - Using your Brand Ambassadors
9:49 - Candidate Experience During Recruitment Period Cycle.
Standing Out to Potential Employees
Employers must understand that the way people are working is different and what people care about has changed. It is up to companies to navigate how to offer potential employees benefits that aren’t money orientated. Flexibility has become a standard concept in many organisations. It is important for business leaders to stand back and discover other benefits outside of flexibility and monetary incentives.
Vision within a Company
As an employer brand, having a vision and taking future employees on a journey is critical to retaining staff. Throughout the recruitment process, know who you are as a leader and your strengths. The key to success is knowing the answers to the following questions.
What are your company’s core values?
Does your company have a mission statement?
What types of people lead your company?
What are the key attributes of a person that works for your company?
How does your company positively affect the community it exists in?
What is your company known for?
Career Progression and Development
As a business leader, having additional tools to further the skills and abilities of staff is a fundamental motivator for employees. This means extra training courses or on-site opportunities presented that they may not have experienced in the past. A vital aspect in progressing your careers is knowing your strengths as a business. You must determine what differentiates you in the eyes of the employees. This can be distinguished through the way you verbalise your value proposition; what makes your company unique in those offerings?
Shortlisted Applicants Connecting with Direct Leaders
When proceeding through a recruitment process, ensuring the shortlisted applicants converse with the manager they will be reporting to. People don’t leave businesses, they leave managers, so it is advantageous to meet your manager and establish a form of compatibility with them. This can allow the employee to gage how they will be managed, the expectations set, and getting a feel for the communication styles.
Using your Brand Ambassadors
Distinguish who your brand ambassadors are; look for the people who work for your company and champion the brand. The employees who enjoy telling everyone who will listen about their company are the biggest influential resources for attracting top talent applicants. It is underestimated how much research potential employees do before starting with a business.
Candidate Experience During Recruitment Period Cycle.
Make the recruitment process quick and lead with the best offer as you may not be presented with a second chance in the current competitive landscape.
Let’s go on an inspiring journey by listening, learning and taking key actions from our own recruitment experts as well as industry leaders and inspirational individuals.
Together, each month, we unpack key actions on how we can all learn from others’ experiences and industry knowledge; unlocking our own transformative change, so that we can all become the best version of ourselves.
