We brought our team of Talent Specialists together to create a checklist to help recruiters navigate through the number one hiring problem faced today across organizations of all sizes: attracting qualified talent.   <\/strong><\/p>\n\n\n\n

\ud83e\udd47Defining your employer brand to transform your talent attraction strategy <\/strong><\/h2>\n\n\n\n

The first task on your checklist is to define your employer brand. Make sure that it\u2019s clear, visible and easily accessible, and understood by applicants. Why do we do this? Because this is what makes your organization stand out from the rest. And, of course, transform your talent attraction strategy. <\/p>\n\n\n\n

In today\u2019s candidate-centric market, applicants should clearly understand why your organization exists. And also what it offers, and where it\u2019s headed. So that they can better envision themselves being a part of the team.  <\/p>\n\n\n\n

Vision, Mission, and Values<\/em><\/strong><\/h4>\n\n\n\n

It\u2019s not cliche – we promise. Firstly, every company was built around a set of visions, missions, and values for a good reason. It\u2019s what keeps organizations grounded through the good and the bad, focusing primarily on why they exist. In other words, That\u2019s a pretty important piece of information candidates should have in hand when searching for job opportunities.  <\/p>\n\n\n\n

So let\u2019s break it down: <\/strong><\/p>\n\n\n\n

• Vision Statement: <\/strong> The company’s desired future position for the business. <\/li>
• Mission Statement<\/strong>: The definition of a company’s current business state and objectives.<\/li>
• Value Statements: <\/strong>Describe what your organization believes in and how it behaves. <\/strong><\/li><\/ul>\n\n\n\n

  The mission statement truly supports the company\u2019s vision and together, they communicate the company’s purpose. As statistics have shown us, employees are making purpose-driven decisions about their career choices.<\/strong><\/p>\n\n\n\n

  Values are statements that describe what your organization believes in and how it behaves. Above all, they should be deeply ingrained principles that guide all of the company\u2019s actions. And these can never be compromised. Values help define your organizational culture and environment, setting the tone for newcomers and maintaining company order.   <\/p>\n\n\n\n

  With all this in mind, your organization\u2019s vision, mission, and values should be front in center in your hiring process. <\/p>\n\n\n\n

  Besides, being showcased on your company careers page<\/strong>, it can also be truly touched upon throughout your recruitment process, through videos, images, and more. <\/p>\n\n\n\n

  Culture and workplace<\/em><\/strong><\/h4>\n\n\n\n

  The company\u2019s culture refers to the attitudes and behaviors that your organization and its employees have. Like work environment, leadership style, attitudes, expectations, and goals. <\/strong><\/p>\n\n\n\n

  In other words, your company most likely has its own culture that was originally founded around organizational values, but transformed itself naturally into what it is today.  <\/p>\n\n\n\n

  So,company culture may be hard to put in words. But can easily be seen when observing your workplace\u2019s actions and behaviors. <\/strong><\/p>\n\n\n\n

  A good way to give your applicants a first-hand look at your company is to add employee testimonials on your careers page. This can be done with images or videos, depending on how much marketing support you have internally. <\/p>\n\n\n\n

  How do you support your employees’ development and well-being? <\/em><\/strong><\/h3>\n\n\n\n

  Firstly, businesses that can communicate the support they give their employees on both a professional and personal level take the lead when it comes to attracting talent. Think about the actions your company takes to help its employees.<\/strong> And, of course, bring these efforts to life throughout your application process. <\/strong><\/p>\n\n\n\n

  Here are examples of professional support that you may offer: <\/em><\/p>\n\n\n\n

  • Employee-specific development plan <\/li>
  • Learning and development offerings  <\/li>
  • Mentorship opportunities <\/li>
  • Rotational Programs <\/li><\/ul>\n\n\n\n

    Here are examples of personal support that you may offer: <\/em><\/p>\n\n\n\n

    • Well-being programs and incentives <\/li>
    •  Flexible work program  <\/li>
    • Work-life balance benefits <\/li>
    • Tuition \/ Student Loan assistant <\/li><\/ul>\n\n\n\n

       <\/em><\/strong> <\/em><\/strong><\/em><\/strong> <\/em><\/strong><\/em><\/strong> <\/em><\/strong> <\/em><\/strong><\/p>\n\n\n\n

      Benefits <\/em><\/strong><\/h4>\n\n\n\n

      To remain competitive in today’s market you must offer smart benefits that are conducive to your future talent\u2019s lifestyle. Many of these benefits are industry standard and expected by candidates, others not so much. <\/p>\n\n\n\n

      Having a mix of industry-standard benefits and \u2018out-of-the-box ones is what will set your company apart from others. Don\u2019t forget to display these benefits creatively, by listing the straightforward ones and highlighting the different ones! <\/p>\n\n\n\n

      Industry Standard Benefits may include: <\/em><\/p>\n\n\n\n

      • Health, Dental, vision insurance <\/li>
      • Paid Time Off<\/li>
      • Work from home options <\/li>
      • Paid Maternity\/Paternity leave <\/li><\/ul>\n\n\n\n

        \u201cOut-of-the-box\u201d benefits may include: <\/em><\/p>\n\n\n\n

        • Free gym membership \/ On-site gym <\/li>
        • Free day-case services <\/li>
        • Employee outings\/team bonding events <\/li>
        • Unlimited Vacation <\/li><\/ul>\n\n\n\n

          Development & Personal Benefits<\/em><\/strong><\/h4>\n\n\n\n

            <\/em><\/strong><\/p>\n\n\n\n

          Businesses that can communicate the support they give their employees on both a professional and personal level take the lead when it comes to attracting talent. <\/p>\n\n\n\n

          Think about the actions your company takes to help its employees<\/strong>. And also bring these efforts to life throughout your application process. <\/strong><\/p>\n\n\n\n

          Here are examples of professional support that you may offer: <\/em><\/p>\n\n\n\n

          • Employee-specific development plan <\/li>
          • Learning and development offerings  <\/li>
          • Mentorship opportunities <\/li>
          • Rotational Programs <\/li><\/ul>\n\n\n\n

            Here are examples of personal support that you may offer: <\/em><\/p>\n\n\n\n

            • Well-being programs and incentives <\/li>
            •  Flexible work program  <\/li>
            • Work-life balance benefits <\/li>
            • Tuition \/ Student Loan assistant <\/li><\/ul>\n\n\n\n

              <\/p>\n\n\n\n

              \ud83e\udd48 Writing the perfect job description and improve your talent attraction strategy <\/strong><\/h2>\n\n\n\n

              After that, the next step to this framework is to learn about the elements that make a job description your applicants won\u2019t forget. <\/p>\n\n\n\n

              <\/p>\n\n\n\n

              The 5 main elements of an unforgettable job description <\/em><\/strong>\ud83d\udca1<\/h3>\n\n\n\n

              <\/p>\n\n\n\n

              1- Begin your description with a brief introduction:<\/em><\/h5>\n\n\n\n

              By using 3-4 sentences, begin your job description by describing the position<\/strong>. And how it contributes to your company’s objective and mission<\/strong>.<\/p>\n\n\n\n

              2- When describing your job activities focus on purpose and impact: <\/em><\/h5>\n\n\n\n

              Use 5-7 bullet points to describe your position\u2019s responsibilities and requirements in a way that is engaging<\/strong> to your candidate. The goal in this section of your description is to help applicants understand why<\/strong> these activities are important. And, clearly, how the role impacts the overall company mission. <\/p>\n\n\n\n

              Here\u2019s the magic formula to do this : <\/p>\n\n\n\n

              Position <\/strong>Activity + <\/strong>Purpose <\/strong><\/p>\n\n\n\n

              Example: <\/strong><\/p>\n\n\n\n

              Instead of: <\/em>Execute the strategic design for Europe teams  <\/p>\n\n\n\n

              Use: <\/em>You’ll also build upon our company\u2019s vision to conduct all of the strategic design efforts for our Europe teams. Expanding our mission to reach consumers worldwide. <\/p>\n\n\n\n

              3- When describing job requirements, focus on cultural fit and improve your talent attraction strategy! <\/em><\/h5>\n\n\n\n

              Your job requirements should also be outlined in 5-7 bullet points. Be listed in a way that ties your candidate in with your company culture and workplace environment. <\/p>\n\n\n\n

              Here\u2019s the magic formula to do this : <\/strong><\/p>\n\n\n\n

              Position <\/strong>Requirement + <\/strong>Why your company needs this <\/p>\n\n\n\n

              Example: <\/strong><\/p>\n\n\n\n

              Instead of:<\/em> Leadership Experience <\/p>\n\n\n\n

              Use: You have significant leadership, training, and management experience. With a design team that focuses on consumer products to delegate tasks appropriately and organize a design roadmap. <\/p>\n\n\n\n

              4- List your benefits (yes, again!)<\/em><\/h5>\n\n\n\n

              Then, even though you might have mentioned all the great benefits offered by your company on the careers page, on the other hand, many candidates may land on your job description without seeing anything beforehand. <\/p>\n\n\n\n

              That\u2019s why it\u2019s important to make a list of all the benefits your company offers after you\u2019ve outlined position requirements.  <\/strong><\/p>\n\n\n\n

              5- End your description by convincing candidates that they\u2019ll miss an amazing opportunity if they don\u2019t apply! <\/em><\/h5>\n\n\n\n

              Your job description should end with a BAM!<\/strong> and leave your candidates excited about the job opportunity. Highlight your company culture, environment, and your future. In this closing conclusion, remind candidates what your mission is all about. <\/p>\n\n\n\n

              Some companies use this moment to explain their recruitment process and align expectations with interested applicants. This is a great way to give candidates the transparency they deserve from the beginning of your process. And, of course, leave them engaged throughout the way. <\/p>\n\n\n\n

              Spotify<\/a> does an excellent job in doing this at the end of their job description and on their careers page. It\u2019s worth taking a look and getting inspired.  <\/p>\n\n\n\n

              <\/p>\n\n\n\n

              <\/p>\n\n\n\n

              \ud83e\udd49 Using marketing tools to attract talent candidates <\/strong><\/h2>\n\n\n\n

              To finish, the last tip is to invest in marketing tools to bring more visitors to the great careers page you\u2019ve created. Wink wink!<\/p>\n\n\n\n

              Recruitment Marketing isn’t just used as a buzzword anymore. It\u2019s an essential strategy to add to your talent attraction toolbox.<\/p>\n\n\n\n

              So, here are some important tips to get started in Recruitment Marketing:  <\/strong><\/p>\n\n\n\n

              \u2714\ufe0fMake sure your ATS \/ Recruitment platform is posting your jobs on major job boards. Including on your company\u2019s LinkedIn profile!<\/p>\n\n\n\n

              \u2714\ufe0fCreate a referral program and other incentive programs with internal employees to fill positions.<\/p>\n\n\n\n

              \u2714\ufe0f Integrate your recruitment platform with sourcing tools to also target passive candidates <\/p>\n\n\n\n

              \u2714\ufe0f Create nurture email campaigns for your talent pipelines<\/p>\n\n\n\n

              \u2714\ufe0fFinally, set a small budget aside for video creation, career page design\/updates, job board sponsorships, and other action items. In fact, that will help you put this framework into action!  <\/p>\n\n\n\n

              <\/p>\n\n\n\n

              We\u2019re here to support you every step of the way! <\/strong><\/h2>\n\n\n\n

              With so many blogs about talent attraction, we understand that it can be very overwhelming to decide which strategy is best for you<\/strong>. <\/strong><\/p>\n\n\n\n

              Just remember that our team of specialists is here to help you by understanding your needs. In the same way, we can offer expert advice, tools or simply point you in the right direction. So you can reach your hiring goals. <\/p>\n\n\n\n

              Want learn more?<\/strong> Reach out to our team! <\/a><\/p>\n\n\n\n

              Follow us on LinkedIn<\/a> and Instagram<\/a>.  <\/p>\n","protected":false},"excerpt":{"rendered":"

              We brought our team of Talent Specialists together to create a checklist to help recruiters navigate through the number one hiring problem faced today across organizations of all sizes: attracting qualified talent.    \ud83e\udd47Defining your employer brand to transform your talent attraction strategy  The first task on your checklist is to define your employer brand. Make […]<\/p>\n","protected":false},"author":13,"featured_media":2642,"comment_status":"closed","ping_status":"open","sticky":true,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[93,213],"tags":[167,183,184,50,185,59,186,180],"class_list":["post-936","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr","category-recruitment-and-hiring","tag-applicant-tracking","tag-attracting-candidates","tag-candidate-sourcing","tag-hiring","tag-human-resources","tag-recruiting","tag-recruitment-hiring","tag-recruitment-process"],"yoast_head":"\n