Oh boy, the competition is really heating up out there, as, due to a record number of job vacancies in the FinTech sector, it’s now officially a candidate’s market.
Innovative start-ups and rapidly expanding tech giants are the cause of this tip of the scales and many companies are struggling to attract the best talent because if it.
However, if the 1970s musical masterpiece Grease taught us anything, it’s that with a few changes, the perfect match will always find a way to end up together.
So, with that said, let’s take a look at how you can, with just a few changes, make your company the one that they want…
#1 Your Brand Message: Does It Speak To Potential Candidates?
If you worked with a marketing team to come up with your brand logo, you may have been asked what your brand message is. If that’s the case, then great, you’ll totally get this next part. If that’s not the case, then here’s what we mean…
Every brand has a message, from Lidl’s ‘Big on quality, lidl on price’, to Mastercard’s ‘There are some things money can’t buy. For everything else, there’s MasterCard.’
But your brand message goes beyond just cleverly written slogans.
A true brand message is actually your value proposition that tells someone who you are and what you’re about, which, up until very recently, has mainly been aimed to speak to their customers.
But now, with the talent pool so shallow and the job pool so deep, we’re most definitely in the era where a brand’s message needs to speak to its future employees too.
Your company values, ethics, beliefs and culture are all things that candidates take into consideration before accepting a role, so it’s the best time to ensure that you put some focus on yours.
So, how do you do this?
You can start by creating a slogan for your company that encapsulates the core values and vibe of your brand. For example, ours is: ‘A new rhythm for business to business engagement’.
Although this won’t be the ‘deal breaker’ for candidates, it will give them a snap-shot impression of your vibe; whether you’re highly corporate, friendly or perhaps a little quirky.
The next thing you can do it ensure your ‘about us’ page is up to date on your website.
By taking some time to ensure the words you use feel in sync with how you want people to feel about your brand, then you’ll be on your way to speaking directly to the candidate by giving them a feel of what it’s like to work for you.
For example, here’s ours: http://searchandmore.net/syncopate/
#2 Your Online Presence: Are You Clearly Visible?
Social Media. The marmite of the online world.
But, love it or loathe it, having a presence on it could help a potential new recruit suss out whether you’re a good fit for them.
Just for clarity, we’re not talking about having a presence on every platform, just the ones that customers or potential recruits would likely hang out, such as Instagram or Twitter.
The wonderful thing about these platforms is that you can show more of your brand’s personality without taking yourself too seriously.
Take Greggs for example…
Or money management platform, Cleo:
Both companies use their social media to show their brand personality, which gives a glimpse into the type of employers they’re likely to be.
Could you do something similar with your social media to show your own brand of personality?
#3 Speaking Of Social Media…How’s Your Linkedin Game?
LinkedIn is a funny old platform that wears many hats for its users, but for the sake of this point, today’s hat is the one of recruitment.
It’s a fact that people don’t spend much time scouring company pages on LinkedIn for fun, but when there’s a job vacancy, that all changes.
If you haven’t already, we advise you to set up a company page on LinkedIn and encourage your staff to list themselves as working there too.
In addition to that, put up some videos of you and your team explaining what they do and why it’s a great to place to work there, so when you list a job vacancy, there’s substance for potential candidates to consume.
Trust us, these small little touches can go a long way.
#4 Your Recruitment Process – Is It World Class?
Finally, it’s good to think about your own internal recruitment process once you’ve got the candidate to the interview stage.
If the sole aim is to be desirable to candidate, then it’s a worthwhile exercise having one of your team go through a dummy run of the interview process so they can feed back on anything that didn’t make them feel good, or that could be improved upon.
After all, it’s all about creating a positive experience.
Final Thoughts
Now, you might be thinking… “hmm, that’s a lot of work to do”
Or even that it’s not your job to make your company look desirable to future recruits, but, let us tell you that if you’re looking to attract the best, you want to be attractive to the best, and these simple steps will help you achieve that.
Of course, hiring a recruitment partner will alleviate a lot of the hard work for you, but having these things in place is a fail-safe process for a company who is continually growing and therefore needing to attract quality people.
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