by Cal Walker
My recent foray into the job market, which, I’m happy to say, concluded with me joining Sage offered a valuable first-hand look into today’s job market.
I learned a lot—both good and bad—about what organizations are doing to attract job applicants.
Let’s be clear: Unless you’re an Amazon or Google, attracting top talent can be a difficult challenge. There’s stiff competition and online tools have made it easier than ever for employees to find new and better opportunities.
Because I work closely with Sage’s many growing entrepreneurial clients, I know it’s also a challenge that they often face.
With that in mind, here are five suggestions for attracting and landing your top job candidates:
Have a clear and motivating company vision
Job applicants are seeking more than just a job. They’re looking for a place where they can contribute toward a shared goal.
If your company’s vision isn’t clearly defined, current employees may not understand what they’re working toward. It also makes it difficult for prospective employees to identify what they would bring to that effort.
Conversely, a well-defined vision can help avoid hiring employees who don’t share your company’s vision and values.
Go the extra mile to create an awesome company culture
At some point in nearly every job interview, the interviewer offered some version of the “We work hard and play hard” mantra. Don’t get me wrong, that’s a great model to strive for. But if that’s not true (and, in my experience, it’s often not), it’s pretty simple to see through those claims when talking with actual employees.
If you don’t have a workplace culture that values and prioritizes employee happiness, get to work creating one. If you’re successful, talented—and fun—people will begin to seek you out.
Offer a clear path for growth and development
I’m a runner who goes on two types of runs: mapped (a set route and distance with an approximate time goal) and unmapped (with nothing planned). Without fail, the mapped runs yield better results. In the absence of a plan, it’s difficult for me to keep focused and maintain the desire to push myself.
The same can be said for one’s career path. Employees with a clear idea of what to expect and where they’re headed are able to remain focused and strive for consistently better results.
So, when you meet with prospective employees, clearly lay out what you’re offering. Give them a glimpse of the growth opportunities they’ll have as a member of your team and their buy-in will follow.
Let them ask questions, but not just of you
Nearly every interview ended with the interviewer asking, “Do you have any questions for me?” While this courtesy should always be extended, I can tell you what I would’ve appreciated more: a chance to talk to talk to my potential peers.
Offering the chance to meet “real” employees gives a glimpse into a company’s culture (see #2 above) and helps a prospective employee get a better feel for what it’s like to work there. In the case of Sage, talking to my future co-workers helped seal my decision to join the team.
Communicate your interest
Remember, hiring is a two-way street. You need to recruit good candidates just as much they need to impress you. With that in mind, communicate your interest to prospective employees.
Rather than waiting for candidates to reach out to you, contact them after an interview or after they’ve sent their resume. Thank them for their interest and recognize their strengths. Everyone appreciates being valued.
Small gestures like this can really shape the way they perceive your organization and tip the scales in your favor when it comes to a talented prospective employee.
Cal Walker is a portfolio manager for Sage Business Credit. He left a banking career because he wanted to help small business owners in ways beyond financing. In his role at Sage, he has the opportunity to do just that—working closely with Sage’s clients to tie their day-to-day operational issues to their financial and business big picture.