How do you outshine other employers in a tight labor market?

Sorry but this is not tight labor market. There are SO many great candidates available. Due to all the layoffs. Top candidates. It should not be hard to attract the right candidate. If you are having a hard time. It's a you problem. It's all about your process. And your company's reputation.

In today's competitive labor market, a strong and well-defined EVP is key. However your EVP shouldn't be only about showcasing perks and benefits – it's about telling a story. Candidates seek authenticity and meaningful connections and they are less and less interested in about what companies say about themselves...they care most about what others have experienced. Therefore an outstanding EVP goes beyond slogans; it paints a vivid picture of the employee journey, highlighting the unique culture, growth opportunities, and impact within the organization AND it is also about sharing real stories that resonate and inspire.

Here's the deal: what's your EVP? It's your corporate DNA's elevator pitch. Ask: Why should the brightest minds pledge their prime hours to you? It isn’t just about paychecks. Today's top talent craves purpose and growth as much as they do stock options. Dive deep, and analyze the perks and the culture. Your brand's sizzle? That's your marketing. But your steak, your substance? That's your EVP. Combine the "what’s in it for them" with your unique brand mojo. It’s a two-way street. You're not gifting jobs; they're leasing you their skills. Make it count. This isn’t fluff; it’s the North Star guiding your talent ship in the choppy waters of recruitment.

In a competitive job market, standing out requires a strong employer brand, competitive compensation, professional growth opportunities, work flexibility, transparent communication, a positive company culture, innovative perks, streamlined hiring, employee recognition, diversity emphasis, and a commitment to social responsibility. Ensuring a positive candidate experience and seeking continuous improvement are crucial in consistently outshining other employers. The evolution of technology is sharing insights into a company's culture and working environment with the global audience. This presents a unique opportunity to create a genuine brand image that showcases both a strong commitment to work-life balance and impressive company growth.

It is rather how you make the candidate comfortable in terms of organization. Let them know the importance of working in our organization. 1st of all if you are content with your employer in that way 1 can definetely make it easy to mirror the same with the candidate.

Showcasing company's culture and impact is essential for attracting top talent and building brand reputation. Share stories that highlight company's culture, these stories should illustrate how Company culture drives decision-making and shape the work environment. Leverage social media to post content that showcases your team's achievements, volunteer work, community involvement etc. or employee testimonials about Company in the form of written statements, videos, or interviews. Very important, act on feedback received from employees and the community to continuously improve company's culture and be transparent about Company's goals, progress, and metrics related to culture and impact.

Don't talk Candidates into getting hired - INSPIRE them to join the CAUSE. What's your company's Purpose? What's the Vision? What are the top 3 Values? If you can answer these without scratching your head - Bang! you clearly know where you're headed and WHY. And it probably shines thorugh your conversations with candidates. If you can't answer these at the minute - run a few internal workshops (or get a team coach to do it for you) to get crystal clear on these with your team. Then you can spell these out to potential new candidates and attract the most talented and instistically motivated folk out there.

The voice of your employees is the most credible. Solicit them in the definition of your employer brand until it is shared. The ideal is to train them and animate a real Employee Advocacy community.

Make Neurodiversity number one on your agenda list. I am seeing so many people struggling at work because the company's have no understanding to manage or support Neurodiverse people within a workplace, so they end up leaving. If you have a fantastic DE&I policy, with workcoahes and members of staff that feel supported! Show it off!

One observation I've made is that when a company prominently showcases its values and champions a cause, it attracts candidates who resonate with that cause and are passionate about the mission. Coupled with competitive compensation packages and a positive company culture, these attributes position a company strongly in the ongoing battle for top talent. However, a word of caution: companies should avoid projecting insincere values just to attract talent. Embrace your company's authentic identity, and those drawn to it will naturally want to join!

Flexibility isn't just a perk anymore; it's a non-negotiable for top talent. I've seen candidates turn down significantly higher offers for roles that offered more autonomy and work-life balance. It's crazy, right? But it's the reality. People want to live their lives, not just exist for work. We're not robots. Offering flexibility isn't just about remote work or flexible hours; it's about trust, respect, and recognizing that everyone has a life outside the office. When you give people the freedom to manage their time and work in a way that suits them, you're not just attracting talent; you're building loyalty and commitment.

Flexibility and growth opportunities are indeed game-changers to attract top talents! Providing employees with flexibility combined with avenues for continuous growth and development, not only attracts top talent but also fosters loyalty and engagement. It's about empowering individuals to thrive both personally and professionally within your organization.

Help your candidates envision themselves in a role with your organization by practicing active listening to understand their true motivations. Sometimes candidates are looking for a more flexible work environment or specific benefits, knowing this can help you set a vision for them on why your organization should be their top pick. Share your personal experiences around culture and work environment to help them visualize an actual day in the life. Be flexible in your interactions and not tied to a script you are trying to get through and spend the necessary time to really showcase the amazing intangible benefits of working at your organization.

Help your candidates envision themselves in a role with your organization by practicing active listening to understand their true motivations. Sometimes candidates are looking for a more flexible work environment or specific benefits, knowing this can help you set a vision for them on why your organization should be their top pick. Share your personal experiences around culture and work environment to help them visualize an actual day in the life. Be flexible in your interactions and not tied to a script you are trying to get through and spend the necessary time to really showcase the amazing intangible benefits of working at your organization.

There is no universal benefit to offer: benefits should be tailored to your company and your candidates. Get to know your candidates, your employees (your Personas) their daily pain points and propose appropriate solutions : What can relieve a young graduate? ?? A housing facility or a deposit. What can make life easier for parents? ?? School support or a place in a nursery. What can soothe caregivers? ???? Donations of rest days by their colleagues. What can secure a financial situation? ?? Financial education coaching for teams.

Actively engaging with candidates throughout the hiring process demonstrates your commitment to their journey, regardless of the outcome. From automated communications to personalized interactions, every touchpoint matters. It's about building relationships and leaving a good impression.

Engage candidates better by using visuals, podcasts, and videos. Set clear expectations, especially in the job advert, to show a clear process of what that includes and when. People are bored with videos from HR; they want to see the real challenges and the projects that the company is building.

There's nothing worse than no communication, delayed communication, wrong communication channels..... All this is damaging your employer brand. Check your ATS set up. Do you have automatic rejections set up at the stage when you move the final candidate to Ready for hire stage? Wrong! Too late! If it takes you half a year to fill that role, you'll have candidates with no response for 6 months, unless your recruiters actively move all candidates through the funnel.

Candidates, like all of us, are now used to tracking their pizza delivery or book order from start to finish. It's essential to keep them informed of their progress in the recruitment process. Use simple communication tools such SMS or Whatsapp, in order to maintain communication. As Recruiters you can also send a Message the day before the interview with the Hiring Manager + the next day, to hear from you. This attention should ideally continue until onboarding.

Selecting the right recruitment partner is the same to choosing your voice in the market. Many enterprises underestimate the significant impact this decision can have on their market competitiveness. In high-demand sectors where reputations spread quickly, it's imperative to partner with a recruiter who becomes an extension of your brand. Recruiters should consistently provide feedback to candidates, deeply understand your values, highlight your strengths, and emphasise the competitive edge of your hiring departments. Above all, they must ensure every candidate feels valued during the entire process. Essentially, recruitment partners amplify a company's presence and values in the market, making the choice absolutely pivotal.

You can't stand out among the other thousands of employers hiring for the same role as you on Indeed or LinkedIn. How do you make candidates care enough about your role? Proactively connecting with them directly. Don't make them apply. Tap into candidate pools that reach them via email and text with the click of a button. You making the first move is a great way to start the process out with a human connection.

Having the company branding or EVP plays a vital role . Company has to advocate and promote the unique selling points within the wider audience (social media ,online forums )to attract and retain the talent in much more innovative manner .

Organizations which are both quirky & innovative attract more interest from talented candidates. In today's world, candidates look for bespoke experience, & organizations which are successful in breaking these boundaries with innovative outreach, attract more talent & are positioned well in the war for talent.

Outreach, outreach, outreach......you can't just sit back and collect resumes. Get your employees involved in evangelizing your organization and what they love...this goes a long way! Ask those who want, to write a review on Glassdoor and LinkedIn. Record "life at" videos and post them on your company page on LI and your careers page. Having your employees talk about the company goes so much further than you telling people it's a great place to work. Also, ensure your hiring managers and teams promote their roles on various platforms and engage with folks. Having an initial interaction with potential candidates is really helpful.

I hate to say this, but in this market, simply responding to candidates already in your funnel puts you in the top 5% ??♂???♂?

By being authentic. By having such a happy and engaged workforce that they take to the market and proactively promote your opportunities… By being genuine and having the right balance of purpose vs. Profit By having your exec. Lead by example. Sharing their passion for the business and its mission… and by them being human, rather than aloof and untouchable By not shouting about tokenistic rubbish that speaks to a vague and meaningless ESG agenda People want to join a mission. People want to be a part of something. They want to see the art of the possible… not a false narrative. People (by and large) want a purpose.

Outshining competitors in a tight labor market begins with a deep understanding of your organization’s needs and closely adhering to a proven recruitment process. However, the key differentiator is delivering an exceptional candidate experience. This means respecting every candidate, ensuring transparency, clearly outlining expectations, maintaining open communication throughout the recruitment journey, and consistently reflecting a strong employer brand from the job posting through to interviews, hiring, and onboarding. It’s these details that set you apart.

Encourage current employees to refer qualified candidates through referral programs. Employees are often motivated to refer candidates they believe will thrive within the company culture, leading to higher retention rates. Moreover demonstrate adaptability and innovation as an organization. Show that you are forward-thinking and willing to embrace change, which can be attractive to candidates looking for opportunities to contribute to cutting-edge projects and initiatives.

The focus can be more on improving or enhancing EVPs instead of outshining other employers. The labor market will always be competitive but it is also true that there is no perfect organization and there is no ideal candidate. So, It is more about knowing organizational strength and improving where it lacks. An organization needs to confront an important question to attract the desired talent. "Why they will NOT join us?" Once the organization has identified areas out of this NOT list that can be mitigated (or can not be mitigated), I think, the organization will keep on shining in the labor market provided after identification, the organization is ready to accept and act on the findings.