How to WOW Top Candidates

Attracting and securing top talent is crucial to the success of any organization. As a hiring manager or business leader, your approach to recruitment and talent acquisition can make a huge difference in winning over the best candidates. Here's a step-by-step guide to effectively engage and retain top talent before, during, and after interviews.

Setting up for Success

1. Build a strong employer brand: Candidates are increasingly researching potential employers. Invest in your online presence through a well-designed website, active social media profiles, and positive reviews on platforms like Glassdoor. Showcase your company culture, employee testimonials, and achievements to attract top talent. Demonstrating that people want to work for your organization and have/are having great experiences, will dramatically improve the likelihood that others will want to work for you too.? Building a brand doesn’t happen overnight, it is shaped by the actions of all involved in the company every day.

2. Identify, fine-tune, and exude your value proposition. As recruiters, it’s our job to promote your organization verbally and with written documentation. Our candidates deserve only the best, so we’ll need to be confident about your differentiators. If hiring yourself, this is even more important to set yourself apart from the competition.

Before the Interview

1. Craft an attractive job description: The job description is often the first interaction potential candidates have with your company. Make it current, compelling and clear, highlighting not just the job responsibilities but also the opportunities for growth, company culture, and benefits. Outline the specifics, beyond just “ a competitive salary with a dynamic team”.

2. Outreach proactively and develop a pipeline: Don't wait for candidates to come to you. Proactively seek out top talent through LinkedIn, networking events, and by engaging specialized recruitment firms. Thoughtful outreach efforts can make candidates feel valued and increase their interest in your company.

3.? Craft an engaging interview request email.? The language you or your representative uses in this message won’t go unnoticed and will be one of the first representations that you make as a potential employer.? First impressions count!

3.? Read and prepare for the interview - yes, YOU the employer.? Read your internal notes passed on by others who may have done first steps.? Prepare and show up ready to impress the candidate that you have read who they are and what they have achieved. This has a 100% positive impact on the candidate, it will help build your brand as a mindful, thoughtful employer, and makes the interview informed, concise and relevant.??

During the Interview

1. Create a positive experience: The interview process should be smooth and respectful of the candidate's time. Provide clear instructions, be punctual, and ensure each interviewer is well-prepared. A chaotic or disorganized process can leave a candidate feeling slightly disenchanted at best and blatantly disrespected at worst.

2. Showcase your true company culture: Use the interview as an opportunity to give candidates a genuine glimpse into your company's work environment. Arrange for them to meet potential team members, tour the office (if appropriate), and discuss your company’s mission and values. This helps candidates envision themselves as part of your team and evaluate if there’s a match.

3. Engage in meaningful conversations: Beyond assessing skills, engage candidates in conversations about their career aspirations, values, and what they seek in a workplace. Demonstrate that you are interested in both their personal and professional growth, while making them feel valued as a human being.

After the Interview

1. Timely communication: Prompt follow-up is crucial. Inform candidates about the next steps and provide feedback as soon as possible, regardless of the decision. This shows respect for their time and efforts, and reaffirms your professionalism.

2. Personalized offers: When extending an offer, make it personal. Highlight why they are a great fit for the role and how their skills and experiences align with the company’s goals. Take the time to tailor the offer to meet their needs and preferences, whether it's a flexible work schedule, professional development opportunities, or specific benefits such as a health spending account or savings matching program.

3. Continuous engagement: Even after an offer is accepted, maintain regular communication. Help them transition smoothly by providing resources, introducing them to team members, and involving them in pre-boarding activities. This ensures they feel part of the team even before their official start date.

Winning over top candidates requires a strategic and thoughtful approach at every stage of the hiring process. Whether you are hiring independently, or engaging the services of a recruitment partner, maintaining a high degree of honesty, integrity, and kindness is essential. The recruitment process is a two-way street; just as candidates need to impress; you must also win them over to ensure they choose your company as the next step in their career.