The title of this blog post is a fair question to ask. However, do you have an answer? Here’s the bad news: if you didn’t respond relatively quickly with an answer of “Yes!” then the answer is more than likely “No.”
The reason that it’s bad news is that if you’re not considered an “employer of choice,” then it’s less likely that you’re going to hire the best candidates.
And the reason for that is simple: the best candidates want to work for the best organizations. They want to work for an “employer of choice.” In fact, in some cases, they’ll accept less compensation and benefits to work for a particular organization.
So as you can see, there is plenty of upside to being considered an “employer of choice.” But how do you achieve such a thing? Although consistently earning a healthy profit certainly helps, that is by no means the only factor involved in the equation. In fact, every organization, regardless of size or profitability, can take simple steps to increase its standing in the eyes of job seekers and candidates.
Those simple steps involve the following three:
#1—Retain your best employees.
This is the logical place to start. If you’re an “employer of choice,” then why would anybody want to leave you? Of course, a 100% retention rate is unachievable. But you can come close.
When you treat your best employees well and you retain them, word gets around. Those employees tell other people how well they’re being treated and how much they enjoy working for your organization. Those other people could be people that you want to hire. They could be other high performers, and they would be motivated to join your organization.
If you’re not putting an emphasis on retention, then it will be difficult for your organization to be considered an “employer of choice.”
#2—Realize that you have to “sell” your organization.
Top candidates are NOT going to flock to you because you have a job opening (or two). You can’t just roll out a few job postings and expect to receive a flood of qualified applicants. It does not work that way in today’s market.
Sure, if candidates are interested in your opportunity, then they have to “sell” themselves to you. But there’s a catch: you, in return, must “sell” the opportunity to them. And that’s not all you have to “sell.” You also have to “sell” the organization. This means touting and promoting all of the reasons that somebody would want to work for you. These reasons are not going to be readily apparent. It’s up to you to communicate the value that your organization offers.
#3—Place a premium on positive employer branding throughout the hiring process.
How you treat candidates during the hiring process has a huge impact on how you’re perceived. You must provide a positive experience for every single one of the candidates in your process. If you don’t, then you’re creating the opportunity for negative employer branding.
Even if the candidates in question are not people you want to hire, those candidates can tell others about their negative experience. (And yes, that includes on social media.) On the other hand, if you provide a positive experience, then even if they didn’t get hired, these candidates will tell others about their positive experience with you. This will pique interest in others and enhance your brand.
Is your organization “an employer of choice”? How do you stack up in these three areas? To hire the best candidates, you must be willing to do what is necessary to hire them.
If you’re looking to hire exceptional candidates, then we invite you to connect with our team today and see what The Doepker Group can do for your organization.
We also invite you to click HERE to find out even more about the many services that we offer to employers.