Are You Courting Your Applicants?

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For anyone who hires people you know it’s hard out there! Despite what the numbers are telling us, we all know how difficult it is to find and secure great talent! There are a lot of definitions to the word “courtship”. One of the definitions, according to Merriam Webster, is “an attempt to convince someone to support you or to choose you or your organization”. So, how is your organization “courting” potential employees? Following are some things to consider.

  1. Start by putting your best foot forward. Let your candidates know how you can make their life better. Do you have amazing pay and benefits? Flexible scheduling? A great culture? Just like dating, you want to provide information on what makes you special. Take a good hard look at your advertising and marketing. One of the biggest mistakes I see businesses making is talking about what “they need”! Instead, focus on what you have to offer!
  2. Be courteous. Return calls. Return emails. Return texts. Treat people like you want to be treated. When a candidate comes for an interview, make them feel welcome. Pay attention, listen and appreciate their time. I hear stories of candidates who sit for a half hour before the hiring manager or HR even acknowledge them.  
  3. Consider how you can make the hiring process easier. How many hoops are really necessary? Can you streamline your process so more “passive job seekers” (people who are already working) would consider applying? One company I recently worked with had an application process that took candidates over an hour to complete! I don’t know many people who are currently working who will invest that amount of time in the “possibility” of a new job.
  4. Consider your job description and screening process. I recently worked with an organization whose screening process removed a terrific internal candidate. How? The candidate was missing a “requirement” of the position and was screened out by their compliance software. The candidate left the company. The company (and the hiring manager) were mortified to lose someone who had the potential to continue to positively impact the company.

The courtship does not end when the new employee joins (kind of like dating does not end once you starting seeing someone). You will want to continue to impress this new person. Make sure you have processes in place to make the new person feel supported and cared for.  Do they have the tools they need to perform their job? Do they have the resources they need to make on impact on your business? I have found that regular check ins help to make sure everyone is on the same page and moving forward.  

What steps are you taking to make sure your candidates and employees are feeling “loved”? I’d love to hear what’s working.

Be well,

Lori