A candidate-driven job market doesn’t only mean that it can be difficult to fill job reqs. A recent TINYpulse report found that employees are priotizing their own happiness now more than ever because of how many job opportunities there are out there.
So in this candidate-driven environment, how can you hold onto top talent?
A Candidate-Driven Interview Process
According to a recent Robert Half survey, ⅓ of candidates would turn down a job if they didn’t like the company’s culture and values. Therefore, it’s really important to showcase what makes your organization unique during every touchpoint of the interview process.
One such way is to put the candidate at the forefront of the interview process with candidate-driven scheduling. Empowering the candidate to pick their own time for their interview not only streamlines the process, and it also gives the candidate a better experience from the get-go.
GoodTime’s customers use our platform to personalize the scheduling experinece. Our candidate scheduling pages include background images of the company as well as the company logo.
Another way to personalize your interview process is by making sure you have interviewers in the room that know the company culture and values and are confident in the process. Interview training is a critical aspect of this.
Leveraging an interview logistics platform like GoodTime enables you to track where your interviewers are during the training process and who has the skills necessary for each interivew.
Onboarding is the first most important touchpoint with your employees. Adding personal touches such as personally checking in with them to see how they’re doing and decorating their desk for their first day go a long way.
Additionally, the onboarding process itself should focus on making the new employee feel like they have all the tools to succeed. This means creating a concrete, step-by-step process that makes sure new employees understand all the facets of their new job.
A structured onboarding process is important. A Division of Labor study found that employees who go through an inclusive, structured onboarding are 66% more likely to stay with that company for over 3 years!
Include Them in Engaging Work
Engaging work doesn’t just mean “fun” projects. It means making sure that what employees are working on directly correlates to their future career goals.
Just like employers want to find someone who will propel their company forward, employees want to work for an organization that will do the same for themselves. It’s important to make sure that managers understand an employee’s career goals during the interview process and re-align on them once they’re hired.
Additionally, how managers acknowledge employees is important for engagement.
When done right, great company culture can build a long-lasting brand. It also makes it easier to find top talent in the long run. Putting your future employees first from the very first touchpoint ensures a stronger connection with your brand in the long run.