The unemployment rate is low (around 3.7% in some areas)! Top talent is employed and content in their current jobs. They could be considered “passive” or casual job seekers at best.
If today’s top talent is not even considering making a move, what can you do to entice them to seek out your current job opportunities? If you want to lure top talent back into the job market and away from their current employers, you will have to provide more than the average job description!
In today’s competitive workforce, wages are up, work/life balance is included and considered in most positions. Also, benefit packages are standard across the board. So, the BEST place to start is by asking an essential question. It is, “What would make this person want to leave their satisfying and comfortable job?”
Until now, job descriptions simply list the job duties, responsibilities, hours, and compensation. In other words, they would include nothing to excite or attract the already employed talent.
It’s Time to Put on Your Creative Thinking Cap!
If your goal is to employ “passive” candidates, imagine the possibilities and incentives you have to offer. Let’s make them day dream about your opportunity and imagine themselves even happier at your company:
Describe and Elaborate on the Company Culture:
Employed candidates want to understand your company’s culture. Always include the company’s mission statement, vision, and/or core values. This not only is a benefit to the potential candidate, but it’s a potential for you too. If a top talent sees the company’s culture/mission/vision and doesn’t see themselves as being a part of it, they will most likely skip filling out the application. So, how is this a win for you? You can dodge a hiring bullet and waste of time before they even apply.
Understand What the Ideal Candidate Looks Like:
And no, we’re not talking about what they physically look like (because that’s SUPER illegal). But here is what IS Legal: Instead of listing generic job duties, try listing personality traits that would speak to those who would make perfect and ideal candidates for your position (i.e. organized, positive attitude, innovative, motivated, etc.). There are TONS of descriptive words you can choose, so ONLY choose ones that you truly need for the position.
Use ONLY Relatable and Realistic Job Duties:
Instead of listing generic and tired job responsibilities, change the wording and create an image that the job seeker can relate to (i.e. you enjoy multi-tasking, coordinating schedules, selecting economical vendors, etc.). The job title and description MUST accurately portray the position available. THIS is CRITICAL. It’s a bad idea to inaccurately describe or fluff up the job’s duties. Doing this will only lead to a disappointed candidate, and then everyone is back to square one.
Highlight the Job Perks and Benefits:
If candidate already has a job, you need to be highlighting the Perks YOUR job has that would make them want to leave and move forward. This boils down to the unique benefits and wellness perks your company has to offer. Examples: flexible work schedule, opportunities for growth, training events and opportunities, snacks, fitness program, work from home opportunities, etc. So what do you do when the company Doesn’t offer any benefits or perks? With today’s competitive job market, maybe it’s time to have them consider a few!!
End Game: Imagining Working for You, to Actually Working for You!
You want top talent to be excited about the idea and possibility of working for your company, right? Well, job descriptions are the PERFECT way to do just that! With just a few Minor changes and with Purposeful Creative wording, you can attract the candidates you want and need for your organization!
How can Flexicrew Technical Services (FTS) help you find top talent?
FTS is setup to assist with partnering with you in finding the passive seeker. Our team of industry-experienced recruiters has access to top talent that might not be looking at job boards or jobs. They are employed and something as small as a flex week or a nice job perk might be what they are looking for. When engaging a recruiter to find a passive seeker, FTS recommends doing a retained search. This is a true partnership approach with you as the client and your recruitment firm. You receive top priority partnering with an exclusive Account Manager to locate and secure passive candidates with the skills, experience and culture perfectly aligned with your expectations.
So, click to schedule your free consultation with Flexicrew Technical Services TODAY!