How do you convince a candidate to choose your company
7 tips from a recruiter
The job market has changed considerably in recent years. “In the past, candidates had to show their best side at a job interview, because the competition was fierce,” explains recruiter Marjolein Faes. “Today, it’s quite the opposite: companies have to do everything they can to attract candidates.” How can they do this? Here are 7 tips for finding and keeping the right people.
Offer flexibility and respect work-life balance
Flexible working hours, telecommuting… “A good work-life balance is a top priority for most candidates,” says Marjolein Faes, founder of MRJ Rekrutering & Selectie and stress and burn-out coach. “I can only agree with them on this point.” More and more people are also looking for a 4/5th or 3/5th time job. “This requires thinking outside the box, as there’s often a full-time job to fill. But why not hire two part-time employees rather than one full-time? By organizing work a little differently, you can actually make your employees happy.” Companies that offer flexibility attract more flexible candidates. “Anyone who can take the kids to nursery in the morning without stress can cope without worry with a shorter lunch break or working a little longer in the evening. Show that there are options. Without flexibility, you won’t attract candidates.“
Employer branding must be about people
The financial aspect counts, but that’s not all. “Above all, candidates want to know if a company’s standards and values are right for them,” explains Marjolein Faes. “Sustainability often comes up, but more importantly, how does a company treat its employees? During initial interviews, I’m often asked questions like: what happens if someone falls ill for a long period of time? I encourage such questions.” Attention to interpersonal relationships is crucial today. How do you credibly convey this as a company? “By sharing real-life stories. Tell how you supported a colleague after a burn-out. Being authentic appeals and immediately creates a bond.“
Listen actively and ask the right questions
A good job interview goes beyond a standard list. “I regret standard questions that focus mainly on talents and experiences. You’re missing a big part of the person you want to bring into your company.” Of course, experience is relevant, but above all, listen to what a candidate is looking for. “Ask open-ended questions about his or her interests: ‘how important is work-life balance to you? How do you see this balance? How do you spend your free time?’ We all like to be heard. Show interest in the person behind the CV. That way, you’ll find out what she really wants, but you’ll also show what kind of company you are.“
Dispel doubts
Is someone hesitating between your company and another? “Ask them why this other offer seems attractive. That way, you’ll be able to answer any doubts better, although it’s best to ask this question before a proposal is on the table.” Be honest, even about what you can’t offer. “Otherwise, the person will quickly leave. What matters to each person is very personal, by the way. I once wrote a job advertisement stating: good team atmosphere, five team buildings a year and a Michelin-starred dinner at Christmas. One candidate replied: ‘I don’t need a Michelin-starred restaurant’. Every recruitment is a personal story, from the first interview to the onboarding phase.“
Communicate openly about development opportunities and salary packages
Career development and training are important to some, less so to others. “I notice that many job seekers focus mainly on the following questions: ‘Will I be able to devote enough time to my family and hobbies?’ Career opportunities will come later. Or not,” says Marjolein. There’s one constant when it comes to further training. “It’s the employer who has to pay for it.” The financial aspect counts. “I’m sometimes shocked by unrealistic expectations, especially among young graduates. In such cases, I probe deeper: ‘where did your idea come from?’ I see it as my job as a recruiter to paint a realistic picture and explain what a company can offer instead. Candidates then often glimpse new opportunities.“
Always follow up and give feedback
One of the biggest sources of annoyance for candidates? Radio silence after a job interview. “Even if the answer is negative or you haven’t heard back yet, keep the candidate in the loop,” recommends the recruiter. Give constructive feedback whenever possible. “This is all too rare, often due to a lack of time. But standard rejection messages are extremely demotivating. Giving feedback is part of your job as a recruiter. It’s greatly appreciated and ensures that candidates continue to speak positively about your company, even if they don’t get the job. And who knows, maybe the next vacancy will be just right for that candidate. In that case, you’ll want them to think of you again.“
Onboarding is more than a welcome e-mail
The work doesn’t stop after recruitment. Good integration is crucial. “Make a new colleague feel welcome, not just on the first day, but in the weeks that follow,” explains Marjolein Faes. “Provide a trusted person to answer any questions and show the new team member the ropes in the first few weeks. Too often, we say: ‘come to us if you have any questions’, but not everyone dares to do so.” A job well begun is half done. “If someone feels welcome right away, they’re much more likely to stay.”
Text: Lynn Guillaume
