How to navigate the candidate-driven job market

During a time of innovation, transformation and digitalisation, candidate attraction is high on the agenda for many forward-thinking technology leaders. However, we are currently in a candidate-driven jobs market, which means candidates are firmly in the driving seat due to talent shortages and high demand. Many high-calibre candidates will have multiple offers on the table and if you can’t provide them with a competitive salary, great benefits, and keep them engaged and motivated to pursue your role, then you will most likely lose them to a competitor. 
 
This can be a tricky jobs market to navigate but with a few fail-safe methods in place, you can heighten your chances of attracting and hiring premium candidates, as well as retaining your top performers!

5 creative ways to attract employees in a candidate-led market 
 

When overhauling legacy hiring processes and thinking of new ways to attract prospective employees, you need to think outside the box. To help you with this, we have put together our top five creative ways to reinject some momentum back into your hiring strategies: 

1. Leverage technology for better candidate experience

Providing a positive candidate experience is more important than ever. According to Deloitte, only 6% of respondents believed that their organisation’s recruitment function had best-in-class processes and technology.

AI and machine learning can increase the chances of getting your applicants over the line and reduce drop-outs by automating manual processes, like updating candidates on the status of their application and scheduling interviews quickly, keeping them engaged and excited about your role.

2. Turn your employees into brand ambassadors with a referral scheme

If you have great people working for you already, it’s likely they will know other great candidates that will make a good addition to your team. Create a referral scheme and incentivise your employees as not only will this widen your talent pool for little extra cost, it will encourage engagement, collaboration and employee satisfaction when a successful hire is made off the back of their recommendation! 

3. Invest in employer brand campaigns 

According to a survey by IBM, 55% of candidates have a positive impression of the organisation they’re applying for before they apply. That means that candidates tend to research your brand, check out your website, social media channels and usually have a look at reviews sites like Glassdoor, LinkedIn, Indeed, The Job Crowd, or Work Advisor to gain a better understanding of whether your company is the right fit for them. 
 
That’s why it is important to harness your brand and promote your company culture to prospective technology talent! Ask yourself why would someone want to work for you? What can you offer them that competing organisations can’t? How can you convey this in a succinct campaign? Where do you already communicate this and how can you unify this across all your channels? 
 
If your current employees are brand ambassadors, as outlined above, why not share insights from them on what working for you is like? Post blogs, social media and incorporate testimonials from your current employees to evidence your positive work culture.

4. Make the interview process as efficient and polished as possible

As we know, candidates are looking for a good candidate experience during the application process, and they’re also looking for a seamless experience when they interview too. While they have interacted with your brand when looking at you as a prospective employer, researching you and completing the application process, the interview stage is a critical moment where you need to reinforce their good impression of you! 
 
To do this you should keep interview scheduling efficient, don’t rearrange interviews at short notice - even if they’re video interviews - and keep any technical tests you’d like them to complete to under two hour tasks. 
 
When it comes to the interview itself, put your best foot forward! Introduce the company, the culture, the reasons why they should want to work there and design questions that will draw out the best from your candidates. Follow up as quickly as possible with your decision, any extra interviews or provide feedback to continue to support their job search if they were unsuccessful.

5. Expand your talent pool

If the right candidates are hard to come by using your tried-and-tested methods, consider using methods that will expand your talent pool. This can mean a wide range of things like offering remote working options so your talent pool isn’t limited by geography, or finding ways to appeal to passive candidates who weren’t actively looking for a job! 
 
Passive candidates are a great source of talent. To put your organisation and role(s) in the best light, go where the technology professionals are and build your brand! Attend technology meet ups or events (both online and in person) that align with your industry and business needs and network with potential candidates. Join in the community discussion by posting on technology sites like GitHub or Stack Overflow and demonstrate thought leadership, innovation and dynamism - all very attractive qualities that could sway passive candidates!

 
Need help with the new candidate-driven market? Get in touch with Fruition IT!
 

We're a team of individuals with a passion for connecting people with each other, candidates and companies - so they can inspire each other and make great things happen. 
 
If you’re looking for support in attracting dynamic and skilled professionals, then get in touch.