Your position is approved; you’re ready to get the right person on your team ASAP. You post it and spread the word. The right applicants will follow and you’ll have a selection of interested candidates to choose from. Or is it that simple?
To select the most qualified candidates who will fit your culture, and make a long-term contribution, you need to do more than spread a net to catch those who might be looking at any given moment. It is important to define your unique value proposition.
More than half the candidates we bring to our clients for consideration are in a job that they find satisfying. They’re not looking for a new position. They are passive candidates, or as I like to say, “They don’t even realize they are ready for their next exciting career move until we contact them!” Approach all candidates with your value proposition in mind. Passive candidates in particular need to be convinced to enter the interview process and you can increase their motivation by ensuring your value proposition resonates with them. This will increase your success in attracting the best candidates and making hiring a decision that will serve you best now and for the future.
Your value proposition includes things such as:
- Aspects of your culture, those things that employees appreciate and enjoy
- Unique benefits you offer your employees
- What you’re doing now that excites people who work on your team (aspects of your work)
- How you prepare them to be a strong contributor on the team
- Future plans that they’ll want to be a part of
We don’t start a client search until we understand their value proposition. Oftentimes, we help them to develop it so that they’re setting themselves apart from the first communication through the offer process. Compensation is oftentimes not the number one driver in a decision to accept a position. This has been validated by candidates who have accepted our client’s offer. A candidate who joined our client’s team for a leadership role in Training and Development said, “I had another higher paying offer but I was treated so well by every person I interacted with throughout the interview process, that I knew I wanted to be a part of that culture.”
In today’s difficult talent market, candidates expect to hear and see your value proposition before making a decision to join your team. A well defined value proposition that is communicated to everyone involved in the interview and hiring process will set you and your opportunity apart from others.