10 Smart Strategies to Convince Candidates to Work for Your Company

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Welcome to Recruiter Q&A, where we pose employment-related questions to the experts and share their answers!

Today’s Question: With the “Great Resignation,” many employees are looking for new places to work. What’s one strategy you have for convincing potential candidates your company should make the top of their list?

These answers are provided by the Young Entrepreneur Council (YEC), an invite-only organization composed of the world’s most successful young entrepreneurs. YEC members represent nearly every industry, generate billions of dollars in revenue each year, and have created tens of thousands of jobs.


1. Embrace Hybrid Work

Since the Industrial Revolution, the prevailing wisdom has been that people need to share a physical space to collaborate and be productive. The pandemic made it clear to workers and employers that that’s no longer the case. Today, we have tools to make remote work and collaboration more productive than the traditional office. Look beyond the office; people aren’t coming back.— Mark Stallings, Casely, Inc.

2. Define Your Remote Systems and Processes

We completely transitioned to being a remote company over the past two years. So many companies are struggling to bring in and keep people because they don’t have their systems for remote work truly defined. It is very important to clarify what someone is signing up for before they even apply and shows your company is on top of things. — Tony Scherba, Yeti

3. Demonstrate a Transparent, Communicative Hiring Process

Potential employees know that how a company treats you in the recruitment process is a good indicator of what it will be like to work there. So we make sure that we tell candidates upfront what the process will look like and keep in communication throughout the process, so they are not wondering where they stand. — Kelsey Raymond, Influence & Co.

4. Tune in to the Candidate’s Goals and Aspirations

It’s important to treat a candidate as a human with dreams, goals, and aspirations. By tuning in to the candidate’s professional goals, a company can measure the likelihood that they can help the candidate achieve those goals with the company. Assuming the candidate is great for the company and the company is great for the candidate, it’s then much easier to convince a candidate to join the team. — Fehzan Ali, Adscend Media LLC

5. Explain What They Stand to Gain

In my experience, you can convince applicants to choose your company by telling them what they stand to gain. We focus on our brand values and products, but we also spend plenty of time explaining how we want to improve their lives. I believe that explaining the long- and short-term benefits of joining your company should be enough to convince applicants to take the job. — Chris Christoff, MonsterInsights

6. Show There’s Room for Advancement

I think many people leaving their jobs feel that there’s no future for advancement or for them to fulfill their potential. If you want to hold onto the best employees, make it clear that you’re looking for long-term partners who will be able to help realize your vision. It’s important to listen to feedback and be open to creative ideas from everyone in your company. — Kalin Kassabov, ProTexting

7. Offer Respect and Flexibility

One of the things that drove the “Great Resignation” is that people are no longer willing to put up with disrespect and unnecessary rules just because it’s always been that way. Highlight that your company is friendly, respectful, and gives people flexibility. There’s no excuse not to embrace remote work with all the tools available. Offer remote work to win over great candidates.— Syed Balkhi, WPBeginner

8. Highlight Your Positive Culture

You can convince potential candidates and new hires that your company cares about its employees by emphasizing its positive culture. Your company culture determines the type of environment it fosters. If your company has employee loyalty, benefits, opportunities for growth, bonuses, etc., then it’s likelier to keep employees happy. — Stephanie Wells, Formidable Forms

9. Provide Social Proof

We ask employees who have been with us for longer than a year to leave us an honest review on Glassdoor. When it’s time to interview someone, we make sure to send them a link with the reviews so they can see what our team members have to say about their time with our company. I believe this strategy provides social proof, which leads to more people choosing our company. — John Brackett, Smash Balloon LLC

10. Put Your Values on Display

We convince workers to come to our business by putting our company values on display. I believe people are looking for something more than a paycheck when they seek out a career. They want to work at a place that treats their team like family and has a set of core values that everyone follows.— John Turner, SeedProd LLC

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