How do you convince candidates to choose your organisation?

The more suitable candidates apply for your job vacancy, the higher the chances that you will find someone cut out for the job and who fits in your organisation. But how do you attract talent and make sure that a suitable candidate will accept your proposal? Here are a few tips to present your organisation in an attractive way during the recruitment process.

There are still many applicants who answer a job vacancy found online, in a magazine or a newspaper. A strong job vacancy announcement, with a clear and attractive content and an appealing layout therefore remains the basis for a good selection process. Alternatively, be original and use video footage to boost your message.

In addition, look after your other communications, such as the information you post on your website and social media, but also the phone contact and e-mails you send to candidates. Be consistent in what you tell and the way you communicate, and let people know that you are following up on their application. Don’t be afraid to offer practical details: about the job itself, the period within which people can expect news about their application, and even about the salary and fringe benefits.

Even though it may seem obvious, this aspect is often forgotten when composing the job advertisement. Emphasise primarily what your organisation can offer employees, giving second place to what you expect from a candidate. For example, start the job ad with a brief introduction about your organisation, the work environment and its benefits for employees. At the start of every job interview, take a few minutes to introduce yourself and your organisation briefly.

The same applies to candidates as to you as an employer: be honest and genuine. Be sure to explain what your organisation has to offer, but also share possible downsides during the interview. If a candidate has so far been working for large multinationals and your organisation is a mere SME, don’t avoid the topic; rather, discuss the pros and cons together. If, ultimately, a candidate decides not to choose your organisation, he/she will nonetheless remember the interview positively. And your never know what the future holds.

Prepare well for job interviews so that you are well aware of the role that the candidate will have and his/her growth opportunities within your organisation. During the interview, make the link with the candidate’s experience and ambition to show that you have invested time and energy in reviewing his/her application. You might want to give him/her a brief tour of the office building to allow him/her to get acquainted with this new work environment.

is worse than not knowing where you stand. For candidates, that’s no different. So, be transparent about the selection process: indicate beforehand which stages candidates are expected to go through as well as the timing. This will prevent candidates from giving up at some point because the selection process seems to drag on endlessly.

Give candidates a chance to connect with the people with whom they will work. This gives them a better idea of the job and corporate culture, and a good sense of whether they are a good match for the existing team.

Discuss the expectations of the candidate early in the process. Don’t let him/her wait endlessly for a concrete proposal. While your proposal should take into account what has been discussed during previous interviews, you should give the candidate enough time to take it all in.