To staff the best candidates from the labor market companies need to take more and more effort in order to successfully compete with other employers. Often candidates are in the luxury situation that they have the free choice to decide which company to join.
This is a dramatically change if we take in to consideration, that for the last decades companies often had the choice on their side and could hire from a brought number of suitable applicants. Back then, companies could afford a certain arrogance because the available work force was given.
The problem which came up during the last years is the decreasing work force. This also is reinforced by increasing competition in strategical business fields like IT and new upcoming competitors in the labor market.
But how to deal with this? Are there learnings to use?
To succeed in the market, companies need to adapt and change their attitude and processes.
It is important to create a common understanding about the necessity of this change, which goes hand in hand with a state of the art candidate communication.
Often small changes and solidly adoptions can make a big difference. You'll see that everyone can change on this topics.
There are some do's and dont's to ensure a good candidate communication you should think about.
Be open and transparent
In a discussion with candidates you need to find a good way to sell yourself as an employer on one side but on the other you need to provide the best and most transparent insights on your company. Try to communicate the benefits of your company. Give close insights on current projects, the company culture, structure. But also try to describe the strategy and what you are working on. It's not a weakness to communicate also topics you still net to improve or where your company is still working on. On the contrary, it is helpful to create an authentic picture of your company. Candidates will dementedly appreciate this.
Try not sell something what you can not deliver
Be realistic. When you present your company as something it is not, you will create a lose-lose-situation. Worst case you invested lot of time and money in staffing and will lose the candidates during the first months.
So you need be honest in your statements.
Take care on your candidates and newcomers
In order to welcome new associates you should create a warm welcome. Try to keep the communication flow after the decision until the first working day. This helps to clarify topics and gives the candidate a good feeling. Ask them whether they need support or help and include their feedback into your continues improvement of your own processes.
This also is a sign of appreciation.
Always keep in mind that good candidates often have the free choice to change their job.
Small signs can make the difference whether you're become their number one employer or another company.
Have fun by change your internal processes. :-)