Is the Perfect Candidate Slipping Through Your Fingers?
July 3, 2018

Are you feeling the crunch of the tight talent market? You are not alone. At a time when unemployment is down to 3.9%, employers are struggling to attract the right candidates. Use these tips to help navigate the job seeker’s economy.

With a more discerning group of job seekers out there, finding a way to stand out as an employer has become a priority. If you are having trouble finding the right person for the job, you may want to take a closer look at your approach. Here are three ways you can make the most of your talent search and improve your chances of attracting the perfect candidate.


Project a Positive Brand Identity

We all know the importance of a good first impression, and applicants are forming their opinions on employers long before they take a step inside the company door. Before even putting the effort into an application, 90% of job seekers will conduct a Google search to scope out your business. If they find a weak brand identity or a poor rating on Glassdoor, it could mean you are only seeing applications from 34% of the potential hires who are viewing your job posting. All that talent is going to waste!

One surefire way to combat this is to turn your current employees into advocates. When you allow your employees to engage in a healthy social life, they are out there meeting new people and, inevitably, discussing their work. It’s your job to make sure they are out there spreading the good word about your business and attracting the attention of potential candidates. A contented employee with a good work-life balance will be more likely to put your name out there in a positive light (including getting you that 5-star rating on Glassdoor).


Present with Honesty (and Detail)

Authenticity is vital in any marketing communications, and your recruitment process is no exception. Your messaging should feel honest in order to keep applicants interested. For instance, if you insinuate that a low-level administrative position will have a role as a flashy sales lead in the hopes of attracting more candidates, you are shooting yourself (and your new employee) in the foot. Why sew the seeds of distrust so early in the relationship? You don’t need 400 applicants, you just need to target the one who is perfect for the job.

A better way to find the right candidate is by addressing both their needs and aspirations. Be sure to provide accurate detail about the position in your job posting, as well as an idea of what an employee can hope for on their career path. This way you will find a lasting hire that is genuinely enthusiastic about the job. Emphasize important benefits of working with you. Be specific; every workplace describes itself as “fun” or “collaborative.” Tell (or better yet, show) them how your office is unique.


Expand Your Expectations

A limited talent pool may require you to think outside the box a bit when it comes to making your hiring decision. It can be easy to fall into a pattern of hiring personality types that you have grown familiar with, and this type of thinking can end up unnecessarily limiting your options! Talent often lies outside the boundaries we set for ourselves. Taking the time to consider how someone a little different may be able to contribute a unique perspective or skill-set can be all it takes to find the perfect fit for a position.

Changing expectations can mean widening your talent scope, as well. While it may be your dream to find an expert with 10 years experience in the selected proprietary software of your choice, you may want to consider finding an otherwise qualified candidate who is eager to learn. Instead of focusing on a piece of experience so specific it may not exist, try posting your openings on profession-specific job boards that cater to the type of talent pool you seek. There you will find passionate and experienced candidates familiar with your industry and willing to go the extra mile to learn the skills required.


While the search remains challenging, you may find that a little open-mindedness does wonders. Don’t be discouraged with your results. The perfect candidate is out there, you just have to find them. Re-examine your approach with these tips in mind, and you will be sure to get their attention!