Different Ways To Market And Sell A Job

Different Ways To Market And Sell A Job

We often come across a statement “The hiring manager doesn’t have to sell the job to candidates. It’s the candidate’s job to sell him- or herself to the hiring manager”.

In 21st Century if you go by this statement then that means your hiring engine is designed to attract people with enough low self-esteem that they don’t need to be sold. They’re desperate. They’ll take anything. You’ve got an open position? Great. I want the job. I don’t need to know anything about your company. I just want to get hired!

But if you wish to recruit top candidates you have to be on top of your game too. Just imagine you are sitting in interview room with the job description in front of you, and your usual line of questioning. Then a smart, well-presented candidate walks in, and hits you with a question: “What happened to the last person in the role? What’s a typical day in this office?”

Good candidates know that hiring is a two-way process. Particularly in this market, with unemployment rates near historic lows, it’s tougher than ever to win a candidate’s attention and get them to apply to your positions as they have a lot of options. Interviewers have to be prepared to sell the role and the company just as much as candidates have to sell themselves.

Below are the best ways to make your company attractive to exceptional candidates and selling your employment opportunity to them during the interview:

  • Social Media Tricks– It is important to post jobs on social media platforms but this doesn’t mean you do it in the most boring way. Instead of uploading a dull and boring list of job description, post a video or photo of someone actually doing the work. When a candidate sees the work being performed, it’s easy for him to imagine himself in the role.
  • Make each Job Irresistible– When you post jobs, promote the upsides of your opportunity. Think like a candidate, in addition to earning a competitive wage, what else would attract you towards this job? Few things which are just as important as money:
  1. Exceptional benefits
  2. Challenging work
  3. Opportunities for learning and advancement
  4. Convenient location
  5. Flexible work options
  6. Early or frequent performance / salary reviews
  7. Mentoring opportunities
  • Improve Communication- Take great care of candidates and be proactive at every step of sourcing and recruiting process. Ensure it’s convenient and quick for candidates to submit an inquiry or apply to a job – especially from mobile devices. Keep them informed about timelines and next steps, from the moment they upload a resume or respond to the job posting. If you tend to remove a candidate from consideration, inform them as soon as possible. Being “left hanging” is a chief complaint among job seekers – and may drive them to post negative reviews on sites like Glassdoor.
  • Be Friendly, Organised and Prepared- Hiring Manager is the only link between the company and the candidate, everything they know about the job they know from you, so put on your best smile and sell the job. An excited interviewer will transfer their passion to the candidate. Make sure you have studied the candidate’s resume and cover letter in detail to understand their motivations for putting themselves forward for the role. Try to show that just as they have been researching your company, you have spent as much time researching them, and the companies they have worked for.
  • The Position- This makes the most sense but talking just about the job description can be monotonous and boring. If this is a top candidate, he/she already meets the criteria.  Instead, make it compelling.
  • The Company’s Potential for Growth- Take them through the company’s journey from incubation and share the vision of company’s potential for achieving growth within the marketplace.  Top candidates want to be part of an achiever, so show them how your company already is a winner and will continue to be in the future.
  • The Company’s Culture- Every company has its own work culture and not every candidate fits or feels comfortable working in the same. This point is often overlooked, but doing so can be a serious mistake.  The candidate wants to know how they fit into the company’s culture.  You must be able to communicate that to them
  • The Position’s Potential for Growth- Top level candidates are always curious to know more so go beyond the position in its current form and discusses what growth potential the position offers and explain how the position ties into the company’s plans for the future.
  • The Candidate’s Potential for Growth- The whole process is about the candidate, they want to know how making the leap to a new company is going to benefit them, especially in regards to the growth and overall well-being of their career. A-level candidates thrive on vision, so share that vision with them.

So pull up your socks and get inspired with the tips discussed above, sell your jobs and get the best candidates on boarded.

Pragna Solutions is always been in fore front of technological development. Helped several clients about our innovative methods of Recruiting using AI and scalable models. Contact usContact usContact us to learn more.

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The Power of small teams with big ambition

The Power of small teams with big ambition

All that a merely successful organization needs is a bunch of employees with great flair. There is no much veracity in the saying “unity in diversity” as a work team would be formed with differences in forte yet striving for a distinct vision.

Here are Eleven ways small businesses can compete with big companies and find the right talent 

1. Focus – People know what they do, they have complete focus on that. They have cause and mission, and they build team faster, so they are performing faster and more focused.

2. Clarity – in a smaller team, everyone has a line of sight to everyone else. Everyone is aware of the circumstances, the successes, the failures and the expectations.

3. Cohesion – smaller teams have a greater chance to be more cohesive.

4. Administration – You don’t need any. Of course only if you have that constellation, that some higher management don’t want any. But for team management, you don’t need any tool or any reporting. Everyone has track what has to be done and what is done.

5. Interaction – I can interact more easily with each individual and gain a sense of their commitment level

6. Visibility – Since it is harder to “hide” on a small team, I can quickly weed out those who aren’t up to snuff or just aren’t bought in to the program.

7. Energy— The energy in a small team, if you pick the right players can be extremely high and focused. You can all march enthusiastically to the same beat.

8. Flexibility is a must in a small team, which is a huge positive. You don’t have people who must be extremely specialized in one core skill as you have to have in a large team. And because of that, you can really move the team in a new direction if that’s where the market takes you. Larger teams are much more locked into a path that is hard to detour from.

9. Passion — In a small team, you can pick people who are passionate about the direction your team is headed.

10. Personal growth — Allowing people to work on many different things in order to help the team achieve its goals is extremely empowering and allows people to really grow.

11. Being close to each other — It’s amazing how important it is to be close to each other when working on a team

However, the synergy of individuals is a powerful and strong; don’t be fooled by the idea that working alone brings glory. Working alone may help your ego sometimes, however, will not necessarily make you a regular winner!

This exemplifies the crucial difference between a group of talented people and an effective team.

All successful companies are built on strong talent. However Mapping the right talent can be quite challenging for small businesses.

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Shaking hands with staffing partner – A smart business move

Shaking hands with staffing partner – A smart business move

Recruitment process and pattern has changed tremendously since the past few years as there has been a significant rise in the number of potential candidates applying every year and hence, recruiting the best suited employee is what the companies are lately aiming at.

Also, the implication of numerous departments within the company each aiming at a particular set of functions has paved way for the establishment of Human Resource (HR) as a brand new department for dealing with recruitment. But, not all companies can afford to have one HR department nor do they can integrate the recruiting process with other departments. And, this is where staffing partner comes into play.

May one agree or not; but there has been a drastic change in the way the current businesses are functioning and companies are succeeding on their journey to overall progress and development. It is a fact that whatever may be the size of the business, manpower form the most essential and crucial attribute that plays a critical role in driving the business to the success targets and attaining significant results by laying down proper management strategy.

The current business standpoint is focused on choosing the right potential candidate as they are the ones who are undoubtedly one of the largest assets and major expenses.

Staffing partner – as the term specifies is been incepted with the view to render the best suiting placement services to the companies that perfectly fit into the criteria recruitment needs of the company, quality & standard services and pricing. There has been a considerable rise in the number of recruitment firms in the recent times since; every company believes that connecting with a recruitment partner is one of the smartest moves from the business point of view.

But, care should be taken to select the best and reliable one that not only assures to deliver effective and efficient results but also easily fits into your pockets and aids in climbing the success ladder by providing potential and excellent candidates.

Some of the key features that should be looked upon while deciding staffing partner apt for your business include –

  • Vote only those recruiting firms that offer reliable and successful staffing solutions associated with broad areas of specializations and hence, all your staffing requirements are perfectly fulfilled at a single place.
  • The staffing needs of each and every company vary as per their business background and financial profile and thus, go in for a firm that provides customized services.
  • Opt the staffing agency that lays a great platform to unique and authentic recruiting solutions along with following the step-by-step strategic approach such as screening, evaluation, interview and assessment process within stipulated time frame and in accurate manner.