September 16, 2021
September 22, 2021
Guest post by Terkel.
What is one way your company is differentiating from competitors to attract talent?
To help organizations attract talent in a competitive market, we asked HR professionals and business leaders for the ways that they are successfully building their talent pipelines. From adjusting compensation plans to revisiting some old-school recruiting tactics, there are several ways that are helping companies separate themselves from competitors to fill open positions.
Here are ten ways companies are attracting talent:
I’ve seen incredible results from companies that are prioritizing fair chance hiring. In an interview with the founder and CEO of Hot Chicken Takeover, Joe Deloss, he explained that taking a “chance” on these individuals doesn’t just open up a job for them–it connects them to your company in a way that is hard to describe, and they are much more likely to give it their best effort than someone hired off the street. Another intriguing solution is flexibility, especially for older and more experienced workers. In a previous HR job, I was able to retain one of our customer’s favorite workers by moving him to a two-day-a-week schedule after he turned in his resignation. He was excited to be able to continue contributing and we were thankful to have time to find a suitable replacement that the customer liked as he transitioned out over the next 12-18 months.
Ben Eubanks, Chief Research Officer, Lighthouse Research & Advisory
I honestly believe that talent branding has the ability to position an organization and its employee value proposition in the minds of prospective employees. The branding needs to be authentic in order to attract the right people.
Mofota Sefali, HR Projects Specialist: Africa Middle East, Corteva Agriscience
I am hearing more and more from Enterprise level employers that are using old-school recruiting techniques with great success. Think traditional job fairs. We love great recruiting tech and automation, but so much of this has caused candidates to feel lost. Organizations are having high success hiring face-to-face because the candidate knows at the very least this won’t be a black hole and I’ll get to talk to a real person, and I’ll get a “yes” or a “no” at the very least!
Tim Sackett, CEO, HRUTech.com
The jobs page on TeamBuilding’s website promotes our company’s fun and energetic culture. The copy has a conversational tone meant to put applicants at ease. The page also features a tool that fills the visitor’s name into the text Mad-Libs style, which makes the experience more interactive and personable. Far from being gimmicks, these touches serve as a litmus test for finding and attracting solid cultural fits as well as a signal to applicants that our company values the employee experience.
Michael Alexis, CEO, TeamBuilding
Factors like benefits, compensation, and job responsibilities will always be important but an employee’s experience of work will always take precedence. We are differentiating ourselves by creating a positive experience of work. This includes a great physical workplace, strong culture through team building, and opportunities for career development and cross-functional work.
Brian O’Connor, Talent Acquisition Recruiting Manager, DailyPay
We pay our transcriptionists more than our competition. This is done for a few reasons. We want the best people working for us, and we want them to be happy working for us. If they aren’t happy to get up and do their work they won’t work as hard and will always be looking for a new job. If they aren’t working hard, our clients will eventually get poor work products, and if they are always looking for a new job they will be distracted all day and could make mistakes in their work. We want happy to be working for us people, so we pay more and recognize them for their hard work with notes, gift cards, phone calls, and public announcements within the company.
Ben Walker, CEO, Transcription Outsourcing, LLC
People inherently crave the ability to do meaningful work. At Apollo Medical Travel, we help people get high quality, affordable medical care outside of the United States. Our team gets immense satisfaction from helping people get care they wouldn’t otherwise be able to afford. As we grow, we hope to offer more competitive compensation and benefits packages, but we have not had any problems attracting talent on the strength of our mission alone.
Wesley Jacobs, Founder, Apollo Medical Travel LLC
Open PTO is a relatively new concept that allows our employees to take vacation time at their discretion (essentially there are no restrictions). I know that may sound high-risk, but our staff doesn’t abuse the policy and has respect for it. Everyone has remained productive and still has a strong work ethic, and everyone is still expected to pull their weight and get their work done. Very few companies offer this type of PTO program, but it’s a concept that’s improved our team’s work-life balance and is extremely attractive to prospective candidates.
Jessica Wise, Marketing Manager, HelpSquad
The dream for a talent acquisition team is to have a steady flow of candidates to gradually populate a talent community. That way, when there are new job requisitions, a TA team can first visit the community to expedite the hiring process. Optimizing job opportunities for organic search through SEO campaigns can help companies build better visibility online, and generate a flow of candidates. This strategy can be especially for ongoing roles with consistent needs. By creating a dedicated landing page for the role and optimizing the page for search, a company can start taking the necessary steps to attract talent on a global scale.
Jenn Christie, VP of Operations, Markitors
One way we are differentiating from our competitors is by leading with our core values and culture. They influence how we work, so they also influence how and who we hire. Flexible work, casual dress, and remote working are all extensions of our values and culture – and those are perks that candidates want. So, we position that as an essential part of how we work, and more people are interested in our firm. We aren’t tired, old HR. We are progressive in our thinking and our work and we can easily appeal to non-traditional HR folks, which is exactly who we want for our team.
Eric Mochnacz, Senior HR Consultant, Red Clover
Author Bio: Terkel is a knowledge platform that connects brands with expert insights.