Recruitment Success: It’s What You Say And How You Say It
Improving recruitment communications is so much more than creating a catchy ad or posting a new job description.
An initial grasp of what would motivate an ideal candidate in their potential job context helps reveal the aspects of the position to highlight in your recruitment marketing. For example, if team collaboration or a remote office is a part of the open job’s structure, highlighting such elements may attract more candidates motivated by that type of work environment.
In doing so, you’re narrowing down the applicant pool to the candidates most motivated and interested in that type of work context. Once candidates respond to recruitment marketing, continuing to understand their motivators is critical to recruitment success.
How understanding motivators helps improve recruitment communications
Understanding what motivates each candidate you’re courting for employment is key. Not only does this help you further align their motivators with the work context to ensure job and organizational fit, it also enables you to communicate in a far more engaging manner.
For instance, let’s say you’re recruiting for an open marketing manager role. And you know that your top candidate is highly motivated by job mastery. Choosing to emphasize the aspects of the job that empower them to manage campaigns and figure out success factors is advantageous.
Without highlighting such elements, landing the best candidate for the job becomes more challenging. It also makes extrinsic rewards, such as compensation and bonus structure a larger topic in the conversation.
The additional efforts put forth in the recruitment and onboarding of candidates is critical to a lasting tenure at the organization. As OC Tanner found, “sixty-nine percent of employees are more likely to stay with a company for three years if they experienced great onboarding.”
Use motivators to seal the deal
Similarly, the offer letter you utilize doesn’t necessarily have to be a standard form letter with variable data filled in for every candidate. The offer letter you create and the text of the email it’s sent within should tap into and leverage their motivators as well.
Creating custom communications that are tailored to a candidate’s motivators and utilizing such communications at every step of the recruitment process helps organizations hire the person most likely to perform in the role.
When focusing on recruitment communications that motivate candidates, you’ll find that you will:
- Improve your selection process
- Be better equipped to create more compelling job offers
- Ensure candidates properly align with company culture and values
You’re already faced with the challenge of convincing a potential top performer to join your organization – one they’ve only spent a few hours getting to know. Why not use a tailored recruitment process to help them picture themselves succeeding and enjoying the work every single day?
Keep in mind that very few companies take the time to do this effectively. Therefore, competitive job opportunities will continue to struggle to attract the right candidate. Leverage this advantage and take the time to recruit and attract talent by tapping into their unique motivators.
Understanding the intrinsic motivators of candidates is a unique competitive advantage to the recruitment efforts at your organization.