By Jessica Miller-Merrell 

As the job market becomes more competitive, candidates are in the driver’s seat. This not only means that they can be a bit picky about where they want to apply but that they also have ability to negotiate compensation and even turn down offers that aren’t up to par. For companies who are working hard to bring in the best and brightest, this can mean a lot of things. For one, companies are having to become more competitive to keep up with other offers and stand out. Candidates are looking for a perfect mix of compensation, opportunity and convenience, and companies are actively trying to figure out exactly what that looks like.
Take a look at these six ways your company can stand out, be competitive and see a higher job acceptance ratio:
Qualify your candidates aggressively
It is a candidate’s job market, but that doesn’t mean you should feel or act desperate to fill a position. Do your homework and make sure the candidate actually has the skills you need and will be a good fit. Candidates may seem eager for the position, but they want to feel confident in their abilities to do the job. If you pursue candidates who don’t have the skills and experience for the job, they’re less likely to accept the position at the end of the day.
Research the market
Your company must stay competitive to bring in the best and brightest, so research the market and know what it takes to truly be competitive. Consider compensation, perks and sign on bonuses so you won’t be caught off guard. You’re working hard to woo those candidates, so don’t let this be the area you’re lacking in. If you just can’t be competitive, at least you’ll know where your organization falls short and can consider your company’s unique selling points.
Market your position and company honestly
Candidates have more avenues for finding out about future employers than ever before, whether that be by posting anonymous questions in a forum, reading employer reviews or just following their intuition. Be open and honest about what the position entails and what your organization brings to the table. Talk about what makes your company different, but don’t pull a bait and switch or coerce candidates into a position just so you can check a box.
Be smart about your offer
When you’re ready to offer a candidate the job, lead with a strong offer but don’t give away your hand. You may even want to build in some wiggle room for negotiating, whether that be through a sign on bonus, relocation or higher salary. Don’t lowball your candidates, but be smart about your job offer strategy.
Focus on candidate relationship building
One of the most effective ways to increase job acceptance is to develop relationships with your candidates. You can do this by communicating through a talent network or through old-fashioned email or phone. By establishing a personal connection, candidates will feel tied to your organization before they ever receive a job offer. Additionally, when they feel at ease to communicate openly, they’re more comfortable asking questions and discussing their concerns.  

TalentCircles is the most comprehensive candidate engagement platform on the market. Take a product tour or request a live demo today. 

Jessica Miller-Merrell, SPHR is a workplace and technology anthropologist specializing in HR and recruiting. She’s the Chief Blogger and Founder of Blogging4Jobs and author of The HR Technology Field Guide. You can follow her on Twitter at @jmillermerell.


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