Fact: Your first challenge is not to find good people; rather, it is to attract them. The best job will almost always remain empty if you cannot find the best ways to get tons of applicants to read your posting. So, you need to ask yourself the question:
How much do I need to spend to make a great client? And how much is that client worth over 10 years of relationship with my organization? Then, ask yourself that same question for attracting a great team member who will work hard to make your team happy and successful? 

Fact: Companies which invest more per hire obtain higher success rates. I'm talking about investing three to four or even five times more than your competitors, to make sure that the great talent you are looking for does not take the job with those competitors.

Fact: You waste your energy if you put all your eggs (money) in the same basket. Rather than spending $1,500 or $3,000 on one job board, spend that money to promote your open position on 10 or even 20 job boards. Why, might you ask? It is a basic marketing principle: You must be visible first. Your visibility as an employer is multiplied by 200% to 500% when you spread your posting across multiple channels.

Fact: Most small businesses use two or maybe three job boards to promote an open position. Successful employers use 5 to 12 times as many channels.

Fact: Successful employers actively use employee referral programs and motivate their employees to spread the news about an open position on their personal channels. By the way, employee referrals constitute over 52% of successful hires. Looks old fashioned, right? It might be, but those 22% of employers who use employee referrals as a strategy to attract good people are twice as successful as their competitors.

Fact: if you do not have a dedicated landing page on your website 4 candidates (it is usually called a career page), most candidates especially millennials will consider that you are old fashioned.

Fact: if you don't understand why candidates are looking for a new job, you will not use the proper keywords to attract them. By the way, most job seekers are not currently looking for a job; they are looking for another job. From a marketing viewpoint, it is worth $1,000,000 to know why that is so. Because when you know, you can use those keywords in your posting and in any of your messages.

Fact: Salary might be a dominant criterion of selection for good candidates. However, although you must be competitive on your offer, our experience as professional recruiters dictates that the majority of people who are looking for another job are actually looking for other, sometimes more important selection criteria. Some of those are:

Work environment.
Flexible schedule.
Possibility of remote or hybrid position.
Social life at work.
Life/work balance.
Career development opportunities.
Having fun at work.
Being recognized for one’s work.
And more.

Fact:  75% of people who quit their job actually do not quit their job, they quit the boss. From a marketing viewpoint, this represents a great opportunity for you to offer something that they complained not getting – great leadership.Remember this Golden rule: people work for people; they do not work for organizations. Your competitiveness in that regard can make the difference when you fight against bigger companies which might have a lost the human touch in their corporate-style management.

Talent acquisition must be addressed with a marketing strategy viewpoint. Your first challenge is to be visible enough on the employment market. Your second challenge is to attract them with the appropriate keywords - mostly related to the needs of the millennial market. Your next challenge is to offer what those applicants are looking for. Then, you can do your best in selecting those who fit with your culture, your values and your plans.

At Hirebox we constantly apply the marketing rules to talent acquisition. We create a very attractive posting with the appropriate keywords. We promote your job on over 40 different job boards. And we focus on preselecting those candidates who offer the right package of soft skills that are vital to success on a specific job. And we provide you with a placement three-month guarantee - call it an insurance policy you cannot get if you do the job yourself.

Do not hesitate to contact us if you want to discuss your talent acquisition challenges. Until next article,



Best success,

Patrick Valtin,
CEO Hirebox