candidate-driven marketA high demand for specific skills with fewer job seekers results in a candidate-driven market. While this is a plus for candidates, it can be tricky to navigate for recruiters and hiring managers. We’ve outlined ways employers can take more control when this occurs:

Attract candidates

Before you start receiving applications you need to have interest from the candidates. In today’s booming candidate-driven marketplace, competition is tough. Other companies have similar job opportunities, so make yours stand out. Focus on why the candidate should want to work with your organization by highlighting the company culture, benefits, pay, or anything else that makes your workplace unique. Make sure your website and social media pages are also up to date. More than 50 percent of candidates research companies using social media. If your online presence is lacking, it will negatively impact the quality of applications you receive.

Use Vizi for a great way to tackle both of these problems at once. You’re able to share more than what the job entails and the qualifications, while having a perfectly branded, mobile responsive post.

Keep it quick

While it’s important to be cautious when taking on a new employee, do not drag your feet. Remember that the candidates have an advantage, and if they feel your interview process is taking too long, they won’t hesitate to turn to other job opportunities. The time you receive a candidate’s application to the moment you make an offer ideally should span less than a month. In addition, make the most of the interviews you conduct. It can be irritating for a candidate to return multiple times to meet with manager after manager, especially if it does not result in a job offer. Remember to keep the candidate experience top of mind during the interview process.

Be selective

Keep your interview process concise by being selective. This will benefit you in the long run although it might sound contradictory for a candidate-driven market. Not everyone who responds to your job posting will be a good match. Review each candidate’s resume and cover letter prior to contacting them. Save yourself the time of interviewing someone you know will not work out. If, however, they do seem like a good fit, offer them a phone interview. A phone interview is a quick way to learn more about the candidate’s experience to determine if you want to invite them for an in-person interview.

Reality check

With increased job opportunities, candidates can be more selective and demanding when it comes to negotiating salaries and benefits. Do not be afraid to let them know if they ask for unreasonable or unrealistic compensation or benefits.

Go beyond the hiring process

Now that you’ve found the perfect employee to join your team, you want to keep them there. It is paramount to keep your employees happy to avoid high turnover rates. Continue to inspire your employees and treat them with respect so they look forward to coming to work. Perhaps have a catered lunch after a stressful project or allow them to work from home on certain days. Small perks can go a long way in maintaining satisfaction in the workplace. Encourage a healthy work-life balance as well. Holiday parties and company outings are great ways to make sure your employees aren’t getting burned out.