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November 24, 2023
Recruitment is all about attracting and retaining high-performing employees — ones that go above and beyond. The right hiring manager will know what to look for in a given employee, based on the particular role in question and the goals of the organisation. However, a lot of companies struggle with a big problem — the calibre of candidates they are attracting just isn’t up to par.
Recruitment can be a pricey process in terms of money and time. You want to get it right to reduce the odds of high staff turnover and productivity loss. But what if the right candidates just aren’t applying for jobs at your company?
Let’s discuss the leading reasons top performers aren’t applying for your jobs — and what you can do about it.
Related: Are you paying fairly? Check out our UK Salary Guide for in-depth guidance on compensation
Top performers are looking for top salaries. As ambitious, skilled professionals, realistically they will have a choice of career opportunities to pick from. If you are trying to attract them to your company, you need to offer a competitive salary and benefits package to match their skills and experience.
In one recruitment survey, more than 60% of respondents found job descriptions too vague, stating that such lack of clarity was their number one concern when applying for roles. Further research has revealed that vague job descriptions put off 17% of candidates from applying.
Job adverts and job descriptions are hugely important when it comes to attracting and recruiting top performers. Take the time to create accurate and informative job descriptions, including expectations and opportunities for growth. Try to give applicants a good idea as to what would be required on a day-to-day basis, while also giving an impression about the company culture, ambitions and values.
As a top performer, when you’re looking for jobs, you generally don’t just consider the role in isolation. If you’re ambitious and determined to excel in your chosen field, you’re also planning the next step in your career. Top-performing employees are looking for career progression. If they feel they can grow and learn with a given company, they’re more likely to be excited about coming aboard.
The subject of career growth can be discussed at various stages — from recruitment to onboarding and beyond. In the early stages, make it clear that your company is dedicated to helping their employees advance and, if possible, outline potential career paths in your job advert.
When employees consider what companies to work for, a big determining factor is reputation. Candidates like to know how existing and former employees were treated. They are likely to search online platforms such as Glassdoor for employee reviews. They are also likely to research a company on social media. Any negativity might deter a top performer from applying for a role in your organisation.
A complicated or lengthy application process can discourage high-calibre candidates from pursuing a position in your company. After all, a top performer with a good reputation is likely to either already be in a demanding job, or have multiple job opportunities to consider. You want to do all you can to make their lives as easy as possible, within reason, before they’re snatched up by a competitor. Consider streamlining your applications to make them more user-friendly or using a recruitment agency to perfect the recruitment process.
As we’ve covered in another blog post, flexible working is the number one benefit employers can provide. To get top performers, you’re competing against incredibly forward-thinking companies, many of which can offer exceptional salaries or compelling perks. While it might not be feasible for you to compete in monetary terms, what you can certainly do is offer a degree of flexibility and, as a result, work-life balance. In real terms, it costs very little but could reap great rewards in terms of a wider talent pool.
It’s not all about money — more than ever, employees care about company culture and the employee experience. What makes your company different to others? What are your values and what is your company striving towards? Do you support local charities, or provide paid volunteer hours? Maybe you are an incredibly innovative company and you give employees a number of hours each month to focus on a creative project. Consider why employees love to work with your company, and what would attract great minds to your business. Don’t be shy about highlighting this culture to prospective employees — let them behind the curtain and make them feel at home before they even start. This could make all the difference when it comes to attracting top performers.
If you’re struggling to fill your vacancy with the right candidate, you’re not alone. So many companies struggle and end up costing themselves in terms of financial expense and productivity. Partnering with a recruitment agency like CMD Recruitment can give you an edge. We’ll find you the candidate you’re looking for — get in touch to see how we can help.
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