: Executive Career Briefcase
Attracting Top Talent
The most talented candidates are always in demand. It can take effort and planning to persuade top applicants to accept a job with your firm.
Carefully consider how you present job opportunities to candidates. If you find that you're losing top candidates to other offers, try to determine why. Following are some issues to consider.
Are you really selling the position?
You should be highlighting specific benefits and perks of the job at every opportunity. One approach is to have top candidates meet with staff members who can offer an insider's perspective on the advantages of working at your firm.
Is the compensation package competitive?
It's usually better to pay a little more than your competitors. You can research salary ranges through a number of sources, including classified listings, professional and trade associations, human resources consultants and specialized recruiters. For example, the annual salary guide published by Robert Half International provides starting compensation levels for accounting and finance professionals from entry-level to CFO positions.
How attractive is your corporate culture?
Many companies have started programs designed to create a more supportive atmosphere. Simple practices such as an open-door management policy, and frequent praise and recognition can make a big difference.
Are you being decisive enough?
Careful hiring is critical, but don't be overly cautious when making a decision on a top candidate. It's easy to lose a job seeker's interest if you delay making an offer.
Are you pursuing references promptly and aggressively?
A drawn-out reference-checking process can inadvertently send a negative message to an otherwise enthusiastic candidate. If you're having trouble contacting references, let the candidate know and solicit his or her help communicating with them.
By analyzing each step of your staffing process and making improvements where necessary, you increase your chances of finding and keeping top talent.
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