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Your Guide to Attracting Killer Talent Has Arrived

The Betts Team
July 15, 2019

Hiring? Then you may have noticed something—attracting and hiring the right talent for your open roles may be more challenging than it was a few years ago. If this sounds familiar then don’t panic, you aren’t alone. The way job seekers apply and find their employer of choice is changing and there are many reasons.


For starters, technology and social networks have completely fast-tracked the entire application process. More candidates quickly catapult into full job search mode without ever updating their resumes by applying straight from their LinkedIn profiles. Job seekers can apply to dozens of roles in minutes—sometimes upgrading to be featured candidates.


And that’s not all. Demographics are changing dramatically. Baby boomers are in or on the brink of retirement. Meanwhile, millennials will account for 50% of the workforce in the U.S. starting in 2020—just around the corner. And when it comes to their professional lives, the incoming majority have a totally different idea of what work should look like than their predecessors. 


There’s been a lot of misunderstanding around what hiring and keeping good millennial talent looks like too. It’s not about who has a keg in the office or a foosball table, (although those are definitely added bonuses). What drives the American workforce are companies with great culture where employee contributions count and make a visible difference. They also want an employer that prioritizes work life balance.


In addition to changes in technology and demographics, the job economy is still booming, meaning job seekers have higher standards and more options. The good news is that employers can remain fiercely competitive in attracting talent. 


Be sure to follow these best practices before you start your hiring process:

1. Make it so easy to apply candidates can’t resist.

We know, this sounds simple, but if your application process is too time-consuming or complicated then you’ll lose interest and applicants. If your application system is slower or dated then you’re taking a big risk in losing engaged talent.


With unemployment down and hiring up, job seekers are looking to apply for as many viable positions as possible. And thanks to more employers posting Easy Apply positions via LinkedIn, that’s easy. Applicants are applying to positions with limited entry fields in 30 seconds or less. Some employers have basic forms located conveniently on their company website that ask for quick details and a speedy resume upload.


Whatever roles you’re currently hiring for, you want to make applying as quick and painless as possible.

2. Build a benefits package that terrifies your competition.

What’s your 401K match policy? How does it stack up against your competition? Candidates have their eyes on the prize—benefits and total compensation. They’re adding up the entire package. That includes salary, opportunities for bonus, health insurance, life insurance, educational support and sometimes even day care or gym reimbursement. Your candidates are looking at the entire package to find a fit that supports their life goals. 


So be sure your Human Resources department is performing annual reviews of your benefits package and seeing how it stacks up against other organizations in your industry.

3. Keep your hiring process moving—quickly.

Some employers lose great candidates just because their hiring managers or HR departments aren’t acting quickly enough. Since it’s currently a job seeker’s market, it isn’t uncommon for candidates to interview for multiple positions at once. Even if you are your candidate’s first pick as an employer, they may be financially pressured to make a difficult, time-sensitive decision before you make yours. 


Avoid losing talent because your hiring process isn’t moving quickly enough. Make sure you have a set maximum number of interviews and give teams a set timeline for deliberating. Because an extra day or five can easily cost you your top candidates.

4. Keep your mission and culture clear.

These days finding a good position with competitive pay and benefits isn’t enough for job seekers. The evolving workforce is more focused on culture with talent focused on going where they will be valued. Keep your company values and mission statement front and center on your Career pages and in your job descriptions. Include photos from company events with team members in action at team building sessions or industry events. Job candidates are looking for companies that are making a serious investment in their employees as professionals and as people. 


And make sure your mission or cause inspires. Even if your organization is on the more dry or technical side, show how you’re making a difference for other businesses and consumers. Also show how you’re making a difference in the community—whether that’s supporting your employees at a Pride Festival or building a house for a family in need. Job candidates are immediately drawn to employers that care about their employees and communities.