5 Secrets To Attracting The Best Candidate For Your CompanyThe war for talent is real. Unemployment is low, and job-seekers have a lot of options. So, what is your company doing to edge out the competition? If the answer is “nothing,” then you might be losing some of the best and brightest could-be employees. Instead, take action on these five secrets that can help you attract the best candidate for your company.

1. Get your company involved in the community.
According to this Business Review USA article, the Reputation Institute reports that “the philanthropic nature of a business and the breadth of its corporate citizenship initiatives often directly correlates with its overall value.” The article notes that, according to the study, “a 10 percent improvement in perceived corporate citizenship can translate to an 11 percent improvement in overall reputation, and up to a 14 percent improvement in a company’s market value.”

And that’s data to back up something we see often: Philanthropic companies tend to attract like-minded employees. If prospective employees see that a company is not only a good provider of whatever service it offers, but it is also a good steward in the community, those employees are more likely to want to be involved.

2. Aim for easy accessibility.
Have you considered how easy (or difficult) it is to physically get to your office location? Think about it this way: A candidate has multiple job opportunities, and one of those jobs happens to be located in the midst of a traffic nightmare. The other worksite is in a more convenient area. If all other aspects of the job are equal, that person will likely choose the latter offer.

If easy accessibility is something you can control (or play up in your recruiting), do it! But what if you’re on the other side of the situation? Sometimes, it’s just not possible to relocate. In that case, make sure you highlight the strengths you do have, and do what you can to make the office more accessible. (Check out #3 for more options.)

3. Consider giving employees a little more freedom and flexibility.
Yes, you can maintain a professional, productive work environment while still providing perks that your potential employees will love. Some examples include:

  • Opportunities to work remotely.
  • A more relaxed dress code.
  • Childcare on-site.
  • Flexible work schedules.

Every one of these options encourages employees to be productive at work while recognizing the reality that life doesn’t always fit in a certain workday schedule or status quo.

4. Pay attention to your social media presence.
Often, employers see what they can find about potential employees on social media. Why wouldn’t potential employees do the same for companies they’re interested in? Make sure you manage your website, Twitter account, Facebook page, etc., so your prospective employees see you in the most positive light. Managing your social media presence and making sure you’re involved in relevant conversations happening in your industry also lends credibility to your brand and helps make future employees eager to work for you.

5. Communicate clearly in all aspects of the hiring process.
I’m sure you can think of tons of examples of companies that do a bad job of communicating to interested job-seekers and potential employees—unfortunately, you may have even been subject to it. In order to attract the best candidate for your company, it’s imperative your organization is clear about all aspects of the hiring process. Here are some things to keep in mind:

  • What is the process like for the applicant? Don’t make it hard for your dream employee to apply. Streamline your entire process so it’s as quick and as easy as possible on the front end.
  • How easy is it for candidates to submit resumes? This is one important subset of identifying the process. If your online application system is clunky or you’re not clear about how or when the candidate should complete certain steps (whether online, via paper, or in person), you may be turning away great applicants.
  • Stay in communication with applicants. Keep candidates updated on timelines, next steps, etc., and be realistic upfront about how long the entire process will take. If adjustments are made on your end, be sure to communicate those.
  • Follow up with every candidate. This is crucial—make sure every single person who applies knows the outcome of their application and thank them for applying, so they aren’t left in the dark days, weeks, or months after you’ve moved on with another candidate. This ensures you leave on a cordial note (even if an applicant didn’t get the job).

These five secrets can help make your company stand out from the competition, but we’re sure there are more we can add to this list. Do you have any you’d suggest? Leave a comment below!