Hiring? Find Out What Really Attracts Top Talent

July 24th, 2018

When it comes to hiring, talented professionals have a lot of choices these days. So what can you do to make your company more attractive to them? As one of the top staffing agencies in Houston, TX, Murray Resources has the answers you need. Here’s a look at a few key factors that come into play when candidates are weighing offers:

Pay & Benefits

Of course, compensation is a big part of the equation when it comes to deciding where to work. Not only do candidates need to be fairly compensated in order to maintain their quality of life, but also to demonstrate that you value them and the skills they bring to the table.

Culture

Every company is unique with different cultures. Your culture might be more casual and laid back, or more formal. Just make sure that it offers an environment that’s a healthy place to work for all individuals. They should feel respected, recognized for hard work, and encouraged to voice their opinions on issues that matter to them.

Flexibility

Today’s employees want more flexibility in terms of where and when they work. Companies that can meet those needs through telecommuting have a leg up when it comes to recruiting top talent. Offering the ability to telecommute two to three days each week seems to offer employers and employees the balance they both need when it comes to collaborating in the office and working from home.

Clear Expectations

If the job description seems vague, or if questions go unanswered during the hiring process, then the most qualified candidates will look elsewhere for opportunities. Instead, be clear about the role, responsibilities and qualifications. Also discuss growth opportunities, as well as challenges that come with the position.

Development Opportunities

Highly skilled individuals want to work for those companies that offer room for growth and opportunities to advance. To attract this level of talent, you need to offer incentives such as mentoring programs, training resources, stretch assignments and room for autonomy.

Authenticity

At the end of the day, employees want to work at places where they’re excited to come to work each day. That’s why long-winded job postings that are cumbersome to read don’t attract the right kind of people. Instead, show candidates what it’s really like to work at your company. For instance, post videos that offer tours of your office. Or ask employees to author posts about the culture and what they like most about it.

Interested in handing off parts of your hiring function to our experts?

Let Murray Resources know. As one of the top staffing agencies in Houston, TX, we’ve helped high-performance organizations build their teams for over 30 years – and we can help you too. Contact us today to learn more or get started.

How to Improve the Hiring Experience for Candidates

July 3rd, 2012

Despite what some managers might think, the hiring process isn’t all about them. While it’s important to find the right person to hire, it’s also important to ensure all candidates have a positive experience with the hiring process.

Why? According to a recent CareerBuilder poll, 56% of employers who recruited employees in the past year reported that a candidate rejected their job offer. In addition, one-in-seven job seekers reported having a worse opinion of the employer after they were contacted for an interview.

While you might not think that sounds like a lot, it adds up over time – impacting your reputation as an employer. And, as one of the leading staffing firms in Houston, Texas, Murray Resources knows that if you’re looking to hire top talent, then they’ll run the other way if your company is known for treating job candidates poorly or being a resume black hole.

So what are some things you can do to ensure a positive experience for all candidates, regardless if you hire them or not? Here are some quick tips:

Communicate More.

One of the things candidates hate most when it comes to the hiring process is a lack of communication. So ramp up communication efforts. Create an automatic email with text thanking the candidate for their application and explaining next steps, such as “If we feel you are qualified for the position, we will contact you to schedule an interview.” Also, if a candidate gets an interview, but doesn’t get the job, follow up with a phone call. Don’t just let them twist in the wind, waiting to hear back.

Take a Balanced Approach to Interviewing.

When preparing for interviews, create a plan and approach each in a balanced manner. Keep in mind that you’re not the only one looking for answers; the candidate too could – and should – have questions and so provide them with enough time to get the information they need.

Ask Candidates for Feedback.

Once the search process is complete, reach out to a few candidates – as well as your new hire – and ask them for feedback about the process. You can even send them an email, linking to an online survey if that makes it easier for you. But the bottom line is that you can’t improve the candidate experience if you don’t know what you’re doing right – and what you’re doing wrong.

Create an Online Persona of Your Company.

For instance, use your website and social media channels to provide candidates with a closer look at who you are as a company. Don’t just promote your job postings here, promote your company culture, as well as information a candidate won’t find in your Careers section. That way, your candidates will be more educated about your company and whether they’d fit in there.

Want More Help Hiring?

Let Murray Resources know. As one of the leading staffing firms in Houston, Texas, our top priority is delivering exceptional job candidates, not good candidates who may have the adequate skills. But people who are truly top performers. If you’d like to learn more, please contact Murray Resources today.

 

 

 

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