Hiring Wisdom: Do You Have a Good Answer to This Candidate Question?

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What do you say if a job applicant asks you this?

What makes this company a great place to work? What outside evidence (rankings/awards) do you have to prove this is a great place to work? What is the company going to do in the next year to make it better?”

This question may seem out of the ordinary, but it really isn’t.

Top candidates will ask this question in different ways.

It is up to the hiring personnel in your organization to communicate to the applicant what separates your company from others they may be considering. This is also a strategy question in that the applicant wants to know what direction your company is headed in employee relations.

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Given that they work hard for the company, how hard will the company work to keep them?

This was originally published on Mel Kleiman’s Humetrics blog.

Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring hourly employees. He has been the president of Humetrics since 1976 and has over 30 years of practical experience, research, consulting and professional speaking work to his credit. Contact him at mkleiman@humetrics.com.


2 Comments on “Hiring Wisdom: Do You Have a Good Answer to This Candidate Question?

  1. We enable everyone that works for us to feel very proud of what we do, and we are committed to developing every employee to his or her full potential. Our voluntary turnover rate is less than 3%, and as the HR leader, I can share with you most of that 3% is due to long-term employee retirement. As long as the job gets done, we encourage our employees to live their lives, and we embrace flexible work hours.

  2. Absolutely. Our recently published white paper highlights the importance of creating and communicating a strong employer brand to attract top calibre employees.

    The thing is, that creating an attractive employee value proposal is not a one size fits all affair. The key is to find out the true drivers and things that are important to candidates and use these to craft unique work proposals.

    As mentioned by Professor Bob below, flexible working conditions are a large part of this, but so are career development opportunities. In fact, career development opportunities emerged as a key driver of engagement in over 60% of organizations in our recent research.

    However, tapping into the power of career development opportunities as a means to attractive quality employees is fundamentally incompatible with a dated recruitment strategy based predominantly on past performance in similar roles.

    In short: create an attractive proposal by identifying potential hires with talent and offering them new challenges to rise to!

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