2 MORE Attention-Grabbing Candidate Attraction Tips

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What is the significance of this time? Why should you care?No, it is not Usain Bolt’s reaction time to the starter gun.It is “the amount of time it takes to form a first impression.” BOOM!This is according to ‘Playbook: View from the Top' in Inc. magazine (June 2015).  In this article successful business founders share their wisdom on building a great team.Time to obsess but not stress.  Fellow recruiters there is much more prep work to be done to make 0.10 second count.

Get Noticed Peacock Style

Here's the challenge.  You have a mosquito-brain-sized window of opportunity through which to make and form an irresistible first impression. It's time for some laser-sharp focus in executing your recruitment marketing strategy and tactical activities.In last week’s post I asked you to take a moment to ponder and ask yourself 3 questions.  If you answered YES to any of the questions you were invited to feast your eyes on 2 simple tips inspired by the Peacock – to get you on the road to stellar hiring.Here are 2 more attention-grabbing tips.  If you commit to following these steps you will be strutting your stuff and grabbing the attention of your target market in short order.1. Avoid the Peril of Confusing Benefits and Features: Hours of work, compensation, location, duties and responsibilities, free health checks, paid time off to do volunteer work in the community, no-cap on vacation leave.These are NOT benefits.  Now hold on - it is a matter of context.They may be considered benefits on the HR-Finance compensation budget spreadsheet; but not in the recruitment marketing context. Without the marketing treatment they are merely bland features of the job role and employment offer.Psst! You need to focus on presenting authentic and relevant benefits to your target candidates (HR’s clients) at this stage of the hiring process.For easily digestible seduction tips, head over to Enchanting Marketing.  Henneke Duistermaat’s blog post “A Simple Trick to Turn Features Into Benefits (and Seduce Readers to Buy!)”.It may be primarily written for copywriting and web marketing but the simple rules for seductive ‘client’ engagement are universal.  Her nuggets of wisdom are easy to swallow and apply to the HR and recruitment marketing context.Achieve creativeHR alchemy by transforming features into benefits for maximum appeal by answering these questions.

 “What do your clients really want to achieve? What are they dreaming of? Henneke

 “How can your organisation’s employment offer and experience help your future and existing employees achieve their dreams and goals? Nicole

 An irrefutable law of attraction…

“You can only sell with real benefits if you know what your audience wishes, desires, and secretly dreams of.” Henneke.

Henneke’s straightforward approach will help you re-craft the features of the employment experience in your organisation into a compelling display of appealing benefits. This is your Employee Value Proposition (EVP). Your peacock tail if you will.2. EVP Power: Closely aligned with your Employer Brand, your EVP specifically describes the features and the appeal of working for your organisation.It is the clear response to answer “WHAT’S IN IT FOR ME?” as demanded by your preferred employee community.  If you are serious about achieving stellar hiring success, you must answer this question. Your EVP must clearly outline both the tangible and psychological (feeling) benefits received in exchange for performing your organisation’s work and for becoming a member of your employee community. If you want to win the attention and ultimate loyalty of your desired candidate and employee community needed by your organisation, you need to craft a distinctive EVP. Be artisan in your approach – craft it with the bespoke and the authentic in your mind and heart.Remember there are other suitors in the game. To neutralise your competition’s seduction moves on your desired candidates, deploy your EVP and smooth your preferred candidates' journey to your organisation.Need more convincing about EVP Power?Get it right, according to talentsmoothie™ and a well-articulated EVP, can:

• Reduce new-hire salary costs by up to 50%
• Improve the commitment of new hires by up to 29%
• Increase the likelihood of employees acting as advocates from an average of 24% to 47%
• Show a turnover rate up to 40% lower than companies with lower levels of engagement
• Gain up to 18% higher levels of productivity
• Gain up to 35% more efficiency
• Be 59% more likely to innovate
• Improve customer loyalty – 41% of customers are loyal because of good employee attitude
• Improve customer experience – 70% of brand experience is determined by ‘people experience’.

Hello! These are some statistics HR can get its teeth into to demonstrate value and relevance to the business.Now remember this is only the courtship stage.  It is most definitely not a seduction trick from the dodgy advertiser’s playbook – over-promising and under-delivering.So Recruiter, you have attracted and won the attention of your target candidates.  You now need to hold their attention for the long haul.How will you achieve that?That, and other recruitment tales will be explored in later posts from The HR Rabbit Hole.  Until then…Strut your stuff and shake your jewelled-hued EVP tail feathers to mesmerise your target market and attract a tribe following.

Shake on responsibly, savvy Recruiter!