Why Would a Great Candidate Pick You?
Here’s a question I ask business owners that usually stops them cold: if your top candidate gets three offers this week, why would they choose you?
Most owners have never thought it through. And that’s a problem, because even in a market full of candidates, you are not trying to hire a person — you are trying to hire the best person. The best people always have options.
Let me walk you through what actually solves this, plus the two questions I get asked most about working with a recruiter.
You Need a Recruitment Marketing Strategy
A recruitment marketing strategy is simply the way you sell your company to candidates. It is your story — the reason someone would leave a sure thing for a maybe with you.
Because that is the real decision a candidate is making. They have a job. It is fine. Now you are asking them to give up something certain for something unknown. Your story has to make that feel like a smart move, not a gamble.
When we build one of these with a client, we ask questions like:
What do you do that other employers don’t?
What is the environment and culture actually like day to day?
What benefits set you apart?
What flexibility — remote options, schedules — can you offer that competitors can’t?
Then we turn those answers into a story we can tell candidates. It is the difference between a job posting that lists duties and one that makes someone think, “I want to work there.”
We think this matters so much that if you sign up to work with us, we build your recruitment marketing strategy for free — and it is yours to keep. Even if you never use us to recruit, we hope you will use it on every hire you make going forward.
“How Long Will This Take?”
Clients often come to us needing someone next week because a key person just resigned. I understand the panic. But we typically say one to three weeks to find your candidate — and we don’t want to rush it, because rushing is how you end up hiring twice.
A lot of the timeline is actually in your hands. If we bring you excellent candidates and you can’t interview for three weeks, that is three weeks added — and good candidates get hired elsewhere while they wait. If the role is virtual, interviews tend to move faster.
The single best thing you can do to shorten a search is clear your calendar for interviews before we start.
“What If It Doesn’t Work Out?”
That is what our 60-day guarantee is for. On permanent placements — the ones who go directly onto your payroll — if it doesn’t work out in the first 60 days, we re-recruit the position at no fee.
Maybe they win the lottery and move to Haiti on day 31. Maybe you simply realize on day 42 that it isn’t the right fit. Either way, we go back to work for you.
In practice, we only use that guarantee about 4% of the time. Which means 96% of the time it works the first time. But you shouldn’t have to take that on faith — that is why the guarantee exists.
The Bottom Line
Great candidates choose companies with a great story, a hiring process that respects their time, and an offer worth leaving something stable for. The story is the part most small businesses skip — and it is the part that costs them the best people.
Want help building your recruitment marketing story? Grab a free 30-minute session with one of our recruiting experts, and let’s talk about what makes your company worth choosing.