Profiles in tension: How to convince them to join you?
Transport, distribution, food processing, tourism, health, and sales are looking to recruit on a daily basis, while labor shortages are getting worse every year, due to retirements and the non-renewal of generations in certain professions. In this context, and in these fields in particular, the job interview almost always favors profiles in tension. They know that they are sought after, expected, needed, they know that they can demand a salary that seems fair even if it is high, they know that they can, globally, set their conditions, and that if, tomorrow, you do not move forward with them, others are waiting to recruit them as well: your competitors.
So how do you convince them to come and work for you? Here are some tips...
Do not think only about the salary.
Money is one of the sinews of war, inevitably, when a category of labor force becomes scarce, it becomes expensive, it is one of the oldest laws of the market. But we should not think only in financial terms: we see more and more young recruits, in great demand everywhere, who end up choosing a company they like, with a job they like, for a salary sometimes much lower than what was offered elsewhere, but with prospects of greater pleasure at work. When interviewing a potential candidate, try to make sure that they see not only the salary offered, but also the other tangible and intangible benefits of working with you.
Personalize the candidate experience
The more a profile is in tension, the more you will have to personalize its candidate path. Show them that you are targeting them and no one else... Personalize the meeting, so that the best talents, those who have a lot to choose from, prefer you, with whom they have had a maximum of chemistry, to your direct or indirect competitors. Prepare the language keys that will touch their aspirations, by having a perfect knowledge of their background and expectations. Be aware of their technical skills and their ambitions.
Understand well in advance the assets it can offer you, but also the expectations it could satisfy thanks to you. Today, with social networks and e-reputation, this investigation is simple. Take the time to analyze in detail what you have found, in order to get a better idea of their personality. Be careful! Do not give him the impression that you have harassed him! He will run away! Simply have the necessary knowledge base, which you will have taken the time to assimilate in order to give it back naturally and spontaneously. This should help you to dialogue better, to find the right words, the right tone, the most convincing arguments, as if you had already known the candidate for a long time.
Consider specialized job boards.
It is one of the most effective ways to find the right candidates, target them efficiently and act quickly. Indeed, the algorithms of these tools are very powerful and allow to match recruiters and candidates with great efficiency. Using these platforms, you will be sure not to waste time with the wrong people, but also not to waste time with the most sought-after and demanding candidates.
Don't waste time!
Profiles know they are wanted, they want to move fast and be fixed quickly. So: don't drag things out. After an initial selection of candidates, continue at the same pace, without letting things drag on: quickly set a date for a first interview, and if it is conclusive, finalize the contract within 6 days. If not, the candidate will go elsewhere, where he or she is expected and coveted anyway. And if you can't meet these deadlines, keep them informed, for example every two or three days, so that they don't feel forgotten.
Aim for the long term.
Offer the candidate a permanent contract, with a trial period sufficient to test him and be sure that he is your ideal candidate, but not too long to build trust from the start; talk to him about his future missions, his objectives in 6, 12, 18 months: give meaning to his commitment, entrust him with important tasks, show him that they are strategic and fundamental for the company. More and more candidates today need to feel that they are working for a company that has values, a philosophy, a philanthropy: also talk to your candidates about your objectives of preserving the environment or improving working conditions in the company, involve them, ask their opinion, their expectations, their needs...
Finally, promise them a real personal career path with career development, challenges, experience abroad, innovative technological resources, detail your investments in R&D... Tell them about the group and their work within a team, in which you will integrate them immediately and with the necessary resources. All these attentions will also allow you to avoid financial blackmail from candidates who know they are in high demand: even if you cannot accept their rates, you still have the possibility of convincing them by other means: the interest that the new generations of candidates have in their missions is almost equal to remuneration, in their criteria for choosing companies.
If you are looking for profiles in tension, Molitor International Conseil is the partner you need. Discover our recruitment solutions to find the one that meets your needs !
